When Scott Tannen posted on LinkedIn last week that the company was looking for interns for summer 2026, he received hundreds of applications from eager students and some of their parents.
Tannen, founder and CEO of bedding company Boll & Branch, said he has fielded messages from strangers asking him to talk to his college-age children about the internship program. This internship program is aimed at up-and-coming juniors and seniors.
“It was so shocking that parents thought it was a good look for their kids,” Tannen, 48, told CNBC Make It, adding that things like this happen every year.
It’s another thing for a parent to see a job posting and advise their child to apply and contact the CEO, he says. But if someone sends him a message and says, “‘I really think highly of your company, I’d like to talk to you about my son. He’s this major, he goes to this university, and he’s very bright, so I’d love to talk to you about our internship program.’ It sounds like you mean it, right?”
“Parents should be advisors, not salespeople.”
Parents encouraging their children to participate in internships goes against what Tannen says he looks for in new employees: ambitious, self-motivated, curious people who are “genuinely interested in what we’re doing.”
When a parent reaches out on their child’s behalf, Tannen said, it may indicate that the student is not actually interested in the opportunity or lacks the confidence to pursue it on their own. It shows that they are not ready to handle simple work tasks.
“If students can’t send a simple email themselves, how are they going to handle real responsibilities to real customers and real deadlines?” Tannen says. “It doesn’t make your child look more sophisticated. It makes them look less ready.”
As the father of three daughters in college, Tannen understands that the early career job market is tough and that parents want their children to succeed.
“Parents want to protect and help their children, but texting them isn’t protection. It’s interference,” he says.
“Parents should be advisors, not salespeople,” he added.
What he looks for in a star intern
Despite some unpleasant messages, many applicants stand out for good reason, Tannen said.
A solid cover letter is a must, he says. A good one will communicate why the applicant wants to work for the company and what they want to learn from the role. He mentioned several cases in which applicants had done case studies at Boll & Branch, demonstrating what they had already learned about the company.
Tannen says she respects students who reach out to her directly and express interest. Sending an email to the CEO “is not easy for a child to do,” he says. “For me, the way they advocate for themselves speaks volumes about what they are capable of in their careers.”
I don’t really care what your experience is, because actually you don’t have any.
Scott Tannen
Founder and CEO of Boll & Branch
When it comes to interviewees, Tannen says the most important things are people who approach the interview with confidence, “a healthy dose of humility,” and an interest in learning on the job.
“Tell us what you’re excited about, what you think we can teach you, and conversely how you can contribute,” Tannen says.
One of his favorite interview topics for early-career professionals is “Tell me something about yourself that isn’t on your resume.” She said college students tend to list standard accomplishments in school and job applications, such as SAT test scores, GPAs, and awards and recognition.
“I always want to know how I can dig a little deeper into the resume and really understand what motivates this person,” he says. “Even if you don’t know what you want to do, what are you interested in learning and what excites you?”
Ultimately, the company’s hiring approach, especially for internships, is that “I don’t really care what your experience is, because really you don’t have it. I want to know what your learning appetite is and how you’re going to show up and add value,” he says.
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