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Recruitment Policies

Recruitment PolicyOn December 12, 2018, NALP eliminated its long-standing guidelines related to the law student recruiting process.  Putting aside questions relating to the correctness of that decision, we consider the timing to be quite unfortunate, coming as it did only weeks before the beginning of our 2019 recruiting registration process.  Therefore, we have decided to adopt the NALP guidelines as they existed immediately prior to their elimination as our own, and to keep them in place for the 2019 recruiting season. This decision was based on two important factors – our desire for our employers to be fully aware of our policies as they begin the 2019 registration process, and our desire to dedicate sufficient time to a full analysis of those policies and what changes, if any, may be needed in the future. In-depth discussions with our employer colleagues will play a large part in that analysis, and we do not feel that adequate time remains for us to fully and effectively undertake those efforts this season.  

Full text of these guidelines can be found here

Nondiscrimination Policy
The Cornell Law School is committed to a policy against discrimination in employment. The facilities of the Career Services Office may be denied to employers whose behavior contravenes our faculty policy prohibiting discrimination based on race, color, creed, religion, national or ethnic origin, citizenship, ancestry, sex, gender (including identity or expression), sexual orientation, marital status, age, disability, or protected veteran status. We require all employers using the Career Services Office to comply with our nondiscrimination policy.

On-Campus Interviewing Employer Scheduling PolicyMuch of the on-campus interviewing at Cornell Law School takes place in locations other than the law school building. The most common location is the University’s Statler Hotel. While employers may request a specific interviewing location, the final assignment of interviewing space is left to the discretion of the Career Services Office staff. Discretionary factors may include, but are not limited to:

  • Level of student interest in a particular employer
  • Space availability 
  • Multiple purposes of the recruiter’s visit
  • Potential for disruption