[email protected]

Agora Partners

  • Consulting
  • Paris (France)

About us

Founded in 2013, Agora Partners offers expertise linked to the world of GRC (Governance, Risk & Compliance). Its consultants are active in all sectors: from financial services (bank, insurance) to the industrial sector (chemistry, energy), but also including the health and public sectors.

We are convinced that risk management will become a strategic piloting tool within professional entities, and we help our clients in understanding and spreading its benefits operationally.

As an intern, you will join a dynamic group of young people who work on transforming and improving the Audit, Control and Risk functions of companies.

LinkedIn : https://www.linkedin.com/company-beta/10303299/

Facebook : https://www.facebook.com/cabinetagorapartners/

Twitter : https://twitter.com/PartnersAgora

Our Values

We founded Agora Partners atop a fundamental core value: collaborative and transparent work, performed by a tight-knit, responsible and valued team.

A human-sized company, with the solid processes of a much larger firm, we promote trust with our partners and our clients. We believe that enables us to better understand our clients’ needs and to bring to them an adapted solution. Ultimately, we feel involved and accountable in the long-term success of our projects.

The Team

Agora Partners is the amalgamation of multiple, varied and versatile experts, each with their own past experiences. Each is a partner in the development of the firm, every colleague being involved at all steps of a project and in the success of internal work, thus weaving true bonds of trust internally and externally.

Our commitments to quality internships

1. Remuneration

  • Remunerate a) graduates at least above 125% of the Intern Subsistence Index or the minimum wage, according to which is higher; and b) students at least 100% of the Intern Subsistence Index.

2. Offer & contract

  • Offer a duly signed contract/written agreement respecting national labour legislation.
  • Write in the internship offer a clear description of tasks corresponding to what the intern will actually do (tasks can be revised in accordance with the intern).
  • Limit the normal internship duration to a maximum of 6 months, except for cases in which the university has designed a specific internship programme not exceeding a year.

3. Learning content

  • State the skills that the intern will be able to acquire before the start of the internship (in the offer, contract or job interview).
  • Limit the assignment of menial tasks to a maximum of 1/4 of working time.
  • Make sure the intern has, or is provided with (informal training), the necessary know-how to carry out his tasks.
  • Provide formal training to increase interns’ professional skills through workshops/modules (e.g. software, tools, soft skills, sector knowledge).
  • Assign challenging tasks with a high degree of responsibilty (e.g. in charge of outputs with substantial visibility or impact).

4. Supervision

  • Assign a supervisor to each intern, with a ratio not exceeding 3 interns to 1 supervisor.
  • Organise an introductory meeting with the intern to discuss mutual expectations, as well as learning and professional objectives of the internship.
  • Organise regular sessions at least once a week where the supervisor track the intern’s progression, give feedback or provide support.
  • Structure the interns’ tasks within a work plan & a timeline (which can be revised with the intern) more important actually (may be advanced or more points)?
  • Appropriately prepare the supervisor to his task as supervisor, so that his feedback and guidance can maximise the intern’s learning curve.

5. Organisational culture & Work environment

  • Give interns a proper induction to their new work place: e.g. introducing interns to their colleagues, explain the organisation’s objectives and values, a tour of the facility.
  • Acknowledge and value intern's inputs and achievements (e.g. public acknowledgement, name on publication, bonuses etc.).
  • Provide each intern with an appropriate working station (desk, computer, software, etc.).
  • Make the intern feel full part of the team (include him in team building activities and celebrations).

6. Career Development & Employment

  • Maintain a maximum intern-employee ratio of 1:1 (for companies with up to 7 employees), and a maximum intern-employee ratio of 1:3 (for companies with more than 7 employees).
  • Provide the intern with a reference letter detailing the work undertaken/completed, the skills and experience acquired.
  • Organise one or more meetings between the intern and the management of the organisation to discuss his future career prospects and potential support.
  • Develop the intern’s own network by fostering his active participation in meetings, interactions and projects with clients & partners, as well as networking events (e.g. conference and seminars).
  • Offer at least 1 out of 4 interns an employment opportunity.