Internship Statistics in the USA (2023/2024)

This report presents a comprehensive analysis of internship statistics in the United States with the latest available data (primarily 2023). It covers how many students participate in internships, the prevalence of paid vs. unpaid positions, which industries and demographics dominate internships, conversion of internships into full-time jobs, remote vs. in-person trends, and geographic patterns. Key numerical data and trends are highlighted in tables and charts for clarity, followed by actionable insights based on these findings.

Overall Internship Participation Rates

Approximately 4.1 million internships were expected in the U.S. in 2023 . This corresponds to about 21.5% of U.S. college students participating in an internship during their studies . Prior studies often estimated that over half of students have internship experience by graduation, but recent survey data suggest the true participation rate may be lower (around one-fifth), possibly impacted by the COVID-19 pandemic or differences in measurement .

• Annual Internship Volume: Over the past decade, the number of internships has hovered around 4.3–4.5 million per year, with a slight dip in recent years. For example, an estimated 4.17 million students interned in 2022, declining to ~4.10 million in 2023 . This slight downward trend aligns with declining college enrollment and pandemic disruptions in 2020–2021.
• Internships per Student: By the time they graduate, a majority of students have done at least one internship. In fact, around 60–65% of graduating seniors report having internship experience . However, at any given point in college, a smaller fraction (≈21%) are engaged in internships, since many internships occur in junior or senior year.
• Multiple Internships: It’s becoming common for students to do more than one internship. An estimated 31% of interns complete multiple internships before entering full-time work . Notably, women are three times more likely than men to do multiple internships , indicating that female students often pursue several internship experiences, potentially to gain extra credentials or due to industry norms.
• Key trend: Internship hiring rebounded after the pandemic lull. Employers planned to increase intern hiring by ~9% for 2022–23 academic year compared to the prior year , reflecting the high value placed on internships as a talent pipeline. Overall, internships remain a pivotal part of early career preparation for millions of U.S. students each year.

Paid vs. Unpaid Internships

Internships can be paid or unpaid, and this distinction has major implications for who participates and the outcomes achieved. Recent statistics show roughly 60% of U.S. internships are paid while 40% are unpaid . In 2023, that translates to an estimated 1.64–1.66 million unpaid interns out of ~4.1 million total . The prevalence of unpaid internships raises concerns about equity and access, as detailed below.

• Likelihood of Paid Work: Unfortunately, unpaid internships are common. Studies reveal that four out of five unpaid interns (81%) are women, indicating a significant gender gap in who gets paid . Overall participation in internships is roughly equal between men and women, but men are far more likely to hold paid intern positions. One national survey of seniors found 58% of male interns were paid, compared to only 35% of female interns . This suggests women often take unpaid roles at much higher rates than men. Socioeconomic background plays a role as well: students who cannot afford to work without pay may opt out of internships. In fact, 40% of students who wanted to intern but didn’t cited the need for paid work as the reason . Family background also matters – those whose parents have higher education are 30% more likely to take an unpaid internship (perhaps because they have financial support) .
• Career Impact of Paid vs. Unpaid: The data strongly favor paid internships in terms of career outcomes. A paid intern is 32% more likely to receive a job offer for a full-time role than an unpaid intern . Completing any internship boosts employment prospects, but paid positions confer the greatest advantage. Research shows paid interns receive more job offers and higher starting salaries than unpaid interns or those with no internship. For example, paid interns average about 1.4 job offers upon graduation, whereas unpaid interns average 0.94 job offers (and students with no internship average 0.77) . Correspondingly, median starting salary for those who had a paid internship is around $67,500, far above the ~$45,000 median for those who interned without pay . In fact, taking an unpaid internship can slightly undercut earnings – studies found graduates who had unpaid internships often earn even less than those who skipped interning entirely . This stark contrast highlights that paid internship experience is far more valuable for securing and succeeding in a full-time job.
• Takeaway: While about 2 in 5 internships (40%) remain unpaid , students should seek paid internships whenever possible given their substantially better job prospects. For employers and policy-makers, the data suggests a need to expand paid internship opportunities (e.g., via stipends or funding programs) to reduce barriers – especially for women and low-income students – and to improve talent pipelines.

