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

How to Participate in the 2019 Recruitment Programs 

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].