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Recruiting Policies

Non Discrimination Policy

The recruiting policies and guidelines of Stanford Law School have been developed to contribute to a positive and successful experience for students and recruiters. These guidelines are designed to support the academic mission of the School. Stanford Law School's Policy on non-discrimination in employment has been in effect since 1985 and parallels the policy required of member schools by the Association of American Law Schools:

Stanford Law School makes its facilities and services open only to employers who do not discriminate on the basis of age, religion, disability, ethnic background, national origin, gender (including gender identity and expression), race, sexual orientation, veteran status, or any other characteristic protected by applicable law.

However, the School's non-discrimination policy permits, and Stanford Law School encourages, lawful affirmative action in hiring women and the members of minority groups that are under-represented in the legal profession. Download our tips on conducting a successful non-discriminatory interview.

Grading

For an explanation of Stanford Law School's grading policy, click here. Please use this information to interpret our students' transcripts. If you have additional questions regarding our grading system, feel free to contact our office.

Callback

Employers and students who make use of the facilities and services of the Office of Career Services must limit interviews (including transportation to and from interviews) to the designated callback period, vacation breaks, weekends, or other times that do not conflict with scheduled classes. Due to the late September start date for second- and third-year students, we ask that all callback interviews be conducted in the 3 weeks following the On-Campus Interviewing Program. This policy was instituted to address students' and faculty's concern about the number of classes students were missing because of callback or in-office interviews. The American Bar Association, in following up its Accreditation Committee's inspection of the Law School in 1987, also expressed its concern about the lack of regular class attendance and required the President of the University and the Dean of the Law School to report on steps taken to address this problem.

Offers

Offers We expect all employers who recruit at Stanford Law School to comply with NALP Guidelines with respect to callbacks and offers. Specifically, we do not condone exploding offers or signing bonuses. An employer may not extend an offer that only remains open until the target number of acceptances is received at which point the offer is withdrawn. Nor can an employer offer a signing bonus that is contingent upon the student accepting before a specified date.We also expect employers to comply with the deadlines established by the National Association of Law Placement (NALP).

For 2Ls/3Ls for summer positions:
  • Employers offering positions for the following summer to candidates not previously employed by them should leave those offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Candidates should reaffirm these offers within 14 days from the date of the offer letter. Employers may retract any offer that is not reaffirmed within the 14 day period. Offers made after December 15 for the following summer should remain open for at least two weeks after the date of the offer letter.
  • Candidates may request that an employer extend the deadline to accept the employer’s offer until as late as April 1 if the candidate is actively pursuing positions with public interest or government organizations. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.
  • Employers offering positions for the following summer to candidates previously employed by them should leave those offers open until at least October 1, provided that such offers are made prior to or on September 2. Candidates should reaffirm these offers within thirty days from the date of the offer letter. Employers may retract any offer that is not reaffirmed within the 30 day period.  After September 2, employers offering positions for the following summer to candidates previously employed by them should leave those offers open for at least 28 days following the date of the offer letter.
  • Employers offering candidates positions for the following summer and having a total of 40 attorneys or fewer in all offices are exempted from Paragraphs 1-3 of this Section. Instead, offers made on or before December 15 should remain open for at least three weeks following the date of the offer letter or until December 30, whichever comes first, and offers made after December 15 should remain open for at least two weeks.
For post-graduate positions:
  • Employers offering full-time positions to commence following graduation to candidates not previously employed by them should leave those offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Candidates should reaffirm these offers within 14 days from the date of the offer letter.  Employers may retract any offer that is not reaffirmed within the 14 day period.  Offers made after December 15 for full-time positions to commence following graduation should remain open for at least two weeks after the date of the offer letter.
  • Candidates may request that an employer extend the deadline to accept the employer’s offer until as late as April 1 if the candidate is actively pursuing positions with public interest or government organizations. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.
  • Employers offering full-time positions to commence following graduation to candidates previously employed by them should leave those offers open until at least October 1 of the candidate’s final year of law school, provided that such offers are made prior to or on September 2. Candidates should reaffirm these offers within thirty days from the date of the offer letter. Employers may retract any offer that is not reaffirmed within the 30 day period.  After September 2 of a candidate's final year of law school, employers offering full-time positions to commence following graduation to candidates previously employed by them should leave those offers open for at least 28 days following the date of the offer letter.
  • Employers offering candidates full-time positions to commence following graduation and having a total of 40 attorneys or fewer in all offices are exempted from Paragraphs 1-3 of this Section. Instead, offers made on or before December 15 should remain open for at least three weeks following the date of the offer letter or until December 30, whichever comes first, and offers made after December 15 should remain open for at least two weeks.
Offers to First-Year Students
  • To position law students to be as successful as possible, their efforts during the first semester of law school should focus on their studies rather than on job search activities.  Nonetheless, opportunities to learn about professionalism, professional development and the legal profession are appropriate early in law school.  Recognizing that law schools will differ in philosophy as to first-year career development activities, law schools nevertheless should not begin offering one-on-one career counseling or application document reviews to first-year students before October 15 (except in the case of part-time students who may be given assistance in seeking positions during the school term).  Individual law schools may set later dates as appropriate. 
  • Prospective employers and first year law students should not initiate contact with one another and employers should not interview or make offers to first year students before December 1.
  • All offers to first year students for summer employment should remain open for at least two weeks after the date made.
Release of Student Information

The Law School will not release to any third party, except with the consent of the student, data pertaining to the student's educational record. Employers wishing grade information may ask the student to submit a Law School grade sheet.

Confirmation of Diploma

Stanford degrees and periods of attendance are matters of public information and may be released to employers. You may refer such questions directly to the Information Secretary, Office of the Registrar, Old Union Bldg., Rm. 141, Stanford University, Stanford, CA 94305.