Career Center

Recruiting Policies for Employers

Employers seeking to recruit Duke students are expected to comply with principles established by the National Association of Colleges and Employers (NACE).

Duke On-Campus Recruiting Program Policies

On-Campus Interview and Offer Policies
   Scope of On-Campus Interview Program, Exploding Offers, Acceptance of Offers, Rescind, Second Round Interviews, Online Interviews
Unpaid Internships
Corporate Activism and Solicitation
Third-Party Recruiting
Guerrilla Marketing
Inclement Weather

We recommend you become familiar with the policies for students at Duke.  [Student Policies]

On-Campus Interview and Offer Policies
The intention of the On-Campus Interview Program offer policy at Duke University is to allow students ample time to carefully consider all of their employment options and to make informed decisions about their employment after Duke. We educate students on evaluating and negotiating job offers and discourage them from hasty decisions that may lead to reneging, which we strongly discourage. 

Scope of  the On-Campus Interview Program
An employer is considered a participant of the On-Campus Interview Program if any of the following criteria is met:

  • Use Career Center space for in-person or online interviews
  • Build an interview schedule through CareerConnections

Exploding Offers
Employers may not offer incentives or exert undue pressure to students to accept/decline an offer before the deadlines stated below. An offer may not expire before the stated deadlines. 



2017-2018 Full-time Offers: Deadlines for Students' Decision on a Verbal or Written Offer Date by which to decide upon offer

Date by which to decide upon offer

From Summer 2017 Internships obtained through the
On-Campus Interview Program

October 27, or two weeks from the offer date, whichever is later

From Fall 2017 On-Campus Interview Program
(For Fall Recruiting starting September 25)

October 27, or two weeks from the offer date, whichever is later

From Spring 2018 On-Campus Interview Program
(For Spring Recruiting starting January 22)

February 16, or two weeks from the offer date, whichever is later

2017-2018 Internship Offers: Deadlines for Student’s Decision on a Verbal or Written Offer

Date by which to decide upon offer

From Summer 2017 Internships obtained through the On-Campus Interview Program to intern again in Summer 2018

October 27, or two weeks from the offer date, whichever is later

From Fall 2017 On-Campus Interview Program
(For Fall Recruiting starting September 25)

October 27, or two weeks from the offer date, whichever is later

From Spring 2018 On-Campus Interview Program
(For Spring Recruiting starting January 22)

February 16, or two weeks from the offer date, whichever is later

Knowingly Pursuing Students After Acceptance of Offer
Should an employer pursue a student for a full-time or an internship position knowing that the student has already accepted an offer (verbally or written) with another organization, the employer may be subject to being banned from the Career Center's On-Campus Recruiting Program for up to one year.  This policy is in place to protect the employer with whom the student has accepted an offer and to protect students from undue pressure.  Exerting pressure on a student to renege on an offer is a direct violation of the Career Center's policies for student's participation in the On-Campus Interviewing Program.

Rescind Policy
Should economic realities force an employer to rescind on offers, the employer must report this to the Career Center prior to when the actual rescinding takes place with the student.  This will allow the Career Center to prepare for the questions and concerns from students, in addition to preparing to work with the students on conducting a new search.  The Career Center would also continue to engage the employer in discussion so as to determine best steps in moving forward with their recruiting relationship at Duke and assisting students who had their offer rescinded.

Should an employer rescind an offer for reasons other than economic hardship, the Career Center will meet with this employer to discuss these reasons and determine the future of the employer's recruiting presence at Duke.  Each situation will be evaluated on a case-by-case basis. Consequences for rescinding may range from delayed registration for on-campus interview dates to being removed from the On-Campus Recruiting Program for up to one year or longer.

Second Round Interviews  
Employers must give at least three business days notice to students to interview off of Duke's campus. When scheduling second round interviews, please be cognizant of the fact that students may already have other interviews scheduled at the time offered to the student, which may result in the student requesting an alternative second round interview date or time.  Be considerate of the schedules of students and of other employers with whom the student may have a prior commitment and work with the student as you move forward in scheduling your second round interviews.

