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.
Many of the largest law firms and government employers visit campus in August to screen candidates in either a full or half-day setting. Applicant selections are determined by you (100% pre-select). We coordinate all interview schedule logistics and offer flexible arrangements.
Hosted in October, participating employers recruit 2L students for summer positions and 3L students for post-graduate positions.
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.
As a member of The Law Consortium (TLC), BC Law School participates in late July recruitment programs in 7 major US cities including Washington DC, New York, Philadelphia, Miami, Chicago, San Francisco and Los Angeles.
Other TLC law member schools are Boston University, George Washington, Northwestern University, Notre Dame and the University of Texas. We co-host a New York recruitment program with Boston University.
With the Massachusetts Law Consortium, we sponsor two government/public interest recruitment programs in October and January. Our students also participate in the Equal Justice Works job fair in Greater DC in the fall.
We also host employers for on-campus interviews upon request.
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.
We publicize judicial clerkship and internship opportunities throughout the year. Judges may participate in on-campus recruitment programs or email a job opening for SAGE posting to email@example.com and our clerkship advisor, Christopher Teague, Senior Associate Director, at firstname.lastname@example.org.
Get more from your job posting by requesting a resume collection. We collect and review the applicants and forward them to you on a date certain with our feedback based on your specific hiring criteria. You then invite select students to your office for interviews/phone screenings, or we will coordinate interviews for you on campus.
Register for a SAGE account to post a job or sign-up for OCI at BC Law.
For more information on any of our Recruitment Programs, please contact Director of Recruitment & Employer Outreach, Jen Perrigo at email@example.com or 617.552.4190.
For the 2019/2020 recruiting season, Boston College Law School’s Interim Employer Recruiting Policies and Guidelines are set forth below. These policies and guidelines closely mirror NALP’s prior timing guidelines and apply to NALP member employers, but we encourage all employers to review and abide by these policies where possible. We will continue to evaluate our policies in light of NALP’s revised Principles for a Fair and Ethical Recruitment Process established in December 2018. We are continuously gathering feedback from employers and students throughout this recruiting season. We anticipate setting permanent policies that are fair to all parties. Please contact Mark Kleinschnittger, Manager of Recruitment & Operations, at firstname.lastname@example.org or 617-552-1192 if you have any questions or concerns.
● All parties involved in recruiting BC Law students - students, employers and Career Services Office (“CSO”) members - are expected to abide by the guidelines set forth here and should observe all relevant laws, accreditation standards and institutional policies.
● Timely exchange of accurate information among employers, students and law schools is essential. Employers should be clear with their expectations and timelines. Students should actively engage with the CSO advising team and employers to ensure they are accepting and releasing offers in a reasonable timeframe.
● We actively discourage student misrepresentation and other student abuses of the employment search process, such as holding open more offers than specified here, failing to decline offers in which there is no longer interest, or continuing to interview after acceptance of employment.
● Recruitment activities should be scheduled so as to minimize interference with students’ academic work and summer and term-time employment.
● 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.
Principles for Employers
● Employer organizations are responsible for the conduct of their recruiters and for any representation made by them. Employers should carefully avoid conduct of any kind during the interview and selection process that acts or appears to discriminate or harass unlawfully or in a way contrary to our policies and guidelines. Employers should use valid, job-related criteria when evaluating candidates.
● Employers should report to the CSO any misrepresentation or other abuse by candidates of the employment search process.
● Employer invitations to candidates for in-office interviews should include a clear explanation of all expense reimbursement policies and procedures, including making clear when reimbursement is not available.
● Offers of employment should be made in writing, with all terms clearly expressed. We encourage employers to notify the CSO (email@example.com) when offers are extended so that we can offer assistance in the decision/response process.
● Employers should refrain from any activity that may adversely affect the ability of candidates to make an independent and considered decision. Please see specific guidelines in the section titled Timing of Offers and Decisions.
A. General Provisions
a. A candidate should not hold open more than five (5) offers of employment at any one time. For each offer received that places a candidate over the offer limit, the candidate should release an offer within one week of receipt of the excess offer.
b. The CSO will educate students on the importance of adhering to reaffirmation and offer deadlines set forth in offer letters with the understanding that failing to do so may result in an offer expiring.
c. Employers can request that candidates reaffirm offers once during the open offer period. The affirmation deadline date should not be less than 14 days from the date of the offer letter.
d. Candidates may request that an employer extend the deadline to accept the employer’s offer until as late as April if the candidate is actively pursuing positions with public interest or government organizations. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.
B. Full-Time Post-Graduate Employment
a. Candidates Not Previously Employed By The Employer
i. Offers made before December 15 should remain open for at least 28 days following the date of the offer letter or until December 30, whichever comes first.
ii. Offers made after December 15 should remain open for at least two weeks after the date of the offer letter.
iii. Offers made before the beginning of our BC Summer On-Campus Interview Program (OCI) should not expire until 28 days following the first day of Summer OCI (August 5, 2019).
b. Candidates Previously Employed By The Employer
i. Employers should leave offers open until at least October 1 of the candidate’s final year of law school, provided that such offers are made prior to or on September 2.
ii. After September 2 of a candidate’s final year of law school, employers should leave those offers open for at least 28 days following the date of the offer letter.
C. Summer Employment for Second and Third Year Students
a. Offers Made Before the Start of Summer OCI
Employers offering positions before the start of Summer OCI should leave offers open until at least 28 days following the first day of Summer OCI (August 5, 2019).
b. Offers Made After the Start of Summer OCI
Employers offering positions after the first day of Summer OCI should leave offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Offers made after December 15 for the following summer should remain open for at least two weeks after the date of the offer letter.
D. Summer Employment Provisions for First Year Students
a. During the first semester, prospective employers should minimize contact with first year students so as to enable them to focus on acclimating to law school and their studies.
b. All offers to first year students for summer employment should remain open for at least two weeks after the date of the offer letter.