The following Policies and Guidelines have been established to protect the interests of both students and employers. They will be administered by the Placement Committee and sanctions may be imposed for failure to comply. By recruiting at Harvard Law School, employers agree to abide by these rules.
Harvard Law School does not discriminate against any person on the basis of race, color, religion, creed, national or ethnic origin, age, sex, gender identity, sexual orientation, marital or parental status, disability, source of income, or status as a veteran in admission to, access to, treatment in, or employment in its programs and activities. The Law School has instituted these policies (pdf) and certain 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 Office of Career Services must comply with these policies and procedures. Harvard Law School makes one exception to this policy. Under threat of loss of funding to the University resulting from the Solomon Amendment, the Law School has suspended the application of its non-discrimination policy to military recruiters. This exception to our policy does not in any way reflect acceptance of, or agreement with, discriminatory hiring practices.
Timing of Offers and Decisions
Employers recruiting at Harvard Law School agree to comply with Harvard Law School’s recruiting policies and guidelines, which are consistent with those set forth in NALP’s General Standards for the Timing of Offers and Decisions (“Timing Guidelines”). To the extent that Harvard’s policies differ from the Timing Guidelines, Harvard’s policies shall control.
“EIP” refers to Harvard Law School’s Early Interview Program that takes place in August. “FIP” refers to the Fall Interview Program which takes place in September.
|Full-Time Offer made to 2L/3L previously employed||Remains open until at least October 1 of the candidate’s final year of law school if the offer was made on or before September 2. If the offer was made after September 2, it remains open for at least 28 days. Students should reaffirm interest within 30 days from the date of the offer letter if so requested in the offer letter. Employers may retract any offer not reaffirmed within the 30-day period.|
|Full-Time or Summer Offer made before the first day of EIP to a 2L/3L student NOT previously employed||Remains open for at least 28 days from the first day of EIP. Students should reaffirm interest within 14 days from the date of the offer letter if so requested in the offer letter. Employers may retract any offer not reaffirmed within the 14-day period.|
|Full-Time or Summer Offer made after the first day of EIP and on or before December 15 to a 2L/3L student NOT previously employed||Offer remains open for at least 28 days following date of the offer or until December 30, whichever comes first. Students should reaffirm interest within 14 days from the date of the offer letter if so requested in the offer letter. Employers may retract any offer not reaffirmed within the 14-day period.|
|Full-Time or Summer Offer made after December 15 to 2L/3L student NOT previously employed||Offer remains open for at least 2 weeks after date of offer letter.|
|Offer made to 1L||Offer remains open for at least 2 weeks after date of offer letter.|
|Multiple Offers||Possible Extensions (See “Extensions” Below)|
|FIP Extensions for EIP Employers. Students may hold open one EIP offer in order to pursue opportunities in FIP.||Offer remains open until November 15. Student must notify the employer in writing prior to the end of the otherwise applicable response period indicated herein and affirm that the employer’s offer is the only offer that the student is holding.|
|Public Interest/Public Sector and non-EIP/FIP Private Sector Extensions. Students may hold open one EIP/FIP offer or offer from a prior employer in order to pursue public interest and public sector opportunities as well as non-EIP/FIP private sector opportunities.||Offer remains open until April 1. Student must notify the employer in writing prior to the end of the otherwise applicable response period indicated herein and affirm that the employer’s offer is the only offer that the student is holding.|
*See Policy below regarding “No Interviewing Outside of Assigned Interview Schedule.”
Employers with 40 or fewer attorneys firm wide are not subject to these rules. Instead, offers made on or before December 15th should remain open for a minimum of three weeks, or until December 30, whichever comes first. Offers made after December 15th should remain open for a minimum of two weeks.
Interviewing & Callback Policies
Employers are not permitted to prescreen candidates or to ask for transcripts before EIP or any on-campus interview program. Similarly, when adding or filling open slots on their interview schedules, employers may not request transcripts in advance of, or as condition to granting a student an interview. Employers who wish to arrange separate interview schedules for LL.M.s, however, are permitted to prescreen candidates. Finally, employers are not permitted to request students to submit a cover letter in advance of, or as part of, any on-campus interview program.
