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.
Based on the COVID-19 pandemic and uncertainty in the legal market, BC Law made the decision to postpone our Summer OCI Program to early Spring Semester 2021. Our hope is that this change will provide students with additional opportunities to strengthen their credentials and employers the chance to better evaluate their needs going forward. Similar changes are expected for the BC/BU New York Recruitment Program and all Law Consortium recruitment programs. We will share more details as they become available.
Participating law firms, typically with fewer than 100 attorneys, 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.
With the Massachusetts Law Consortium, we sponsor two government/public interest recruitment programs typically in September and January. Our students also participate in the Equal Justice Works Career Fair in Greater DC in the fall.
For more information, please contact firstname.lastname@example.org or call the office at 617-552-4345 with any questions.
We are happy to coordinate videoconference interviews for you with our students should you have an imminent hiring need. Please complete this brief form to register for a videoconference interview schedule.
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.
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 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. Please email us at email@example.com to coordinate your resume collection.
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 Mark Kleinschnittger, Manager for Recruitment & Operations, firstname.lastname@example.org or 617-552-1192.
Effective March 31, 2020, BC Law is instituting an interim recruiting policy as a result of the COVID-19 pandemic. We are adopting the NALP Principles for Fair and Ethical Recruitment for all recruitment activity with all employers, NALP and non-NALP, until further notice. BC Law students will be expected to adhere to NALP’s Principles for Candidates as well.
Timing of Offers and Decisions
Employers are encouraged to act in ways that support the ability of candidates to make independent and considered decisions by:
Establishing reasonable response deadlines and giving candidates a reasonable period of time to consider offers of employment when each offer is made;
Providing consideration for reasonable requests for extensions;
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;
Providing an updated offer, in writing, should modification occur; and
Notifying the candidate and the Office of Career Services 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.
Other General Principles for Employers
Employers are encouraged to consult with BC Law prior to initiating recruitment activities and to be informed about BC Law’s recruiting policies.
Employers are encouraged to maintain productive working relationships with BC Law by:
Communicating about all on- and off-campus recruiting activities before they take place;
Scheduling recruitment activities to minimize interference with students' academic work and exam periods;
Exercising particular sensitivity during the first semester of law school;
Responding promptly to reports of misrepresentation or misconduct in recruitment activities;
Not expecting or requesting preferential services; and
Avoiding the solicitation of information received by BC Law in confidence from candidates or other employers.
Employers are encouraged to share full and accurate information about their organization and the positions for which recruitment is being conducted by:
Providing information about their organization that will help candidates make informed decisions; and
Including a clear explanation of all expense reimbursement policies and procedures when extending invitations for in-office interviews.
Employers are responsible for the conduct of their recruiters and for any representation made by those individuals, and can encourage responsible recruiting by:
Designating recruiters who are knowledgeable about their organization;
Ensuring that recruiters have training to avoid bias, discrimination, and harassment in the recruiting process;
Striving to provide interviewing and recruitment environments that minimize the risk of discrimination and harassment, including sexual harassment;
Instructing recruiters not to make any unauthorized commitments; and
Safeguarding all candidates' personal privacy.
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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