Employer Recruiting Policies
Employers that utilize and benefit from career center promotional resources, including but not limited to featured postings, interviews, career fairs, information sessions, and coffee chats/office hours, agree to the following policies.
Please remember that employers who violate any aspect of the Employer Recruiting Policies will be subject to penalties, including possible suspension from career center promotional channels.
- Employer Code of Conduct
- Non-Discrimination Policy
- Restricted Recruiting Dates
- ALL Event Reporting
- Second Round Interview Policy
- Offer Guidelines
- Email Policy
- Referral Policy
Employer Code of Conduct
Harvard University is committed to maintaining a safe and healthy educational and work environment and to building an inclusive community where students from all backgrounds, ethnicities, gender identities, sexual orientation, race and socio-economic status feel welcomed, valued and respected. Participants are reminded to be respectful of difference and sensitive to conduct that may be perceived as disrespectful or inappropriate. Participants are also reminded of Harvard University’s Policy on Sexual and Gender-Based Harassment. Employers and alumni are expected to conduct themselves in a professional manner in all interactions with students (both on and off campus) and refrain from any one-on-one activities with undergraduate students where alcohol is involved (refer to the NACE Principles for Professional Practice for more information). We thank you for your work supporting Harvard students in their career development.
Non-Discrimination Policy
Harvard University is committed to selecting faculty and staff without regard to race, color, sex, gender identity, sexual orientation, religion, creed, national origin, ancestry, age, protected veteran status, disability, genetic information, military service, pregnancy and pregnancy-related conditions, or other protected status. Harvard also expects that outside agencies with which it contracts will comply with all applicable antidiscrimination laws.
Restricted Recruiting Dates
No employer-led educational sessions, information sessions, and interviews, including off-campus and virtual interviews, or other recruiting activities may take place during Harvard’s Reading and Exam Periods
Spring 2024: 4/25/24 – 5/11/24
Fall 2024: 12/5/24 – 12/20/24
Spring 2025: 5/1/25 – 5/17/25
ALL Event Reporting
ALL employer events must be reported via Crimson Careers PRIOR to the event date.
- This includes virtual events and events in the Harvard Square area (events with student groups, alumni events where students are invited, events at local restaurants, etc.).
Dress Code: In following with our colleagues at Harvard Business School, we encourage students to attend networking and recruiting events in “smart” casual or business casual attire. We are asking students to refrain from suits and follow our more casual dress guidelines, which include khakis, dress pants, skirts, button-down long sleeve shirts, sweater sets, blouses, etc.
Second Round Interview Policy
All employer partners agree to extend the following minimum considerations when arranging interviews. Every effort should be made to accommodate candidates’ class and first-round interview schedules, as well as summer experience if interviews occur over the summer. Students should not be asked to take time off from a summer internship or other experience for an interview.
- One or more alternative dates must be offered to students for second round interviews.
- Employers may not assign students a second round interview time slot without offering options.
Offer Policies and Guidelines
Harvard’s conviction is that students must have the opportunity to explore in order to make effective decisions. In conjunction with our faculty and deans, we are committed to the transformative purposes of a liberal arts and sciences education and supporting students as they gain a sense of what they want to do with their gifts and talents, assess their values and interests, and learn how they can best serve the world. A student who makes a hasty or ill-considered decision regarding employment precludes his or her exploration of these options which can lead to reneging on job offers. We appreciate your partnership in extending students time to reflect on the right next step for them.
A. Offer Decision Timeline
OFFERS FOR OPPORTUNITIES BEGINNING IN 2024
- All employers that utilize and benefit from career center resources* are asked to extend the following timetable to Harvard candidates. Employers are asked to consider requests for additional flexibility on a case by case basis.
- For Full-time or Intern offers extended September 1, 2023 or later, 2-week or longer decision windows, or a decision window mutually agreeable between the student and employer, are acceptable.
- As a guideline, we recommend an offer decision deadline of 3 weeks from Date of Offer.
OFFERS FOR OPPORTUNITIES BEGINNING IN 2025
- All employers that utilize and benefit from career center resources* are asked to extend the following timetable to Harvard candidates. Employers are asked to consider requests for additional flexibility on a case by case basis.
- For Full-time or Intern offers extended prior to September 1, 2024, MCS encourages employers to provide a minimum 2-week decision window and provide additional flexibility when requested.
- For Full-time or Intern offers extended September 1, 2024 or later, 2-week or longer decision windows, or a decision window mutually agreeable between the student and employer, are acceptable.
- As a guideline, we recommend an offer decision deadline of October 10, 2024 or 3 weeks from Date of Offer, whichever is later.
*Career Center Resources = career fairs, networking nights, information sessions, coffee chats/office hours, interviews scheduled in Crimson Careers, events or application deadlines promoted on career center calendar/email lists, etc.
B. No Exploding Offers
We expect employers to honor all offers made to students. Exploding offers are prohibited and refer to any condition that places undue pressure on the student to accept early (e.g., “We have 10 offers outstanding for 8 openings and will accept the first 8 students who accept,” or “We will extend an offer if you agree to accept today,” etc.).
C. Expectation of Written Offers
All employers should extend offers in writing and be prepared to exhibit written offers to the Harvard Recruiting & Employer Engagement Team. Please examine the contract you ask students to sign very carefully. Employers who rescind or alter contract conditions after both parties have signed will be subject to penalties which may include suspension from Harvard recruiting activities.
Please remember that any employer found to be in violation of these Policies will be subject to penalties which include suspension from career center resources, including but not limited to career fairs, recruiting events, or denial of early registration privileges for future recruiting cycles.
Email Policy
Harvard does not permit blanketing students with emails. Messages must not misrepresent the identity of the sender and should not “broadcast” indiscriminately to large numbers of individuals. Only those students who have given your organization their email address should be contacted. Employers may reach out to student organizations for help with promotion and partnership but may not have their programs or events posted on House email lists.
Referral Policy
We follow the guidance of NACE, the National Association of Colleges and Employers, which states that universities should post opportunities openly for all interested candidates rather than make specific student referrals. Employers are asked to follow this guidance.