University of Texas at Austin
Recruiting Policies and Guidelines

Policies and Guidelines

McCombs School of Business McCombs School of Business

Policies and Guidelines for Recruiting at McCombs

We require that the members of your organization involved in recruiting at McCombs adhere to our policies and guidelines. Acknowledgement of UT's Equal Employment Opportunity Policy is required to participate in McCombs-facilitated recruiting.

View the Fall 2020 – Spring 2021 BBA, MPA, and MS Texas McCombs Recruiting Guidelines

View the Fall 2020 – Spring 2021 Texas McCombs MBA Recruiting Guidelines

View the requirements to recruit at McCombs

Make A Competitive Offer

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Offer Timelines by Degree

BBA >

BBA

Early Offers: In an accelerated recruiting environment in which students receive a job offer 13 months or more in advance of position start date, the offer should remain open for a reasonable period, commensurate with industry/peer standards. Adhering to the CMCR offer guidelines allows students a sufficient consideration period in order to reduce risk of renege occurrences.

Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 23) or for three weeks from the date of the written offer, whichever is later.

MBA

Full-time Offers: Full-time offers made in the Fall semester should remain open until December 7 or a minimum of three weeks after the date of the offer, whichever is later. Full-time offers made in the Spring semester before April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

Internship Offers: Internship offers made before April 1 should remain open until February 15 or a minimum of three weeks after the date of the written offer, whichever is later. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer. Companies that recruit first year MBA students for internships on an accelerated timeline prior to the start of the spring semester (i.e., through national and diversity conferences) should allow those internship offers to remain open until February 15 in alignment with our spring (internship) recruiting timelines.

Internship to Full-time Offers: Offers made to students who have completed a summer internship with your company should remain open until December 7 or a minimum of three weeks after the date of the written employment offer, whichever is later.

MPA

Fall Recruiting: Offers  should remain open for a minimum of three weeks after the date of the written offer. 

Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open for three weeks from date of written offer. 

Spring Internship Recruiting (Public Accounting Calendar Firms Only): Firms will not make internship offers, whether verbal or written, until May. Offers for internships must remain open for a minimum of 7 business days or June 7, whichever is later. 

Spring Internship and Full-Time Recruiting (All Other Firms): Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

MSF

Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 23) or for three weeks from the date of the written offer, whichever is later.

MSM

Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 23) or for three weeks from the date of the written offer, whichever is later.

MSBA

Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 23) or for three weeks from the date of the written offer, whichever is later.

MSTC

All offers should remain open for a minimum of three weeks from the date of the written offer or until December 4, whichever is later. Any offers made after April 2 should remain open for two weeks from the date of the written offer.

MSITM

Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 27) or for three weeks from the date of the written offer, whichever is later.

Policies and Guidelines Quick-View

Making an Offer >

Making an Offer

Offers - All offers must be in writing. Written offers are defined as electronic or hard copies The start of the offer timeline is determined by the date on the written offer letter.

Exploding Offers - McCombs Career Management and Corporate Relations prohibits "exploding offers." An exploding offer requires a student to accept a job offer within a very short period of time or face having the offer rescinded or base salary diminished. Requiring a verbal acceptance in order to receive a written offer is considered an "exploding offer."

Employer Accountability - Employers that misrepresent employment opportunities to students will risk losing access or privileges to McCombs Career Management and Corporate Relations recruiting resources. We strongly discourage any employer from withdrawing offers, altering base compensation, or drastically changing the position timeframe. If you must rescind an offer, shorten the length of an internship, or significantly delay a student’s start date, please contact us prior to that action so we can assist you in this difficult situation. We request that employers notify us once students have accepted an offer.

Student Accountability - All acceptances must be in writing. Acceptances may occur in either electronic or hard copy. If a student accepts a written offer of employment and later rescinds on the acceptance, please notify us. Students sign and are expected to abide by our Code of Ethics (see the next tab below). If necessary, McCombs Career Management and Corporate Relations can facilitate a meeting to determine a mutually agreeable solution when conflicts arise.

Student Code of Ethics

We recognize that recruiting McCombs students is a significant commitment of time and resources. To ensure that McCombs Career Management provides recruiters with the best possible outcomes, we ask our students to commit to the McCombs Career Management Code of Ethics before they are granted access to our recruiting services.

The agreement outlines expectations with respect to recruiting events, interviews, interview cancellations and no-shows, offer acceptances, and reporting requirements (for use in our statistical reports). If you have issues with any of our students on these or other issues, please contact us for assistance.

McCombs Career Management encourages students to coordinate and negotiate with employers to find a reasonable compromise to conflict. If necessary, McCombs Career Management is willing to facilitate a meeting to determine a mutually agreeable solution to any dispute.

On-Campus Soliciting

Solicitation Policy - Activities that are considered on-campus soliciting are prohibited outside of recruiting designated spaces. Working with student groups, representatives, interns or ambassadors to recruit for your company/organization or to promote your opportunities, products or services to UT Austin students on campus is also prohibited.

Student Ambassador Policy - Job and internship postings with the following requirements are ineligible: Positions requiring or asking employees to market products/services on the UT Austin campus. Examples include campus brand ambassador and similar positions.

UT & NACE Guidelines

UT Austin Policies - Please see UT's Non-Discrimination & Equal Opportunity Policy.

NACE Principles - McCombs Career Management subscribes to the National Association of Colleges and Employers (NACE) Principles for Professional Practice. These guidelines address the issues of offer timelines, exploding offers and bonuses, as well as other aspects of recruiting within the university environment.

BBA Internship Guidelines

All Texas BBA students are required to complete an internship as part of their degree. The internship must last at least six weeks and offer a minimum of 160 hours. Internship positions must be professional and involve work that is relevant to the student’s personal career objectives. Internships during the fall or spring semesters are required to be in the Austin metro area; this is in alignment with The University of Texas at Austin’s 4 year graduation goals.

Employer Responsibilities >

Employer Responsibilities

Employers must provide the student intern with the name and email address of their immediate supervisor

Employers must allow interns the opportunity to work a minimum of 160 hours in a six week period to be eligible for course credit

The student's internship supervisor must report the following through the system generated survey: start date, end date, and total hours worked

Intended Outcomes

Opportunities for students to put their academic learning into practice

Integrated learning about how specific projects relate to larger business goals

Greater understanding of business processes

Increased professional skills

Enhanced ability to recognize preferences and abilities and match them with appropriate career-related choices

Internship Definition

The National Association of Colleges and Employers (NACE) provides the following internship definition and criteria:

An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent. 

Please also see the U.S. Department of Labor website.

Learn more about the NACE Internship Position Statement.

NACE Seven Criteria for Internships

1. The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.

2. The skills or knowledge learned must be transferable to other employment settings.

3. The experience has a defined beginning and end, and a job description with desired qualifications.

4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.

5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.

6. There is routine feedback by the experienced supervisor.

7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

Non-Eligible Opportunities

Self-employment

Work performed in the student's family-owned or family-managed business

Remote internship employment (e.g. telecommuting, door-to-door sales; students must work in a professional business setting)

Participation in a political campaign or lobbying effort (working for a seated public representative is eligible)

Academic Credit for Internships

Decisions regarding whether or not a student will be able to receive academic credit for an internship are made at the academic departmental level, not at the university level. The student is responsible for initiating the application for academic credit with the academic department.