# The new face of internships: artificial intelligence in the daily routine and a top focus on the stipend

A Companhia de Estágios survey of 5,000 young people reveals deep changes at the entry point to the job market, challenging leaders and HR departments to rethink attraction, retention and hiring processes.

- Section: Culture & Management
- Published: November 10, 2026
- Address: https://ceoone.com.br/en/article/the-new-face-of-internships-artificial-intelligence-in-the-daily-routine
- Em português: https://ceoone.com.br/artigo/a-nova-cara-do-estagio-inteligencia-artificial-na-rotina-e-foco-priori.md

![A spacious, well-lit office with rows of wooden desks, monitors and young professionals at work](https://pub-b80e49b2737940b3ab5d3f20d0578192.r2.dev/artigos/a-nova-cara-do-estagio-inteligencia-artificial-na-rotina-e-foco-priori-foto.webp)

Photo: Arlington Research/Unsplash

## Key points

- A survey by Companhia de Estágios and Opinion Box of about 5,000 young people shows that 88% of interns use artificial intelligence in their daily lives, yet 31% consider it unfair for companies to screen résumés with algorithms.
- For the first time since 2018, the stipend amount weighs more in choosing an internship than learning or the company's name (49% versus 43%), and 48% of interns pay their own college tuition.
- There is a mismatch between what companies offer and what young people want, such as flexible hours and development tracks, and a structured career plan stands out as the main retention factor.

The entry of young talent into the corporate market is undergoing a structural reshaping. A survey by Companhia de Estágios, conducted in partnership with the consultancy Opinion Box among some 5,000 students and young professionals, outlines the current profile of Brazilian interns and points to two central forces redefining the start of a career: the widespread use of artificial intelligence (AI) and the financial urgency represented by the internship stipend.

## Integrated technology and the evaluation challenge in HR

The use of generative AI tools is already firmly established in academic and personal settings. According to the study, 88% of respondents use some kind of artificial intelligence tool in their daily lives. The most common uses range from support with studying and preparing for exams (69%) to streamlining the writing of résumés and job applications (44%).

However, rapid adoption brings dilemmas regarding recruitment processes and perceptions of fairness:

Automated filters: 31% of young people consider it unfair for companies to rely on bots and algorithms to screen résumés in the early stages of selection.

The search for a human touch: Although they use technology constantly, candidates want a humanized evaluation, in which real stories and skills outweigh automated scores.

Fear vs. efficiency: The transition to the corporate environment breeds caution. As Wesley Garcia, a partner at Russell Bedford Brasil, points out, "using AI well on your phone is not the same as using it well at work." For the consultancy, the fear of losing efficiency requires companies to set up structured cultural onboarding and hands-on training to align the technology with work routines.

In the human resources field, the apprehension is also visible. Additional market data show that HR professionals between 18 and 24 years old express greater uncertainty about the advance of AI than their senior peers. Isadora Gabriel, HR director at Flash, stresses that "knowing how to use ChatGPT is not enough"; companies are looking for candidates with critical thinking, problem-solving skills and analytical curiosity.

## The weight of income and financial urgency

If technology is transforming the tools of work, money is driving students' career choices. For the first time since 2018, the amount offered as a stipend weighs more in a candidate's decision than the promise of learning or the company's name itself (49% versus 43%).

The survey reveals that the stipend is no longer a mere supplementary benefit and has become the main source of support for students' education:

Paying tuition: 48% of interns are primarily responsible for paying their own college tuition, an increase of 12 percentage points compared with 2024.

Academic profile: Among students who pay for their own degree, 68% are enrolled in private institutions and only 1% rely on Fies (the federal Student Financing Fund).

Impact on openings: For Tiago Mavichian, CEO of Companhia de Estágios, this financial urgency reflects young people's real need to pay for their studies and help with household income, making the stipend amount the deciding factor in accepting or turning down an opportunity.

## Aligning expectations: what companies offer vs. what young people want

The survey exposes a clear mismatch between the benefits packages organizations offer and the real aspirations of new professionals:

| Benefit | Offered by companies | Desired by young people |
| --- | --- | --- |
| 13th-month salary | 9% | 25% |
| Flexible hours | 31% | 46% |
| Development tracks / training | 30% | 45% |

The drive for active development shows in interns' initiative: 91% of respondents invested their own time or money in supplementary courses, language learning and technology training over the past year. A structured career plan emerges as the main retention factor after the internship period, ahead of purely financial compensation and stability.

As Tiago Mavichian concludes, "when young people can't see the next step, they'll go look for it somewhere else." It is a clear warning for executive leaders and talent managers in today's corporate landscape.

## Sources and editorial notes

- Folha de S.Paulo, Folha Carreiras / Folha105 section (November 10, 2026 edition, page A44), article "Estagiários chegam ao mercado com IA na rotina e focam bolsa-auxílio" (Interns arrive in the job market with AI in their routine and focus on the stipend), by Luana Franzão.

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