Employer Information

The University of Nebraska College of Law seeks to produce highly qualified and trained graduates for the legal profession. We are committed to providing the best legal education possible and we are proud of our first-rate faculty, graduates and facilities. The Career Development Office coordinates recruitment activities between students, alumni and employers, and strives to connect our students and alumni with their future employers.

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Grading Scale / Rankings

9 Point Scale
9=A+ 8=A 7=B+ 6=B 5=C+ 4=C 3=D+ 2=D 0=F
1L GPA/Rank




On-Campus Interviews

Early Interview Week 

Early interview Week is a new addition to the Nebraska Law interview program line-up. The early interview week better aligns our recruiting dates for employers engaged in a wider regional or nationwide interview process. The program will be held over three days from August 13 through 15. These interviews will be scheduled on a first come first serve basis. There is no charge for registration. Consider taking this opportunity to meet with our rising 2Ls and 3Ls before classes begin. To requst an interview schedule please complete and return the schedule request form. 

On Campus Interviews

The University of Nebraska College of Law hosts two on-campus interview sessions per year. Employers are invited to interview second- and third-year students for law clerk, summer associate and associate positions during the fall interview session (August through October). The spring session runs from January through March and includes first-, second- and third-year students.

We employ a preselect system, which allows employers to choose the students they wish to interview based on the application materials requested. To request an interview schedule, complete and return the Schedule Request Form

If you are not able to travel to Lincoln for interviews, we would be happy to set up a resume collection for you. Simply select the "Request for Resume" button above and fill out the form.

Interviewing takes place at the law college in our newly renovated and convenient facilities. To request a schedule or check available interview dates, log in to ROSCOE and complete the OCI Schedule Request, or contact the Career Development Office directly at (402) 472-5130 or lawcareer@unl.edu

Employers participating in On-Campus Interviews will be asked to read and sign the College of Law’s Non-Discrimination Policy. Employers are also expected to be familiar with and abide by the Employer Responsibilities

Recruiting FAQ

Where do I start?
All of our employer services are coordinated through ROSCOE, our online recruiting system powered by Symplicity. ROSCOE will allow you to post jobs, arrange on-campus interviews, browse resumes, and create an employer profile viewable by students and alumni. Click here for more information about ROSCOE. If you would prefer to recruit without using ROSCOE, contact the Career Development Office at (402) 472-5130 or lawcareer@unl.edu. We will do whatever we can to accomodate your needs.

Who may post a position on ROSCOE?
Employers of all types are encouraged to post job opportunities on ROSCOE. This includes law firms, governmental agencies, corporations, and non-profit organizations. Positions listed on ROSCOE are limited to those that prefer or require a current law student or graduate with a J.D. or M.L.S. degree. Positions not requiring or preferring law college training are better listed on Husker Hire Link, the online recruiting system for UNL Career Services.

Can I post a position for an experienced attorney?
The Career Development Office is happy to post positions for experienced attorneys as well as recent graduates and current students. Alumni who want to relocate, change their career path, or are interested in a job transition often look to our office to connect with potential employers. By posting a job notice with us, interested alumni will be aware of your employment needs.

Do you accept postings for volunteers, interns and externs?
Yes, our office welcomes all postings that seek attorneys, law students, or those with a legal education. In fact, the Law College has a Pro Bono Initiative which seeks to encourage and recognize volunteer legal service by College of Law students during their second and third years. The Law College also offers students the opportunity to earn academic credit by developing an externship with an employer. Before posting for an unpaid position, please familiarize yourself with the FLSA standards link make sure you will not be in violation of federal wage laws. If you are posting a volunteer position, please be sure it is clearly indicated on the job posting.

What if I just need help with a single project?
Feel free to contact our office for assistance in posting short-term research projects. Many of our students are interested in working on discrete projects in areas of specific interest to them when their schedules allow.

How do I post a job?
Simply login to ROSCOE and complete the job posting form. The Employer User Guide for ROSCOE includes walk-throughs for several major components of ROSCOE. If you would prefer to be assisted with job posting, contact the Career Development Office at (402) 472-5130.

Download: Employer User Guide for ROSCOE EMPLOYERS

Policies and Affiliations

Non - Discrimination Policy
The University of Nebraska-Lincoln is a public university committed to providing a quality education to a diverse student body. It is the policy of the University of Nebraska-Lincoln not to discriminate based onrace, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. This policy is applicable to all University administered programs including educational programs, financial aid, admission policies and employment policies. This policy is enacted in accordance with University of Nebraska Regent’s policy and with various federal and state discrimination laws including Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990.

The Career Development Office at the University of Nebraska College of Law administers its services in a manner that seeks to provide equal opportunities for the employment of all University of Nebraska College of Law students and graduates. We do not knowingly furnish assistance and facilities for interviewing or other career services functions to employers who discriminate in their selection of employees in violation of UNL's nondiscrimination policy. 

The University of Nebraska asks all prospective employers to familiarize themselves with our non-discrimination policy and requires all employers participating in on-campus programs to provide a written statement of adherence to the policy. The College of Law expects all employers will in good faith consider each applicant on the basis of his or her individual merits. The only exceptions to this rule are made for recruiters for the U. S. Armed Forces pursuant to federal law (“Solomon Amendment”) and religious organizations that use religious employment qualifications according to existing state and federal guidelines.

