Career Center

Information for Employers

Duke Career Center All Remote Fall 2020

Your Career Center at Duke is fully operational and providing services entirely online for the Fall 2020 semester.
All of our services and resources are available to you including recruiting strategy development, job and internship posting, information sessions and workshops, and resources.
Thank you for your patience and understanding as we address the ongoing COVID-19 situation and bring you opportunities to connect with exceptional Duke talent.

Students and employers are actively participating in online activities and connecting through job and internship listings in CareerConnections.

Recruiting Virtually FAQs

How do I get started with reserving a date for online interviews?  

You can request online interviews via CareerConnections

Am I guaranteed my first choice date for interviews since you are no longer constrained by the number of interview rooms available? 

While we cannot guarantee first choice dates for interviews for employers, we do anticipate much more flexibility than usual with honoring date preferences.  

Do I still need to follow your interviews dates/timelines in CareerConnections? 

If you are building your interview schedule within CareerConnections, we ask that you continue to follow the timelines and calendar dates for interviews. These timelines ensure a smooth experience for the employer, students, and our staff.  

What is the benefit of requesting interviews as "rooms only" through your office for Fall? 

Even though we do not currently have rooms to reserve for interviews, we do want to help promote your interviews to our students in CareerConnections. Submitting a "rooms only" interview request essentially means you are requesting to reserve a particular interview date(s). This option also gives you control over your timeline and the ability to build your own interview schedule outside of CareerConnections while allowing our staff to best serve you and our students the day of your interviews. Students will be able to see your "rooms only" interview date(s) in the system. 

Are there any other changes in structure, student sign-up procedure, etc. that we should be aware of? 

If you are choosing to build your schedule in CareerConnections, all timeline dates remain the same as past semesters and this information will be visible in the system when your interview date is approved.   

Will students be coming to the Career Center for our online interviews? 

Students will not be coming to the Career Center for online interviews.  

Will you provide the platform (e.g., Zoom, Microsoft Teams, Skype, etc.) and circulate the links to students and employers or are employers expected to do this? 

It will be the responsibility of the employer to provide the platform and share links to students selected for interviews.  

If employers are expected to provide the platform and links, would your office expect to be provided with the interview information (dates, times, participants, links) as well? 

Yes, please also provide this information to our team by emailing Having this information allows our staff to answer student questions or help triage issues the day of the interviews.  

Can students leave campus for second round interviews/super days? 

The entire campus community is being asked to adhere to the Duke Compact, which is a set of behavioral guidelines designed to promote safe behaviors that limit the risk of the spread of COVID-19.  The Duke Compact asks that students remain in the Durham area for the duration of the semester, which ends before Thanksgiving.  We ask employers to provide online interview options for all rounds of interviews while students are on campus. For more information about the Duke Compact, please visit

Can I request an information session outside of your offered time slots? 

Yes, however, we strongly encourage you host a session in the offered times to allow maximum participation by students.  

Can I use my own online platform and manage my own event?  Will you assist in marketing our session if we manage our own event?  

Yes, you may use your own online platform, and we can help market your session.   

Can you help me with the hosting platform for my information session?  

Yes, we can work with our internal ITS team to set up a Zoom meeting link for your event/information session. We will communicate any sort of cap on attendees due to software licensing and set-up a time for a run-through to ensure everything works! 

Can I host a multi-school information session?  


Will you market a multi-school information session to your students? If so, how?  

We will market your multi-school info session to Duke students. We will include the information in CareerConnections. Please be sure to provide the date, time, description, and virtual platform information when submitting your event request. 

Would you recommend a multi-school session or a Duke specific session? 

This depends on your goal.  A multi-school session can capture many students allowing you to present high level company information and prevents redundancy across multiple schools. A multi-school session can be followed by hosting a school specific session that is tailored to a target audience at the individual schools, provides a deep dive into the organization, and invites alumni participation from the company, for example. 

How would you best advise we use our time with students during a Duke-specific information session?  

For maximum engagement with a student audience in a virtual setting, we strongly encourage employers to include a combination of interaction, education, and information in their presentation.  Recommendations include: employee panel (representing multiple roles if possible), simulations, case study, tech talks, and value added programming. 

Will a staff member be at my virtual information session?  

Due to the high volume of information sessions processed by our team during the Fall semester, it is unlikely that a member of our team will be present at your virtual information session. 

I have a company recording I can share in place of an information session - how do I submit and where will this live for students to access?  

