The Samuel Ginn College of Engineering Office of Career Development and Corporate Relations at Auburn University delivers comprehensive services for all students to explore majors and careers, network with employers and professionals, prepare for advanced education and successfully transition from college to career.

As a member of the National Association of Colleges and Employers (NACE), we utilize their Principles for Ethical Professional Practice as a framework and foundation for our office’s career exploration and outcomes processes. We expect employers recruiting at Auburn University also to abide by these principles and all applicable federal, state, and local rules and regulations.

By posting in Handshake and utilizing on-campus recruiting resources, employers agree to abide by these policies and procedures and respond to non-compliance reports.

Choose any of the options below to learn more about our recruitment guidelines and policies:

Handshake is a web-based portal for promoting full-time, part-time, internship, cooperative education, seasonal, and short-term positions, and other recruiting activities for all employment industries and sectors. All postings should adhere to the following:

  • Post only bona fide jobs and internships. NOTE: Donation requests, investment opportunities, items/services for sale, or opportunities requiring purchases and/or disclosure of private financial and identification information (i.e., bank accounts, Social Security Numbers) at the time of application may not be posted.
  • Accurately describe the organization, position, and position requirements.
  • Use of the Auburn University-Handshake platform to offer positions to students in the marijuana industry, even in states where such work is legal, is inconsistent with Auburn University’s obligations under federal law and university policy. Therefore, employers must not be involved in the use, sale, production, or distribution of medical or recreational marijuana or cannabis.
  • Follow all policies and procedures of the university and the office, the compliance standards of the Equal Employment Opportunity Commission, and other state and federal employment regulations.

Internship postings should meet the NACE definition and criteria for internships and adhere to the Department of Labor’s Fair Labor Standards Act (FLSA). The Samuel Ginn College of Engineering supports NACE’s position statement regarding unpaid internships. To achieve equity and opportunity for all college students, the College of Engineering advocates that all internships should be paid.

Individuals and agencies recruiting on behalf of other organizations must comply with these additional recruiting policies:

  • State in the job description that they are a third party or temporary employment agent/agency.
  • Any fees assessed by the agent/agency will be paid by the client organization or the employer they represent, and NOT by student candidates.
  • Disclose clients’ names to the Office of Career Development and Corporate Relations if requested.
  • Agree that they or their client will not provide students’ resumes to any other party without the student's written consent. Failure to comply with this is a violation of the Family Educational Rights and Privacy Act (FERPA).
  • Agree to follow the National Association of Colleges & Employers (NACE) guidelines about Third Party Recruiters.
  • May not access Resume Books.
  • Participation in On-Campus Recruiting and Career Fairs is on a case-by-case basis.

When inviting student candidate(s) to dinner during recruiting visits to Auburn, please do so through an official email or a printed invitation provided during the recruitment event. Please let the candidate(s) know the following information:

  • Location and time of dinner
  • Dress code for dinner
  • How many candidates you are inviting
  • How many team members will attend

“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”

                                                                                                                - Title IX of the Education Amendments of 1972

Auburn University is responsible for the safety of its students, even while they are participating in an off-campus Co-op or internship. If a student reports to us a negative experience with a company, we are required to report the incident to Title IX Office at Auburn University. The Title IX Office will then follow up with the student and begin the process of further investigation.

The Office of Career Development and Corporate Relations reserves the right to suspend recruitment with a company until the investigation concludes. We may ask for documentation of the process the company took with the student once the complaint was made, as well as a list of steps the company will take to ensure the future safety of its student interns and Co-ops before recruitment reinstatement is issued.

Below is information regarding Auburn University’s Title IX policy:

Auburn University is committed to providing a learning, working, and living environment that promotes personal integrity, civility, and mutual respect in an environment free of discrimination on the basis of sex, which includes all forms of sexual misconduct. Sex discrimination violates an individual’s fundamental rights and personal dignity. Auburn University prohibits sex discrimination in all its forms, including the crimes of sexual assault, domestic/dating violence, and stalking.

  • Students and employees may file a complaint with university officials by contacting the Title IX Coordinator.

