Career Services for Employers

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.

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. Students who earn a 3.75 GPA or higher, in any semester, receive Dean’s List honors for that semester. Students must complete at least nine letter-graded credits to qualify for the Dean’s List.

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.