Policies and guidelines employers must adhere when participating in any recruiting activity at Stanford University.
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Stanford University Recruiting Policies & Guidelines

Employers who recruit, post jobs, attend a career fair, host an information session or presentation at Stanford University must adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals, and the Policies & Guidelines laid out by Stanford University listed on this page.

  • Job Offer Policy
    In order to give students enough time to make an informed and thoughtful decision, please give students the following minimum deadlines when accepting an offer:
    • Fall Quarter: 3 weeks minimum response time, from receipt of the written offer
    • Winter Quarter: 3 weeks minimum response time, from receipt of the written offer
    • Spring Quarter: 2 weeks minimum response time, from receipt of the written offer
    • Summer: If you would like to make an offer of full-time employment to a student at the end of a summer internship, the student has until November 30th to accept or decline the offer*.
      *Please keep in mind, many students will not have gone through the full recruiting process prior to their summer internship.

  • GPA and Standardized Test Scores
    Stanford University legal counsel prohibits employers from using GPA or standardized test scores (i.e., SAT, ACT, GMAT, GRE) as a screening tool for students trying to obtain a first-round interview with the company. A minimum grade point average and/or test scores should not be a prerequisite to getting an interview because it often overlooks many other qualities and factors that create an excellent candidate. Employers cannot mention a GPA or test score minimum in their job descriptions via Cardinal Careers, Cardinal Recruiting, career fairs, or any other services our CDC has to offer. If either are listed as a requirement or in the job description, the section will be edited out prior to approval for posting. If an employer requests students to submit unofficial transcripts with a resume, students have the option of editing out the GPA information.

  • Nondiscrimination Policy
    The CDC makes its services available to employers who do not unlawfully discriminate in the selection of employees on the basis of national origin, race, religion, sex, sexual orientation, age, disability, or any other basis prohibited by applicable law.

  • Interview Rounds
    When asking students to come back for second/final round interviews, you must allow reasonable time for students to adjust their schedules. We ask that you support students in upholding their prior commitments to academics and other previously scheduled interviews. The second interview should not be scheduled prior to the fifth day following the initial interview.

    At all times, it must be clearly communicated to the student that they should feel comfortable speaking up about any prior commitments they have. Students should not be immediately eliminated from the pool of second/final round candidates should they be unable to meet on the first requested date. Alternative options should be provided to students who cannot meet on the first scheduling attempt.

  • Testing Policy
    University Counsel prohibits on-campus testing of students by employers. Employers may make arrangements for testing facilities at nearby hotels. Employers who decide to conduct tests at nearby hotels are required to follow the guidelines set forth by the NACE. Please advise the CDC of any test requirements. Employers must also advise students in a timely fashion of the type and purpose of any test that students will be required to take as part of the recruitment process, and to whom the test results will be disclosed.

    It is a requirement that the testing information be posted within the context of the job description so that students are informed at the beginning of the recruitment process.

  • Third-party Representatives
    Campus interviews and career fairs must be directly scheduled and conducted by the organization's employees, rather than by third party representatives. For a definition of a third-party representative or recruiter, please see the guidelines set forth by NACE.
    Third-party recruiters who charge students for services will not be permitted to use any CDC services.
  • Alcohol
    Serving alcohol should not be part of the recruitment process. This includes information sessions, presentations done on or off campus, and all events that are company-sponsored during the recruiting process.



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7/21/2009
Employer participation in Stanford's career services programs is a privilege, not a right, and Stanford reserves the right to exercise its discretion to determine which employers may participate or to withdraw an offer to participate at any time.