We're currently working with our Marketing and Communications Team to create a form where we can collect your pre-recorded items or presentations to share with students.  

Will information sessions still be held virtually in Spring 2021? 

We have not received information on whether our operations will be virtual in the Spring.  However, we still plan to host virtual fairs in Spring  2021, and we would encourage employers to plan for some level virtual engagement with our students. 

What virtual events are you offering this Fall? 

Beyond interviews, information sessions, and office hours, we will also be hosting career fairs and diversity and inclusion events. We can also work with you if you have an idea on a virtual way you would like to connect with our students.  

What types of diversity and inclusion events will be available? 

We are currently in the process of planning diversity and inclusion event offerings for the Fall semester. 

Are all fairs going to be virtual?   

Yes. We will have a number of virtual fairs offered during the Fall 2020 and Spring 2021 semesters.  

What is the cap for the career fairs?  Will it be limited to a smaller number of organizations? 

We are hosting smaller fairs that accommodate around 50 employers.  

Will you offer industry-specific fairs? 

Yes, we will offer industry-specific fairs throughout the Fall and the Spring semesters. We will also offer fairs open to all industries. 

How do I register for the Career Fairs?  

For additional information about virtual career fairs and events as well as registration information please visit LINK TO THE ATTEND CAREER FAIRS AND EVENTS WEB PAGE. 

Will training for the career fair platform be available? 

Yes, training will be available to employers and students prior to the event. 

Are sponsorship opportunities available? 

Please email if you would like information about sponsorship options. We will share additional information about sponsorship opportunities as they become available.  

What is your academic calendar for 2020-2021?  

View Duke's academic calendar.

In addition to the Employer Relations team, will the entire Career Center be operating virtually?  

Yes, the entire Career Center will be operating 100 percent remotely. Employer Relations team members will be available to connect virtually. We are also available weekly to answer your questions live! Connect with an Employer Relations team member for an informal one-on-one or peer group live chat on Fridays from 12:30pm-1:00pm EST from August 7 to November 13, 2020. The 30-minute drop-ins are designed to respond to your just-in-time questions, questions about our online fall recruiting activities, the CareerConnections system, virtual recruiting best practices or just general information about recruiting at Duke. Drop-in to have your question(s) answered or stay for the full 30-minutes to learn from peer recruiters! Register here to receive the Zoom link for the session(s), and contact Monique Turrentine ( with any questions. 

Is the Career Center going remote for Spring 2021 as well?  

We do not know at this time if Spring 2021 will be virtual.  


Virtual Recruiter Academy Key Takeaways

As you made adjustments related to social distancing and changes in hiring needs, we put together a Virtual Recruiter Academy to assist in the transition. Take advantage of the experience and knowledge of those in attendance and review key takeaways.

Overview of Virtual Recruiting

  • In recent years, virtual engagement has made it easier to get in front of candidates earlier and maintain better relationships.
  • While most strategies typically tend to be with an in-person presence and a supplemental portion of recruiting being virtual, the decision to transition fully virtual is essential.
  • Evaluate, test, and learn to make sure the experiences are still impactful and a value add.
  • Focus more on finding candidates who fall into the corporate culture rather than focusing solely on checking off qualification boxes.
  • Industries need to build their virtual capacity and not be scared to transfer from in-person to virtual.

Advice for Entering into Primarily Virtual Recruiting

  • Communication is key - add tools to your toolkit to make sure there is an increase in engagement without being face to face
  • Think outside of the box to allow for more relaxed communication options.
  • Virtual communication sometimes feels more formal than in-person recruiting does. Even when someone is at home in their T-shirt videoing in, they are specifically calling to talk to you, which feels more formal than popping by an event.
  • Make it a warm and welcoming environment so students will open up by setting the precedence beforehand.
  • Communication and structure have to be more in place for a virtual space. When in person, you assume you will see someone and check in, but there has to be more planning when virtual. More structure and communication is best.
  • Alchemy and chemistry between people, not just engaging with one person. Throw everyone together once in a while. Not every relationship at work is going to be cohesive but every week change it up for energy and success.
  • When engaging with students - think outside of the box from on-campus strategies. You could consider consolidating events over multiple schools to create one cross-campus event that offers more to each campus but puts less on employees.
  • Supplement with specific activities for Duke students
  • Host casual virtual events that allow for touch points within the company.
  • Think about how you can make it interactive even in a virtual space. Breakout rooms in Zoom make it more personal, smaller, more connected and engaging. The raise your hand option in Zoom helps out when things may go astray as it often can with technology.

