Career Services For Employers

The Washington, D.C. and Chicago Virtual Interview Programs will be 100% preselect.

For our Summer Virtual Interview Program: using the employers’ hiring criteria as a guide, students submit ranked bids for on-campus interviews. Their resumes are then made available to the employers for whom they bid. If there are enough slots on the employer’s interview schedule(s) to allow all bidding students to have an interview, all are given interviews.

If there are not enough slots on the employer’s interview schedule(s) for all bidding students to have an interview, the employer may preselect students to fill 70% of their interview slots. The remaining 30% of the slots are filled by students who submitted the highest ranked bids for that employer.

If an employer’s hiring criteria includes a required minimum GPA cut-off, the employer is not obligated to interview students who fall below this minimum requirement . Please note that Vanderbilt Law School does not rank students individually in their class and there are no published cumulative percentile rankings. The only mark of distinction published is the Dean’s List, which is a non-cumulative breakdown of the top 20% per semester.

Employers whose interview schedules are not filled by bidding students may get additional candidates through the Open Sign-Up process. This follows the bidding process whereby students are allowed to sign up for open slots on interview schedules after the bidding students have been scheduled for interviews. The same hiring criteria will be posted for these sign-ups as were posted for the initial bidding process. Employers who prefer to limit their interviews to those students who initially submitted bids for them may do so and bypass the Open Sign-Up process by notifying Career Services.

• New York City Early Application Program: $250
• Texas Early Application Program: $250
• Washington, D.C. Interview Program: $500 per schedule
• Chicago Interview Program: $400 per schedule
• Summer Virtual Interview Program: $400 per schedule, per day, for firms with more than 100 attorneys firm-wide. Government and public interest employers and law firms of 100 or fewer attorneys are exempt from registration fees.

If you are unable to participate in our interview programs or are looking to receive applications for positions outside of a Summer Associate Program, we invite you to provide information about your employment opportunities or collect resumes from our students and/or recent alumni. Employers may submit a request online through Symplicity . From the homepage, under Shortcuts, click on 'Create Non-OCI Job Posting.' Alternatively, if you're not on Symplicity, contact the Career Services Office at (615) 322-6192 or email Christy Biggs to request a form.

We are pleased to provide you with online access to the resumes of our 2L and 3L students who are currently seeking employment. Through the Resume Book feature in Symplicity, you can connect with students who have agreed to participate in our resume collection program. Based on your search, you can view resumes, print them out, and contact students directly.

You can access resume books by logging into Symplicity and clicking on the "Resume Packet" tab. If you do not have a Symplicity account, click the "register" tab and provide the information requested. You will receive a welcome email confirming your registration and containing your login information. If you forgot your password, click the "Forgot Password" tab and enter your email address. You will be sent a new password.

If you have any problems with Symplicity, please email Christy Biggs or call us at (615) 322-6192.

Please click here to review our Recruiting Guidelines.

The established policy of the Vanderbilt University Law School is to promote employment of its students and graduates with no discrimination based on race, color, ethnicity, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, or military status. The school's career services facilities are available only to those employers whose practices are consistent with the policy as well as all applicable laws and regulations governing employment discrimination. An employer's use of our services constitutes an agreement to observe the principles of equal opportunity stated in AALS Bylaw 6-4(b).

The motivation for discrimination is irrelevant; a hiring decision, for example, based on perceived prejudices of an employer's clients is nonetheless discriminatory. In its placement practices, the Vanderbilt University Law School complies with AALS Bylaw 6-4(b):

• A member school shall pursue a policy of providing its students and graduates with equal opportunity to obtain employment, without discrimination or segregation on the grounds of race, color, ethnicity, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, or military status. A member school shall communicate to each employer to whom it furnishes assistance and facilities for interviewing and other placement functions the school's firm expectation that the employer will observe the principle of equal opportunity. (American Bar Association accreditation standards require similarly non-discriminatory practices.)

Under the Solomon Amendment, the Law School is required to permit access to the military for recruiting purposes or risk the loss of federal funding. The School recognizes that the military’s recruitment policies are inconsistent with the nondiscrimination policy, and the faculty remains committed to eradicating discrimination.

All employers participating in on-campus interview programs thereby confirm that their hiring policies are consistent with the nondiscrimination policy of this law school and with AALS Bylaw 6-4(b).

Beyond this statement of policy, we wish to bring to the attention of interviewers some concerns expressed by students about the interviewing process. During the interviewing process, employers should refrain from soliciting information from students that, if made the basis for denial of employment, would contravene the above stated policy. Also, we urge interviewers to avoid questions or comments that, perhaps unintentionally, suggest discriminatory attitudes. Interviewers are entirely justified in seeking to assess the likely commitment of any student to the practice of law, a type of practice, a geographic location, or the particular employer. We firmly believe, however, that no category of students, particularly women, should be singled out for lines of questioning suggesting that the interviewer doubts any such commitment.