Recruitment Programs
2025 Recruitment Programs
We are pleased to announce the following dates for GW Law's Recruiting Programs. Interviews will be offered in a virtual video format.
Please note:
- Students may review the Bid Data from 2021 - 2024 for a list of employers who participated in recent interview programs, along with the percentage of students who received Recruiting Program interviews within specific GPA ranges. Many of the same employers who interviewed in 2024 will be returning for the 2025 interview programs.
- Employers registered for the 2025 interview programs will be visible in CORE at the Recruiting Program tab in April.
Our recruiting programs provide students with the opportunity to interview for positions for the Summer of 2026. While the majority of employer participants are large law firms, others may include public sector and private industry employers.
We encourage you to start your preparation. Please take advantage of this time to research employers and polish your application materials. Career counselors are eager to work with you on this process and are available all summer. Resources include:
- What to Expect at the Summer Recruiting Program: Check out our What to Expect at the Summer Recruiting Program info session.
- Counseling Appointments: You may schedule a counseling appointment online. Counselors are available during the summer to review application materials, discuss interview strategy, and provide mock interviews.
- CORE Resource Library: The Resource Library in CORE has practice area and practice setting information, interview tips, application material samples and guidelines, and recordings of Career Development Office programs and many other useful resources.
Recruiting Programs and Resume Collects Overview
May Resume Collect: Class of 2027 for Summer 2026
Student applications for the May Resume Collect will be available on April 21, 2025. Please keep these dates in mind:
- Student Bidding Opens: April 1, 2025
- Student Bidding Closes: April 11, 2025
May Interview Program: Class of 2027 for Summer 2026 | May 15 & 16, 2025 | Virtual Video Interviews
The May Interview Program will be held on May 15 and 16, 2025. Students can expect to be involved in call-back interviews for the weeks following the Winter Recruiting Program, so plan accordingly. Please keep these dates in mind:
- Student Bidding Opens: April 1, 2025
- Student Bidding Closes: April 11, 2025
- Student Interview Scheduling Opens: May 5, 2025
- Student Interview Scheduling Closes: May 8, 2025
- Interviews: May 15 & 16, 2025
June Resume Collect: Class of 2027 for Summer 2026
Student applications for the June Resume Collect will be available on June 4, 2025. Please keep these dates in mind:
- Student Bidding Opens: May 12, 2025
- Student Bidding Closes: June 2, 2025
June Interview Program: Class of 2027 for Summer 2026 | June 17 & 18, 2025 | Virtual Video Interviews
The June Interview Program will be held on June 17 and 18, 2025. Students can expect to be involved in call-back interviews for the weeks following the Spring Recruiting Program, so plan accordingly. Please keep these dates in mind:
- Student Bidding Opens: May 12, 2025
- Student Bidding Closes: June 2, 2025
- Student Interview Scheduling Opens: June 10, 2025
- Student Interview Scheduling Closes: June 11, 2025
- Interviews: June 17 & 18, 2025
July Resume Collect: Class of 2027 for Summer 2026
Student applications for the July Resume Collect will be available on July 7, 2025. Please keep these dates in mind:
- Student Bidding Opens: June 11, 2025
- Student Bidding Closes: July 1, 2025
July Interview Program: Class of 2027 for Summer 2026 & Class of 2026 for post-grad |
July 29 & 30, 2025 | Virtual Video Interviews
The Summer Recruiting Program will be held on July 29 and 30, 2025. Students can expect to be involved in call-back interviews for the weeks following the Summer Recruiting Program, so plan accordingly. Please keep these dates in mind:
- Student Bidding Opens: June 11, 2025
- Student Bidding Closes: July 1, 2025
- Student Interview Scheduling Opens: July 16, 2025
- Student Interview Scheduling Closes: July 21, 2025
- Interviews: July 29 & 30, 2025
August Resume Collect: Class of 2027 for Summer 2026
Student applications for the August Resume Collect will be available on August 20, 2025. Please keep these dates in mind:
- Student Bidding Opens: August 6, 2025
- Student Bidding Closes: August 15, 2025
September Interview Program: Class of 2027 for Summer 2026 & Class of 2026 for post-grad | September 12, 2025 | Virtual Video Interviews
The Fall Recruiting Program will be held on September 12, 2024. Students can expect to be involved in call-back interviews for the weeks following the Fall Recruiting Program, so plan your summer accordingly. Please keep these dates in mind:
- Student Bidding Opens: August 6, 2025
- Student Bidding Closes: August 15, 2025
- Student Interview Scheduling Opens: September 2, 2025
- Student Interview Scheduling Closes: September 5, 2025
- Interviews: September 12, 2025
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 2025 Recruiting Program schedule is fully announced, the Job Listings section in CORE will include postings for summer 2026 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 recruiting program interview dates, many are still committed to hiring on the traditional Summer Recruiting Program timeline, which means they intend to review applications, interview, and make offers for summer 2026. To view and apply to these employers, please review the 2025 Student Recruiting Information Handbook.
