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Published: 06 November 2021

A scientific approach to navigating the academic job market

Sofia Beas 1 , 2 na1 &
Kirstie A. Cummings ORCID: orcid.org/0000-0003-0095-5627 3 , 2 na1

Neuropsychopharmacology volume 47 , pages 621–627 ( 2022 ) Cite this article

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Neuroscience

After consulting with your mentors, you have decided to go on the job market this year [ 1 , 2 , 3 ]. Congratulations! This is a huge milestone. One that you have worked hard for since starting your scientific career. Now, you are probably asking the following: How do I go about it? This commentary aims to provide guidance for approaching the academic job search process and offer resources to help candidates start on the path towards obtaining their dream job. Importantly, we want to emphasize that the job search process is one of the most important scientific endeavors a candidate can undertake. As such, the process requires a significant commitment of time and effort [ 4 ].

Navigating the academic job market

The job search process can be divided broadly into four stages: 1. Preparing, searching, and applying for positions; 2. Pre-interviews; 3. Interviews; and 4. Post-interview processes. In Table 1 , we provide candidates with a breakdown of each stage of the job search process. We include short descriptions, the estimated timeline, recommendations drawn from our experiences on the 2020–2021 job market, and resources we found to be helpful. In the era of COVID-19, a vast majority of institutions turned to virtual formats to conduct interviews. While virtual interviews offer some benefits (e.g., no travel), challenges can also arise [ 5 ]. Therefore, in Table 1 , we also provide additional considerations for the “virtual” job search. Note that the advice and resources cited in Table 1 are not exhaustive but should serve as a solid foundation to get candidates started. In addition, we focus on searching for a position at an R1 institution. Approaches will vary for small liberal arts colleges, which place more weight on teaching and conducting research with undergraduates (For more information, see Table 1 “Different types of academic jobs” resource).

Approach the job market like a scientific project

To prepare for the job search process, we recommend that candidates put their scientific mind and skills to work and ask: If this is my most important scientific endeavor to date, what would I do to ensure its success? Below, we suggest some recommendations.

Make it a priority and plan ahead . All the steps outlined here require ample time and effort. Thus, we recommend that applicants start preparing and planning for the process some months ahead of the application deadlines. Note that many job applications open in the summer and have rolling or hard deadlines in the Fall (Current events like the COVID-19 pandemic could influence application deadlines). We recommend applying early and broadly. The early bird gets the worm!

Do the research . There are numerous resources available that outline the academic job search process (e.g., articles, books, webinars, social media platforms). Here, we provide a starting point (Table 1 ), but highly recommend that candidates use their scientific skills to identify additional resources. In addition, we also encourage applicants to seek advice from the experts, including those who have successfully navigated the job market recently as well as those who have served on hiring committees.

Prepare, strategize, and organize . Once candidates have done their research and identified job opportunities, we recommend they consider the following:

Availability of jobs . Consider location, job opportunities for significant others, and the prospects of whether the specific position will be academically and personally fulfilling [ 2 , 6 , 7 ]. With that said, we strongly recommend that candidates do not discount any opportunities since it is difficult to know the specifics of the job and whether it would be a good fit based on the advertisement.

Remaining organized . Use a spreadsheet to keep track of job advertisements, deadlines, and specific requirements for each job packet (i.e., statements, copies of publications, etc.). In addition, candidates should make plans for how each application will be tailored for each specific job posting with a particular focus on how the candidate ‘fits’ in the department and institution [ 2 ] (see 7 below).

Keeping track of reference letters . Candidates should keep their referees constantly updated by sharing their job spreadsheet (as suggested in 3b) and sending them information about job descriptions and deadlines soon after applying.

Seek “ peer-review ” from colleagues . Identify people who can provide honest feedback on application documents, interviewing skills, job talks, chalk talks, and any other part of the process.

Think critically . When it comes to subjective advice (e.g., this Commentary, peers, etc.), we recommend that candidates utilize several resources (colleagues, Google, Future PI Slack, articles, books), to gather multiple lines of evidence for the advice, to be mindful of the source of the advice, to think critically about all the advice given, and to draw their own conclusions [ 8 ]. For example, advice from peers who recently secured a position may be more useful than advice from those who are less abreast of current practices. However, a good rule of thumb is that if multiple sources offer similar advice, it is most likely worth taking.

Be part of a scientific community . Form a support group of peers who are also on the job market to share advice, approaches, support, and celebrations. Future PI Slack also provides an anonymous group of peers on the job market that can support those embarking on the journey alone. In addition, it is beneficial to form a virtual or in-person job/chalk talk “club” with other senior postdocs to practice with and receive feedback on delivering these talks.

Network . A significant contributor to the hiring decision is whether the candidate is a good ‘fit’ and if it is clear that they will be successful in the department [ 1 , 2 , 9 ]. However, this information is usually not widely available. It is therefore critical to build connections through networking with colleagues to gain insights in that regard. Networking can be done both virtually and in person at meetings/courses, on social media (e.g., science Twitter), and through professional societies (e.g., Women in Learning). Candidates may also leverage the networks of previous and current mentors.

Being on the academic job market is undoubtedly a time-consuming and stressful venture that requires much stamina and hard work [ 4 ]. However, it is also one of the most exciting and rewarding experiences for a junior scientist. As such, we strongly encourage candidates to enjoy the process, have fun with it, and view it as an excellent opportunity to meet, network, and discuss science with some of the brightest people in the world.

Clement L, Dorman JB, McGee R. The Academic Career Readiness Assessment: clarifying hiring and training expectations for future biomedical life sciences faculty. LSE. 2020;19:ar22.

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Fernandes JD, Sarabipour S, Smith CT, Niemi NM, Jadavji NM, Kozik AJ, et al. Research culture: a survey-based analysis of the academic job market. Elife. 2020;9:e54097.

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Kelsky K. Disappointed with the offer? The chronicle of higher education. 2015.

Dealing with disappointing offers. 2018. https://www.jobsforscientists.com/wp-content/uploads/2018/10/Disappointing_Offers.pdf . Accessed 18 Aug 2021.

Van Bavel JJ, Lewis NA, Cunningham WA. “In the tough academic job market, two principles can help you maximize your chances.” Science, 2019. https://www.science.org/content/article/tough-academic-job-market-two-principles-can-help-you-maximize-your-chances . Accessed 18 Aug. 2021.