In addition, the American Bar Association, the Association of American Law Schools and the National Association of Law Placement have adopted non-discrimination policies. The College of Law policy is consistent with those policies.

NALP Guidelines
NALP General Standards for the Timing of Offers and Decisions

To promote fair and ethical practices for the interviewing and decision-making process, NALP offers the following standards for the timing of offers and decisions:

General Provisions

  1. All offers to law student candidates (“candidates”) should remain open for at least two weeks after the date of the offer letter unless the offers are made pursuant to Sections B and C below, in which case the later response date should apply.
  2. Candidates are expected to accept or release offers or request an extension by the applicable deadline. Offers that are not accepted by the offer deadline expire.
  3. A candidate should not hold open more than five offers of employment at any one time. For each offer received that places a candidate over the offer limit, the candidate should, within one week of receipt of the excess offer, release an offer.
  4. Employers offering part-time or temporary positions for the school term are exempted from the requirements of Paragraphs B and C below.
  5. Practices inconsistent with these guidelines should be reported to the candidate’s career services office.

Full-Time Employment Provisions

  1. Employers offering full-time positions to commence following graduation to candidates not previously employed by them should leave those offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Offers made after December 15 for full-time positions to commence following graduation should remain open for at least two weeks after the date of the offer letter.
  2. Candidates may request that an employer extend the deadline to accept the employer’s offer until as late as April 1 if the candidate is actively pursuing positions with public interest or government organizations. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.
  3. Employers offering full-time positions to commence following graduation to candidates previously employed by them should leave those offers open until at least November 1 of the candidate’s final year of law school. Candidates should reaffirm these offers within thirty days from the date of the offer letter. Employers may retract any offer that is not reaffirmed within the 30 day period.
  4. Employers offering candidates full-time positions to commence following graduation and having a total of 40 attorneys or fewer in all offices are exempted from Paragraphs 1-3 of this Section. Instead, offers made on or before December 15 should remain open for at least three weeks following the date of the offer letter or until December 30, whichever comes first, and offers made after December 15 should remain open for at least two weeks.

Summer Employment Provisions for Second and Third Year Students

  1. Employers offering positions for the following summer to candidates not previously employed by them should leave those offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Offers made after December 15 for the following summer should remain open for at least two weeks after the date of the offer letter.
  2. Candidates may request that an employer extend the deadline to accept the employer’s offer until as late as April 1 if the candidate is actively pursuing positions with public interest or government organizations. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.
  3. Employers offering positions for the following summer to candidates previously employed by them should leave those offers open until at least November 1. Candidates should reaffirm these offers within thirty days from the date of the offer letter. Employers may retract any offer that is not reaffirmed within the 30 day period.
  4. Employers offering candidates positions for the following summer and having a total of 40 attorneys or fewer in all offices are exempted from Paragraphs 1-3 of this Section. Instead, offers made on or before December 15 should remain open for at least three weeks following the date of the offer letter or until December 30, whichever comes first, and offers made after December 15 should remain open for at least two weeks.

Summer Employment Provisions for First Year Students

  1. Law schools should not offer career services to first-semester first year law students prior to November 1 except in the case of part-time students who may be given assistance in seeking positions during the school term.
  2. Prospective employers and first year law students should not initiate contact with one another and employers should not interview or make offers to first year students before December 1.
  3. All offers to first year students for summer employment should remain open for at least two weeks after the date made.

For more information, visit : NALP Principles and Standards website

Right to Refuse Service
We reserve the right to refuse service to employers for factors such as the following:

  • Positions not likely of interest to law college students or alumni
  • Misrepresentation by dishonesty, lack of information, or fraud
  • Complaints by students
  • Harassment of UNL students, alumni, or staff
  • Breach of confidentiality
  • Requiring, at the time of application, personal information such as bank and social security numbers
  • Failure to adhere to law college policies, UNL rules and regulations, or local, state, and federal laws.

Third Party Recruiters 
We reserve the right to refuse service to third party recruiters. Third party recruiters are agencies, organizations or individuals recruiting candidates for employment opportunities other than for their own needs. Third party recruiters using Nebraska Law’s ROSCOE are expected to follow the same policies and procedures established for recruiters representing their own organization. In addition, third party recruiters are expected to adhere to several specific practices to ensure open and accurate communication with Nebraska Law students.

The Career Development Office will provide assistance to third party agencies only when a third party recruiter meets the following conditions:

  • Meets the NALP and EEOC policies and laws described above
  • Charges no fees to the candidate
  • Reveals to the Career Development Office the identity of the employer being represented and the nature of the relationship between the agency and the employer, and permits the career center to verify this information by contacting the named client
  • If requested, provides a position description to the Career Development Office for valid openings.

Academics

An explanation of the University of Nebraska College of Law’s grading system can be found here.

A listing of academic honors and awards can be found here.

NOTE: First-year students at the University of Nebraska College of Law do not receive permanent grades or rankings until after completion of the first year. Students take mid-term exams and receive Quartile rankings so they can have an indication of how they are performing in relation to their classmates. Because the mid-term grades may account for as little as 25% of the students’ final grade, we ask that you consider mid-term Quartile rankings in this light: A good performance on mid-term exams is a good indication that a student will do well in law school overall. However, a mixed performance on the mid-terms is not a good predictor of a student’s overall first-year performance.