Employers
Employers
Our Students
Our rigorous academic programs are complemented by a culture of excellence that fosters skills such as problem-solving, creativity, and teamwork.听
Recruitment
乱伦小可爱 Law听Winter Recruitment Program (February 6-7, 2025)
Participating law firms, typically businesses with in-house positions and law firms with fewer than 100 attorneys, recruit 2L students for summer positions and 3L students for post-graduate positions. For more information or to register, please contact Emily Goldberg at emily.goldberg.2@bc.edu or 617-552-1192.
乱伦小可爱 Law Summer Virtual On-Campus Interview (OCI) Program
Session 1: Thursday, June 26 & Friday, June 27, 2025
Session 2: Thursday, July 24 & Friday, July 25, 2025
Interviews will take place virtually from June 26-27, 2025 for Session 1 and July 24-25, 2025 for Session 2. Through this program, many of the largest law firms and government employers will conduct virtual interviews with 2L and 3L candidates for summer and post-graduate positions. This program offers 100% employer selections (i.e. pre-screening) with flexible scheduling options.
乱伦小可爱/BU Law Consortium National Recruitment Program (June 2025)
乱伦小可爱 Law School and Boston University Law School host joint recruitment programs for public and private sector employers nationally.. Interviews will take place virtually June 24-25, 2025.
Fall Recruitment Program (October 2025)
Participating law firms, typically with fewer than 100 attorneys, recruit 2L students for summer positions and 3L students for post-graduate positions. For more information or to register, please contact Emily Goldberg at听emily.goldberg.2@bc.edu听or 617-552-1192.
Massachusetts Law School Consortium Government and Public Interest Recruitment Programs (January 2025 & September 2025)
With the , we sponsor two government/public interest recruitment programs in the fall and winter. Our students also participate in the in Greater DC in the fall.
Video Conference Interviews By Request
We are happy to coordinate video conference interviews should you have an imminent hiring need. To register for a video conference interview schedule, please contact听Emily Goldberg at听emily.goldberg.2@bc.edu听or 617-552-1192.
Entry Level In-House Recruitment
A growing trend and smart solution to increased demands that legal departments face, a new lawyer can provide you with the support you need at a reasonable cost. 乱伦小可爱 Law promotes the opportunity to interested students and works closely with you on the recruitment process. Our Resident Attorney Program matches recent graduates with employers for at least a one-year term. Employers set the compensation. For more information, please contact Doug Saphire,听Director of Recruitment & Employer Outreach, Career Services at听douglas.saphire@bc.edu or 617-552-4345.
More:听In-House Recruiting Flyer听(PDF)
Judicial Clerkships
We publicize judicial clerkship and internship opportunities throughout the year. Judges may participate in on-campus recruitment programs or email a job opening to our clerkship advisor, Christopher Teague, Senior Associate Director, at teaguech@bc.edu.
Resume Collection
Get more from your job posting by requesting a resume collection. The CSO will advertise your position and collect and forward student application materials to you on a date certain. Resume collections can be done at any time based on each employer鈥檚 preferred hiring schedule. If requested, the CSO can coordinate an interview schedule on your behalf or you are welcome to contact candidates directly for an interview. Please email us at law.career@bc.edu to coordinate your resume collection.
Post a Job
听to post a job opportunity that can be viewed by current students and/or alumni. Alternatively, please feel free to email the details of your opportunity to law.career@bc.edu.
Contact
To discuss your recruiting needs, please contact Doug Saphire, Director of Recruitment & Employer Outreach, Career Services at听douglas.saphire@bc.edu or 617-552-4345.
Get Involved
We welcome employers to participate in our 100+ career-related programs each year.听Contact us听to discuss upcoming opportunities.
Events
Policies
Employer Recruiting Policies and Guidelines
Effective April 1, 2024
乱伦小可爱 Law has adopted the for all recruitment activity with all employers, NALP members and non-NALP employers. 乱伦小可爱 Law students will be expected to adhere to NALP鈥檚 Principles for Candidates as well. Additionally, 乱伦小可爱 Law has instituted the following policies to be applicable to recruiting by NALP member employers:
Timing of Offers and Decisions
Offers of Summer Employment to Second-Year Students听
- Offers should remain open for a reasonable period of time of no less than 14 days following the date of the offer letter
- Employers are encouraged to grant reasonable requests for extensions where possible
- Students may request one employer extend the deadline to accept an offer until April if the candidate is actively pursuing positions with public interest or government employers. Employers are encouraged to grant any such requests.
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Full-Time Postgraduate Offers to Third-Year Students
- For students previously employed by the employer, offers for permanent postgraduate employment should remain open for no less than 28 days following the date of the offer letter.
- For students not previously employed by the employer, offers for permanent postgraduate employment should remain open for a reasonable period of time of no less than 14 days following the date of the offer letter.
- Students may request one employer extend the deadline to accept an offer until April if the candidate is actively pursuing positions with public interest or government employers. Employers are encouraged to grant any such requests.
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Offers of Summer Employment to First-Year Students
- Offers to first year students for summer employment should remain open for no less than 14 days following the date of the offer letter.
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General Provisions
Employers are encouraged to act in ways that support the ability of candidates to make independent and considered decisions by:
- Abiding by the established response deadlines for candidate responses;
- Avoiding conduct that subjects candidates to undue pressure to accept or decline offers of employment; and,
- Refraining from any activ