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Diversity Matters. https://extramural-diversity.nih.gov/diversity-matters . Accessed August 2021.

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Acknowledgements

We thank Drs. Denise Cai, Roger Clem, Mario Penzo, and Nancy Padilla Coreano for comments on this piece. Work is supported by K99 MH126429-01 to SB, and K99 MH122228 to KAC. The authors declare no competing interests. Disclaimer: The views expressed in this commentary do not necessarily represent the views of the National Institutes of Health, the Department of Health and Human Services, or the United States Government.

Author information

These authors contributed equally: Sofia Beas, Kirstie A. Cummings.

Authors and Affiliations

Unit on the Neurobiology of Affective Memory, National Institute of Mental Health, Bethesda, MD, USA

Department of Neurobiology, University of Alabama at Birmingham, Birmingham, AL, USA

Sofia Beas & Kirstie A. Cummings

Nash Family Department of Neuroscience, Friedman Brain Institute, Icahn School of Medicine at Mount Sinai, New York, NY, USA

Kirstie A. Cummings

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SB and KAC conceptualized, gathered resources, and wrote the manuscript.

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Correspondence to Sofia Beas or Kirstie A. Cummings .

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Beas, S., Cummings, K.A. A scientific approach to navigating the academic job market. Neuropsychopharmacol. 47 , 621–627 (2022). https://doi.org/10.1038/s41386-021-01225-w

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Published : 06 November 2021

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DOI : https://doi.org/10.1038/s41386-021-01225-w

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Catherine Reynolds

July 10th, 2020, the academic job market: what we know now.

1 comment | 7 shares

Estimated reading time: 10 minutes

We recently worked with Professor Charles Stafford as he spoke to PhD students and researchers about the state of the academic job market in light of COVID-19 and answered their questions relating to their future in academia. Joined also by Professor Rita Astuti who organised the event, here LSE PhD and Research Staff Careers Consultant, Catherine Reynolds, reflects on key information and insights.

In the current challenging circumstances we asked Charles Stafford what PhD students and postdocs should be doing, assuming that the academic job market might be extremely quiet for at least the coming year. In his role as Vice Chair of the Appointments Committee at LSE for the past four years, Charles has chaired most of the LSE’s academic hiring panels, and has been dealing more generally with recruitment and selection processes. During our Q&A he talked about the job market in general, and answered questions about strategies for the year ahead.

Charles started by clarifying differences in selection processes in the academic job market, depending on discipline area making sure that everyone was aware of the situation in their own field and not over generalising from hearsay. He gave his predictions on the shape of the job market for the year ahead.

Think about the timing

Insight into the cycle of academic hiring, get to know the patterns. Remember back in February, March and April 2020: we started to realise that COVID-19 was big but were not clear how big. At LSE, we thought we might be able to have summer school in 2020, if things improved. They didn’t! The impact of the pandemic on the HE sector became clearer as the Summer Term started.

A bit of good news: by the time things really sank in, much of the 2019-20 normal hiring cycle for career track academic posts was already over, and posts which had been advertised for and were filled. However, much of the normal hiring cycle for short term teaching focused posts for the year ahead – in our case, LSE Fellows, GTAs etc – had yet to begin or was just starting (this is bad news overall, but with some variable patches because in fact many institutions have still done some hiring of this kind).

Looking ahead, what about the 2020-21 cycle?

The sector is assuming bad news financially but what will actually happen is very uncertain. LSE is modelling everything from a mega drop-off in student numbers, to us having more students than usual. Pay attention to messages about student recruitment in your field(s), and across different types of institutions – and in different countries.

If student numbers look strong in September we may find that LSE and others start doing teaching focused hiring for the year ahead. Around the same time, universities will start having discussions about what career track hiring, if any, they can do going forward. This is still unknown by everyone.

Importantly, it’s not certain the job market will just shut down – it depends. Things may be difficult. But there is likely to be some hiring: posts need to be filled, e.g. because of retirement and people leaving for other reasons. Teaching needs still need to be met.

So watch this space, noting that a key issue for the reopening of the market will be optimism re: 2021-22.

What you should do now

If the job market is nearly or totally shut down, what is your strategy for the year ahead?

Of course, job markets in different disciplines are not alike, but in general, Charles’ advice is to:

Publish (and not let other activities, important as they are, deter you from this).
Think very hard about what is missing from your CV – and plug that gap somehow (example of teaching: even without a teaching job per se you may be able to get some educated related training/experience that will look good on your CV).
Arrange to have an affiliation on your CV rather than a one-year gap (Visiting Fellow post, for example).
Think about what you can DO without a job or grant of any kind, bearing in mind the need to show progression from the PhD.
In line with this, be creative about imagining and planning your career trajectory (e.g. could you do a small pilot project this year that shows you are thinking creatively about your trajectory going forward?Of course, it’s difficult to do things without funding and while in lockdown, but there are pluses as well: no visa requirement, no grant application needed, no constraints on what it can be about, etc.)
Do consider applying for research funding as an individual or as part of a group – bearing in mind that you won’t get the funds for a long time, normally something like a year.
Network (virtually, probably) and keep in touch with your referees, and others who can support you professionally and personally in future.

Questions from participants provoked further interesting comments, for example:

Be optimistic and be prepared to wait a year , if necessary, because most institutions are very likely to weather the storm. After a year of limited hiring, if that’s what happens, most will very likely be recruiting again to some extent. Hiring has continued here and in other well-resourced universities and we might well bounce back quickly. Institutions are more resilient than we might imagine and even the dual impact of Brexit and COVID-19 will be mitigated by other global circumstances (such as visa restrictions that make study in the US less attractive).

Broaden your scope: increase your chances by being as mobile as possible; consider moving across disciplines and consider applying to less prestigious institutions. Interdisciplinary work might add to your value in the longer term, although views about this do vary across disciplines and departments. You can apply to your first choice institutions/departments as soon as they are recruiting again.

Research/teaching positions in the early stage? Depends on your CV and what experience you already have. Hiring committees look for both.

