2022-23 UVA Recruiting Guidelines

Employers who recruit at the University of Virginia (UVA) must adhere to the Principles for Employment Professionals (NACE) and the policies and guidelines laid forth on these pages.

  • Organizations are responsible for the ethical and legal conduct of their representatives throughout the recruiting process, and must assume responsibility for all representations made by authorized representatives
  • Recruiters should be qualified interviewers and informed representatives of their respective organizations. They should respect the legal obligations of the University of Virginia Career Center and request only those services and information that can be legally provided
  • Recruiters should present all relevant information fully and accurately during the recruiting process, and should advise the University of Virginia Career Center of all recruiting-related activities

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Event Coordination and Management

In order to manage the potential for event conflicts, we request that employers coordinate visits to Grounds through the Career Center. This process ensures employers are not hosting conflicting events and that events comply with University guidelines and policies. Additionally, we recognize that many organizations may elect to interview through virtual processes or at home offices. If organizations host events on-Grounds (info sessions, coffee chats, workshops), we request that employers follow the offer guidelines listed below.

Employment Offer Guidelines

Exploding (i.e. time-limited) offers and bonuses put enormous pressure on students to make decisions before they have had an opportunity to consider various opportunities. If a student decides to accept your employment offer for a full-time position or an internship within the specified timeframe (i.e. prior to the stated deadline), that is his/her prerogative. In the unfortunate instance when your firm has adhered to these guidelines and a student decides to renege on an offer, please notify the University of Virginia Career Center immediately.

Full-Time Employment

  • Offers to Summer Interns Prior to their Graduation Year
    October 30th or 3 weeks | whichever allows more time
  • Offers to Graduating Students During Fall Recruiting
    October 30th or 3 weeks | whichever allows more time
  • Offers to Graduating Students During Spring Recruiting
    February 15th or 3 weeks | whichever allows more time

Internship and Externship Employment

  • Offers to Summer Interns/Externs Prior to Fall Recruiting
    October 30th or 3 weeks | whichever allows more time
  • Offers to Summer Interns/Externs During Fall Recruiting
    October 30th or 3 weeks | whichever allows more time
  • Offers to Summer Interns/Externs During Spring Recruiting
    February 15th or 3 weeks | whichever allows more time
  • Accelerated Recruitment After Spring Break 2022
    3 weeks

Non-Discriminatory Policy

The University of Virginia Career Center makes its interviewing facilities and job-listing services available to employers who do not unlawfully discriminate in the selection of employees on the basis of national origin, race, religion, sex, sexual orientation, age, disability, or any other basis prohibited by applicable law. Any employer who makes use of the University facilities or services must agree to abide by this policy and must speak in good faith with students who have signed up for an interview.

Work Authorization Notification

Resources: Department of Justice | NACE | NASFA

In compliance with the Department of Justice, we do not include the U.S. work authorization category on Handshake job postings and student profiles. Students are able to apply for any job or internship posting in Handshake.

Although Handshake can’t be used to screen UVA students based on work authorization status, your team may ask proof of work authorization status when screening applicants. Some employers do this by requiring students to complete additional application materials through their company websites. Organizations are encouraged to specify work authorization eligibility on their website and include a link to this information in their job postings.

The Department of Labor has sanctioned the following acceptable questions an employer can ask a student to determine authorization to work.

1. Are you legally authorized to work in the United States for any employer?

2. Will you now or in the near future require visa sponsorship?

International students studying in the U.S. on F1 visas are legally authorized to work in the U.S. under certain conditions. Employers may offer paid internships to international students and graduating students are eligible to work FT in the U.S. without visa sponsorship for up to 36 months (depending on field of study). If you are not familiar with the process for hiring international students, please review the resources provided above, including “What Employers Should Know” about hiring international students.. International students represent a sizable population at UVA, offer immeasurable value to our community, and we hope you’ll consider tapping their unique skillset for opportunities with your organization. Additionally, we invite employers to reach out to the UVA Career Center to discuss the ease and benefits of hiring international students via OPT and/or CPT.  

High-Pressure Offer Techniques

In recent years employers have used more competitive recruiting techniques to hire UVA students such as same-day or next-day second round interviews, abbreviated deadlines for accepting offers, and/or exploding salary bonuses and offers. These techniques create high-pressure, stressful situations for students, occasionally leading to premature employment decisions.

We realize that employers have limited flexibility in offering jobs, but we ask that you refrain from exerting undue pressure. Remember, this is the first time many undergraduate students have been offered a job. We recommend that you allow the process to evolve naturally for each student, and that you remain flexible so that students have a reasonable amount of time to make responsible and informed decisions.

Second Round Interview Guidelines

If you are planning to conduct second-round interviews, we ask that you provide maximum flexibility in helping students select interview times. Please consider students' academic commitments and respect their need to honor previously scheduled interviews.

  • Off-site second round interviews | Employers must provide at least 5 business days between a first-round OGI interview and an off-site second round interview
  • On-site second round interviews | Employers should notify the Career Center team in advance of their OGI date that second round interviews will take place the next day. Due to potential scheduling conflicts, employers should strive to accommodate students that have class conflicts for previously scheduled interviews. No Thursday first round/Friday second round interviews will be scheduled.
  • Friday Interviews | No Friday interviews will be scheduled

Accelerated Recruitment

Organizations recruiting on Grounds for positions that begin twelve or more months from the date of the pre-select activity may begin pre-select activities on March 14, 2022. For example, organizations recruiting for internships that begin in June 2023 may begin pre-select activities on March 14, 2022. Organizations extending offers from accelerated recruitment activities on- or off-Grounds are expected to allow three weeks to decide. Pre-select activities include, but are not limited to, interviews, pre-select coffee chats and pre-select office hours.

On Grounds Interviewing Space

On Grounds Interviewing takes place in the luxury suites in Scott Stadium. For organizations wishing to reserve more than 5 rooms on any given day, there will be a $150 deposit. If all rooms are utilized for interviews, the deposit will be refunded following your interview date. Room count reductions made within 45 days of your interview will result in forfeiture of your deposit.

For organizations wishing to reserve a greeter room, there will be a $100 charge for each greeter suite. Greeter suites are defined as a room used for activities outside of interviews including networking, candidate greeting, and recruiter work space.

Alcohol Policy for Recruiting Events

Serving alcohol should not be part of the recruitment process. This includes information sessions, presentations done on- or off-Grounds, and all events that are company sponsored during the recruiting process. Please refer to UVA’s Alcohol Policy and the NACE alcohol policy(principle 5).

On-Grounds Interviewing Eligibility

Thank you for taking an interest in University of Virginia students! We would love to help you recruit top talent for your organization. Employers who are hiring candidates for bona fide jobs or internships may interview through UVA's On-Grounds Interview (OGI) Program.  On-Grounds Interviews occur at Bryant Hall at Scott Stadium in the football skyboxes.

To be eligible to participate in OGI, employers must adhere to the following:

Inclement Weather Policy

Should the University be closed for inclement weather, we will adjust schedules accordingly and communicate with you immediately. Please notify us about any changes regarding the contact information of your recruiting personnel. We appreciate your understanding and cooperation.


More to Explore

David Lapinski, Director of Employer Relations and Experiential Education

UVA offers a wide variety of large career events to meet the needs of organizations recruiting UVA students. 

Handshake is UVA's online recruiting portal. Post jobs or internships, register for Career Fairs, manage your On-Grounds Interviewing, and more!