To help ensure that the recruiting process results in optimal outcomes for all concerned, Johnson has adopted the following policies:

Keep everyone informed - both the CMC and the students - as you move through the hiring process. We can best serve them and you when we are kept up-to-date concerning second-round interviews, offers, and acceptances. Students spend hours preparing for interviews and it is the company's responsibility to notify all students of their status after the interviewing process is completed. Similarly, if there are ways in which we can better meet your needs, prepare Johnson students more effectively, or address concerns that may arise during the year, we welcome your input.

  • The CMC publishes contact information about our recruiting contacts and on-campus visitors, unless we are asked not to do so by the company. This information is accessible online only to Johnson students.
  • Employers who interview on campus have the right to interview candidates based on their authorization to work in a particular country, but the CMC will allow all students to submit résumés for "closed" interview slots.
  • Cornell students not enrolled in Johnson may not participate in on-campus recruiting at Johnson unless the employer makes a specific request for a non-Johnson student to be placed on the schedule.
  • Employers must abide by Cornell's Equal Opportunity policy regarding all on-campus recruiting practices.
  • Employers should allow students enough time to make a thoughtful decision. We ask that you do not urge students to make early decisions. The CMC does not condone the use of exploding offers.

Renege and Offer Policies

Offer Policy for All Employers

Employers should allow students enough time to make thoughtful decisions. We ask that you do not urge students to make early decisions.


Students should be given a minimum of six weeks (or until December 2, whichever is later) to respond to an offer of full-time employment. This guideline applies whether the students receive their offers through on-campus recruiting, MBA conferences, personal outreach, or from summer internships.


On-campus internship interviewing takes place in January and February. For on-campus recruiting, companies should give students three weeks (or until February 10, whichever is later) to respond to an internship offer.

Some companies make internship offers through various MBA conferences and summer camps. For internship offers that are given during the summer or fall, students should have until December 2 to respond to the offer.

These guidelines are in effect unless both parties agree to an alternative date.

The CMC does not condone the use of exploding offers.

Internship Offer Policy for Investment Banks

  • Offers for summer internships may be made at any time. Students must be given 10 business days or until January 24, 2017, whichever is later, to make a decision about accepting an offer.

Johnson Policy on Reneging Job Offers

Johnson views any student reneging on an offer to be a serious violation of policy. In addition to damaging the student’s reputation, a renege on an accepted offer damages the school’s reputation and potentially the school’s relationship with the affected employer.

The penalties for a renege are substantial. A student who reneges on an accepted offer is required to meet with the executive director of the Career Management Center to explain the action. The student must also email the company, copying the executive director, to apologize and explain the reasons for his or her actions. Reneging on an offer can result in a loss of CMC privileges, such as access to on-campus recruiting and Johnson Talent System job postings for the remainder of the student's time at Johnson.

Likewise, any company that rescinds an offer is barred from on-campus recruiting for one full recruiting year.