Time away from academia : yes, can be useful for gaining new collaborators, participants for future projects, preparing for impact and knowledge exchange, etc. But remember the basic academic job description will not change; you will be competing against people who have been in an institution teaching, publishing etc.

New roles in HE: increasingly there are new academic positions and career tracks in such things as policy and research work. Time outside academia might build your capacity and reputation for this type of work.

Future promotion: thinking ahead to establishing an academic career, at different stages – such as Major Review – a new set of referees will be required with whom you don’t have a direct connection (ie, not your PhD Supervisor; your co-author or other academic who is in some way invested in your career success). So think about how to interact with leading scholars in your specialism and make them aware of your work. If a couple of those people will write in strong support of you it can really help.

A good point was also raised about the application deadline for ESRC post docs for next academic year. Watch this space and look out for the call at the end of the (calendar) year.

Most of all stay optimistic, your LSE PhD has great value in the academic job market.

Our dedicated PhD and Research Staff Careers Consultant, Catherine Reyonlds ( [email protected] ) is here to talk through your concerns and help you to manage your career. You can book a PhD careers appointment on CareerHub .

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Your Job Search
Developing Application Materials

Academic Job Market

The academic job search is built around a portfolio of materials that tell a story about the candidate’s research, future research agenda, teaching, special skills and training, service, and more. Although this portfolio varies field-to-field—and person-to-person—the goal of that narrative is similar across the board.

This content provides insight, examples, and best practices for each of the more common materials found in the academic job market portfolio. Here is a general overview of your portfolio as a whole:

Cover Letter

Best thought of as the guide to the rest of the academic portfolio, the cover letter provides the through-line that ties together research, pedagogy, service, and DEI work

Most read item of the portfolio
Purpose of the letter stays the same field-to-field, but the format can vary widely
Organization should mirror the needs of the role; for example, prioritizing teaching over research at a small liberal arts institution

Curriculum Vitae (CV)

Cites all accomplishments, training, and relevant experience for job searches

Ever growing and evolving document
All encompassing and focused on showcasing accomplishments to colleagues in the field
Like the cover letter, the organization should mirror the needs of the role

Research Statement

Conceptualizes current and future research projects and interests

Highlights doctoral research, publication record, and any other relevant experience to your scholarship
Note, applicants should take into account expertise already represented in the department when framing future projects

Teaching Statement or Philosophy

Conceptualizes approach to teaching and pedagogy

Highlights teaching experience, including teaching assistantships, instructor of record positions, recitations, workshop facilitations, teaching-related fellowships, teaching-related community involvement, etc.
Gives insight into an overarching pedagogical approach using specific examples from classes taken or taught

Teaching Portfolio

Commonly requested for teaching intensive roles and inclusive of a candidate’s teaching statement. Additional content requested could include:

Summary of teaching roles and activities
Sample syllabi
Sample lesson plans
Teaching evaluations

Diversity, Equity, & Inclusion Statement

Discusses how your research, pedagogy and service will advance the institution’s mission of diversity, equity, and inclusion

Highlights how your past, present, and future activities are in line with the department and institution’s priorities and initiatives

Writing Sample

A piece of writing representative of research projects or interests

Usually, a published article or a polished dissertation chapter of about 20 pages
Length and type of writing will vary widely depending on the field

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Chris Blattman

Managing the academic job market.

April 16, 2022

What follows is a summary of what I see as the key advice, with links to other resources that go into more depth or do a better job than I can. It’s going to be most accurate for economics, political science, public policy & other professional schools

This post is a continuous work in progress, and it is comes not only from my own experience but that of a huge number of colleagues and readers. It can benefit from your feedback too, so please email me if a you have something to add (or if you see a broken link).

The big stuff

If you’re within six to nine months of the job market, the marginal return to investing in your job market paper is almost always higher than investment in any other paper. This is the paper that search committees will read most carefully, and the one piece of research that every faculty member will see and use to shape their impression of you.
I repeat some advice given to me the year I was on the job market: from now until you have a job, work on your job market paper 25 hours a day, 8 days a week, 5 weeks a month.
But remember that most people will only look at the abstract and introduction, and perhaps the conclusion and tables. The whole job market paper has to be polished to a gleam, but these sections have to be perfect. Get as many colleagues as possible to give you feedback. If you ask someone to “please read my paper” they may never have the time. But if you say “can you please give me your first reaction to my abstract and intro” you will probably get more feedback.
Some departments value other publications on your CV. This is especially true in political science. One reason is that political scientists tend to do research in “smaller bites” than economists, something that is also true in psychology and many hard sciences. Having a published paper or two signals you can get things out the door, and are producing like your peers. Nonetheless, as you get close to the job market I seldom advise students to start new projects or trying to polish other papers in order to improve their standing on your CV.
Make sure you are meeting with your committee members early and often.
Discuss your job market aspirations and plans early, and ask for their frank advice on what you should be looking at.
These relationships are so important because your recommendation letters will make an enormous difference in the job interviews you get. Once you’ve been chosen for an interview, it’s all up to you to demonstrate your quality and fit. Before that, academic employers will look at your recommendation letters to guide them on whether to invite you out.
After a job market search, I think most people would tell you that they learned a lot about the jobs and were often surprised by the new information. The lesson: chances are you don’t know enough about any particular job to judge how good or bad it is.
A job ad might look like the perfect job, but departments will have all sorts of unobservable information (budget constraints, subject or diversity needs, departmental in-fights, methodological hangups, veto players, etc.) that mean the chances of an interview, let alone a job, are very low.
Also, there are some cities and schools where you might say, “I can’t imagine ever going there” or “I’ve never heard of that place”, but on arrival you will very surprised about how good the colleagues are and how pleasant the lifestyle.
Also, you don’t want to insult a school by declining to visit. If there are personal or other reasons why you could not take a job there (e.g. an existing job offer you would likely take elsewhere), then it is fine to be up front about that and frame it in terms of not wanting to waste their valuable time. Handle this delicately with input from colleagues/advisors.
These are the best reasons to send applications to as many positions as possible.
It is seldom a good idea to go on a “limited market” and apply to a few choice programs. Besides lowering your overall odds of a job, your odds of competing offers, and hence a good salary or teaching deal, plummets. And first offers are highly path dependent.
Places that don’t value the kind of work you do will probably not interview you, and if they interview you and decide you’re not a good fit, that’s good news for you. You don’t want to invest a lot of time or energy in a place that doesn’t share you interests or contribution.
Remember that most departments are not just looking to hire someone who works on topic X, but to hire a colleague they enjoy talking to and learning from, and who will be a voice of reason not insanity in their department.
Be strategic but not too strategic. You can try to shape your work to appeal to certain types of departments or schools, but I discourage this for a couple of reasons. First it’s hard to know what other people want. Second you will probably be better at what you do, and happier, if you’re doing what you love.
So take some comfort in the fact that “it’s endogenous” and the job market bends towards matching you happily. Work passionately and diligently and become the expert in your field, who’s work influences the profession, and the rest will work itself out.
Your main market will be the discipline you got your PhD in, so keep this in mind when you write up your dissertation, letters, and applications.
For example, if you are an economist, you will face many hurdles in jobs in political science . Also, there are relatively few business and policy schools, and they seem to have relatively few junior openings.
If you have a PhD from a professional school, your best market is probably other professional schools and (if you study political topics and have political scientists as advisors) political science. Economics departments seldom hire non-economics PhDs. But you have a natural advantage in policy, education, health and other professional schools partly because you have signaled your interest in these policy-relevant, interdisciplinary places with your PhD.
Most PhD programs are in top schools, and the professors in those departments are probably self-selected to have a particular set of passions and interests, work-life balance (or lack thereof), postponement of family life, and so on.
The PhD has in large part been about socializing you to adopt the same preferences, and your self-esteem and the esteem of many of your colleagues is wrapped up in meeting these expectations.
That said, the broader academic world includes a much more heterogeneous group of people, including ones who care deeply about teaching or public service or family and personal life.
There are also many interesting policy and industry careers. Some thoughts on these below.
You should consider this in choosing a job. Pick the kind of place and environment that matches your preferences, and that allows you to be evaluated on the same things that create your self worth.

