Internships and apprenticeships are crucial gateways from classroom theory to real-world practice. Across different countries, these on-the-job learning experiences equip the next generation with practical skills and confidence. While the organisation of these programmes may vary, the core belief remains that talent needs opportunity.  This article explores the shared value of internships and presents a model for how mentorship can create pathways to success.

Shared Goals in On-the-Job Training

At its heart, a training placement is about learning by doing. In both Germany and Cameroon, young people view these experiences as critical stepping stones to a career. Talent is present everywhere, but opportunity is not. Young people in both nations share dreams of building successful careers, innovating, and improving their lives. What they require is a chance to prove themselves in a real work environment. 

Mentorship is a valued part of this learning process in both cultures. In Germany, an apprentice is typically overseen by a master craftsman or an experienced mentor. In Cameroon, interns who find placements often look to a supervisor for guidance.  The dedication to learn is a common thread. German apprentices commit to multi-year programmes to master a craft , while Cameroonian interns show remarkable enthusiasm and a hunger to learn. This genuine eagerness is a powerful asset, especially in places where opportunities are rare. 

Camsol: A Bridge for Talent

One example of connecting talent with opportunity is Camsol, a social-impact start-up. Founded in 2022 with the mission “Solidarity, not charity,” Camsol mentors and trains young Cameroonian software engineers and matches them with projects for clients in Europe. This creates jobs and hands-on experience in Cameroon while delivering quality tech solutions to businesses in Germany. It is a win-win scenario, showing how internships can become a global partnership. 

Camsol’s internship model is defined by its nurturing environment. It guides interns every step of the way rather than assuming they already have practical knowledge. The initiative began when the founder offered mentorship to students at the University of Buea and received an overwhelming response. This showed a great need for guidance. 

The company was formally established to secure projects and use the revenue to train and employ young IT graduates in Cameroon. Its philosophy is to provide a safe, supportive work environment where interns can gain real project experience and have room to learn from mistakes. Camsol insisted on fair pay for its trainees from the beginning. This allows young people to focus on learning without financial worries. 

Mentorship is embedded in Camsol's culture. Experienced engineers in Germany and Cameroon guide junior members through tasks and code reviews. The teams work together across continents as equals. The company fosters a “warm and appreciative work atmosphere” where everyone feels respected. Interns are seen as "tech talents" and teammates, not labourers for simple tasks. They work on real products, from mobile apps to enterprise platforms, with the support of a safety net of mentors and training resources. Camsol has in the past sponsored online courses to mix theoretical learning with practical coding, similar to Germany's dual system. 

The results are significant. In its first year, Camsol grew from a founder and five trainees to over 80 tech staff. The interns, who became employees, delivered high-quality solutions for German start-ups and large institutions. Camsol operates year-round, offering flexibility to graduates who need immediate opportunities. The focus is on technical roles like software engineering, design, and DevOps, giving interns specialised experience. They write code, design interfaces, and solve real problems. 

A Call for Stronger Pathways

To build on this success, stakeholders can take concrete steps to strengthen internships.

1. Companies and Institutions: Invest in structured internship programmes. Teach interns instead of assuming they have all the necessary skills. Assign mentors and give them real tasks with guidance. A modest stipend can make opportunities accessible to more people. Today's intern could be a star employee if nurtured. 

2. Young People: Be proactive in seeking opportunities. Look for programmes, online courses, or volunteer positions to build skills. Show initiative; the right people will notice. Do not hesitate to reach out to professionals for guidance. 

Internships build bridges between theory and practice and between education and employment. When programmes focus on genuine training, mentorship, and respect, everyone benefits. 

Internship Systems in Germany and Cameroon

Internships and apprenticeships are designed to give the next generation practical skills, but their organisation can vary significantly from one country to another. The structured apprenticeship system in Germany offers a sharp contrast to the more developing internship culture in Cameroon. Examining these differences reveals lessons that each country can offer the other.

The German Path: A System of Structure and Investment

Germany has a long-established tradition of apprenticeships within its education system. The German “dual system” for vocational training combines classroom teaching with paid, on-the-job training at companies. This cooperation between schools and employers is regulated by law. There are around 350 officially recognised occupations available for apprenticeships. More than half of all students finishing high school choose this vocational route over academic study. 

Companies willingly invest in this system, covering training costs that average around €15,300 per trainee each year. This investment is worthwhile because it produces the skilled workers they need. In turn, trainees get skills that are relevant to the market, real work experience, and often a direct path to a job. An apprenticeship in Germany lasts several years and ends with a recognised qualification. 

For university students, internships are also common and are often a required part of a degree programme. German labour regulations require that voluntary internships lasting longer than three months must pay at least the minimum wage. Germany treats vocational trainees and interns as a key part of building a skilled workforce, supported by structured programmes and legal protections. 

The Cameroonian Path: A System of Initiative and Improvisation

The situation in Cameroon is quite different. While formal vocational training programmes exist, they are not as widespread. Traditionally, many young Cameroonians have learned trades through informal apprenticeships, such as working with a master carpenter or tailor. The government has shown interest in expanding technical and vocational education, but internship opportunities remain limited and are often created on an ad hoc basis. 

Few companies in Cameroon have large in-house apprenticeship schemes. University students may need an internship to graduate, but finding a good placement can be difficult. Entry-level jobs are scarce, which means many graduates struggle to find stable employment in their field. As a result, they frequently work without pay just to gain experience. Internships in Cameroon, when available, are sometimes unpaid and informal. There are few labour regulations that apply specifically to interns. 

An internship often depends on the student’s own initiative to create a useful role for themselves. For example, one programme noted that interns in Cameroon often need to identify how they can contribute to their host organisation. Where Germany has a formal pipeline from school to work, young people in Cameroon face a more improvised path. 

Mutual Lessons for Growth

Both countries can learn from each other to improve opportunities for their youth. 

Cameroon could benefit from a more organised internship system. Formal partnerships between schools and industries could help students graduate with practical skills. Additionally, the government could offer incentives to companies that train young people and enforce basic standards, such as stipends, to protect interns. If more Cameroonian employers viewed interns as potential long-term assets, they might invest more in training them. 

 can learn from the resilience and passion of Cameroonian youth, who approach opportunities with a special drive. German companies can benefit from the diverse perspectives that international interns bring. Interns from Cameroon often possess strong communication and adaptation skills due to the country's bilingual heritage and cultural diversity. Given Germany's ageing workforce and high demand for IT skills, welcoming young professionals from countries like Cameroon is a smart strategy, not just altruism. The German apprenticeship system could incorporate more international exchanges, allowing German apprentices to gain cross-cultural work experience. 

Both countries ultimately strive to empower their youth. The lesson for both is that internships and apprenticeships are most successful when they are mutually beneficial. The young person gains skills and a foothold in their career, and the company gains fresh talent and ideas. Whether through formal programmes or creative start-ups, the focus should be on genuine training, good mentorship, and treating interns with respect. Germany and Cameroon, through examples like Camsol, show that when this formula is followed, everyone wins. Each country can continue to improve how it transitions students to professionals. Cameroon can create more pathways for its talented youth at home so they don’t have to all seek opportunities abroad. Germany can continue to open up and innovate its systems, making them accessible to partners overseas. In doing so, both will reinforce the idea that ability is universal, but opportunities need to be cultivated.