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The Career Development Office at the S.J. Quinney College of Law looks forward to assisting you with all of your recruiting needs, from hiring students or alumni, developing programming that increases awareness of your brand with potential candidates, to assisting you with a more focused recruitment approach.  Whatever your need, we are here to serve you.  We operate the CDO much more like a head-hunter than many of our peers, so if you have a unique need, wish to keep your search confidential, or require unique support of any kind, please do not hesitate to connect with us.  Our team can connect you to candidates through career fairs, on-campus interviews, and online job postings via our 12Twenty job board.  All employers are required to register on the schools 12Twenty system and agree to comply with the nondiscrimination policy of the University of Utah, as detailed below.

12Twenty is a web-based portal that we use to promote full-time, part-time, internships, externships, on-campus jobs and short-term positions for all employment industries, either bar required, or JD preferred.  The best way to advertise an opening is to post your opportunity on our 12Twenty job board.  If you don’t have an account, it only takes a few minutes to sign up.  If you need any assistance, from either drafting the job description to getting it posted, please let us know and we are happy to help.  Employers must agree to the University of Utah’s Equal Opportunity Policy during account creation.

Our On-Campus Interview Program (OCI) allows you to arrange numerous interviews with Utah Law students over the course of a day, accomplishing the first step in your candidate search in the most efficient way possible.  Fall OCI is limited to 2L and 3L recruiting, and lasts five to six weeks, commencing in August just before the start of the semester.  Spring OCI is typically focused on the 1L class, though 2Ls and 3Ls can also be recruited during this time and takes place early in the spring semester over the course of several weeks.

Due to COVID-19 and for both logistical and health reasons, we have eliminated Fall OCI for 2020.  Instead, all OCI recruiting will take place as a part of Spring on-campus recruiting which will take place in the early spring semester.   These interviews will be conducted virtually, and the CDO will not facilitate in-person interviews on-campus.

The Spring OCI 2021 recruiting season will soon be upon us and all student classes are invited to participate in Spring recruiting, which will begin on Saturday, January 30, 2021 and run through February 26, 2021.  Employers are welcome to register for OCI at any time, beginning October 1 through 12Twenty.   Employers who would like to interview during the first week of OCI, should reserve an interview date as soon as possible.  Please note that we are launching OCI on a Saturday this year.  This is to avoid conflicts with classes for students, as well as to allow participating employers to recruit outside normal business days.  While all OCI interviews will be held virtually, employers will continue to reserve interview dates, indicate interview preferences and additional information through 12Twenty at:  We will participants details on the video interview software we will use, but employers should rest assured it will integrate seamlessly with 12twenty and provide a comprehensive platform for interviews.  In this way you participants will not have to use their own video conference software, unless preferred.

In terms of which weeks to interview, employers may select any week they prefer.  However, our in our experience there are strategic advantages to some weeks depending on the kind of employer.  The first several days to week of OCI are ideal for larger law firms, who typically have a longer decision timeline.  Mid-sized and smaller firms often select the second week, avoiding competing with the larger firms for student availability in the first week.  These firms are also often much more nimble in terms of the call-back interview and offer process, so they are not harmed in terms of timing.  The third and fourth week are often dominated by public interest employers, and some smaller firms.

As ever, there is no fee to participate in virtual OCI programs.

The information employers will need to process their OCI registration through 12Twenty will include:

  • Preferred OCI interview date (please also include at least one alternate date)
  • Preferred schedule: Morning, Afternoon or Full-Day (half day generally allows for 9, 20-minute interviews)
  • Interview Time Span (either 20 or 30 min. interviews, please)
  • Name of Position & Description
  • Recruiting Year: 1L, 2L, 3L
  • Documents organizations would like to receive from applicants (i.e. cover letter, resume, unofficial transcript, writing sample, etc.)
  • Full OCI contact information (for CDO use)

Employer participation in OCI is also managed through the 12Twenty system.

All employers registering with the S.J. Quinney College of Law must agree to abide by the University of Utah Nondiscrimination & Accessibility Statement: The University of Utah does not discriminate on the basis of race, ethnicity, color, religion, national origin, sex, age, disability, sexual orientation, gender identity, gender expression, genetic information or protected veteran’s status, in employment, treatment, admission, access to educational programs and activities, or other University benefits or services. Additionally, the University endeavors to provide reasonable accommodations and to ensure equal access to qualified persons with disabilities. Where discrimination is found to have occurred, the University will take reasonable steps to investigate the matter, stop the harassment, prevent its recurrence and remedy its effects. For additional information or to report a violation to the Office of Equal Opportunity and Affirmative Action follow this link.


NALP Principles for a Fair and Ethical Recruitment Process

As members of the National Association for Legal Professionals (NALP), we adhere to the NALP Principles for a Fair and Ethical Recruitment Process, which provides suggested best practices designed to ensure the highest standards of professionalism, fairness, transparency, and non-discrimination. Under these guidelines:

Employers are encouraged to consult with individual schools prior to initiating recruitment activities and to be informed about each law school's individual recruiting policies.

  • Communicating about all on- and off-campus recruiting activities before they take place;
  • Scheduling recruitment activities to minimize interference with students' academic work and exam periods;
  • Exercising particular sensitivity during the first semester of law school and respecting individual law school guidelines surrounding 1L recruitment;
  • Responding promptly to law schools that report any misrepresentation or misconduct in recruitment activities;
  • Not expecting or requesting preferential services from law schools; and
  • Avoiding the solicitation of information received by law schools in confidence from candidates or other employers.
  1. Providing information about their organization that will help candidates make informed decisions; and
  2. Including a clear explanation of all expense reimbursement policies and procedures when extending invitations for in-office interviews.
  • Designating recruiters who are knowledgeable about their organization;
  • Ensuring that recruiters have training to avoid bias, discrimination, and harassment in the recruiting process;
  • Striving to provide interviewing and recruitment environments that minimize the risk of discrimination and harassment, including sexual harassment;
  • Instructing recruiters not to make any unauthorized commitments; and
  • Safeguarding all candidates' personal privacy.
  • Establishing reasonable response deadlines and giving candidates a reasonable period of time to consider offers of employment when each offer is made;
  • Providing consideration for reasonable requests for extensions;
  • Abiding by the established response deadlines for candidate responses;
  • Avoiding conduct that subjects candidates to undue pressure to accept or decline offers of employment; and,
  • Refraining from any activity that may adversely affect the ability of candidates to make independent and considered decisions.
  • Making good faith offers for employment in writing, with all terms clearly expressed;
  • Providing an updated offer, in writing, should modification occur; and
  • Notifying the candidate and relevant office of career services promptly if it becomes necessary to rescind or modify an offer of employment, and then working with the candidate to mitigate the impact of that modification or rescission.