Match Group CEO Revives Intern Programme for Gen Z

Spencer Rascoff became CEO of Match Group in February 2025 and quickly made changes to how the dating app company operates. One of his first moves was to reinstate an intern programme that had been scrapped by his predecessor.

In an interview with Fortune, Spencer says he learned about the cancellation months after starting the role. He had asked his head of HR about the summer intern schedule.

"Two or three months after I started, I called my head of HR and said, 'I'm just curious about the summer intern program. When do the interns arrive?'" he says. "And he is like, 'Oh, no, we can't. The last CEO cancelled the internship program last year to save money,'" which Spencer referred to as "the craziest thing I've ever heard".

Why younger employees matter

The CEO's reasoning centres on the company's target audience. Match Group owns Tinder and Hinge, both of which serve users in their late teens and early twenties.

"We build apps for Gen Z. Our main demographic audience is 18 to 22-year-olds – of course, we need as many of these folks around our halls as possible," Spencer says.

The restored programme, called Tindership, offers 27 positions. Interns work across different teams from June to August. According to Spencer, more than 30,000 people applied for these roles.

He believes the high application rate could reflect multiple factors. The Tinder brand has strong recognition among young people. Spencer also acknowledges that early career professionals face challenges in finding employment.

Hiring for AI capabilities

Spencer tells Fortune that younger workers bring particular skills to the company. He says people leaving university now are "AI natives" who use the technology for most tasks.

"There is a trend in especially in technology – but really in corporate America – to hire fewer early-career people," Spencer says. "The thinking goes, 'AI can do much of the work of an early career professional.' Match Group has a very contrarian approach on that topic."

He says he prefers to hire recent graduates without established workplace habits formed before AI tools became widespread. This could mean the company benefits from employees who already integrate the technology into their work methods.

Spencer's approach differs from other companies that have reduced graduate hiring, with plans to increase the number of entry level positions at Match Group.

Direct feedback channels

The CEO has also changed how employees communicate with leadership. He introduced a system called DM Me If, which allows staff to message him directly with feedback or concerns.

"I read every message," Spencer shares on LinkedIn. "If someone includes their name, I follow up directly. If they choose to stay anonymous, I share responses more broadly with the company."

According to Spencer, this channel has provided useful information. One employee asked if the company's Gen Z employee resource group could participate more in decisions.

Spencer now holds monthly meetings with this group. He says these sessions "quickly became one of the most robust product strategy discussions I've had in months".

The feedback system forms part of what Spencer describes as a culture of transparency. He has promoted this approach across Match Group since becoming CEO.