Academic job market timetable

Application deadlines for North American universities are typically late August for political science, and November for economics. Professional schools recruiting a political scientist or economist usually follow the market cycle of the discipline they want.

Here is a very detailed timeline for the US market . Some UK and European schools follow this market (like LSE), but there is a lot of variation, and you should read Thomas Leeper’s advice if you are considering this market.

Below is a rough timetable for preparing for the market, working back from the date applications are due. Where necessary I indicate specific advice for economics (E) and political science (PS).

You should have a topic that you think is job market worthy and have made a fair degree of progress
Your advisers should share your optimism, and you should have discussed with them (at least three faculty) that you plan to go on the market.
It’s not a bad idea to set up a personal website now and clean up your online presence (see advice below).
You should have a reasonably decent draft of the job market paper that your advisors can comment on (see the advice on writing a job market paper below.)
For the next few months you should be corresponding with your advisors several times a month and regularly putting together new drafts. Ask your advisors if they think you are ready for the market.
Present your paper as many times as possible. You may want to make your first presentations inside your department until the work is a little more polished, since first impressions matter.
Read all the detailed advice out there (under general preparation tips below)
Start preparing your CV, website (if you don’t have one already), download teaching evaluations from the university, and start early drafts of your cover letter and research/teaching statements. Ask your advisors to read these and comment. See examples and templates below.
In September, economists should register for the ASSA meetings and book your flight and hotel. These cab go fast!
Make sure you have practiced your 1-minute and 5-minute explanations of your dissertation work (since people will start asking early) and start preparing for longer interview summaries of your paper.
If your department does not organize practice job talks and mock interviews, ask for one. Also, consider asking other graduate students (especially friends who recently went on the market) to attend a practice talk or get you through a mock interview.
Send your materials to your advisors, so they can start writing recommendation letters. Here is what I ask my students to do.
Check out the “Things to get” below in general preparation advice
You should be polishing your slides and introduction more than generating new results.

General preparation tips

Every year John Cawley publishes a guide to the job market for economists that is also useful for other disciplines, and his online posts are useful as well
Johannes Pfiefer maintains a catalog of job market tip pages and resources , also geared for economists
The Duck of Minerva blog has a host of job market posts geared for political scientists
In general, though, political science departments and professional schools don’t seem to condense and publicly share their job market tips. There are useful blog posts out there, however, from Quantitative Peace , Math of Politics , Paul Musgrave , and Mario Guerrero
Thomas Leeper has excellent advice for the UK and European markets . As does Alexandre Afonso . My one addition: be aware that for various reasons (signaling, social networks, etc.) it is difficult to cross the Atlantic. It is by no means a one way street, but coming back to North America after taking a job abroad adds hurdles to an already hurdle-strewn process.
Keep your CV short and no more than two or maybe three pages
Focus on the important stuff and avoid more trivial information such as conferences attended, journals you have refereed for, etc.
Here is the Harvard economics guide and template
Set up a professional website. If your department sets up a page for you, use it.
If you want something extremely simple, try Google Sites.
Frankly you would be wise to set up a personal site eventually, so why not now? It is fairly straightforward. I recommend buying your own domain name and setting it up with WordPress. Here is an easy guide.
Have your university link to it as soon as possible (links from high reputation sites matter) since appearing in rankings can take months
Have a domain name with your first and last name in the domain, and ideally use .com
Here is a 2012 post from LifeHacker that is not as dated as I would expect. Here is a 2016 CNET post .
Pay for a professional photo. You will need one anyways once you are working. Or get a friend who is an experienced photographer to take a professional photo.
Get your Google Scholar profile set up.
You will need to decide whether to use middle initials, the full version of your name, and so forth. Use middle initials to minimize confusion with others. This decision will follow you for the rest of your life so get it right and stay consistent.
A credit card for travel expenses
Two nice suits and lots of shirts
You might as well register for airline rewards, picking one airline per alliance to pile your rewards into
I have advice on what to bring to the sky , more suited for long haul trips than short haul but still worth considering

Your interviews

Economics, political science, and policy schools will all invite 2-4 people to “fly out” for any given junior job posting. This is usually a full day affair where you present your job market paper and meet with faculty. The economics profession begins with “the meetings”: several days of stressful speed dating, to narrow their list of invitees for a fly out.

I won’t repeat the usual wisdom, because so much is documented elsewhere.

