Southwestern Law students are well-rounded, entrepreneurial and prepared for practice. With our emphasis on academic excellence and career preparation, our students are among the nation’s finest. Moreover, Southwestern is fiercely committed to diversity. Minorities make up over 43 percent of the student population, while women represent more than half the student population. Through our Recruitment Programs, we can help you get the talent you need to ensure your organization's continued and well-rounded success.
Participate in the On-Campus Interview Program
Each fall and spring, employers have the opportunity to conduct on-campus interviews for positions during fall, spring, summer, and after graduation. Our 100% pre-screening model allows you to review resumes and select only those applicants whose backgrounds and credentials specifically meet your needs. There is no fee to participate. Our Fall program begins the first week of August. Our Spring program begins the third week of February.
- You may contact the Career Services Office regarding registration: firstname.lastname@example.org, 213-738-6794.
Post Available Opportunities Year-Round Via Symplicity
The Southwestern Law School Career Services Office maintains a Job Board for students and graduates on Symplicity. Legal employers may easily post year-round for law students, recent graduates or experienced attorneys at no charge. If you are interested in hiring a law student as a clerk or a permanent associate, or if you need to hire an experienced attorney for a lateral position, we can assist you with your hiring needs.
Participate in our Fall Firm Reception
Each fall, the Career Services Office recruits firms and brings them on campus for mini-interviews. Through this event, firms can recruit 2Ls, 3Ls, and recent grads. Mini-interviews will take place on the spot and are approximately 7 minutes in length to serve as the gateway to securing a more traditional interview that may result in being hired. Contact the Career Services Office or Register Here to participate.
Non-Discrimination and Non-Harassment Policies
Southwestern Law School (“Law School” ) prohibits discrimination and harassment on the basis of race, color, national origin, ancestry, age, religious belief, marital status, physical or mental disability, medical condition, veteran status, or any other characteristic protected by federal, state, or local law.
The Law School strongly encourages all members of our community to take action to maintain and facilitate a safe, welcoming, and respectful environment. In particular, the Law School expects that all Southwestern community members will take reasonable and prudent actions to prevent or stop discrimination and harassment. The Law School strongly supports individuals who choose to take such action and will protect such individuals from retaliation.
Discrimination is unequal treatment of an individual or group of people based upon race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services where there is no legitimate reason for such treatment. Sex or gender-based discrimination refers to the disparate treatment of a person or group because of that person’s or group’s sex, sexual orientation, gender identity or gender expression.
Harassment is conduct that creates an intimidating, offensive, or hostile working or learning environment or that unreasonably interferes with work or academic performance based on a person’s protected status, including sex, sexual orientation, gender identity, or gender expression. All such conduct is unlawful.
Sexual Harassment is any unwelcome sexual advance, request for sexual favors, or other unwelcome conduct of a sexual nature, whether verbal, physical, graphic, or otherwise.
Gender-Based Harassment is harassment based on sex, sexual orientation, gender identity, or gender expression, which may include acts of aggression, intimidation, or hostility, whether verbal, physical, graphic, or otherwise. To qualify as Gender-Based Harassment, the conduct need not involve conduct of a sexual nature.
Harassment can be divided into two types of conduct:
- Quid Pro Quo Harassment. Submission to or rejection of such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment, academic standing, or participation in any aspect of a Law School program or activity or is used as the basis for the Law School’s decisions affecting the individual.
- Hostile Environment. A hostile environment exists when the conduct is sufficiently severe, pervasive, or persistent that it unreasonably interferes with, limits, or deprives an individual from participating in or benefiting from the Law School’s education or employment programs and/or activities. Whether conduct is sufficiently severe, pervasive, or persistent is determined both from a subjective and objective perspective.
The Law School will respond promptly and effectively to reports of any prohibited conduct and will take appropriate action to prevent, to correct, and when necessary, to remedy behavior that violates the Law School’s Non-Discrimination and Non-Harassment Policies.
By placing a job listing with the Law School, and/or your participation in the Law School’s recruitment platforms, you are agreeing to comply with the above regulations and all applicable federal and state laws.