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Apply for a Job

To be considered an active candidate you must apply online via our Harvard Careers recruiting system. Cover letters are highly recommended to give hiring managers a view of your writing style and interest in the job.

Candidate Interview Process

  • Submitting Your Application

    When you identify a position you’re interested in and would like to apply, it’s a good idea to submit a cover letter along with your résumé.  It doesn’t need to be lengthy, but should relay your interest in the position and/or department and a bit about what skills and talents you hope to contribute.  Once you submit, you will immediately receive an email to confirm receipt of your application. Our team makes every effort to move each search along as quickly as possible. Still, for a variety of reasons, it may take several weeks before you receive an update.  We appreciate your patience and, rest assured, we will notify you of all status changes.

    In the meantime, you can track all of your application activity and your candidate status within Harvard Careers via your Dashboard under “My Account”.  You can also set up Job Searches and Alerts with multiple specific criteria to ensure you never miss a new opportunity when it’s posted!

  • Phone Screen

    If selected for a phone screen, you will be contacted, typically via email, by a member of our Talent Acquisition team to schedule a time to discuss your candidacy with us. During this phone conversation we will  be asking some questions about your experience, your interest in the position, and availability. We’ll also have information to share about process, timelines, and other logistics so you’ll know what to expect should you move forward to interview with the department.

  • Interviews (virtual or on campus)

    At this time, we’re conducting most of our interviews virtually, using the Zoom platform. Should you progress to interview with the department, you will be meeting with the “hiring committee” (hiring manager, other members of the team and/or other stakeholders). This may be one on one, in small groups, or a combination of both.  In this round of interviews you will be getting a more in depth look at the role, the department, their culture and personalities. The hiring committee will be interested in hearing you summarize your background and will be asking more specific questions related to the job responsibilities. You should be prepared to answer behavioral interview questions and the best way to do this is the STAR method. In a typical search, the department will identify two frontrunners from among the candidates they have met and invite them to interview further.  This next round is generally deemed a “final round interview” and may be virtual or, in some instances, on campus.  The format often depends on the department, the positon, timing, and availability.  We’ll keep you informed along the way so you’ll know what to expect.

  • Finalist and Job Offers

    In most searches,  if you are the finalist, you will receive a job offer contingent on pre- employment screening: professional references and standard background checks.   There are some exceptions, depending on the job itself, where the department may complete references before an offer is extended. In all searches, you will receive a verbal offer from a Talent Acquisition Partner, including discussion of salary, benefits, and a target start date.  This conversation is followed by a written offer letter sent to you via email.  Separately, you’ll receive email instructions for the reference (SkillSurvey) and background check (HireRight) processes.  If you decide to accept our offer (and we hope you do!) you’ll receive additional information related to onboarding.