The Royal Economic Society has a nice overview of the entire economics process, including advice on interviews. It summarizes several other common advice posts: from Chicago PhD students , Claudia Goldin and David Laibson , and David Levine’s “ cheap advice “, among others.

For the political science and professional school markets, I think most of the fly out advice from economists applies. The Duck of Minerva also has a host of post with interview-relevant advice . I welcome other pointers.

Some miscellaneous advice I want to emphasize:

Be yourself, and try to enjoy yourself. Whether they offer you a job or not, these people are your future colleagues and you will interact with many of them for the next 10 or 20 years at conferences, journals, etc.
Stay in touch with your advisor and keep him/her appraised of developments on a weekly basis. Use a spreadsheet or Google doc to keep track of where you applied and where things stand.
Resist the temptation to impress people with how complex your work is. Most of the people voting on whether to hire you are not in your field. Even if they are very smart they will probably not know why your work is important or what it is all about. If you can explain things intuitively and plainly so that all can understand, before launching into the technical wizardry or details, that is for the better.
Learn to strike a balance between being forthright about the weaknesses of your work (without sounding apologetic) and not being overconfident (and sounding like an ass).

Your job talk

Here are Jesse Shapiro’s amazing slides on presenting applied micro research. I think the principles apply more broadly, and everyone should read them .

Don Davis also has good advice on presenting a paper. David Levine also offers good advice.

I only have one additional piece of advice: Don’t use slide templates that clutter up the screen with titles and authors on every page, or where we are in the presentation, or slide numbers, or crap like that. It helps nobody and communicates nothing.

Negotiating a job offer

I hope all the above advice lands you a job offer. If so, I’ve written about negotiation in a separate post .

The “two-body problem”

Dual career couples are a tough problem to navigate, and every situation is going to be different. A great read for both men and women (regardless of discipline) are the 2014 and 2016 newsletters from the Committee on the Status of Women in the Economics Profession.

There are a lot of personal stories in these newsletters, which strikes me as the right way to approach the question, since it depends so much on personal priorities.

I am always on the lookout for other good advice, so please send me any pointers you have.

The elephant in the room

Of all the job market advice I’ve linked to above, almost none of it mentions that the majority of the professors in the department hiring you will probably be white men. This imbalance is especially stark in economics . If you are a woman or person of color, I haven’t told you anything new. But I don’t want to ignore it, or dance around the fact, because I think it’s probably one of the more important problems faced by my fields. I think there’s a better chance of a change if everyone has a better understanding of the issues and it can be talked about openly.

For the moment, I’ve collected the resources and advice posts I’ve been able to find on the Internet, or that have been recommended to me. These are useful for everyone to read (I gained a lot). More suggestions by email are welcome.

There are a handful of curated groups from the discipline:

The Committee on the Status of Women in the Economic Profession (CSWEP)
The Committee on the Status of Minority Groups in the Economics Profession (CSMGEP)
Inside Higher Ed has a discussion forum for marginalized communities in academia called Conditional Accept

There’s also a range of personal essays and opinions:

This advice from Pam Jakiela (note that there are equal parts sarcasm, humor, and advice)
Here is a storify version of #WomenAlsoKnowStuff about the Job Market & Recruiting
Various posts from The Professor Is In

Professional schools

Since so much of the existing advice applies is written by economists and political scientists for their own departments, I collect here some general advice that I think probably applies to policy, law, business, education and health schools.

Typically these schools want you to be a first rate researcher in your field, and have publication and academic expectations similar to that of a regular department. So in some ways treat this like any other application or interview, and don’t assume that your paper or talk need to speak to a completely different audience.
That said, professional schools are typically attracted to the study of real world problems, and some fluency in and ties to the real world help. You can indicate this in your cover letter and casually in conversations.
Assuming the school is an interdisciplinary place, it is typically helpful if you can signal that you appreciate being around people from other disciplines. If you don’t feel this way then a professional school might not be a good fit.
One benefit of these places is that your students will go on to careers in this field, often very successful ones, and this will give you a natural network if you choose to foster it. If your research is applied and in these areas, this network can become useful over time. It’s also enjoyable to continue to meet and interact with former students over time, something that rarely happens with undergraduates.
A downside is that these schools typically do not have PhD programs, or the programs are smaller, more specialized, and probably don’t place as many students in good academic jobs as the economics or political science department at the university. This can lighten your advising load but it means fewer research assistants or junior collaborators immediately at hand, and fewer future colleagues to mentor directly. It’s not that hard to overcome these disadvantages, but you should be aware of them.
When hiring, any school will wonder, “how open is this candidate to coming to a school of [insert profession here]”. If you have any way to relieve that concern, casually doing so can help. This might be a few lines in your cover letter about why that kind of school is a good fit, or showing that you understand and value the advantages.

Here are a few thoughts on specific types of professional schools:

It’s important for your I struggle to come up with more advice than the generic professional school advice, but really these are not such different places to work or apply to than a regular department.
It’s important that your research engages real world issues but you won’t be expected to be actively involved in policy at most schools, especially as a junior faculty.
Teaching tends to be especially important (since MBAs pay a lot of money for these degrees), and the schools want to hire excellent communicators who enjoy teaching and are gifted at it. Your job talk should display these skills.
I’m told that these schools will appreciate case studies, and that if you wanted to focus on this market it wouldn’t be a bad idea to get some experience writing one. That strikes me as an over-specific investment for most people, however.
If you have a fluency with business, past experience, a social network that includes a lot of business, research partners and clients in business, it does not hurt to mention this. It indicates a better understanding of student needs and a relevance to the general community. This is probably more important as you get outside the handful of elite institutions, who would prioritize your academic contributions.
Some of the advantages of a business school job: the pay is often higher; you may have lower teaching loads, and teaching that is concentrated in a shorter span of time.
Some of the disadvantages: you probably will have to teach an MBA topic that is not your core area of work, which is interesting to some people and abhorrent to others; ditto for teaching MBA students; and the publication and tenure expectations can (at some schools) be heterogeneous or hard to discern. Do they value cases? Do they want to see popular recognition of your work? Or do they want you to be a serious normal academic?
I don’t understand the public health job market that well. It seems to be less formal, and more relationship based.
That said, if these schools are looking for someone with economics or political science training,they will probably advertise in the usual places and interview on that schedule.
The big drawback to most health schools is that, unlike almost all of the other jobs above, they offer “soft money” jobs. This means you will have to raise your own salary through grants, and your ability to raise funds will influence your promotion throughout your career.
That said, if you do raise your own salary, the teaching and other obligations are probably lighter than at other departments and professional schools. It’s heterogeneous, though, and so difficult to make generalizations.
You also have to consider that your colleagues will evaluate your work partly according to the standards of their discipline. Early career awards, many shorter papers, large grants, and other things can be more important at health schools than elsewhere.
I strongly recommend you get in touch with people who have followed your path into public health schools to get their advice. If you don’t know anyone your advisors should.