On-Campus Second Round Interviews during Peak Seasons 
September 25 - October 4 and January 22 - January 31
The Career Center cannot guarantee second round on-campus interview dates during peak recruiting seasons. First priority is given to scheduling first round interviews. Firms who would like to conduct second round interviews on campus during peak periods are strongly encouraged to do so during the evenings to avoid conflict with first rounds. The Career Center will work with employers on options for second round on-campus interviews during peak periods. Please contact us to discuss second round on-campus interview options,

Online Interviewing Policy
The On-Campus Interview Program Offer Policies apply to employers who host online interviews as a part of On-Campus Interviews. This includes employers who visit campus and host both in-person and online interviews as well as employers who do not visit campus and host all interviews online. 

Unpaid Internships
Duke University expects companies to appropriately compensate students for the work that they perform during an internship. We expect that all employers for whom the Fair Labors Standards Act applies will abide by the accompanying regulations. This act does not include unpaid internships in the nonprofit and government sectors.
The U.S. Department of Labor has outlined the following six criteria for unpaid internships to confirm that an internship does not represent an employment relationship. If any of these criteria are not met, the intern must be paid.

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
  2. The internship experience is for the benefit of the intern;
  3. The intern does not displace regular employees, but works under close supervision of existing staff;
  4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
  5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

All employers are asked to please consider these criteria carefully before posting an unpaid internship.

Academic Credit as a Component of Unpaid Internships
Please be aware that the decision to award academic credit is made between students and their academic departments, and most schools/departments at Duke University do not offer academic credit for internships. Academic credit should not replace compensation for work performed during an internship.

Alcohol Policy
The Duke University Career Center adheres to the NACE policy, which states that serving alcohol should not be a part of the recruitment process. Therefore, all recruiting activity, including all information sessions, will be alcohol-free.

Corporate Activities and Solicitation Policy
Duke University appreciates and welcomes the relationships that different university constituents have with corporations, governmental and nonprofit organizations. Specifically, the Career Center seeks to build upon existing relationships and to work with new employers to facilitate their hiring of Duke students. To enable these interactions, the Career Center plans and executes many events throughout the year aimed at increasing student awareness of these organizations and giving employers access to the Duke student population. Such events include the Fall Career Fair, the Career & Summer Opportunities Fair, information sessions, on-campus interviews, and more. It is imperative that organizations work with the Career Center to plan such events to maximize the exposure they receive through appropriate advertising and avoidance of conflicting events.

Duke University prohibits any commercial selling or solicitation on campus that is not sponsored or sanctioned by the University. The Career Center requests that organizations do not utilize student groups or student contacts to facilitate such commercial endeavors. This would include utilizing tables in the Bryan Center to sell goods or services or to solicit the student population through the use of handouts or giveaways.

Third Party Recruiting Policy
Third party recruiters who wish to post opportunities with the Duke University Career Center's job database, Duke CareerConnections must agree to the following terms and conditions:

  • The third party recruiter must agree to disclose the name of the employer, as well as the position description. The client's name should appear in the title of the position.
  • Students and alumni will not be charged a fee for the third party recruiter's services.
  • The third party recruiter can be listed as the contact for student/alumni cover letters and resumes.
  • If a Duke student or alumnus is NOT selected for the specific position listed in Duke CareerConnections that resume will NOT be put into the recruiter's general pool of candidates without the written consent of the individual.

This agreement will remain in effect for all positions posted through the third party recruiter. We reserve the right to remove any postings that do not adhere to our terms and conditions. Any violation of these terms will result in the loss of access to Duke CareerConnections.

Guerrilla Marketing Policy
If an employer hires a third party guerrilla marketing company to run marketing campaigns on campus, the employer must check with the Duke Career Center to be sure that the nontraditional channels fall within Duke University's policies.

Nondiscrimination Policy
The Duke Career Center forbids discrimination based on sex, race, color, religion, age, national origin, marital status, sexual orientation, arrest record, or disability.

Inclement Weather Policy
The Duke University Career Center follows the direction of the university for inclement weather. When the university is closed the Career Center is closed and all events are canceled. The Employer Relations team will work with employers on the best strategy to reschedule canceled events. Please visit for the most up-to-date information.

If you have questions regarding employer policies (or procedures not addressed here), contact Shayna Heinrich, Assistant Director, Employer Relations, or (919) 660-1028.

Duke University Recruiting Policies