Review Recruiting Guidelines (Employers)
Stanford University is committed to diversity and inclusivity in all hiring and employment practices. Stanford Career Education (CareerEd) aims to create an environment in which students are educated and supported in order to make informed employment decisions, and in which all employers have equitable and balanced circumstances to conduct recruiting.
All employment professionals participating in CareerEd recruiting are expected to adhere to recruiting guidelines and work within a framework of professionally accepted recruiting, interviewing, selection, and offer practices as outlined by Principles for Professional Conduct set forth by NACE and the EEOC guidelines.
Stanford University students are encouraged to participate in fall campus recruitment prior to accepting or declining any offers so students may have ample information to inform their important employment decisions. Our guidelines are designed to balance being respectful of employer recruiting priorities and providing students with sufficient time to review offers of employment. Employers are encouraged to consider the complexity of recruiting and provide support for students to make fully informed decisions with consideration for time extensions on offers where appropriate, we request no less than a two-week time frame for reviewing offers.
- All offers should be extended to the student in writing, and include compensation and benefits, the role description, start date (and end date for internships) of employment, and any other pertinent details of employment before the student is able to consider the offer.
- Employers participating in campus recruiting, in-person or virtual, must agree to the following offer extension guidelines and acceptance timelines.
- The timeline begins after a student receives the offer in writing. No “exploding offers” (a job offer that is retracted if not accepted in a very short period of time) are allowed.
- For questions about our recruiting guidelines please email us.
Additional Recruiting Advisement
The CareerEd Center defines an exploding offer as any offer which does not conform with the offer guidelines listed above. Students should not be pressured to accept offers “on the spot” or "early,” whether this is based upon a shorter time frame for consideration overall and/or due to any special diminishing incentives attached, e.g., tiered or expiring bonuses, reduced options for location preferences, etc. Employers are expected to refrain from such practices when recruiting at Stanford.
Diversity and Inclusion
CareerEd works to ensure that all of Stanford's students are heard, supported, and included in career opportunities on campus. Regardless of a student's combination of identities and experiences, CareerEd works to help students have a sense of belonging. CareerEd is committed to diversity and inclusivity in all hiring and employment practices for campus recruiting. Learn more about equity and inclusion at Stanford.
Stanford Career Education, is the on-campus organization approved to plan and host employer recruiting events. Student organizations cannot host an employer recruiting event without formal approval. Reach out to email@example.com to learn more.
Compensation and Fees
- Cryptocurrency, bitcoin, tokens, fiat, or equity are not acceptable forms of payment.
- Organizations only offering unpaid, stipend, or volunteer positions must meet the organizational definitions and requirements that allow them to do so legally, and they must clearly state the pay status when posting their opportunities on Handshake. Students should notify firstname.lastname@example.org if they encounter this.
- Commission Sales Positions: If no initial base salary is provided, the form of remuneration should be clearly stated in the employer's job descriptions and at the time of the initial interviews.
- Postings that request donations, application fees, or investments cannot be listed on Handshake.
University Counsel prohibits on-campus testing of students by employers. Employers who decide to conduct tests off-site are advised to follow the Principles for Professional Conduct set forth by NACE and the EEOC guidelines. Employers must also advise candidates in a timely fashion, of the type and purpose of any test that they will be required to take as part of the recruitment process, what individual rights may be waived in consenting to testing terms and conditions, and to whom the test results will be disclosed. It is advised that the testing information is posted within the context of the job description so that students are informed at the beginning of the recruitment process.