The Career Center utilizes DoreWays, a web-based recruiting platform, to manage internship and job postings. Opportunities must be career-related internships, research or entry-level post-graduation jobs. We do not post fee-based programs, commission only opportunities, blind postings from third-party vendors, or study abroad programs.
Please contact the Student Employment Office, www.hireadore.com, to post part-time positions. The Career Center has the sole discretion to authorize the posting of opportunities and use of recruiting resources.
Employers should provide students sufficient time to complete their employment searches and make informed decisions. The dates below allow students time to participate in the first few weeks of on-campus interviewing and make sound decisions resulting in a more committed hire from you. Any offer that does not allow a candidate enough time to accept or decline and/or has special incentives attached, i.e. exploding offers are prohibited.
Summer & Fall Recruiting: October 15 or two weeks from the date of the offer, whichever is later.
Spring Recruiting: February 15 or two weeks from date of the offer, whichever is later.
The Center adheres to the National Association of College and Employers (NACE) policy, which states that the serving of alcohol should not be a part of the recruitment process. Therefore, all recruiting activities, including the information sessions, should be alcohol-free.
The Career Center’s policy is to promote employment of its students and graduates with no discrimination based on race, color, sex, religion, national origin, age, military services, sexual orientation or disability. The Center facilities are available only to those employers whose practices are consistent with this policy, as well as all applicable laws and regulations governing employment discrimination.
Vanderbilt University considers internships to be valuable educational opportunities for its students. To enhance their career preparation and real-world experience, interns should be given training, guidance and regular evaluations. The U.S. Department of Labor’s Wage and Hour Division has developed a six-factor test for determining whether workers at “for-profit” companies are to be considered “interns” or “employees” under the Fair Labor Standards Act (FLSA).