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A first professional experience shapes the future of thousands of young people. For this reason, WOM has implemented a training model that combines excellence, genuine inclusion, and methodology, designing the best experience for interns. This program stands out for its broad scope: in addition to opening positions for university students, the company fosters the development of technical and vocational high school students, reaffirming its commitment to creating opportunities for diverse talent at critical stages of their education through inclusive, high-impact internships.
“The professional internship is the first major step in a student’s career. At WOM, we are not looking for temporary support, but for talent with a long-term vision. Our strategy allows them to take on active roles and face real challenges alongside high-level teams, ensuring that their time at the company leaves a tangible mark on their development,” said Bárbara Parejas, Chief People Officer at WOM.
Rookies: More Than an Internship Program
Since its arrival in Chile in 2015, WOM has challenged traditional talent development models. Through its internship program, Rookies, young participants engage in projects that directly impact the company and their professional growth.
The innovation-driven approach—one of WOM’s four core values, alongside honesty, passion, and courage—has received recognition. During 2025, the company ranked fourth in the Best Internship Experience (BIE) ranking by Firstjob, consolidating its position as one of the best companies for internships in Chile. This recognition not only validates the quality of the experience offered by Rookies but also reflects the operator’s commitment to turning every internship into a true launch platform for young talent.
Social Inclusion with Real Opportunities
Social impact is a fundamental pillar of the Rookies program. At WOM, talent is sought with a broad perspective: currently, 27% of its interns come from technical institutions, including students from schools within the Alianza Belén Educa, among others. This model enables students from diverse backgrounds to access transformative and meaningful work experiences, generating impact both in their lives and in the company’s culture.
“Social inclusion is not a coincidence. We choose to act where others do not, integrating diverse talent and demonstrating that capability, motivation, and innovation do not depend on educational background, but on the opportunities that are created,” Parejas added.
Learning by Doing: The 70-20-10 Model
WOM’s training model is based on the 70-20-10 methodology, developed by the Center for Creative Leadership (CCL) in the United States and recognized for its effectiveness in talent development. Under this approach, 70% of learning is experiential: interns participate in real projects where they assume concrete responsibilities and contribute to the business from day one.
Meanwhile, 20% of the model is relational, promoting learning through internal networks and collaborative communities in a close and horizontal environment. Finally, 10% focuses on technical training, with Personal Branding workshops, access to LinkedIn Learning, and employability and skills development tools that prepare young people for labor market challenges.
“We are proud to have a scalable program that allows interns not only to acquire knowledge but also to develop essential skills such as adaptability, communication, teamwork, and critical thinking. The future of talent is built by expanding opportunities,” concluded Bárbara Parejas, Chief People Officer at WOM.
