The firm runs two programmes across its UK offices, the Summer in the City and 10,000 Black and 10,000 Able internship programmes which are ‘run slightly differently’, according to Tatham Crawford-Lennox, director of people & culture at Forvis Mazars.

The 92 interns will be spread across the country with more than half based in London.

In terms of the application process Crawford-Lennox said: ‘The process that we’ve designed in terms of selection is designed really around supporting candidates, recognising that some candidates won’t have had any exposure to formal psychometric assessment or online assessments before.

‘The steps that we take for our Summer in the City internship, people can take an online assessment and then they move into a first stage interview to gain a place.’

For the alternative programme, the order is flipped. ‘Having a successful process is part of what then drives selection for converting the internship into a graduate role. This is really all about driving success for our candidates,’ said Crawford-Lennox.

Some may assume candidates will have had to attend a private school to be considered for the role but for Forvis Mazars this is not the case.

Crawford-Lennox said: ‘I think the whole direction of travel around creating a real inclusive early careers process is thinking about how your process is designed to pick up on potential rather than pedigree.

‘We obviously think about schools’ outreach, and we really are focusing on widening access. The focus is really just around making sure the playing field is as level and fair for all talent.’

At the beginning of the programmes, there will be an introduction to the firm and some ‘context around the organisation’. A buddy is designated to each intern to ensure they have a ‘go-to person’ and a people manager who is more senior than the buddy.

One of the many interns to then return to Forvis Mazars in a full-time role is Tolu Akinyemi. He said: ‘During my internship, I was blown away by how incredibly supportive and approachable people within the firm were.

‘I felt I could ask any question and I was given the opportunity to network and explore other areas. The experience taught me the importance of taking ownership of your own personal development and reaching out to other team members.

‘While there’s room for improvement in broader representation, the firm is making strides with initiatives like the internship scheme to bring in diverse perspectives and ideas.’

The buddy process is something Crawford-Lennox says Forvis Mazars wants to be ‘mutually successful’ with the intern gaining positive skills through the process but also helping current staff progress their own skills.

‘We want to make sure we’re hiring people that want to grow their leadership and development skills for the buddy role, we would never force anyone to be a buddy,’ said Crawford-Lennox.

The internship schemes are both paid and ‘competitive’ which is set at the same level as a full-time graduate position, however, those in London will receive a higher salary with London waiting.

In terms of flexibility, the firm has a hybrid working policy, but for interns who are learning this may not be the best option.

Crawford-Lennox said: ‘When you’re embarking on the initial phase of learning you’re going to do your best work with other people, we really try to encourage people to come into the office so they can get the most out of it.’

Last year 87% of all the interns applied for a full-time graduate position after completing their degrees, with 56% of those receiving offers.

While the majority of the interns are London based, the Manchester office will host 12, Birmingham 10, Milton Keynes five, Edinburgh four, Glasgow, Poole and Sutton will each host two while the Leeds office will be taking on one intern.