Industry-Wise Distribution of Internships

Internships are available across a wide range of industries, but some sectors employ far more interns than others. Business and finance-related fields tend to dominate internship opportunities. One analysis of internship data found that the financial services sector is the single largest provider, accounting for about 19% of all internships . The next most popular fields include accounting and consumer goods, among others. Table 1 highlights the top industries for internships by share:

Table 1. Top Industries for Internships (Share of Intern Positions)

(Source: Carlson School U.S. undergraduate internship report )

As shown above, finance and accounting-related fields alone make up roughly 30% of internships. Other business-oriented sectors like consulting, marketing, and investment banking also host many interns. By contrast, technical and public sectors represent smaller slices – for instance, education, government, and pharma/biotech each account for only ~1% of internships in that dataset . Creative fields (media/entertainment), non-profits, and legal internships were present but combined into a small residual category (~2%) .

It’s worth noting this distribution can vary by source and may reflect the sample (the data above came from a business school’s survey). Nonetheless, financial services consistently emerges as a top internship provider nationally . The prominence of finance, accounting, and tech internships aligns with where job growth and demand for early-career talent have been high. In recent years, tech company internships have also become notable (often offering very high pay), though tech roles can be subsumed under “Technology/Science” or other categories in different reports.

Insight: Students in majors aligned with business, finance, or STEM fields find the most abundant internship opportunities, while those in fields like education, government, or non-profit work may find fewer formal internships and should plan accordingly. Employers in underrepresented industries may consider creating more internship programs to develop talent pipelines similar to those in finance and tech.

Also Read: From Intern to Full-Time: Strategies for Seamless Transition

Demographic Breakdown of Interns (Age, Gender, Race, Education)

Who are the interns? The profile of U.S. interns skews heavily toward young college students, but there are important distinctions in gender, race, and education level among those who intern.

• Age: Interns are typically early in their careers. Many are college juniors or seniors completing internships before graduation, and some are even high school students. In fact, one analysis found the average age of interns was only 17 years old – reflecting substantial participation by high schoolers and first-year college students. (There is no legal minimum age for interns, and ambitious students often start internships in high school.) On the other hand, seniors in college are the most likely to intern; up to 50% of college seniors have taken part in an internship by the time they graduate . It’s also possible to intern later in life – career changers or adults seeking experience can intern, which pushed the average age to mid-40s in one study that included such cases – but these cases are rarer. The vast majority of internships are done by people in their late teens or early twenties.
• Gender: Men and women engage in internships at roughly similar rates overall, but women are underrepresented in paid internships and overrepresented in unpaid ones. National surveys indicate the gender split of who participates in internships is close to 50/50 . However, paid internship positions skew male. Only about 39% of interns are female in some samples , and women account for just 35% of paid interns in college even though they represent ~58% of the student population . Conversely, women make up the bulk of unpaid interns (81% as noted earlier) . This suggests that male students are more often able to secure the coveted paid internships, while female students disproportionately take unpaid roles. Tackling this gap is important for equity, as unpaid internships can widen gender pay disparities in the long run.
• Race/Ethnicity: There are notable racial disparities in internship participation. White students form the majority of interns: roughly two-thirds (about 67%) of student interns are white . This is higher than the white share of the overall student population, indicating overrepresentation. Asian and Asian-American students make up the second-largest group at about 14% of interns . Hispanic/Latinx students represent around 7% of interns , which is significantly lower than their share of the college population (for context, ~21% of U.S. undergraduates are Hispanic) . Similarly, Black/African American students are underrepresented – data from the National Survey of College Internships found only ~3–6% of interns were Black (versus ~14% of college enrollment) . These gaps suggest that students of color, especially Hispanic and Black students, face barriers in accessing internships. Reasons may include limited networks, financial constraints (unable to take unpaid work), or fields of study; indeed, NACE reports that intern cohorts skew white (and male) disproportionate to the student body . Efforts such as diversity recruitment initiatives and paid internship programs targeted at underrepresented groups are aiming to close this gap.
• Education Level: Internships are primarily a college phenomenon, but not exclusively. A large share of internships are filled by undergraduate students pursuing a bachelor’s degree, and many employers specifically seek such students. In a review of intern job postings, 39% required a bachelor’s degree (ongoing or completed) as a qualification . About 34% of internship postings were open to those with only a high school diploma or GED , indicating that high school students or graduates not in college can also obtain internships in some cases. Another ~13% required an associate’s degree . Far fewer internships explicitly require graduate-level education, though graduate students do sometimes intern (around 1% of interns in the NSCI survey were grad students ). The takeaway is that most interns are current students in higher education – typically undergraduates – but there is still a pathway for high schoolers and non-traditional learners to intern, especially via programs that don’t mandate college enrollment.

