InternCrew vs. hiring interns directly.
Bringing on a student means more than a job offer. Someone has to run payroll, carry workers' comp, collect the paperwork, and follow youth labor rules. Here's who handles what either way.
Side by side
| Responsibility | Hiring directly | With InternCrew |
|---|---|---|
| Payroll and payroll taxes | You run payroll, withhold and pay employer payroll taxes, and file the returns. | InternCrew runs payroll and payroll taxes. The student is our W-2 employee. |
| Workers' comp and liability | Your policy covers the intern. You handle any claims. | InternCrew's workers' comp covers interns on our payroll, and InternCrew carries liability for every student we place. |
| Onboarding paperwork | You collect and keep hiring forms such as Form I-9 and tax withholding forms. | InternCrew onboards the student and handles the employment paperwork. |
| Youth labor compliance | You track federal and state rules on hours and hazardous tasks for workers under 18. | InternCrew handles state and federal child labor compliance and helps match your role to what the rules allow. |
| Finding candidates | You post the role and recruit, screen, and interview on your own. | We recruit screened students through partner high schools, local colleges, CTE programs, and workforce partners. |
| Supervising the work | You supervise and teach. | You still supervise the work and teach the craft. That part stays yours. |
| Employment relationship | The intern is your employee from day one. | The student is InternCrew's employee while you direct the day-to-day work. |
| Cost | Wages plus your own payroll taxes, insurance, and admin time. | Tailored to the role and hours, simple and predictable. Ask for a quote. |
What you take on when you hire directly
- Pay. For-profit employers must pay interns who are employees under the Fair Labor Standards Act. Courts use a seven-factor "primary beneficiary test" to decide.1
- Payroll taxes. Your share of Social Security and Medicare, plus federal and state unemployment taxes. See what a paid intern costs.
- Under-18 rules. Federal law bars workers under 18 from hazardous occupations, and when federal and state law both apply, the stricter standard wins.2 Our guide to hiring 16 and 17 year olds covers the details.
- Workers' comp, onboarding, and recruiting, on top of supervising the work.
What stays the same
Either way, you define the role, supervise the work, and teach the craft. An employer of record takes the employment off your plate, not the mentoring.
Sources
Comparison questions
What is the difference between InternCrew and hiring an intern directly?
When you hire directly, the intern is your employee and you carry payroll, payroll taxes, workers' comp, onboarding, and youth labor compliance. With InternCrew, the student is our W-2 employee, InternCrew's workers' comp covers interns on our payroll, and we carry the rest, while you supervise the work and teach the craft.
Do interns have to be paid?
At for-profit employers, an intern who is actually an employee under the Fair Labor Standards Act must be paid at least minimum wage and overtime. The U.S. Department of Labor describes a "primary beneficiary test" courts use to decide. Every InternCrew placement is real, paid W-2 work, so there are no gray areas.
When does hiring directly make more sense?
If you already have payroll, HR, and workers' comp set up for young workers and a pipeline of candidates, hiring directly can work well. An employer of record helps most when you don't want to stand up those processes for a handful of students.
Who supervises the student with InternCrew?
You do. You define the role, supervise the work day to day, and teach the craft. We source, screen, onboard, and employ the student, and carry the rest.
How much does InternCrew cost?
Pricing is tailored to the role and the hours you need, and it stays simple and predictable. Tell us about the job and we'll build your quote.
Ready to open the door?
Tell us about the role. We'll handle the hiring, payroll, and HR so you can focus on mentoring.