How Remote Internships Can Build Your Global Talent Pipeline | Fredrik van Huynh

Send us Fan MailInternships and remote work placements are subject to employment, minimum-wage, immigration, tax, data-protection and safeguarding rules in the relevant jurisdictions.In the UK, calling somebody an “intern” does not automatically remove their entitlement to the National Minimum Wage. Employers should obtain appropriate employment and legal advice before establishing an unpaid, international or remote internship programme.EPISODE SUMMARYWhat if your next high-potential employee lives in another country and is still completing their education?In this episode, Peter Boolkah speaks with Fredrik van Huynh, co-founder of Absolute Internship, about how structured remote internships can help smaller companies access early-career talent beyond their immediate location.Fredrik explains how his own international experiences in China and Japan led to the creation of Absolute Internship. He also discusses why students should look beyond famous employers and focus on transferable skills, meaningful projects, mentorship and relationships.You’ll discover:How Fredrik’s experiences in China inspired Absolute InternshipWhy international experience can differentiate an early-career candidateWhy smaller businesses can compete with major graduate employersHow remote work expands the available talent poolWhy internships should have defined projects and measurable outcomesHow short, part-time placements can fit around educationWhy genuine professional networks are more valuable than online connectionsHow internships can become a long-term recruitment pipelineHow remote opportunities can improve access for international studentsWhy flexible work can remove some barriers faced by people with disabilitiesHow smaller companies can access talent from different cultures and locationsWhy proper onboarding, mentorship and supervision remain essentialFor founders, the opportunity is not simply to obtain inexpensive help.A successful internship programme should create a repeatable route through which people are selected, onboarded, mentored, assessed and—where appropriate developed into permanent team members.Without that structure, an intern can create more supervision and dependency for an already overstretched founder.CONNECT WITH FREDRIK VAN HUYNHAbsolute Internship: https://absoluteinternship.comLinkedIn: https://www.linkedin.com/in/fredrikvanhuynh/CONNECT WITH PETER BOOLKAHWebsite: https://www.boolkah.comLinkedIn: https://www.linkedin.com/in/boolkahInstagram: https://www.instagram.com/pboolkah/Facebook: https://www.facebook.com/BoolkahX: https://twitter.com/boolkahABOUT PETER BOOLKAHPeter Boolkah is a business coach, author and speaker who has spent more than 20 years helping business owners build stronger, more valuable businesses that do not depend on them for everything.He is the creator of The Hamster Wheel Trap® and author of Your Business Sucks: Build a Business That Works Without Destroying Your Life.Peter works with founders and leadership teams on the issues that ultimately determine whether a business creates freedom or becomes another job: leadership, founder dependency, people, profit, execution, scaling, exit readiness and enterprise value.His approach is direct, practical and built around one simple question:Do you own the business, or does the business own you?Learn more at https://www.boolkah.com