Charter Construction’s growth has always been supported by hiring good people and fostering a culture where its team can thrive. However, like many companies in today’s competitive market, it faces ongoing hiring challenges. During a strategy session with Green Apple, Charter’s leadership expressed a desire to strengthen its hiring process by securing the “best of the best” from the next generation.

Green Apple saw an opportunity to level up Charter’s hiring strategy and developed a recruitment strategy that included a stronger internship program. The new vision focused on building an intentional mentorship program that would serve as a key component of Charter’s internship program. This would enable Charter to develop even stronger relationships with entry-level talent, laying the groundwork for future growth. A new approach would also help Charter retain top performers and foster a culture of internal promotion, building strong leadership and institutional expertise as the company grows.

Green Apple took the lead in structuring the program by defining the mentorship roles and determining how many interns each department would take on. Dedicated program managers for both the office interns and field interns ensured that each intern gained valuable, hands-on experience during their time at Charter. The plan featured a clear onboarding process, structured mentorship, and a tailored internship checklist. This checklist ensures that interns gain meaningful, hands-on experience while making their time at Charter both valuable and rewarding. Weekly check-ins, guided mentorship, and a final project assignment were also added to the program so that each intern finished with a solid understanding of the industry.