Specific Strategies for Virtual Recruiting

  • To get a good match identify needs and wants – ask for what you need, get samples, offer engagement, and interview candidates well and thoroughly until you find the magic, as you would in person.
  • Have clarity in what you are looking for and talk through with partners what exactly they may be looking for in soft and hard skills. It may have nothing to do with GPA but getting a feel for the person and what they are working for.
  • Virtual gives less time to meander in conversation so get to the point and ask very honest questions up front.
  • Make sure you share what you are looking for in candidates with Career Center partners - take the information outside of your organization to find the best match virtually.
  • Virtually you need to be more targeted to who is actually qualified, rather than aiming for an extremely large event. Make it feel special so good candidates don’t get lost.
  • Time invested in the hiring process is valuable, but create a clear line of what is expected now and don’t waste time by being seduced by a resume.
  • Individual candidate goals should be in alignment with the company goals and team culture. Give people interviews based off of overall alignment, not just background and education. Don’t try to bend objectives to match a person.
  • You don’t have as many opportunities to make mistakes because there won’t be as much engagement as on campus - you have to wait for people to reach out to your company instead of actively reaching out to people directly and having accidental encounters such as at a career fair.
  • It is extremely important to find someone who is passionate about the technical side - it seems like less experience has been better because they are passionate but not opinionated so it is easier to train people.
  • Humility is a nice quality.
  • Check candidates through the internet and look for a profile to assist in the process.

Making Virtual Events Engaging

  • Coffee Chats will look most similar to in-person, offering one-on-one conversations and deferring to relevant associates to connect.
  • For Workshops and Info Sessions, be creative with the breakout room function to allow for closer interaction. Have candidates tell you their area of interest and based off of their selection pre-assign to breakout rooms before the meeting. Have a team of associates on the call to allow for better connection with the team and company.
  • Virtual feels more formal by nature so set the expectation before the event occurs that it will be more laid back. Communicate ahead of time what is expected – ask them to come on video if they are comfortable and be ready for a conversational piece.
  • Students love the breakout piece more than the presentation piece and typically ask for more time.
  • Cap events to manage the number of students and allow for a greater connection.
  • Make great partnerships - focus on recent alum that have good connections to campus, share information within their network and organizations they may have been a part of.
  • Once you have a conversation with a candidate, set them up with someone in the company that feels like they may be a good fit and have similarities in order to have more of a conversational piece.
  • Have both focused events that have fewer people in attendance and some larger scale events to be able to get more engagement with students.
  • Partner with affinity groups, tap into brand ambassadors, donate to groups and organizations on campus, meet new presidents and stay connected, advertise events, etc.

Q&A with Greg Victory, Assistant Vice President, Student Affairs and Fannie Mitchell Executive Director:

Career Center Operations this Fall

  • We operate within the Division of Student Affairs and are working closely with our partners across the division as we prepare for welcoming students back this Fall. There is a very distinct process how that works and what this might look like.
  • For the latest updates on plans for Duke this Fall please visit:
  • The Career Center will be 100% virtual this Fall, and likely will be mostly virtual in the Spring. This fits well into our operations that we have in place. We will be working completely remote in advising and recruiting to keep everyone safe and avoid the spread.

Changes and Opportunities

  • Allows for innovation and getting outside of the normal for recruiting to best serve our students.
  • Flexibility and accessibility.
  • Cross-institution and Duke specific events.
  • Cuts down on barriers for students and employers attending events.
  • Focus on a coordinated effort with a strong strategy but allows for testing and failure.
  • Set yourself apart and be engaging to students.
  • Create space and brand recognition in a virtual environment.

Reframe Strategies for Engagement

  • What is increasingly more important is your organization’s commitment to Diversity, Inclusion, and Equity. Understand what that means and know that students are making decisions around your demonstrated commitment to this.
  • Be transparent, and let students envision themselves as a part of the organization.
  • Avoid talking to students about fit – this is like asking if they “fit” a specific mold of the type of person that already works there, instead look for students who have the company culture.
  • Info Sessions typically provide information that is already accessible on a company’s website, and in a virtual world that is not going to float with students – they will not sit through hour-long sessions on information they already know or can find.
  • Come up with creative ways to engage with students: Work with other companies within your industry to talk about trends and changes and what is new and exciting in the industry.
  • Coursework and engagement will all be virtual.
  • Be a value add
  • Be honest with students about where the company is at with hiring
  • Stay connected
  • Recruiters complain that they don’t hear back from students in a timely fashion, and students agree that not hearing back in a timely fashion from employers is not ideal. Keep fresh and make sure students feel like they will be part of a community – this will spread good word of mouth.
  • Students want to find a way to connect with individuals and word will spread quickly if you never get back with them.
  • Close the gap - even if it is a quick email to say you went in a different direction.