    Additionally, Auburn University is committed to ensuring that both Complainants, as well as Respondents, are afforded the following:
  • Auburn University outlines the sexual misconduct complaint process in the  Title IX policy. Students have the right to know the range of sanctions Auburn University can impose on the offender/respondent, which may include verbal reprimand; written reprimand; mandatory training, coaching, or counseling; mandatory monitoring; partial or full probation; partial or full suspension; fines; permanent separation from the University (i.e. termination or dismissal); physical restriction from University property; cancellation of contracts; and any combination of the same.
  • Prompt and equitable resolution of allegations of Prohibited Conduct;
  • Privacy in accordance with the Policy and any legal requirements;
  • Reasonably available supportive measures as described in the Policy;
  • Freedom from Retaliation for making a good faith report of Prohibited Conduct or participating in any proceeding under the Policy;
  • The responsibility to refrain from Retaliation directed against any person for making a good faith report of Prohibited Conduct or participating in any proceeding under the Policy;
  • The responsibility to provide truthful information in connection with any report, investigation, or resolution of Prohibited Conduct;
  • Timely notice and opportunity to prepare for any meeting or proceeding at which the party’s presence is expected;
  • Written notice of an investigation, including notice of potential Policy violations and the nature of the alleged Prohibited Conduct;
  • The opportunity to challenge the Investigator or any decision maker for actual bias or conflict of interest;
  • Timely and equal access to any information that will be used during the Investigation or Adjudication;
  • The opportunity to be heard before the final determination of a Policy violation and the imposition of any sanctions;
  • Written notice of any extension of timeframes for good cause, and the reason for the extension;
  • Written notice of the outcome of any proceeding, including the determination of a Policy violation, imposition of any sanction(s), and the rationale for each.

Employment professionals will maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes the following practices:

  • Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request
  • Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability
  • Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process
  • Developing a sensitivity to, and awareness of, cultural differences and the diversity of the workforce
  • Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals
  • Investigating complaints forwarded by the Office of Career Development and Corporate Relations regarding EEO noncompliance and seeking resolution of such complaints


Additional EEO Resources:

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee. By posting in Handshake, the organization agrees to comply with all applicable equal employment opportunity laws, including the anti-discrimination provision of the Immigration and Naturalization Act. For more information see the Department of Justice’s Best Practices for Online Job Postings.

The Office of Career Development and Corporate Relations seeks to facilitate a positive experience for employers and students regarding job offers, providing an optimal amount of time for students to consider job opportunities as well as a reasonable guideline for employers when making a job offer.   

  • The Office of Career Development and Corporate Relations prohibits exploding offers (defined as offers that will expire or be retracted in a short timeframe).
  • Please contact us if a student has made an unreasonable request regarding an offer deadline.
  • Based on the 2024-2025 recruitment calendar, we ask that employers adhere to the following deadlines for student decisions:

    • For a fall offer, October 18 or three weeks, whichever is longer
    • For a spring offer, March 14 or three weeks, whichever is longer
  • Additional resource regarding job offers: NACE Advisory Opinion: Setting Reasonable Deadlines for Job Offers

In accordance with the Department of Education’s Family Educational Rights and Privacy Act (FERPA), employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There will be no disclosure of student information to another organization without the prior written consent of the student unless necessitated by health and/or safety considerations.

As a professional courtesy to the Office of Career Development and Corporate Relations and our students, we ask recruiters to provide advanced notice (a minimum of 24 hours) should they need to cancel or reschedule on-campus interviews.

The Office of Career Development and Corporate Relations reserves the right to refuse service to organizations or individuals based upon the office’s sole discretion and specifically due to any of the following:

  • Requirement of personal information at the time of application, such as bank and social security numbers
  • Misrepresentation, whether defined by dishonest information or absence of information
  • Fraud
  • Harassment of Auburn University students, alumni, or staff
  • Breach of confidentiality as required by the Family Educational Rights and Privacy Act (FERPA)
  • Failure to adhere to Auburn University Samuel Ginn College of Engineering employer guidelines
  • Any violation of Auburn University rules and regulations
  • Any violation of local, state, or federal laws

The Office of Career Development and Corporate Relations reserves the right to make exceptions to these policies and guidelines as warranted by special circumstances; e.g. in certain situations deemed to be acceptable and beneficial to our students, the Office of Career Development and Corporate Relations, the university, or recruiters using our services. Such exceptions will be considered on a case-by-case basis. Please note that any exception made does not constitute a change in policy, nor is there a guarantee that this same decision will apply in the future.

Additional NACE Resources:

NACE Guidance on Legal Issues