Policy and other non-academic jobs

I began my professional life in consulting and considered a policy career after my PhD. Many of my friends and colleagues went on to fulfilling careers in policy, from appointments at the World Bank to the White House to various think tanks. I think these are terrific careers, and I still consider one in my future.

Rachel Glennerster, currently head of J-PAL and a former UK Treasury and IMF official, has some superb advice on her blog . Here is a little table from Rachel, on the big differences between policy and academic jobs:

If you’re not sure whether you want to be an academic researcher, use your first two summers to work for outside organizations–the World Bank, an investment fund, the Fed, or a think tank. Try each on for size. At the end of your fourth or fifth year of grad school do not make one of the biggest decisions of your life (what kind of job do I want?) with oodles of information about one kind (academia) and zero about the alternatives. You don’t have to be an economist to know that such decision-making is sub-optimal.
My main rationale: some (but not all) academics will be quick to write you off as ‘not serious’, and should you change your mind later in your PhD you may find that ‘credibility’ difficult to reclaim.
Certainly you should be candid with your committee about any interest in or openness to non-academic careers. They will have much advice and experience to offer. But don’t declare your intent to follow other paths if you are interested in keeping the academic route open.
Know something about the institution/organization/firm that is interviewing you. Spend a bit of time on their website so you understand their output, their audience, and their structure.
Be able to explain your research in a non-technical way, and be able to offer some implications of your research for policy or for business.
Be able to demonstrate that you are serious about non-academic jobs. Many non-academic employers will be suspicious of Harvard graduate students and will assume that they are only a back-up if your academic options fall through.
Be nice. Be engaging. Non-academic employers are more concerned with personality and style than academic employers because non-academic work is usually more collaborative.
Everyone applies through the front door: the junior professional program at [insert development bank here], the advertised position in the federal government. Do that, but also e-mail senior people in the organization directly with a very short introductory note and a CV attached.
One strategy: Sit down every day and aim to write just 5 people. After three weeks, that’s 50 e-mails. Forty-four will go unanswered, two will say “thanks, but no vacancy”, two will say “let’s talk”, and two will turn into a job offer.
Work on an election campaign
Contact ministers or company Presidents in different countries, to see if they need an advisor/analyst

Some online resources to consider:

PublicServiceCareers.org
Non-academic job resources on this Wiki
A list of sites for jobs in social change

Other grad school advice

The post that got this blog started: How to get a PhD and save the world
grad school rulz
David Romer’s Rules for Making It Through Graduate School and Finishing Your Dissertation
Don Davis on picking and writing a dissertation
Why I tell PhD students not to run field experiments for their dissertations
Keith Head’s advice on regression tables, figures, introductions
From Claudia Goldin and Larry Katz, the 10 rules for writing a job market paper
Nikolov on Writing Tips For Economics Research Papers
Cochrane on Writing Tips for Ph. D. Students
SciDevNet on writing a scientific paper

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Recommended Guidelines on the Academic Job Market Beginning 2022

Monica Gerhardt

AMA recommends moving the job market from Summer to Fall starting in 2022

Updated statement and list of supporting universities The AMA Academic Council seeks to understand and support the evolving needs relating to the Marketing PhD Job Market. To do so, we have conducted focus groups, interviews, and surveys, in cooperation with other marketing academic organizations. We received feedback from over 250 academics, from both hiring institutions and candidates. Thank you for participating in these initiatives!

The key findings of this research were that (1) both faculty and doctoral students prefer a coordinated job market with schedule guidelines, and (2) while the traditional approach had a number of positives, the faculty, and doctoral student respondents also perceived many challenges (see FAQs). Thus, we believe the Covid pandemic engendered upheaval provides a unique opportunity to reconsider and redesign the guidelines for job market participants.

From the survey data and the AMA Academic Council deliberations, a clear theme emerged. Hence, we propose the following guidelines to job market participants:

First-round interviews through videoconferencing in September–October . We recommend scheduling these interviews in the following time windows: September 8–10 and September 22–24.
Flyouts in October–November.
Job offers in November–December.

The rationale: First, most respondents preferred videoconferencing over in-person interviews for the first-round interviews. Furthermore, in line with the recently updated Code of Ethics, the AMA requests that no interviews take place in hotel rooms as a strict policy; consistent with the theme that came from the survey. Second, moving these interviews later than the pre-pandemic norm gives candidates more time to prepare and employers more time to secure an open position. In particular, we recommend that interviews begin only after Labor Day. Third, videoconferencing provides greater flexibility than condensing interviews to a few days while also enhancing equity and inclusion as traveling to AMA for interviews is a barrier for some candidates. The below FAQ provides more details on these reasons.

The Academic Council recommends the last week of September and the first week of October as the preferred video conferencing interviewing period. It focuses on both the job candidates and recruiting schools to a clear and targeted time period. This leaves the rest of October and November for flyouts. Offers are expected to be made no earlier than mid-November through December.

The Academic Council also considered the issue of so-called “exploding offers,” in which students must make a decision within a very tight timeline. The conclusion was that a minimum of two weeks is the preferred norm to maximize fairness and reduce sub-optimal choices by job candidates. Therefore, we recommend that institutions avoid the exploding offer approach.

How about Summer AMA? We are planning several opportunities for candidates and employers to interact, using the current PhD Project and Doctoral SIG activities as catalysts. For this coming Summer AMA, in addition to excellent research content, there are several special programs already planned. These include the PhD Project Marketing Doctoral Student Association Conference, ten expert workshops, the TCR Impact Festival, the Marketing Meets Wallstreet preconference, opportunities for student/employer networking in-person and within the WHOVA app, and more.

