IQ + EQ
Employers consistently report that BC Law graduates go beyond smart—they bring a high level of emotional intelligence to their work, including sound judgment, diligence, and a client-centered “can-do” approach.
Our rigorous academic programs are complemented by a culture of excellence that fosters skills such as problem-solving, creativity, and teamwork.
Interviews will take place virtually from July 26-28, 2021. Through this program, many of the largest law firms and government employers will conduct virtual interviews with 2L and 3L candidates for summer and post-graduate positions. This program offers 100% employer selections (i.e. pre-screening) with flexible scheduling options.
Boston College Law School and Boston University Law School host a joint recruitment program for public and private sector New York metro area employers. Interviews will take place virtually in July. Specific dates to be announced shortly.
Through The Law Consortium (TLC), Boston College has partnered with five other national, top-ranked law schools to bring our outstanding 2L and 3L students together to interview with employers in six cities throughout the country.
If you would like to participate in any of the above recruitment programs, please contact Jennifer Dominguez, Manager of Recruitment & Operations at firstname.lastname@example.org or 617-552-1192.
Participating law firms, typically with fewer than 100 attorneys, recruit 2L students for summer positions and 3L students for post-graduate positions. For more information or to register, please contact Jennifer Dominguez, Manager of Recruitment & Operations at email@example.com or 617-552-1192.
Our Business Interview Days recruitment program provides employers who work in-house, in compliance, or other business roles the opportunity to interview our students for summer or post-graduate opportunities. Registration will open in early January.
With the Massachusetts Law School Consortium, we sponsor two government/public interest recruitment programs in the fall and winter. Our students also participate in the Equal Justice Works Career Fair in Greater DC in the fall.
We are happy to coordinate video conference interviews should you have an imminent hiring need. Please complete this brief form to register for a video conference interview schedule. For more information, please contact Jennifer Dominguez, Manager of Recruitment & Operations, firstname.lastname@example.org or 617-552-1192.
A growing trend and smart solution to increased demands that legal departments face, a new lawyer can provide you with the support you need at a reasonable cost. BC Law promotes the opportunity to interested students and works closely with you on the recruitment process. Our Resident Attorney Program matches recent graduates with employers for a one-year term. Employers set the compensation. For more information, please contact Doug Saphire, Director of Recruitment & Employer Outreach, at email@example.com or 617-552-4345.
More: In-House Recruiting Flyer (PDF)
We publicize judicial clerkship and internship opportunities throughout the year. Judges may participate in on-campus recruitment programs or email a job opening to our clerkship advisor, Christopher Teague, Senior Associate Director, at firstname.lastname@example.org.
Get more from your job posting by requesting a resume collection. The CSO will collect and review the applicants and forward them to you on a date certain with our feedback based on your specific hiring criteria. If requested, the CSO can coordinate an interview schedule on your behalf or you are welcome to contact candidates directly for an interview. Please email us at email@example.com to coordinate your resume collection.
Register for a SAGE account to post a job opportunity that can be viewed by current students and/or alumni. Alternatively, please feel free to email the details of your opportunity to firstname.lastname@example.org.
To discuss your recruiting needs, please contact Doug Saphire, Director of Recruitment & Employer Outreach, at email@example.com or 617-552-4345.
We welcome employers to participate in our 100+ career-related programs each year. Contact us to discuss upcoming opportunities.
Effective April 1, 2021
BC Law has adopted the NALP Principles for Fair and Ethical Recruitment for all recruitment activity with all employers, NALP members and non-NALP employers. BC Law students will be expected to adhere to NALP’s Principles for Candidates as well. Additionally, BC Law has instituted the following policies to be applicable to recruiting by NALP member employers:
Timing of Offers and Decisions
Offers of Summer Employment to Second-Year Students
Offers should remain open for a reasonable period of time of no less than 14 days following the date of the offer letter
Employers are encouraged to grant reasonable requests for extensions where possible
Students may request one employer extend the deadline to accept an offer until April if the candidate is actively pursuing positions with public interest or government employers. Employers are encouraged to grant any such requests.
Full-Time Postgraduate Offers to Third-Year Students
For students previously employed by the employer, offers for permanent postgraduate employment should remain open for no less than 28 days following the date of the offer letter.
Offers of Summer Employment to First-Year Students
Offers to first year students for summer employment should remain open for no less than 14 days following the date of the offer letter.
Employers are encouraged to act in ways that support the ability of candidates to make independent and considered decisions by:
Abiding by the established response deadlines for candidate responses;
Avoiding conduct that subjects candidates to undue pressure to accept or decline offers of employment; and,
Refraining from any activity that may adversely affect the ability of candidates to make independent and considered decisions.
Employers should honor all of their commitments, including:
Making good faith offers for employment in writing, with all terms clearly expressed;
Granting reasonable requests for extensions made by students to whom they have extended offers;
Providing an updated offer, in writing, should modification occur; and
Notifying the candidate and the Career Services Office promptly if it becomes necessary to rescind or modify an offer of employment, and then working with the candidate to mitigate the impact of that modification or rescission.
As recognized by the faculty, Boston College Law School does not discriminate against any person on the basis of the identities referenced in our statement of diversity and inclusion in admission to, access to, treatment in, or employment in its programs and activities. Boston College Law School has instituted policies and procedures to ensure a safe and non-discriminatory environment and to meet legal requirements, including Title IX of the Education Amendments of 1972. All employers using the facilities and services of the career services offices must comply with these policies and procedures. Boston College Law School makes one exception to this policy. Under threat of loss of funding to the University resulting from the Solomon Amendment, the application of our anti-discrimination policy is suspended for military recruiters. This exception to our policy does not reflect our acceptance of or agreement with discriminatory hiring policies.
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