Recruiters & Companies

Full Disclosure Policy

Chicago Booth has a full disclosure policy with respect to adverse actions taken by employers, such as rescinded offers, postponement of start dates, etc. This policy also applies to offer and recruiting guidelines, such as the timing of recruiting events and interviews. Our objective is to provide information that may be relevant for students when making recruiting and/or employment decisions.

In adopting this policy, Chicago Booth has decided against a sanctions approach, recognizing that penalizing employers stands to 1) hurt alumni who are employed by these firms, and 2) reduce potentially valuable employment opportunities for current and future students. Chicago Booth has also decided against a laissez-faire approach regarding adverse actions for two reasons.

  1. The full disclosure policy is consistent with Chicago Booth's efforts to support our students in their job searches. Knowing that a firm conducted internship interviews before the start of formal campus recruiting or did not honor the terms of an offer to one of our students gives all students more complete information to incorporate into their decision-making process.
  2. By collecting and evaluating such information, Career Services is better able to engage employers in constructive dialogues about hiring Chicago Booth students and alumni. Indeed, in some cases when adverse actions have been reported to Career Services, the school has been able to work with employers and students to reach a mutually-satisfactory solution. Career Services also asks corporate partners who may take an adverse action to inform the school beforehand and to minimize the consequences for our students. Such actions have served to create goodwill between parties.

Chicago Booth encourages students to report adverse actions to Career Services. Chicago Booth policy is to communicate with that employer about the matter, assess the facts from both perspectives, and attempt to resolve the case. Chicago Booth posts on its website for three years adverse actions that are not resolved.

Furthermore, we request that employers notify Career Services of any students who have accepted more than one job offer or are continuing to search for positions after accepting an offer. Such behavior may be a violation of Chicago Booth's Standards of Scholarship and Professionalism, which govern student behavior.

Identified Adverse Actions

Chicago Booth considers the following to be adverse actions:

  • A commitment (e.g., verbal offer) which is withdrawn
  • An offer which is withdrawn before the student has accepted or declined
  • An accepted offer which is rescinded
  • An offer which is not accompanied by a reasonable amount of time to make a decision, i.e., an "exploding offer"
  • A summer internship which is truncated (shortened internship duration from original offer)
  • A delayed start date (start date pushed back from originally agreed-upon start date)
  • A significant change to an agreed upon offer, such as salary or location
  • An internship recruiting event held prior to the start of the campus recruiting period (October 14, 2019)
  • An internship interview and/or offer initiated by the firm before the start of the first-year recruiting period (January 7, 2020)