Of course, this vision can’t materialize without your help. We invite you to communicate this proposal to your colleagues. By setting the norms for the job market, both candidates and employers can continue to enjoy the structure that respondents told us benefits all job market participants. The AMA has engaged with other marketing academic organizations, and ACR, ISMS, and SMA support our proposals. Please share with us any questions or feedback. We are encouraging hiring managers to indicate whether their institution will abide by these guidelines by filling out this survey (please click here to see schools that have already indicated their support). With your support, we can make this transition successful.

Thank you very much,

The Academic Council of the American Marketing Association

That is a key question we asked ourselves and the respondents. The answer was an overwhelming ‘Yes’ because “The market is too chaotic post-pandemic”

For students, coordination would provide cohesion and reduce the current stress that comes from uncertainty:

“Coordination makes a more efficient and equitable market. The job market is already hard enough on applicants.”
“It provides clarity on expectations, reducing stress for PhD students.”
“It provides Cohesion and timing. Not accepting an offer because you’re unsure about future offers/interviews. Not stressed about timing as it will be less likely that schools will have large deviations in hiring timelines and motivation.”
“Because the current system is horrible. Super stressful for candidates, schools force good candidates to reject good offers in hopes of getting a “better” one (which may not come).”

The survey was distributed via ELMAR, ISMS, and ACR and saw 206 respondents, of which 52% faculty. Pre-pandemic, most were interviewed at Summer AMA while videoconferencing interviews were most common during the pandemic. Reasons for dissatisfaction with traditional recruiting included:

“That the applicants present their job market paper 20+ times in 3 days is highly inefficient.”

“Too many awkward experiences given space, too much intermingling among schools”

“It is quite stressful and somewhat weird to be interviewed in someone’s hotel room.”

Among job market format options, the highest mean score was for “Zoom interviews to set stability in the market”

As to first-round interview timing, October was preferred over August, which was preferred over January.

As to the overall package ‘virtually in October’ was preferred over the traditional approach and over the virtual directory (no coordination). The majority of respondents wanted a joint statement by key academic marketing organizations about the job market.

AMA embarked on a business review and design sprint for the Academic Placement hiring event. The design sprint featured 12 academics to act as experts on the existing process and provide insight into future innovations. These individuals ranged from current students, recent graduates, and a variety of academics at differing stages of their careers, all at R1 universities.

Dhruv Grewal conducted four focus groups on behalf of the AMA Academic Council. These featured 16 individuals, half department chairs and half early-stage academics.

AMA also conducted a listening session in conjunction with the Doctoral SIG for doctoral students and faculty for 60 attendees.

Finally, AMA conducted separate meetings with concerned individuals and other associations, including ISMS and ACR.

The current proposal has been reviewed and discussed in depth by the AMA Support Center, as well as by leadership at the AMA Board, ISMS, ACR, EMAC, and SMA.

Monica Gerhardt is Director of the Academic Communities and Journals at AMA where she delivers community-driven events, supports volunteer leaders and Special Interest Groups, and continues to foster a “sense of home” for fellowship and camaraderie among marketing academics.

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Job Market Candidates

MIT Sloan produces top-notch PhDs in management. Immersed in MIT Sloan's distinctive culture, upcoming graduates are poised to innovate in management research and education. Here are the academic placements for our PhDs graduating in May and September 2024. Our 2024-2025 job market candidates will be posted in early June 2024.

Jenny Allen

Placement: NYU Stern Research Group: Marketing Previous Degrees: BA, Computer Science and Psychology, Yale University; S.M. Management Research, MIT Research Interests: Computational Social Science, Persuasion, Misinformation, Wisdom of Crowds Advisor: David G. Rand [email protected] Jenny's Website

Maya Bidanda

Placement: Bentley University Research Group: Finance Previous Degrees: B.A. Economics and Music, Smith College; S.M. Management Research, MIT Research Interests: Entrepreneurship, Labor and Finance Advisors: Antoinette Schoar, David Thesmar, Christopher Palmer, Lawrence Schmidt [email protected] Maya's Website

Tim de Silva

Placement: Stanford GSB Research Group: Finance Previous Degrees: B.A. Economics and Applied Mathematics, Claremont Mckenna College; S.M. Management Research, MIT Research Interests: Household Finance, Macro-Finance, Asset Pricing, Behavioral Economics, Public Finance Advisors: Jonathan Parker (co-chair), David Thesmar (co-chair), Taha Choukhmane, Larry Schmidt, Eric So Tim's Website

Raquel Kessinger

Placement: Boston College Research Group: Organization Studies Previous Degrees: M.S. Management Research, MIT; M.B.A., University of Pennsylvania; B.A. Political Science, Vanderbilt University Research Interests: Employee Voice, Social Movements and Organizations, Employee Activism, Relationships at Work, Organizational Culture, Organizational Change Advisors: Kate Kellogg, Erin Kelly, Mary-Hunter McDonnell [email protected] Raquel's Website

Placement: University of Notre Dame Research Group: Marketing Previous Degrees: B.A. Economics, Fudan University; M.S. Economics, Tsinghua University Research Interests: Quantitative Marketing Advisors: Duncan Simester, Juanjuan Zhang [email protected] Keyan's Website

James Mellody

Placement: Princeton University postdoc Research Group: Organization Studies Previous Degrees: B.A. East Asian Languages and Civilizations, University of Pennsylvania; S.M. Management Research, MIT Research Interests: Cultural Diversity in Organizations and Markets; Digital Platforms and the Attention Economy; Coordination in Knowledge Work Advisors: Ray Reagans, Susan Silbey, Ezra Zuckerman Sivan [email protected] James's Website

Arrow Minster

Placement: San Francisco State University Research Group: Institute for Work and Employment Research Previous Degrees: B.A. Economics, Cornell University; M.A. Economics, New School For Social Research; S.M. Management Research, MIT Research Interests: Employment relations, worker voice, intersectional inequalities, healthcare workforce, qualitative methods Advisors: Susan Silbey, Erin Kelly, Thomas Kochan [email protected]