Summary: The typical intern in America is a college-age student (late teens or early 20s), often in their junior or senior year, with roughly equal gender representation overall – yet women are more likely to be in unpaid roles. Intern cohorts remain disproportionately white and Asian, with Black and Hispanic students underrepresented relative to their population. This demographic breakdown underscores the importance of expanding access to paid internships for underrepresented groups and ensuring internships are accessible to all students, regardless of background.

Internship-to-Full-Time Conversion Rates

One of the key values of internships is the opportunity to convert the experience into a full-time job. Employers often use internships as a recruiting pipeline, and many interns receive job offers at the end of the program. Data consistently show high conversion rates from internship to employment, especially for those who perform well.

• Overall Conversion to Internships: On average, over half of interns transition into full-time roles with their internship employer. In the 2021–22 cycle, for example, about 57.6% of eligible interns were converted to full-time employees by the companies they interned for . Other estimates that include interns getting hired anywhere (not just by the host company) put the conversion even higher: more than two in three interns (66.4%) secured a full-time job offer after their internship . In 2020, during the pandemic, conversion rates dipped (around 55% in 2020), but they rebounded in 2021 (to ~66%) as the job market recovered . Since 2016, internship conversion rates have been fairly steady in the 50–65% range each year , aside from that 2020 hiccup. In short, roughly half to two-thirds of interns each year get hired into a full-time job upon completing the internship, making it a very effective pathway to employment.
• Benefits of Interning (vs. Not): Having internship experience greatly boosts a graduate’s employment prospects. Simply put, completing an internship makes you 85% more likely to secure a full-time job offer after graduation compared to peers with no internship experience . Internships give students a foot in the door and valuable work experience that employers value. The quality of the internship also matters (interns who had substantive work and mentorship tend to transition more successfully). For employers, conversion is a goal: many firms target high conversion rates (for instance, Visa’s intern program targets ~70% conversion ). High conversion not only fills entry-level positions with known talent, but those hires tend to stay longer – one study found 75.5% of intern-turned-employees were still with the company after one year, compared to 51.5% one-year retention for hires with no internship at that employer .
• Paid vs. Unpaid Outcomes: As noted earlier, paid internships convert to job offers at a far higher rate than unpaid ones. A paid intern is much more likely to get an offer from the host company. For example, NACE data suggests interns who were paid had offer rates around 75%, whereas unpaid interns lagged behind (one analysis inferred a ~30% lower conversion for unpaid) . In practical terms, many unpaid interns do not end up working for the organization post-internship (some unpaid internships are in fields that simply can’t hire, or they lack a full-time pipeline). The stark outcome differences reinforce that paying interns leads to better talent acquisition – those interns are more motivated to accept offers and the companies invest more in grooming them.

Overall, internship-to-full-time conversion rates highlight that internships are not just a learning experience; they are often an extended job interview. For students, excelling in an internship can directly land you a job. For employers, a well-run internship program is a proven strategy to secure entry-level talent. With over 50% of interns on average converting to employees , internships remain a critical bridge from education to the workforce.