Support the Career Center

  • We can build strategy together to focus on what you want to achieve and how you can support our students.
  • How can we support, help, and guide you and connect you with student groups.
  • This is going to significantly change the way we do business together now and in the future.
  • Face-to-face engagement is valuable (and what Gen-Z want) so it will never completely be gone, but recruiting will change drastically in the future to allow for more virtual engagement.

Panel of Employer Relations and Advising Members

Virtual Recruiting Opportunities

  • Virtual Interviews, Office Hours, and Information Sessions: The Career Center will continue to schedule and coordinate virtual presentations, interviews, and scheduled or open office hours. You are welcome to utilize your own videoconferencing technology, and we are happy to discuss other options as necessary. Please submit requests for interviews, office hours, and information sessions in CareerConnections.
  • Career Fairs: We will be offering the following virtual fair options during the Fall 2020 semester: 
    • September 23: Fall Career Fair - Day 1 
    • October 13: Healthcare and Life Sciences Fair

**Additional information and registration for the Fall Career Fair days and the Healthcare and Life Sciences Fair may be found here. Please note that early registration is encouraged as space is limited at each fair. 

    • October 29: NC Master's and Doctoral Career Fair  

**Additional information may be found here for this fair. Early registration is encouraged due to space limitations. 

  • If you have ideas, please feel free to share and talk through them with us so we can best market to our students. You can email our team at
  • Feedback and communication is so important this upcoming year and helps us define what we offer.
  • Diversity and Inclusion event plans are still getting flushed out.

Student Attendance and Engagement

  • Don’t just take in person events and put them online - be ever aware that Zoom fatigue is very real.
  • Be creative in what your event looks like and how it engages students.
  • Students are looking for connectedness and feeling like they are a part of your organization.
  • Do an open house over Zoom with departmental breakouts or offer trivia and other forms of engagement.
  • More traditional information sessions can be released outside of an event.
  • Record info sessions to allow accessibility across time zones and ensure that students are not missing out by not attending live. Our team will share out more information about this during the start of the recruiting season.
  • Engagement can be reframed for you to learn a lot about students as well. Instead of a full info session, allow for engagement throughout and connect in smaller groups (for example: 15 minute rotational sessions).
  • Other ideas: multiple choice questions that pop up during the presentation, breakout rooms, keeping constant engagement, and connection with Duke alumni.
  • Think about how you are providing a value add to students. Offer skill building workshops –  for example: case studies, what the job looks like, etc.
  • If it is a skill that you require from a student -- offer it as a workshop!
  • A lot of students hold strong to wanting their name to be known.
  • If your company targets Duke for specific roles, include this as part of your event. For example, you could make small breakout rooms so that students have a contact within the company who works in one of these roles that they are also applying to.

Engaging with Student Groups

  • For many employers, connecting with student groups is an important part of a recruiting strategy. Arranging all-virtual activities will increase opportunities for engagement for companies and for students, and it will remove barriers caused by travel restrictions and health and safety concerns.  
  • Anticipate that they will want creative connection for professional development and recruitment.
  • Not every student is able to engage with student groups, so make it part of your strategy and not your whole strategy.
  • Try to co-sponsor events with multiple groups at once instead of one-off engagements.
  • Collaborate with our office or combine student groups instead of offering a ton of individual events.
  • Brand through engagement! Give students what they need in the moment (resiliency, self-care, wellness) and bring value to our students in a new and exciting way. Example: Sponsor a yoga session where you start with a 15 minute pitch about the company and its value around wellness and self-care, and then have a yoga instructor conduct the session.

Creative Strategies

  • Students are wanting exposure to company culture, what the building looks like, what it is like to live in that area/city. Show them everything you can through a virtual aspect and make it part of the interview process.
  • Some students have never seen an office building or are unsure and/or curious about working in cubicles.
  • Talk about engagement throughout the day, and allow students to see themselves working in that environment.
  • Campus analytics challenge.
  • Virtual site visits.

