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To recruit at the University of Chicago Booth School of Business, prospective employers of students or alumni from Chicago Booth must evaluate candidates without consideration of race, color, religion, sex, sexual orientation, gender identity, ethnicity, national origin, age, disability, or veteran status.

• You may interview students for full-time positions at any time. Companies may conduct interviews before the start of the Autumn Quarter.
• If you invite students to a second-round interview, you must offer at least two date options.

• We believe students should have an opportunity to view a range of opportunities before making decisions, and our offer deadlines align with these beliefs. We support early recruiting as an educational tool, to raise awareness of opportunities, but we encourage employers to consider the impact on students – in particular, early career, URM and BIPOC students – if they are pressured to accept offers before having a chance to consider other opportunities available to them. We believe reducing their opportunities by requiring early decisions is a disadvantage to students as well as employers. Students who accept an offer under pressure are more likely to back out of the offer.
• We expect companies to extend offers with deadlines that give students a reasonable amount of time to consider opportunities. This minimizes the risk of reneging in the short term and supports employee retention in the long term.
• Exploding offers (offers that are withdrawn if not accepted within a very short period of time) and/or high-pressure tactics put pressure on candidates to make decisions without thoughtful consideration of the opportunity.
• We ask that all offers remain open until December 1st, or 2 weeks (whichever is later).  

• Request dates for coffee chats, presentations and interviews through our office, to help us minimize conflicts with class schedules and other employer events, so as many students as possible may attend company events. We will assist with the advertisement of these activities.
• Be flexible in scheduling interviews and refrain from asking students to miss a class or change an exam for an interview. Classes missed for such activities are not excused absences and may count against the student’s grade.
• Offer alternative dates and times to accommodate students in the event of a schedule conflict, and/or to utilize virtual interview technology to accommodate students’ academic requirements.
• Keep students updated on the status of their candidacy after each round of interviews; we require firms to directly communicate both affirmative and negative decisions within a reasonable time frame.