Employers

Where to Register
The Interview Program portal. Click here to access the site. The site is used for:

• Registration
• Invoicing and payments
• Selecting candidates for the interview program
• View final interview schedule

Create a new account or reset your password.  We recommend you bookmark the site for greater convenience. Registering for an account is the first step, then you must follow the instructions below to register for the program.

Complete Registration Form
Click the “Program Registration” tab and then the “Register for Program” button at the bottom of the page. Detailed Registration Instructions will be linked above.

LLM Program Policies

1. Participating Schools: Only current LL.M. students at one of the seven partner schools hosting the LL.M. Interview Program may participate. Employers may not ask students from unassociated law schools or alumni to present themselves for meetings at the venue, whether in person or virtual, where the LL.M. Interview Program is under way. Employers who violate this policy jeopardize their organization’s ability to participate in future Columbia Law School interview programs. 
    
2. Scheduling Students (Resume Collection Programs): Employers should offer interview times that work with the student’s schedule to reduce student absenteeism. 

Nondiscrimination and Anti-Harassment Policies

1. Columbia Law School adheres to the non-discrimination statement set forth by the Association of American Law Schools. 
    
2. As a condition of obtaining any form of recruiting assistance from Columbia Law School, employers are required to confirm their willingness to observe our equal opportunity commitment:
   1. Columbia University does not discriminate on the basis of age, alienage or citizenship status, color, creed, disability, ethnicity, familial status, gender (sex), gender identity or expression, marital status, national origin, pregnancy, race, religion, sexual orientation, veteran or active military status, or any other protected characteristic as established by law, in the administration of its educational policies, admissions policies, scholarship and loan programs, and athletic and other university administered programs.
       
   2. Columbia Law School communicates to each employer to whom it furnishes assistance, facilities or virtual platforms for interviewing and other recruitment functions the school’s expectation that the employer will observe these principles of equal opportunity.
       
3. Columbia Law School is committed to fostering an environment that is free from gender-based discrimination and harassment, including sexual assault, not recognizing a person’s preferred pronouns, and all other forms of gender-based misconduct. Recruitment activities that are arranged through Columbia Law School, including interview programs and recruitment events, are covered by Columbia University policies, including the obligation to report any alleged misconduct to the university’s Office of Equal Opportunity and Affirmative Action (EOAA). 
    
4. Columbia Law School recognizes that discrimination and harassment on the basis of national origin may also arise as a consequence of international conflicts that may affect candidates who are from/hold citizenship in those regions. Interviewers are advised to engage in conversations about such conflicts only when candidates invite such discussions. 
    
5. Interviewers are also advised to use caution in ascribing weight to or drawing inferences about a candidate’s political views or suitability based on unregulated, subjective online information.

Complaint Procedures for Employer Violations of Nondiscrimination Policy

If an employer makes a participating student feel uncomfortable during a job search, they are encouraged to speak with a career counselor. Employer violations include, but are not limited to, questions or comments related to your race, color, religion, national origin, sex, age, handicap or disability, gender (including gender identity or expression), and sexual orientation. Remarks related to the above matters are not only inappropriate, they are often illegal and our office takes them very seriously.