Updated as of 3/22/21
Berkeley Law appreciates your continued interest in recruiting our talented students. The below policies were drafted to ensure a professional and fair recruiting process that does not disadvantage qualified candidates who appear less obviously credentialed or are less well-networked as their peers.
Our facilities and support are available only to employers whose practices are consistent with our recruiting policies as well as those promulgated by the National Association of Law Placement.
RECRUITING STUDENTS IN THEIR FIRST YEAR OF LAW SCHOOL
Employers are encouraged to contact the Career Development Office when considering hosting an event or program (including those with student organizations) to help minimize conflicts with, or duplications of, other programs.
For Berkeley Law 1L students to be as successful as possible, the school believes their focus should be on their studies rather than on job search activities. Career-related events, particularly in the first semester, should be focused on the general characteristics of the legal profession.
Employers should not ask for transcripts from students as a condition of attending employer receptions in advance of interviews. Recognizing that employers have automated processes requesting transcript information, students are advised to politely decline requests for transcripts, other than when being interviewed.
Except for certain government employers requiring additional time for security clearance reviews, prospective employers and 1L students should not initiate contact with one another, including applications, interviews, or offers to first year students, before December 1.
Interviews should not be scheduled at times that would conflict with students’ class schedules or any other times that may disrupt students’ studies. In no case, should they occur during the Exam Period (see our Academic Calendar for details).
All offers to first year students for summer employment should remain open for at least two weeks after the date the offer was made.
RECRUITING STUDENTS FOR 2L/3L SUMMER POSITIONS
PRE-EIW (EARLY INTERVIEW WEEK)
Berkeley Law continues to have concerns about pre-EIW interviewing — in particular, the possibility of producing an unfair process that disadvantages qualified candidates who happen to be less obviously credentialed or as well-networked as their peers. However, recognizing current market realities, Berkeley Law no longer prohibits employers registered for EIW from interviewing rising second-year law students prior to EIW.
As a condition of registering for EIW, employers must provide office-specific information as to whether they will accept early applications, and, if so, details about their process.
Employers should explore and affirmatively offer interview times and formats to minimize students’ travel time and expense as well as potential disruption to their studies or their first-year summer employment experience.
Employers should also provide students interviewed prior to EIW with regular updates of their status including as of two weeks prior to the start of EIW so they can make fully informed EIW bidding decisions.
Law firm employers should leave offers open for at least 21 days following the last day of Berkeley Law’s EIW, or 14 days from the date of the offer letter, whichever is later. This applies to offers to 2021 summer associates to return for the summer 2022 as well as offers made to 2Ls not previously employed by the firm.
Extensions: Before an offer expires, a student may request that an offer be extended and such requests will not be unreasonably withheld.
POST-GRADUATE EMPLOYMENT OFFERS
STUDENTS PREVIOUSLY EMPLOYED BY OFFEROR
Employers offering full-time positions to commence following graduation to candidates previously employed by them should leave those offers open until the later of 14 days following the date of the offer letter or October 1 of the student’s final year of law school.
STUDENTS NOT PREVIOUSLY EMPLOYED BY OFFEROR
Employers offering full-time positions to commence following graduation to students not previously employed by them should leave those offers open for at least 14 days following the date of the offer letter.
CONSIDERATIONS FOR PUBLIC INTEREST OR GOVERNMENT JOB SEEKERS
Berkeley Law students may request that one employer (from whom they have an offer) extend the deadline to accept that offer until as late as April 1, provided that the student is actively pursuing alternative positions exclusively with public interest or government organizations. Employers are generally expected to grant such requests.
EXPLODING OFFERS AND SIGNING BONUSES PROHIBITED
Berkeley Law expects that employers participating in our recruitment activities will not apply undue pressure on our students to accept their offers. They are also expected not to offer special inducements to accept offers earlier than is customary or prescribed under the circumstances.
OTHER EMPLOYER GUIDELINES
Offers of employment to students should be written.
Any offer that does not fall within the above policy proscriptions should, nevertheless, remain open for at least two weeks after the date of the written offer.
Government, non-profit and public interest organizations as well as firms having a total of 40 attorneys or fewer in all offices are exempt from the above Policies. Instead, offers should remain open for at least 14 days following the date of the offer letter.
Students are expected to accept or release offers or request an extension by the applicable deadline. Offers that are not accepted by the offer deadline may expire.
A student should not hold open more than three offers of employment at any one time. For each offer received that places a student over the offer limit, the student should, within one week of receipt of the excess offer, release an offer. Students should consult with a Berkeley Law career counselor upon receiving more than one offer to assist them in effectively navigating the offer/acceptance process.
Please report conflicting offer practices to the Career Development Office at firstname.lastname@example.org.