Remote vs. In-Person Internship Trends

The COVID-19 pandemic dramatically shifted internship formats, accelerating a move to remote and hybrid internships. By 2023, a new balance emerged between virtual and in-person experiences. Here we examine the trend toward remote internships and how both employers and students are adapting:

• Pandemic Spike in Virtual Internships: In 2020, as offices closed, many internships went virtual. About 40% of companies offered virtual internships in 2020 to avoid canceling programs . Over half (51%) of students who interned remotely in 2020 said they were just relieved their internship wasn’t canceled altogether . Virtual formats provided flexibility and safety, though not without challenges – 22% of virtual interns were concerned about the quality of experience they were getting remotely , and 12% worried it was harder to demonstrate their readiness for a full-time role when not in person . Nonetheless, only a small minority (4%) of interns felt glad to avoid commuting via a remote internship , suggesting most still valued the in-person aspects they were missing.
• Shift to Hybrid Models: By 2022 and 2023, with the pandemic effects receding, the predominant model became hybrid internships – combining remote work with some in-office days. Employers found benefits in maintaining some virtual elements while reintroducing face-to-face mentorship and networking. Nearly two-thirds of employers (64.8%) planned to host their 2022–23 interns in a hybrid format (partially in-person, partially virtual) . Recent data confirms this trend: roughly 60% of internships in 2023–24 are hybrid arrangements . Fully remote internships have become less common, dropping from the high levels of 2020. Many positions that were 100% remote shifted to hybrid as offices reopened – for example, among entry-level jobs (a proxy that includes interns), the share of fully remote roles fell from 18% in 2021 to about 10% in 2023 . In contrast, internships conducted entirely on-site have remained steady or returned for a significant minority of employers (somewhere around 30–40% of internships are now fully in-person, according to various surveys ). In fact, employers clearly favor in-person engagement for internships: 70% of companies say they prefer recruiting interns in-person rather than virtually . They often cite better relationship-building, oversight, and cultural immersion when interns are physically present.
• Student Preferences: College students largely echo the desire for in-person interaction, albeit with flexibility. In a 2021 survey of students, the majority (42%) said they preferred a hybrid internship, combining remote convenience with in-person experience . About 38% preferred fully in-person internships, valuing the face-to-face mentoring and office environment . Only 20% of students wanted a fully remote internship as their top choice . This indicates that while students appreciate the flexibility of remote work, most do not want an entirely virtual internship – they recognize the unique benefits of being on-site at least part of the time (such as hands-on learning, networking, and company culture exposure).

Trend outlook: Hybrid internships are here to stay as the dominant model, marrying the best of both worlds. Companies have invested in remote collaboration tools and learned that some work can be done effectively from anywhere – but they also value bringing interns on-site for critical learning moments. We expect to see internship programs continue offering hybrid schedules (e.g. 2–3 days in office, remainder remote). Fully remote internships will still exist (particularly for tech roles or where geographic diversity is a goal), but likely as a smaller share. Importantly, in-person elements remain crucial for mentorship and conversion: employers have observed that interns integrated in person often accept job offers at higher rates and feel more connected to the company . For students, the advice is to embrace hybrid opportunities – leverage remote work flexibility, but make the most of any in-person days to build relationships and skills on site.

Geographic Trends in Internships (By State/City)

Internship opportunities are not evenly distributed geographically. They tend to cluster in major economic hubs, though some smaller cities offer surprising density of internships relative to their population. Here we explore which locations have abundant internships and which are more scarce:

• Major Cities vs. Per Capita Availability: It’s no surprise that large metropolitan areas (New York, San Francisco, Los Angeles, etc.) host the most internships in absolute terms, given the concentration of companies and universities. However, when adjusting for population, some mid-sized cities actually offer the most internship postings per capita. A 2022 analysis of Indeed job listings found that Jersey City, NJ had the highest internship availability relative to its population, with roughly one internship posting per 94 residents . Several other cities also showed a high density of internships. Table 2 lists the top U.S. cities for internship availability (measured as the fewest number of residents per internship listing):