Breakout Room Conversation

  • Please reach out if you have questions or need us as a resource while planning by emailing
  • Career Fair in a Virtual Format:
    • We are still finalizing our virtual Career Fair platform, but we are planning to use  CareerEco, as we have used this in the past. We are keeping the fair small - capping around 50 employers.
    • We want to give information to students ahead of time about what companies are there, where they are located, and what they are hiring for. To drive student attendances, give as much information as possible so they are able to have a plan and information up front.
    • There are various ways to go about hosting your booth. Our team can provide more information upon registration.
    • Coffee Chats after the fair are a great option to allow students to connect one-on-one – these can be requested through CareerConnections. This allows for further engagement and longer conversations that aren’t as rushed.
    • Outline next steps for the student. Talk to the first person who comes in and let others eaves drop and offer follow up. Make it very conversational.
  • It is completely up to you how you want to handle LinkedIn engagement, but people respond very well with alumni and alumni groups in specific geographical areas.
  • Students would much rather talk to the people who can offer information that they want to know, potentially recruiters but more than likely the person doing the actual job and not just trying to sell the job.
  • Important to be able to distinguish who is in what role – interviewer, recruiter, someone in the job, alum, etc. Very helpful virtually as well to know who to connect with.
  • Engage with students – for diversity group outreach aim for a larger conversation to get to know the group better and understand their goals in order to best support them. A lot of groups have their own VP dedicated to professional development that can let you know their goals.
  • Remember that younger students want to engage as well, so think about the ways you can create these opportunities.
  • Take time to build your brand in conjunction with being recruiting-focused.
  • Give a tour of the city hotspots, where the candidate will be working, etc. Do a virtual day in the life of what it is truly like to work there.
  • FAQs can be found on our website at
  • Never hesitate to ask if a career advisor can join a recruiting strategy call alongside the Employer Relations team. We would love to collaborate and work together with you to plan and create best recruiting practices in these new times!

Career Outlook Since COVID-19

  • Will be looking at the way companies have reacted to COVID-19 this past summer in regards to internships and how they supported these students.
  • The overall culture and the way they treat their employees, particularly looking after their newest employees, and how they reacted.
  • Provide detailed plans that ensure the safety of the employees, also plans for keeping things flowing virtually, and details on how the group will stay connected.
  • Exploring different roles through informational interviews to see what fits their background best.
  • Expecting employers to have a well thought out plan in place to deal with situations, similar to COVID-19, that arise.

Most Engaging Virtual Events

  • Facilitated conversations, particularly in breakout rooms, so people are given a chance to turn their video on and unmute.
  • Bring in various roles from each company to talk about their story and how they got into their role, and offer context and a touch point to reach out to set up a call.
  • A scripted presentation with something visual.
  • Give more of a one-on-one feel with facilitated conversation - allow for a sign up for 10 minutes or so and have questions ready to show what the culture is like and to avoid students sitting awkwardly and not wanting to talk.
  • Record large webinars or workshops - Zoom fatigue and things come up at home which may cause someone to miss a presentation live – this will allow for security and access to get the information. This also makes it more accessible to a broader student audience including international students.

Memorable Virtual Connections

  • One-on-one conversations have been most impactful on a job search.
  • As a virtual intern, it is appreciated when managers/supervisor’s check-in after meetings and allow for human interaction, questions, clarification, etc.
  • When recruiters take their time to really sit and talk and have meaningful conversations one-on-one with students.
  • Allow for questions about the organization and allow employees to talk on their own experience and work environment.

Effectively Displaying Culture

  • Informational one-on-one conversations feel more authentic and less like a paid promotion. Particularly if an alumni is really receptive to emails and LinkedIn invites.
  • Clear and candid snapshot of time at an organization.
  • Company sharing out contact information and seeming excited and willing to do a 15 minute informational interview.
  • Guidelines and expectations before an event to let students know that there will be prompting, and providing some question examples for those 15 minute informational interviews.
  • Types of events and how they are promoted - when recruiters reach out specifically to student organizations it speaks largely of what they value by taking that extra step to target those students.
  • Smaller space - more face to face conversation.
  • Allow more of a connection to the recruiter and company with a sign-up for a timed 15-30 minute Q&A for one-on-one dialogue allowing for more thoughtfully designed questions from students instead of a broad/sudden Q&A at the end of a presentation. This allows students not to get mixed in with everyone else and allows a stronger touchpoint.