Students are encouraged to apply to employers not participating in our July recruiting programs 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 recruiting programs.
Direct writes should be targeted to employers (typically large law firms) who plan to interview and hire during June, July, and early August. For a direct write application to be effective, the cover letter should be tailored for each specific employer. Why are you interested in the employer? Did you meet an attorney who works there? Is there an area of practice at their firm of specific interest to you, and why? And do you have ties to the geographic location of the firm?
Make an appointment with a counselor to develop your direct write strategy.
How to Participate in the 2025 Summer Recruiting Programs
Step 1: Understand the Programs
To get started, make sure you have a good understanding of the different programs and the steps you can take to prepare.
- 2025 Student Recruiting Information Handbook. (Please review in CORE)
Step 2: Research Employers
Before submitting any applications, students should research participating employers and spend time reflecting on their own geographic and practice area preferences.
Step 3: Develop Your Strategy
Counseling appointments can be conducted throughout the summer. We will also be hosting a number of webinars to discuss the recruiting process and answer questions.
Step 4: Prepare Your Application Documents
Allow ample time to prepare your application documents! Cover letters should be tailored to fit each individual employer and opportunity. Transcripts must be requested from the University Registrar.
Step 5: Apply
Submit your applications to employers through the GW Law Interview Programs and Resume Collects before their respective deadlines. In addition to these programs, review the Job Listings in CORE.
Finally, please note that many firms are heavily relying on Direct Applications to fill their 2026 Summer Associate positions. Therefore, Interview Programs and Resume Collects should be viewed as supplements to, rather than replacements for, your Direct Application efforts.
- Complete your Summer Employment Survey (Click “+Report Status” next to “Summer Experience” on your CORE Profile)
Step 6: Screening Interviews
Monitor your applications in CORE for interview selections. Once the scheduling period opens, schedule or decline any interview(s) you received as soon as possible. Students who are selected as an alternate candidate will be notified via email if an interview slot becomes available.
Step 7: Call-Back Interviews
Call-back interviews are typically half day interviews.
Step 8: Follow-Up & Offers
It may take employers a few days or several weeks to contact candidates about offers after the call back interview.
Step 9: Continue Your Job Search
In addition to participating in the recruiting programs it is prudent to take a broad approach to your job search. There will be postings in CORE for small/medium firms, government, corporations, and public interest organizations.
Nondiscrimination 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 Career Development Office requires employers who post jobs or participate in any GW Law recruitment program to abide by the university's Equal Opportunity, Nondiscrimination, Anti-Harassment and Non-Retaliation Policy. In addition, consistent with the new NALP Principles for a Fair and Ethical Recruitment Process, and the George Washington University Nondiscrimination Policy, 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 the Associate Dean of Professional Development. Additional resources may be found in the university’s Title IX Sexual Harassment and Related Conduct Policy.