Table 2. Top 10 U.S. Cities for Internship Availability (per Capita)

(Source: Indeed job postings analysis, Nov 2022 )

The above cities benefit from either proximity to larger job markets or strong local economies. For instance, Jersey City and Newark are adjacent to New York City’s finance and corporate center, effectively extending NYC’s opportunities. Fremont and Anaheim are in California’s tech and entertainment corridors (Silicon Valley and Orange County, respectively). Notably, several mid-sized cities in Texas (Irving, Garland, Plano) rank highly, likely due to booming business hubs in the Dallas-Fort Worth area. These numbers mean that in Jersey City, there was roughly 1 internship for every 94 people in the city – a very high availability – whereas in a typical city the ratio would be much higher (less availability per capita).

• •Areas with Fewer Opportunities: On the flip side, some cities (often smaller or less economically diversified) have far fewer internships relative to their population. The same study found Laredo, TX had the highest competition, with about 21,346 residents per internship listing . Fresno, CA was another difficult market, with over 11,000 residents per internship opening . This means in those places, internships are very scarce and students may struggle to find local opportunities. Generally, rural areas and cities without a large corporate presence have fewer internships; students in those areas may need to look at nearby metros, consider remote internships, or travel for summer positions.
• •State and Regional Differences: Internships concentrate in states with large economies. States like California, New York, Texas, Illinois, and Florida usually have the highest absolute number of internship openings (reflecting their large populations and industries). Meanwhile, smaller states or those with fewer big companies (for example, rural states in the Midwest) have fewer internships. Another regional trend is that coastal and Sunbelt cities have seen growth in internships, especially tech hubs (e.g., the West Coast for tech internships, East Coast for finance). Some analyses also show the Mountain West and Southeast growing internship opportunities as companies relocate or expand there. However, detailed state-by-state data for 2023 is limited; much of the granular data is at the city level via job boards as shown above.

Implications: Geography can influence internship prospects significantly. Students in high-opportunity cities benefit from many nearby internship options – they should still apply broadly, but chances of landing something local are relatively good. Students in low-opportunity regions may need to be proactive: consider relocating for summer internships, search for remote internships that allow you to work for a company in another city, or leverage any local networks (even a single large employer in town). For employers, the rise of remote work means they can recruit interns from anywhere, not just locally, potentially easing geographic imbalances. We’ve also seen some city governments and schools partnering to create internship programs to boost local opportunities. Overall, geography is less of a barrier than it once was thanks to virtual internships, but being in a major metro area still provides a clear advantage in internship availability.

Conclusion and Actionable Insights

The internship landscape in 2023/2024 reveals several key trends and takeaways that students, educators, and employers can act upon:

