Hire
at Arizona Law
University of Arizona Law offers unparalleled access to a pool of highly skilled, career-ready law students and graduates ready to make an impact. Partner with us to tap into this dynamic talent and streamline your hiring through a seamless process designed for employers.
How to Connect with Arizona Law Students and Graduates
Employers can find talented candidates for their legal roles with CareerCAT, Arizona Law’s job bank and recruiting system. You are able to post a job or participate in our various interview programs. Explore Interview Options to find the perfect fit for your hiring needs.
Follow these steps to begin connecting with our students and graduates:
Step 1: Register with CareerCAT
Join our network by setting up an employer account. CareerCAT provides exclusive access to Arizona Law’s job listings and recruiting opportunities.
Step 2: Post Job Openings, Register for Interview Programs, or Host Events
Once your account is approved, you can:
- Post a Job
Reach top talent by posting job opportunities for our students and graduates. See our Recruiting Tips below for guidance on maximizing your job post visibility. - Register for Interview Programs (OCI)
Meet your next hire through our Annual Employment Recruiting Events, offering a suite of interview formats tailored to your organization's needs, including on-campus and virtual options. Schedule On-Campus Interviews (OCI) or virtual sessions through our streamlined OCI system. Explore Interview Options to find the perfect fit for your hiring needs. - Host an Event
Engage with students through webinars or on-campus visits. You can submit a proposal for your event in CareerCAT.
Recruiting Tips for CareerCAT
Step 1: Register for OCI
Step 2: Create a posting about the position you are hiring for.
- Provide a robust description of your organization and detailed information about the specific position/program students can apply to. For post-grad positions, please include information about licensure expectations and requirements.
- Students always appreciate information about compensation, even if a range.
- Select the required application materials: resume, cover letter, writing sample, unofficial transcript, and list of references.
FAQ
You are able to request a password reset, but please ensure you are using the same email input to the system when you set up the account. Sometimes administrators of a firm account change over time so the account email may also need to be updated. If this is the case, please reach out to law-careers@arizona.edu and we will be able to verify the email on the account and assist with restoring access.
Our student organizations are always looking for interesting topics and speakers for lunch and learn opportunities. You can also build awareness about your practice or organization by hosting a virtual info session. To learn more about options to connect, please reach out to law-careers@arizona.edu and let us know that you would be interested in a lunch and learn event. Please tell us the topic you are interested in presenting about or more about your practice area and we will connect you with student leaders of the most appropriate student organizations.
The biggest difference is the timeline. The CDO hosts in-person on-campus interviews and facilitates virtual interviews. Once you are a registered employer, you will be able to review application materials in advance and submit candidate selections to the CDO for interviews that are set on a pre-determined date.
If you would rather set your own application review and interview timeline, consider the +Post a Job option in CareerCAT and set a student application deadline to meet your recruiting timeline.
To learn more about Arizona Law Interview Programs and how to register please see Arizona Law recruiting events.
We have found that employers and students are best served when a position is posted in CareerCAT for all eligible students to apply. Posting your position enables you to choose between candidates that have a genuine interest in the opportunity and will create the best outcome for you and the student.
Include both the position and term in the job title (e.g., “2L Summer Associate-Summer 2026” or “Legal Extern-Spring 2026”).
If you are an approved externship site looking for externs (students who earn academic credit for the experience), please indicate this in the job title and the job description.
Provide a robust description of your organization and detailed information about the specific position/program students can apply to.
For post-grad positions, please include information about licensure expectations/requirements.
Students always appreciate information about compensation, even if it is a range.
Select required application materials: resume, cover letter, writing sample, unofficial transcript, list of references (hit the red “x” to remove any application materials you do not wish to receive). Although the inclination may be to ask for all the materials, please know that additional materials can always be provided later in the process.
Need Guidance?
Our Career Development Office advisors are here to support you in crafting outreach strategies, enhancing recruitment efforts, and consulting on market trends. Connect with a CDO Advisor to discuss how to reach qualified candidates who match your organization’s goals.
Principles of Equal Opportunity in Hiring
The University of Arizona College of Law Career Development Office expects that prospective employers will provide University of Arizona students and graduates with equal opportunity to obtain employment, without discrimination or segregation on the ground of race, color, religion, national origin, sex, age, disability, sexual orientation, veteran's status, genetic information, gender identity or gender expression. The Law School does not make its services, interviewing facilities, or job posting and recruiting system available to employers who discriminate or segregate in their hiring on the basis of race, color, national origin, religion, sex, sexual orientation, disability, age, veteran's status, genetic information, gender identity, gender expression or any other basis prohibited by applicable law. A limited exception to this policy exists for military recruiters, but only insofar as their employment and hiring practices are permitted under existing federal law.