πŸ“
Hoffman Estates, IL

Planning & Scheduling Intern

Internship
Operations
Posted:
December 29, 2025

Bosch

Home appliances manufacturer
70.6
Palpable Score
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Your tasks

We are hiring for 2026

HydraForce’s internship program is designed to develop future Planning and Scheduling professionals while providing meaningful support to our Production Planning team. This internship offers hands-on experience in production scheduling, capacity planning, and cross-functional coordination, helping interns build both technical and professional skills. Project assignments will grow in complexity as proficiency is demonstrated. Although there is no guarantee of employment, our goal is to prepare interns to step into an entry-level Planning/Scheduling role upon graduation.

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Supporting Job Elements:

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Majors Desired:
Supply Chain Management, Business, Logistics

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Internship Dates:

May 27, 2006 - August 7, 2006

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Your profile

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About the company

Bosch

Company overview
Bosch is a global supplier of technology and services across four main sectors: Mobility, Industrial Technology, Consumer Goods, and Energy and Building Technology. Bosch sells products and systems ranging from vehicle components and factory automation to power tools, home appliances, and building solutions. Bosch also invests heavily in R&D and software, with a large global engineering footprint and substantial annual R&D spend.

Locations and presence

Bosch operates through hundreds of subsidiaries and regional companies across more than 60 countries, with manufacturing, engineering, and sales coverage spanning most major markets. Job postings show a mix of on-site roles (especially in manufacturing and lab settings) and hybrid or remote setups in some office and service functions.

Palpable Score

70.6
/ 100
Bosch offers several real early-career entry points, including internships, apprenticeships in some markets, and structured graduate and trainee pathways like the Junior Managers Program and rotational programs. Hiring transparency exists in specific countries and programs, but candidate experiences look uneven by location and role. Pay signals look solid in parts of the business where ranges are published, while progression and stability signals are mixed due to reorg and job-cut headlines.
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