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Internship Program
Our internship program is an accelerated opportunity to experience a corporate setting, learn about financial services, and investments, and be a part of our entrepreneurial approach to business.
Multiple Concentrations
Available internships can be filtered by degree concentration or occupational interest, Students can mix and match multiple tracks for a customized program.
discipline Specific programs and Projects
We create visual project plans to see how every step maps out over time. Pinpoint risks. Eliminate roadblocks. Even when plans change.
Experianced Managers
One-On-One Meetings and Advanced development from experienced managers who know how to take their teams to the next level of performance.
Team-Specific Protocol
Asana is the work management platform teams use to stay focused on the goals, projects, and daily tasks.
REMOTE WORKSPACE
Digital Meetings
Video-enabled tools allow internal and external communications, all-hands meetings, and training through the digital communications platform.
Digital Project Management
With Asana, we can plan, manage, and monitor projects across initiatives and teams—so everything stays on track.
Cutting Edge Technology
Digital project boards let us visualize our work. Move work through multiple stages quickly, easily, and seamlessly from any location, computer, laptop, or phone.
become an Intern
Data Analytics Internship
Risk Management Internship
Financial Analyst Internship
Business Analyst Internship
Marketing Analyst Internship
Capital Markets Analyst internship
Accounting Internship
Our Team:
Ariel Tavor
Keith Yagnik
Ariel Serber
Michael Kikoz
Our Internship Process:
The Test for Unpaid Interns and Students
Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the FLSA.2 In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the following seven factors as part of the test:
- The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
- The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
- The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
- The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
- The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
- The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
- The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.
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