From Student to Standout: Building the Next Generation of Talent
There’s this belief a lot of startups still cling to:
“Interns? We’ll figure that out later.”
But here’s the reality Sabih dropped on Episode 5 of Unlocked Potential:
If you’re building a student-focused company — or any company, really — you can’t afford to treat internships like an afterthought.
They’re not just future hires. They’re a mirror. A test. A cheat code for innovation and long-term retention… if you do it right.
I sat down with Sabih, founder and CEO of Stellic, to talk about how he’s building an internship program from the ground up — and why it might be one of the most important things they do this year.
Sabih built Stellic as a student. Now, he’s turning that experience into a platform used by colleges across the country. And the way he thinks about early talent? Game-changing.
Interns Aren’t Cheap Labor — They’re Culture Accelerators
One thing Sabih said that really stuck with me:
“Having students in the building changes everything. They’re your customer. Sitting right next to you.”
That’s not just poetic — it’s smart business. You don’t need more whiteboard sessions. You need proximity to the people you serve. And interns deliver that — with energy, fresh thinking, and zero baggage.
But you can’t just drop them into a Slack channel and hope for the best.
Interns Need Real Projects, Not Random Tasks
Sabih said it best:
“Interns shouldn’t be joining a company. They should be joining a project.”
That flips the whole model. You’re not plugging them into your org chart — you’re inviting them to build something specific. To own it. To shape it.
And when they do? You don’t just get results — you get early buy-in.
Because the truth is, your best intern might be your future CTO. (Literally — that’s what happened at Stellic.)
Two Things Interns Care About Most
When Sabih imagined what students say about Stellic’s intern program, he boiled it down to this:
The problem you get to solve
The people you get to solve it with
Simple, but powerful. Interns don’t want perks — they want impact. A shot at doing something that matters. A team they’ll want to stay in touch with after the summer ends.
A Startup Secret: Interns Outperform Expectations
Sabih made a great point — and I’ve seen it too:
Some of the best performers on your team might be interns. Why? Because they come in hungry. Open-minded. Eager to prove themselves.
And when you build the right environment — with feedback, mentorship, and stretch goals — they will surprise you.
“The key is ownership. If they hit a blocker, do they wait… or do they find a way forward?”
That’s a question worth asking every hire, not just your interns.
Don’t Just Look at Grades — Look at Grit
When Sabih interviews students, he’s not scanning GPA.
He’s asking better questions:
What did you do last summer?
How do you unblock yourself?
What’s something you built — even if no one asked you to?
The goal? To find students who are naturally curious. Self-motivated. Wired for growth. And when you find them? Set them up with a clear project and let them fly.
Final Thoughts
If you’re building a team — especially in a student-facing business — don’t wait to invest in interns.
The best talent isn’t waiting around for job boards. They’re looking for challenges, mentorship, and meaning.
Internships aren’t just about grooming talent. They’re about keeping your company connected, energized, and sharp.
And if you do it right? You’re not just hiring for today — you’re building loyalty for tomorrow.
Want the Full Conversation?
Check out the full episode of Unlocked Potential on YouTube — or listen on your favorite podcast platform.
▶️ Watch on YouTube
🎙️ Listen on Spotify
🍎 Listen on Apple Podcasts
Want to build stronger, high-retention teams — especially in frontline industries?
Tanda helps you do it with smart scheduling, real-time insights, and tools that make leaders better every day.
👉 www.tanda.io
🎙️ This episode features:
Sabih Bin Wasi
LinkedIn | Stellic
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