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Comment by kbutler | Hacker News Reader

If they didn't build it well, you throw it away, and you're only out what you paid the temporary worker and your code review/acceptance test.

The point is this was a well-specified, independent component with an existing functional implementation. This makes an ideal intern/temp/first project, because of those factors - it doesn't require deep knowledge of the organization or other services in the environment or business requirements. You build this, and if we like it, we use it and may give you a job offer.

Unless given other information, you can assume the company complied with the law with respect to paying the intern and the intern accepted the internship offer, and it sounds like he got a great experience out of it.

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> If they didn't build it well, you throw it away, and you're only out what you paid the temporary worker and your code review/acceptance test.

Yeah, and that logic is almost inherently a violation of labor law. The whole idea behind allowing "internships" at all is that the intern is deriving value (education) from the relationship that isn't captured by wages alone. The test for whether it's legal involves how much they are supervised by the people who are supposed to be teaching them.

Handing out throwaway projects like you posit is an easy trip to a class action suit.

I think you may be mistaken about this. If it helps any, I wasn't one of your downvoters; I upvote comments that may be incorrect but lead to an interesting and informative discussion.

I live with an HR exec and read some of this thread to her while she was cutting rhubarb for something she's baking.

She said (paraphrased), "Are you kidding? This is a perfect project for a summer intern. They won't have to take three months to get up to speed with all your internal systems, and of course there is educational value - they will get to see how some talented developers tackled the problem in one language while they translate it to another."

There is immense value to the intern just for being around; the biggest things software dev interns learn isn’t how to code: it’s how to code as part of a team. So check-ins, CI/CD, automated testing, daily meeting cadence, architecture discussions, backlog grooming, code reviews... all things they don’t teach you in school, and all things that you need to know to develop software in the real world.

Most kids right out of school are honestly pretty decent coders. The internship is more about the professional skills than the technical ones.

> a company that is doing serious core refactoring/redevelopment on the back of an underpaid "intern" is probably exploiting that labor in an unfair way

> Handing out throwaway projects like you posit is an easy trip to a class action suit.

So if an intern shouldn't do work on the core product but also shouldn't do throwaway projects, what do you suggest an intern should do? What do you consider an "underpaid" intern? Would you consider 75% salary of campus new hire as underpaid?

Most real internships pay under market rate, but not insanely low. A few years back, going rate for an undergrad CS internship was ~$25/hr or so.

If you’re recruiting on campus, you’re competing with other companies for the most promising candidates. If you come in with an unpaid internship, you’re going to get the leftovers.

Even ten years ago, I doubt it was an unpaid internship. They weren’t common in tech going all the way back to dotcom. And if it was a paid internship, labor law doesn’t care. As far as it’s concerned that’s a job like any other.

GP didn't suggest "Handing out throwaway projects", you did: I think you misparsed their comment.

You ask the intern to do work that you want them to succeed at and you think they will succeed at: like the example given.

Is your point of contention the "your code review/acceptance test." as the only time investment?

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