OCS Mission & Policies

The Office of Career Strategy (OCS) offers career advising, professional school advising, employment and internship opportunities, and career development resources. The office works with students and alums of Yale College, Yale Graduate School of Arts and Sciences, and postdoctoral scholars to clarify career aspirations, identify opportunities, and offer support at every stage of career development.

Recruiting Policies & Guidelines

Offer Guidelines:

The following guidelines have been created to balance the needs of both students and employers.  These guidelines apply to all employers interviewing Yale University students on or off campus.  Employers are encouraged to consider the complexity of recruiting and provide support for students to make fully informed decisions.  We ask employers to remain open to reasonable requests for additional time, striving to balance their recruitment processes and business needs with students’ needs.

As a guideline, Yale’s Office of Career Strategy recommends that employers provide Yale students with four weeks to decide on an offer.

Employers extending full-time offers as a result of a previous internship, and employers extending offers through the fall of 2025 (including offers for summer 2026 start dates), are encouraged to provide students with four weeks to decide on an offer or until October 10, 2025, whichever is later.

Public Service/Public Interest Exception: Candidates may request that an employer extend the deadline to accept the employer’s offer until as late as April 1, 2026, if the candidate is actively pursuing positions with public interest, government organizations or a national fellowship award. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.

Updated May 2025.

Yale University Non-Discrimination Policy: 

Yale University is committed to a policy against discrimination based upon age, color, handicap or disability, ethnic or national origin, citizenship status, race, religion, religious creed, gender (including discrimination taking the form of sexual harassment), marital, parental or veteran status, sexual orientation, gender identity, gender expression, or the prejudice of clients. All employers using the services of the Office of Career Strategy, including interview programs and online job postings, are required to abide by this policy.

Equal Employment Opportunity (EEO) Guidelines:

Employers seeking to recruit Yale students for internships and jobs, whether through on-campus activities or independent recruiting processes, are expected to follow Equal Employment Opportunity (EEO) guidelines, as indicated by the National Association of Colleges and Employers (NACE) Professional Standards for University Relations and Recruiting, in addition to Yale’s guidelines outlined elsewhere on this website.

Yale Salary Transparency and Compliance Policy:

Yale University requires employers posting U.S.-based paid full-time and internship positions to provide the salary. Employers may provide the exact salary, a range, or a link to salary information on their website. Note: Each employer must provide the salary information in a manner that complies with the regulations of the state or city where the position will be located.

Third-Party Recruiter Policy:

Third-party recruiters must disclose the name(s) of the client that they are representing and to whom the applicants’ credentials will be disclosed when posting a job in Yale Career Link.
The third-party recruiter must also provide Yale with the contact information for the organization for which the third party is providing recruiting services.
Yale must be able to verify that the third party is recruiting for a legitimate job opportunity to approve the job posting.
Third-party recruiters may not attend career fairs or other recruiting events.

Accessibility Guidelines for Campus Recruitment: *

While not all suggestions are ADA-required, they make the environment more welcoming for students.

Job Advertisements and Descriptions

  • Use clear, concise language that focuses on essential job functions.
  • Ensure that online job postings are on accessible websites with navigable features for those using screen readers.
  • Offer alternative formats for job descriptions, such as large print or accessible digital formats.

Interview Process and Events

  • Ensure interview locations are physically accessible to all candidates (e.g., ramps, elevators, accessible restrooms).
  • In your interview and programming invitations, consider including language such as “Please contact [staff name] if you need an accommodation to participate in the program/interview fully.”
  • Provide reasonable accommodations for the interview process when requested, such as sign language interpreters or written materials in alternative formats.
  • Do not ask disability-related questions and focus solely on the applicant’s ability to perform the job’s essential functions.

Digital Communications

  • Ensure all digital media, including videos, are captioned.
  • Provide transcripts for audio content.
  • Use alt text for images in emails and online content.
  • Ensure color contrasts on websites and digital materials are distinguishable for those with visual impairments.

Printed Materials

  • Offer materials in alternative formats such as Braille, large print, or electronic formats compatible with screen readers.
  • Use clear fonts and sufficient contrast between text and background.

Online Application Systems

  • Ensure that online application platforms are accessible to individuals using assistive technologies.
  • Offer alternative methods for submitting applications, such as via email or a phone call.

Web Content Accessibility

*Please note that this list of accessibility considerations is not exhaustive. Employer recruiting partners are strongly encouraged to consult with their own compliance or legal departments for comprehensive guidance on accessibility and meeting all relevant ADA requirements.

Office of Career Strategy Website and Resources Terms of Use

Visitors to this website outside the Yale Community are welcome to use these resources, but must abide by our terms of use policy.