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October 20, 2025 How To

How Maine can shift the narrative from 'brain drain' to 'brain gain'

By Katie Shorey, guest columnist
Katie Shorey of Live + Work in Maine
Photo / Provided
Katie Shorey

Maine employers know the challenge well: positions are open, applications are thin and young people too often leave the state after graduation. At the same time, thousands of students complete internships here every year but too few of those experiences lead to full-time jobs.

That gap is a missed opportunity. When structured with intention, internships can be one of the most powerful ways to attract, develop and retain young talent in Maine. Taking some best practices from employers around the state, here are five ways employers can turn short-term placements into long-term pipelines.

Start with purpose, not paperwork

Too often, interns are brought in to help with small tasks that don’t connect to the bigger picture. Students notice when their work feels like busywork — and so do your employees.

A better approach is to design internships around meaningful projects tied to real skills. Empower an intern to run a small process improvement initiative or have them join a team tackling a client challenge. These experiences demonstrate the value of the work and show students where they could fit in the long term.

When an internship feels purposeful, it becomes memorable and that makes the company more attractive when a full-time offer is on the table.

Build partnerships that expand reach

Employers don’t need to recruit alone. Maine’s universities, community colleges and even high schools are eager to connect students with opportunities. Initiatives like the state’s Maine Career Exploration Program and Educate Maine’s Career Catalyst program are supplemental for employers.

Some of the best internship programs are built in partnership. Take the STEM Coliseum and Learning Center of Maine as an example. It operates as a public-private partnership between Maine students, mentors and businesses. They are inspiring young people to be technology innovators, creators, entrepreneurs and leaders through mentor-led experiential programs and competitions, cultivating workforce readiness for the benefit of Maine’s future.

Cross-sector partnerships expand the talent pool and strengthen relationships that last beyond a single summer.

Make mentorship the centerpiece

The No. 1 factor in whether an intern accepts a full-time role isn’t pay — it’s whether they built strong relationships. Assigning mentors is the simplest, most effective way to deepen those connections.

Mentors don’t just explain tasks; they open doors, share career lessons and provide feedback. Pairing interns with near-peer employees just a few years older than them also builds social connection and makes the company culture feel accessible.

Investing in mentorship turns an internship from a temporary assignment into a professional growth experience.

Connect interns to community life

Interns often evaluate not just a job, but a lifestyle. They want to know if Maine is a place they can build a life after graduation. Employers can play a direct role here.

Invite interns to networking nights, professional associations or local community events. But the biggest tip? Don’t go do these alone. Partner with other businesses, association  or young professional groups to host regional “Intern Welcome” mixers.

Highlight Maine’s quality of life (from outdoor recreation to thriving arts communities) while also showing that there’s a strong career pathway here.

When interns feel a sense of belonging in both the workplace and the community, they are far more likely to picture their future in Maine.

Measure success and act quickly

Finally, treat internships as a pipeline, not a trial run. Track how many interns convert into employees. Collect feedback and continuously improve the program.

Just as important: move fast. Many students receive job offers well before graduation. Employers that wait until spring to decide on hiring may lose top talent to out-of-state competitors. Extending offers early shows commitment and helps interns make Maine their first choice.

From short-term work to long-term workforce

Internships don’t have to be temporary. With partnerships, mentorship, community connection and timely follow-through, Maine employers can transform internships into one of the state’s most effective tools for building a strong, sustainable workforce.

If more companies take this approach, Maine can shift the narrative from “brain drain” to “brain gain” and ensure that the students who discover opportunities here stay to build their futures here.

About the author

Katie Shorey, a Mainebiz Outstanding Woman in Business honoree in 2025, is the director of engagement at Live + Work in Maine and president of Startup Maine.  She can be reached at katie@liveandworkinmaine.com.

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