What is Attractive in an Organization?

  • It is a long term commitment so you have to be thoughtful.
  • Smaller organizations that have an impact .
  • Having a resource like a mentorship.
  • Industry that matches skill set.
  • Putting customers first and aligning with values.
  • Approachable.
  • Healthy work environment.
  • COVID-19 handling.
  • Support of professional development of employees.

Attending a Virtual Event for a Company You Have Never Heard of

  • Clarity on the type of event it is going to be - It can be frustrating to just see there’s an event. Is it a presentation? Networking? Casual? Informational? Resume tips? Company and internship highlights?
  • Show a timeline for the event – When there is a limited amount of time between classes it is important in order to make an informed decision on the event.
  • It needs to be clear how to get to the event, provide a link up front, and let us know who is hosting. Be clear and concise and show what the student will be getting out of it.
  • When a trusted advisor recommends an event specifically to a student - an alumni, professors, student groups - and tie backs, tapping into their network.

Social Media for Employers

  • The more social media you can use the better - realize where the generation is and how you can use it to reach out to students.
  • LinkedIn is most effective to find alumni, recruiters, job postings, etc.
  • There is a lot of frustration in trying to find where to actually apply, so make it very clear and concise across all platforms on where to find and apply to opportunities or sign up for events. It is best to have one location so students don’t think it floats out there and never gets reviewed.
  • Use social media to broadcast more generally.
  • Nice when a company pops up on LinkedIn, Facebook or Instagram as a reminder and to see what companies are focusing on like Black Lives Matter and other various ways they are handling recent events that have arisen.
  • Twitter can be useful.
  • Video of the facility, location, what a candidate’s office will look like, etc.
  • Advertising through LinkedIn and tapping into student organizations to promote on newsletters.

Duke specific event or multi-school event?

  • Info Session (at least 30 minutes or more) - Multi-school would be fine, can be better Duke specific if directly being given to an affinity group.
  • There is value in widespread Info Sessions to give very broad information, but a tipping point for getting applications is going to be connection and what it is like to be an employee which comes better in smaller interactions.
  • Panels and networking are better at Duke only, especially with alumni.
  • Smaller interactions at Duke and hosted in smaller organizations particularly utilizing alumni, past interns, new employees or various students.
  • Current students/past interns know how to connect students with companies. Utilize your employees effectively.
  • Alumni are not completely necessary but they are a great resource. Students are happy to connect with any employee.

Virtual vs On-Site Employment

  • A lot of students have missed out on in-person learning and these internships are valuable to see what the workplace is like. It is going to be a very real option to work remote, so it won’t put people off as much.
  • Don’t make people feel so alone in their homes - make the program fit a virtual environment and what that looks like.
  • Staying connected, even at home, will make people feel more comfortable to be a part of the company.
  • In-person internships allow students to try the city on for size – make sure virtually there is an opportunity to learn about the environment through supplemental on-boarding not only about the company but also what it is like to live in the city, etc.


Anti-Racism at Duke

We are committed today and throughout the future of Duke to addressing systemic racism on our campus and setting an example for our nation and the world.

At Duke, our efforts will need to be focused and sustained, with clear goals and transparency as we work toward them. This website will be a central repository of information about our anti-racism work, including data regularly collected and publicized to monitor our progress, details of new and ongoing programs, research highlights, and educational and training materials for wider use across the Duke community.

The Duke Compact 

Duke has introduced the Duke Compact, a pledge of accountability and responsibility by the Duke community contributing to the health and safety of the entire community. The Compact lists a set of action items and behavioral guidelines for the community

We encourage employers to read the Duke Compact in its entirety and to help our students fulfill their commitment to the Duke Compact.  

We ask employers to adhere to the following:  

  • Host all rounds of interviews virtually for the duration of the fall semester.  
  • Refrain from hosting events off campus–engage all students and interns in events, competitions, team building, networking, and celebrations virtually. 

If you have any questions about how to engage virtually with students or would like to run ideas or concerns by our team, we are here to support you!
Please don’t hesitate to contact us,

We value our partnerships with employers, and now more than ever we are grateful for your support of our students and Duke.   

We serve the Duke community of undergraduates, graduate students and alumni of Trinity College, the Divinity School, Duke's Pratt School of Engineering, the Medical School's Population Health Science and Biostatistics Program, and The Graduate School at Duke University.
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