2019 Recruitment Programs

GW Law’s Recruitment Programs attract national and local legal employers to interview rising 2Ls and 3Ls (JD Classes of 2021 and 2020) for summer and permanent positions. While the majority of employer participants are large law firms, other participants include government agencies, district attorneys’ offices, and private industry employers.

The application period starts in June with deadlines in July. Interviews will take place starting at the end of July through August. Call-back interviews will extend through September and October. We strongly encourage students to review the key dates and deadlines and make plans for summer internships and vacations accordingly.

For more information and answers to frequently asked questions, please review the Student Manual. 

2019 Recruitment Programs Student Manual

Recruitment Programs Overview

Session 1: August 5 – 8, 2019 | Westin Georgetown Hotel
Session 2: August 12 – 30, 2019 | GW Law Career Center or Employers’ DC Offices

The On-Campus Interview (OCI) Program is conducted in two sessions. The first portion of the program (August 5-8) is the busiest time, with interviews taking place at the Westin Georgetown Hotel (2350 M Street, NW).  During the second portion of the program (August 12-30), participating employers conduct interviews either in their DC-area office or at the GW Law Career Center. Students can expect to be involved in call-back interviews for the following weeks in August and throughout September.  Please keep these dates in mind when considering your summer internship options and vacation plans!

  • Application Period Opens: June 13, 2019
  • Application Deadline: July 9, 2019
  • Students Notified of Status: July 25, 2019
  • Student Interview Scheduling Opens: July 25, 2019
  • Student Interview Scheduling Closes: July 30, 2019

New York Program: Monday, July 29 | The Benjamin Hotel

GW Law hosts an exclusive Regional Recruitment Program in New York (July 29, 2019). This program is open only to GW Law students and are a fantastic opportunity to demonstrate your commitment to a region. Students are responsible for their own travel/accommodations.

  • Application Period Opens: June 13, 2019
  • Application Deadline: July 8, 2019
  • Students Notified of Status & Interview Times: July 23, 2019

Atlanta: (Resume Collection Only)
Chicago: July 25, 2019
Los Angeles: (Resume Collection Only)
Miami: July 23, 2019
Philadelphia: July 23, 2019
San Francisco: July 26, 2019

GW Law is a member of The Law Consortium (“TLC”), a group of law schools that coordinates recruitment programs focused on the Atlanta, Chicago, Los Angeles, Miami, and San Francisco markets. The TLC Recruitment Programs operate through a separate Symplicity site. Learn more »

  • Application Period Opens: June 11, 2019
  • Application Deadline: July 5, 2019
  • Student Interview Scheduling Opens: July 12, 2019
  • Student Interview Scheduling Closes: July 15, 2019

Some employers cannot commit to the dates and timelines of our formal interview programs, but still want to receive applications from GW Law students. These employers may post a Job Listing in CORE.  Employers will continue to post jobs throughout the recruitment season, so be sure to check back frequently.

When the 2019 OCI Recruitment Program is fully announced, the Job Listings section in CORE will include postings for summer 2020 positions, including summer associate positions at law firms and public sector opportunities.  Although these employers may not be available to participate in the GW Law recruitment program interview dates, many are still are committed to hiring on the traditional “OCI” timeline, which means they intend to review applications, interview, and make offers for summer 2020 during the fall semester.  To view an apply to these employers, click on the “Job Listings” tab in CORE and search for “Summer” or “Post-Graduation,” and “Paid” positions using the filters available at the top of the job listings page.  For additional assistance, please contact the Career Center.

Students are encouraged to apply to additional employers by conducting a direct write application campaign. Submitting “direct writes” simply means that you independently research potential employers and submit application materials to them directly. This is particularly important for students interested in geographic market(s) that are not heavily represented through our formal recruitment programs.

Direct writes are typically applications to employers who are not participating in GW Law’s recruitment programs. Direct writes should be targeted to employers (typically large law firms) who still plan to interview and hire before the end of the Fall semester. Because a direct write campaign can be time consuming, it’s important to target geographic markets and employers strategically. The ideal timing for direct write applications is from July through September. Make an appointment with a counselor to develop your direct write strategy.


How to Participate in the 2019 Recruitment Programs 

 

Step 3: Develop Your Strategy

Counseling appointments can be conducted in-person or via phone throughout the summer. We will also be hosting a number of webinars to discuss the recruitment process and answer questions.

 

Step 5: Apply

Submit your applications to employers through the OCI, NY & TLC programs before their respective deadlines. In addition to these programs, review the Job Listings in CORE and consider submitting direct write applications.

 

Step 10: Continue Your Job Search

Approximately 80% of students who participate in the recruitment programs will need to continue their job search throughout the academic year. There are many opportunities outside of the recruitment programs at small/medium firms, government, and public interest organizations.

 


Non-Discrimination Policy

GW Law is committed to supporting diversity and inclusion among all students, faculty, and staff. We believe that diversity is key to individual flourishing, educational excellence, and the advancement of knowledge and we maintain a deep commitment to fostering a diverse community in which all students, staff, and faculty learn and work in an atmosphere of inclusion and respect.

The George Washington University does not unlawfully discriminate against any person on any basis prohibited by federal law, the District of Columbia Human Rights Act, or other applicable law, including without limitation, age, color, disability, gender, gender identity or expression, genetic information, marital or familial status, national origin, pregnancy, race, religion, sex, sexual orientation, and/or veteran status. This policy covers all programs, services, policies, and procedures of the university, including admission to education programs and employment.

Current government policy prohibiting members of the transgender community from serving in the military is antithetical to the Law School’s commitment to maintaining a diverse community free from discrimination. Federal law, more specifically, the Solomon Amendment, however, allows the federal government to terminate federal funding if military recruiters are not permitted to recruit on campuses of those institutions, like GW, which receive federal funds. In other words, not allowing military recruiters at GW Law interview programs would jeopardize all federal funds received by GW. While GW Law honors those in our community who have chosen or will choose to engage in military service, it condemns the government’s current prohibition on transgendered individuals serving in the military. Our decision to allow military recruiters at our interview programs is in no way an endorsement of this policy.

The GW Law School Career Center requires employers who post jobs or participate in any GW Law recruitment program to abide by the university's Equal Opportunity, Non-Discrimination, Anti-Harassment and Non-Retaliation Policy. In addition, consistent with the new NALP Principles for a Fair and Ethical Recruitment Process, employers who participate in GW Law's recruitment programs must ensure that recruiters and interviewers have training to avoid bias, discrimination, and harassment in the recruiting process.

GW Law strives to foster a recruitment environment free from discrimination and harassment. Students should report any violations of our recruiting policies or issues related to discrimination or harassment in the recruiting process to Katherine White, Director of Employer Outreach and Recruitment. Additional resources may be found in the university’s Sexual and Gender Based Harassment Policy. If you have any questions about this policy please direct them to the university’s Vice Provost for Diversity and Inclusion, who also serves as the university’s Title IX Coordinator, at (202) 994-7440 or via email at [email protected]

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