• Internships are Vital but Not Universal: With only about one-fifth of college students interning in any given year (and around two-thirds by graduation), there’s room to increase participation. Action: Universities and employers should work together to expand internship programs and awareness, especially targeting students early in college who might not realize the importance of that experience. Students should seek out internships proactively – the data shows an internship boosts your hiring odds by 85% , so it’s one of the most impactful things you can do during college.
• Push for Paid Opportunities: The divide between paid and unpaid internships has wide-ranging effects on career outcomes and equity. Paid interns get more job offers and higher salaries, while unpaid interns often struggle to convert and may even earn less than peers with no internship . Action: Students – whenever possible, prioritize securing a paid internship (even if it’s in a less “glamorous” industry; the payoff in experience and job prospects is worth it). If you can only find unpaid roles, try negotiating for stipends or credit, and be aware of the limits of such positions. Employers – consider budgeting to pay your interns. Even a modest wage can attract a more diverse talent pool and will likely increase your intern-to-full-time yield. Companies that can’t pay should at minimum ensure high-quality training and perhaps partner with foundations or schools to provide grants to unpaid interns.
• Address Demographic Gaps: There are clear disparities in who gets access to internships (especially paid ones). Women, Black, and Hispanic students are underrepresented in internship ranks and particularly in paid roles . Action: Colleges should provide extra support to underrepresented groups – for example, mentorship, internship prep programs, and funding for unpaid internships (some colleges have started offering need-based stipends). Employers should diversify internship recruiting, perhaps by extending outreach to minority-serving institutions, using internship programs (like INROADS, SEO, etc.) that focus on diverse talent, and reviewing their selection criteria to mitigate bias. A more inclusive internship cohort not only promotes equity but also enriches the workplace.
• Leverage Industry Insights: Students should be aware of which industries have plentiful internships (finance, accounting, tech, etc.) versus those that have fewer formal internships. Action: If you’re in a field like education or non-profit where internships are less common, start early and be creative – consider related internships that build transferable skills, or look for fellowships/volunteer roles that simulate internship experience. Conversely, if you’re interested in popular fields like tech or finance, expect strong competition; bolster your resume with relevant skills and apply widely (those sectors often pay well, but also attract many applicants).
• Maximize Internship-to-Internship Conversion: For interns and employers alike, the end goal is often a job offer. Action: Interns – treat your internship like a long interview. Seek feedback, network within the company, and demonstrate your value. High conversion rates (~50–60%+) mean if you excel, there’s a good chance you’ll be invited to stay on . Employers – invest in your interns. Provide mentors, meaningful projects, and a taste of your company culture. The better the experience, the more likely an intern will join you full-time (and stay longer as an employee). Given the strong retention of former interns , this investment pays off in lower turnover.
• Embrace Flexible Internship Models: The trend toward hybrid internships offers new flexibility. Action: Both students and organizations should embrace hybrid structures that combine remote and in-person work. Students – develop strong remote work skills (communication, self-management) and make the most of in-person days (build relationships, ask questions in real life). Employers – continue offering hybrid options to cast a wider net geographically and accommodate students’ needs, but also ensure that interns get face time with teams and mentors. A balance will yield the best learning and outcomes. Also, consider offering fully remote internships to tap talent in regions where opportunities are scarce – this can diversify your intern pool and give opportunities to students who lack local options.
• Geography and Mobility: If you live in an area with limited internship opportunities, don’t be discouraged. Action: Students in internship-sparse regions (as evidenced by cities with high residents-per-internship ratios) should expand their search radius. Look into national internship programs, consider summer internships in major cities (perhaps budgeting for temporary relocation), or target remote internships that allow you to work for a company in a different state. Additionally, leverage your school’s career services – they might have connections out-of-state. Employers can play a role by not restricting internships to local candidates; remote work has shown that a student in a small town can contribute just as effectively online. This not only helps students in less-served areas but also helps companies fill roles amid a competitive talent market.

In conclusion, internships in 2023/2024 remain a critical stepping stone into the workforce. The statistics paint a picture of a recovering and evolving internship market – one where opportunities are plentiful but unequal. By understanding these trends and acting on the insights, stakeholders can work to make internships more accessible, fair, and beneficial for all parties. For students, the message is clear: engage in internships early, strive for paid experiences, and leverage them into your career. For employers and educators: continue innovating internship programs (hybrid modes, paid positions, inclusive recruitment) to unlock the full potential of the next generation of talent. With these efforts, internships can truly fulfill their promise as a bridge from education to meaningful employment.

References

• StandOut CV, “Internship Statistics U.S. 2025” – aggregation of latest U.S. internship data .
• National Association of Colleges and Employers (NACE), Internship & Co-op Surveys (2021–2024) – data on internship outcomes, offer rates, and employer practices .
• University of Wisconsin–Madison CCWT, National Survey of College Internships 2021 Report – demographic and participation findings across 17 campuses .
• Binghamton University News, “Women less likely to receive pay for college internships” (2020) – study on gender gap in paid internships .
• Indeed.com analysis (2022) – internship postings by city and education requirements.
• Yello/College Pulse (2021) – survey on virtual internship experiences and student preferences.
• Learnopoly, “Internship Statistics: Essential Facts” – compilation of NACE and U.S. News data on intern demographics and outcomes .