Product Management Intern

At Hudl, we build great teams. We hire the best of the best to ensure you’re working with people you can constantly learn from. You’re trusted to get your work done your way while testing the limits of what’s possible and what’s next. We work hard to provide a culture where everyone feels supported, and our employees feel it—their votes helped us become one of Newsweek's Top 100 Global Most Loved Workplaces.  

We think of ourselves as the team behind the team, supporting the lifelong impact sports can have: the lessons in teamwork and dedication; the influence of inspiring coaches; and the opportunities to reach new heights. That’s why we help teams from all over the world see their game differently. Our products make it easier for coaches and athletes at any level to capture video, analyze data, share highlights and more.

Ready to join us?

Your Role

We’re looking for Product Management interns to join us at Hudl’s Headquarters in Lincoln, Nebraska. As a Product Management intern, you’ll think about problems, not features. You’ll own something, ship it, and know whether it worked. You'll be embedded in a product team at Hudl working on software used by coaches, athletes, and parents across sports at every level, from youth leagues to professional clubs. You won't shadow a Product Manager. You'll be one.

The sports software market is competitive and growing. Hudl works across thousands of teams in dozens of sports globally, which means the product problems are genuinely complex and the users are passionate. Product Managers here get real scope early, and we take the craft seriously.

As a Product Management Intern, you’ll:

• Identify a real problem worth solving. You’ll write the user stories, and advocate for the right tradeoffs with your squad.
• Validate ideas. You’ll interview coaches, athletes, or parents and translate what you hear into clear requirements.
• Track and quantify. You’ll not just track what ships, but quantify whether it moved the needle.
• Develop strong partnerships. You’ll partner with Sales, Support, and Marketing as your team prepares for a rollout, because shipping isn't the finish line.
• Own your role. You’ll write documentation, set sprint goals, and escalate clearly when you're stuck.

Location

Our priority is to hire product interns who have the ability to live in Lincoln, Nebraska for the 2027 summer—we’ll cover your housing costs. Need to travel to Lincoln? We'll cover that too.

Must-Haves

• A current student. You're pursuing a degree in any field, whether computer science, business, design, communications, or something adjacent. We care more about how you think than what your major says.
• Some Product Management exposure. You've encountered product management before through a class, a project, a club, or a job. You don't need to have shipped a product, but you shouldn't be starting from zero either.
• A problem-solver's instinct. You naturally ask why a problem is worth solving, not just how to solve it. You look for ways to measure whether your work actually made things better.
• Clear, confident communication. You write well, listen actively, and can advocate a point of view without needing consensus before you have one.
• Collaborative by default. You make the teams and projects you're part of better. You bring ideas, stay open to others', and don't wait to be told what to do.
• Comfort with ambiguity. Product work rarely comes with complete information. You're able to make a call, explain your reasoning, and update when you learn something new.

Nice-to-Haves

• A builder. You've created something: a software project, a small business, a community, a product prototype. You know what it feels like to take something from idea to existence, and you're familiar with the tradeoffs that come with it.
• Prior Product Management experience. You've done a product internship, worked in a product-adjacent role, or gone deep enough in a personal project to understand the basics of discovery, prioritization, and delivery.
• Competitive curiosity. You pay attention to what alternatives exist in spaces you care about. You notice what other products do well, where they fall short, and what that might mean for how you'd approach the same problem.
• Influence without authority. You've found ways to move a team or a decision in a direction you believed in, without being the person in charge.

Hiring Timeline

We believe in a transparent and efficient hiring process, and we value the time and effort you invest in this process. We’re committed to keeping you informed along the way.

• Sept. 10: Applications open
• Oct. 1: Applications close and application reviews begin
• Oct. 5–23: First round interviews 
• Oct. 12–Nov. 6: Final interviews
• Nov. 20: Offers are sent

Our Role

• Ask you to make an impact. You're part of the team—that means you'll have real responsibilities. We want to hear what you think and see what you can do.
• Provide an environment to help you succeed. We've invested in our offices, designing incredible spaces with our employees in mind. But even if you’re taking advantage of the opportunity to work remotely, we’ll provide you the tech you need to do your best work.
• Develop your career. On top of working alongside some of the best professionals in the business and gaining real-world experience, we’ll give you extra opportunities like lunch-and-learns and access to curated libraries to round out your internship.
• Support your wellbeing. You’ll have an entire team on your side to give advice and provide answers to your questions, plus more resources like topic-specific Slack channels and employee resource groups. In short, we have you covered.

Compensation

The hourly pay range for this role is set by a candidate’s year in school, and will be determined by their academic standing at the start of the internship.

Base Hourly Range$27—$29 USD

Inclusion at Hudl 

Hudl is an equal opportunity employer. Through our actions, behaviors and attitude, we’ll create an environment where everyone, no matter their differences, feels like they belong. 

We offer resources to ensure our employees feel safe bringing their authentic selves to work, including employee resource groups and communities. But we recognize there’s ongoing work to be done, which is why we track our efforts and commitments in annual inclusion reports. 

We also know imposter syndrome is real and the confidence gap can get in the way of meeting spectacular candidates. Please don’t hesitate to apply—we’d love to hear from you.

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