Internship Opportunities

As part of our strategic talent solutions work, OneSpartanburg, Inc. is working with employers from across Spartanburg County to keep a list of available internships and other work-based learning opportunities for both high school and college students. Our list is closed for the 2026 Summer, but check back soon for more updates!

For Employers:

Want your internships listed here? Reach out to Talent Development Coordinator Jessie Schlosser.

Learn about the benefits of Work-Based Learning opportunities

For Students:

Interested in a work-based learning opportunity during the 2026/2027 school year? Reach out to your high school Career Development Facilitator (CDF). Find your CDF's contact information below:

 

Home High School	CDF's Name	CDF's Email	CDF's Phone Number
Landrum High School	Lori Means	lori.means@spart1.org	864-457-2606, ext. 4727
Chapman High School	Catherine Gramling	catherine.gramling@spart1.org	864-472-2836 ext 4268
Boiling Springs High School	Kris Teal	kristine.teal@spart2.org	864-578-8465
Chesnee High School	Issaia Butler	issaia.butler@spart2.org	(864) 461-7318
Broome High School	Jay Free	tfree@spartanburg3.org	864-279-6731
Woodruff High School	Tevin Logan	tlogan@spartanburg4.org	864-476-7045
Byrnes High School	Reggie Gray	reggie.gray@spart5.net	(864) 949-2396 ext. 120
Dorman High School	Walter Canty	wcanty@spart6.org	864-582-4347 ext. 3507
Spartanburg High School	Addie Jones	ABJones@spart7.org	864.594.4410
Swofford Career Center	Tyler Hill	thill@swofford.k12.sc.us	864-592-2790, Ext. 3722
RD Anderson Applied Technology Center	Cam O'Sullivan	cosullivan@rdanderson.org	864-576-5020
Daniel Morgan Technology Center	Delilah Goode	delilahg@dmtconline.org	(864) 279-6950
Master Skills Center	Kerri McAlister	kmcalister@rdanderson.org	(864) 308-8371
Oakbrook Preperatory School	Ashley Hairr	ashley.hairr@oakbrookprep.org	(864) 587-2060 Ext. 127
Union High School	Josie Ivey	josieivey@union.k12.sc.us	864-429-1750

Internship FAQs

A guide to creating a successful internship for you and your intern

What is an internship?

An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.

• The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
• The skills or knowledge learned must be transferable to other employment settings.
• The experience has a defined beginning and end, and a job description with desired qualifications.
• There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
• There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
• There is routine feedback by the experienced supervisor.
• There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

 

How many hours should an intern work?

The number of recommended hours varies based on the type of internship.

• Hourly Internships: We recommend 8-10 hours/week during the semester, up to 40 hours/week during College breaks.
  This is the most common and most recommended type of internship. The number of hours should be based on the amount of work the employer is able to provide on a weekly basis throughout a semester. We see the most successful internships set at 8-10 hours per week during the semester, and up to 40 hours per week / full-time during College breaks. It is best to choose a number of hours that you are confident you can fill with meaningful work, so that an intern is not searching for work, and you are not spending time creating projects.
• Project-based Internships: Determined between intern and employer based on scope of project.
  This is an internship where a specific project and deadline have been established between the employer and the intern. We encourage the employer and the intern to discuss the approximate number of hours that the project should take to complete.
• Credit-based internships: Determined by each institution. Generally 15-20 hours.
  Some Colleges offer class credit for internships. In this case, students will be required to work a specific number of hours throughout a semester. The intern will provide the employer with his/her internship requirements.
• FTE and PTE guidelines for interns are consistent with those of traditional employees

How should interns be compensated?

• As a Paid Employee: Hourly compensation should be determined based on skill set and level of work
• With a Stipend: A pre-agreed upon sum in return for completion of a pre-determined project. The intern and the employer should have a clear understanding of expectations and compensation. We recommend consulting your individual HR procedures.
• Unpaid Internship: Although not recommended, unpaid internships must follow the Fair Labor Standards Act
  • The internship, even though it includes actual operation of the employer’s facilities, is similar to training that would be given in a vocational school.
  • The internship experience is for the benefit of the student.
  • The intern does not displace regular employees, but works under the close observation of a regular employee.
  • The employer provides the training and derives no immediate advantage from the activities of the intern. Occasionally, the operations may actually be impeded.
  • The intern is not necessarily entitled to a job at the conclusion of the internship.
  • The employer and the intern understand that the intern is not entitled to wages for the time in the internship.

How should I select an intern?

• Complete an application and interview process.
• Consider if the intern has the skill set to do the job, appropriate time availability, and will be a good fit for your team.
• Follow any HR procedures you would for a standard employee, including equal opportunity guidelines.

When should I look for an intern?

What if it isn’t working out?