No interviewing during class Times
Students are not permitted to interview during their scheduled class times. On-campus interviews coordinated by the Office of Career Services are assigned at times that do not conflict with classes. Similarly, employers scheduling interviews directly with students are asked to keep this policy in mind and schedule interviews at times that do not conflict with classes. This policy also applies to the Problem Solving Workshop, which is a mandatory academic program for 1L students that takes place in January (see the Recruiting 1Ls section below for more information.)
No Interviewing During the Problem Solving Workshop
Students are not permitted to interview during the Problem Solving Workshop, which is a mandatory academic program for 1L students that takes place in January (see the Recruiting 1Ls section below for more information).
No Interviewing Outside of Assigned Interview DATE
In order to ensure a fair, open, and effective hiring process for students as well as employers, the Office of Career Services assigns on-campus interview dates and arranges 2L and 3L on-campus interview schedules for employers. Employers participating in EIP or FIP may not schedule or conduct any initial or callback interviews of rising 2Ls prior to the employer’s assigned on-campus interview date(s).
Exceptions to this rule:
- Employers may meet with students for both initial and callback interviews in the case of: (a) interviews conducted in accordance with organized job fairs; or (b) interviews for “2L/3L Employer Scholarship/Fellowship Programs,” regardless of whether such programs include an offer of summer employment. “2L/3L Employer Scholarship/Fellowship Programs” shall mean programs for 2L or 3L students that provide a benefit or compensation separate from, or in addition to compensation provided to a student for summer employment.
- Employers participating in EIP or FIP may conduct interviews with rising 3Ls prior to the employers’ on-campus interview dates.
Notwithstanding the above policy, employers may meet with students in the case of: (a) Student-initiated requests for informational interviews; or (b) OCS-organized mock interviews.
Employers making use of the facilities and services of the Office of Career Services may not schedule callback interviews to take place during the week of EIP.
There may be a very small number of students also interested in exploring opportunities at smaller firms, non-law firm employers, or in the public sector. The following provisions are meant to accommodate students in these discrete situations.
To Pursue FIP Opportunities
Students are permitted an extension of one EIP offer until November 15 in order to pursue opportunities in FIP if:
- the student notifies OCS and the employer in writing prior to the end of the otherwise applicable response period indicated above; and
- the reason for the extension is to pursue FIP opportunities.
To Pursue Public Sector/Public Interest and Non-OCI Opportunities
Students are permitted an extension of one EIP/FIP offer or offer from a prior employer until April 1 if:
NALP Guidelines re: First Contact with 1Ls
Harvard Law School does not make the facilities of the Office of Career Services available to 1Ls prior to October 15. Consistent with NALP’s Principles and Standards for Law Placement and Recruitment Activities, employers may not initiate contact with 1Ls prior to December 1. Invitations to social functions scheduled before December 1 should be directed only to 2Ls and 3Ls and, if 1Ls appear at such functions, employers are expected to make clear that their attendance is a violation of policy.
Class Conflicts & The Problem Solving Workshop
As mentioned above in the Interviewing & Callback Policies section, employers are not permitted to schedule interviews with students at times that conflict with their classes. This policy includes the Problem Solving Workshop (PSW), which takes place during the first three weeks of January (the Winter Term.) PSW does not have a graded curriculum, and is based on participation and class work only. For that reason, missing a class is the equivalent of missing an exam in a fully graded course.
Interviews should take place after the conclusion of PSW (see the Academic Calendar for Winter Term dates.) Employers have the option of scheduling late afternoon or evening interviews that do not conflict with PSW requirements.
Individual firm information sessions or networking receptions must be open to all students (or students in a particular class year). Employers that fail to comply with these policies may not be able to utilize the facilities and services of the Office of Career Services. Prior to organizing an event for students, employers must contact the Office of Career Services to ensure that the proposed date of the event does not conflict with another program. Please see our Hosting an Event or Reception page.
While most interviewers strive to maintain a professional and sensitive attitude, each year we receive a handful of complaints from students about offensive or discriminatory behavior on the part of the interviewers. For information about the the process in the case of a student complaint, please see the section on Procedures for Student Complaints.