Alex Moehring

Placement: Purdue University Research Group: Information Technology Previous Degrees: B.S. Business Administration and Economics, University of North Carolina at Chapel Hill; S.M. Management Research, MIT Research Interests: Digital Platforms, Social Media, Human-AI Collaboration Advisors: Catherine Tucker, Nikhil Agarwal, Dean Eckles [email protected] Alex's Website

Lindsey Raymond

Placement: Microsoft postdoc and then HBS Research Group: Technological Innovation, Entrepreneurship, and Strategic Management Previous Degrees: B.A. Economics, Yale University; S.M. Management Research, MIT Research Interests: Economics of innovation and personnel, strategy Advisors: Erik Brynjolfsson, Danielle Li, Sendhil Mullainathan, Scott Stern [email protected] Lindsey's Website

Gabriel Voelcker

Placement: Dartmouth College Research Group: Accounting Previous Degrees: B.A. Economics , UFRGS; M.S. Finance, Unisinos; S.M. Management Research, MIT Research Interests: Financial Disclosure, Capital Markets, Corporate Governance and their intersection with social welfare Advisors: Eric C. So, Rodrigo Verdi [email protected] Gabriel's Website

Placement: University of Pittsburgh Research Group: Marketing Previous Degrees: B.B.A, Accountancy, Shanghai Jiao Tong University; M.S. in Management Research, MIT Research Interests: Privacy, Fairness, Platforms, Search, Marketing Analytics Advisors: Catherine Tucker, Duncan Simester, Birger Wernerfelt [email protected] Yifei's Website

Placement: Columbia University Research Group: Organization Studies Previous Degrees: B.A. Neuroscience and Healthcare Management, Washington University; M.S. Business Analytics, Washington University; S.M. Management Research, MIT Research Interests: Organization and coordination of production work. Ethnographic methods. Advisors: Wanda Orlikowski (Chair), Kate Kellogg, Arvind Karunakaran, William Deringer [email protected] Alan's Website

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Students on the Job Market

All wharton doctoral students build their own research interests on a foundation of rigorous research. by pushing the boundaries of understanding, they not only become experts in their fields, but also translate their research into practice, addressing relevant issues in the real world..

Visit our career placement page for information on our graduates’ placements over the past 10 years.

Doctoral Students and Research Interests

Note: If you are interested in students from a particular program, please contact the departments directly for more information.

Applied Economics

Applied Economics PhD students on the job market are listed on the department website: Applied Economics PhD Job Market Candidates

Finance PhD students on the job market are listed on the department website: Finance PhD Job Market Candidates

Healthcare Management and Economics

Sarah Schutz

Links: Email ; School Website ; Personal Website
Research Interests: Applied Microeconomics, Industrial Organization, Health Economics, Innovation
Job Market Paper: “Mergers, Prices, and Innovation: Lessons from the Pharmaceutical Industry”
Faculty Advisor(s): Abby Alpert , Atul Gupta , Claudio Lucarelli

Ethics & Legal Studies

JACOB LEVITT

Links: Email ; Website ; Personal Website
Research Interests: Hierarchy and emotions at work, leadership and leader emotions, group and team dynamics
Job Market Paper: “Leader Emotional Accountability: A Framework for Managing the Impact of Leader Emotions in Organizations”
Faculty Advisor(s): Nancy Rothbard , Adam Grant

MINGYUNG KIM

Links: Email ; Website ; Personal Website
Research Interests: Marketing analytics, Statistical methods, Machine learning
Job Market Paper: “A Bayesian Dual-Network Clustering Approach for Selecting Data and Parameter Granularities”
Faculty Advisor(s): Eric T. Bradlow , Raghuram Iyengar
Research Interests: Information economics, digital economy, public policy
Job Market Paper: “Company Branding and Job Ads”
Faculty Advisor(s): Pinar Yildirim

Operations, Information and Decisions

CHRISTIAN KAPS

Research Interests: Renewable Energies, Energy Storage, Sustainable Operations
Job Market Paper: “Privately-Owned Battery Storage – Re-Shaping the Way We Do Electricity”
Faculty Advisor(s): Serguei Netessine , Simone Marinesi , Santiago Gallino
Research Interests: Consumer Behavior
Job Market Paper: “How Does Rating Specific Features of an Experience Alter Consumers’ Overall Evaluations of That Experience?”
Faculty Advisor(s): Joseph Simmons

Statistics & Data Science

EMILY DIANA

Research Interests: Algorithmic fairness, statistical learning, differential privacy
Job Market Paper: “Minimax Group Fairness: Algorithms and Experiments”
Faculty Advisor(s): Michael Kearns , Aaron Roth

For Wharton PhD students on the job market, please complete this form to be added to the Students on the Job Market page.

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Dissertation Areas and Joint PhD Programs
PhD Career Outcomes
PhD Proposals and Defenses

PhD Job Market Candidates

PhD Research Community
100 Years of Pioneering Research
Rising Scholars Conference
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Frequently Asked Questions

This page contains a list of the Stevens Doctoral Program's current job market candidates for the 2023-24 academic year.

For our Economics candidates, please email Malaina Brown , Eric Budish , and Matt Notowidigdo . For our Finance and Joint Program in Financial Economics candidates, please email Zhiguo He . Please contact Malaina Brown for all other job market candidates. You can find candidates by area: Accounting , Behavioral Science , Econometrics and Statistics , Economics , Finance , Joint Program in Financial Economics , Management Science and Operations Management , and Marketing .

We also invite you to review job market candidates at the University of Chicago’s Kenneth C. Griffin Department of Economics . You can find full details about current and past PhD student Career Outcomes here.

Roope Keloharju

Job Market Paper: Hidden Ownership: Money Laundering Enforcement and Its Impact on Tax Haven Firms' Ownership Disclosures Dissertation Chairs: Hans Christensen Research Interests: Financial crime, nonprofit sector, foreign investment disclosure Roope's Website Roope's Email Roope's CV

Maria Khrakovsky

Job Market Paper: Disrupting Consistency in Accounting Dissertation Chair: Philip Berger Research Interests: Regulation, accounting standards, incentives and contracting, disclosure Email Maria Maria's Website Maria's CV

Fabian Nagel

Job Market Paper: Consumer Bankruptcy Audits Dissertation Chair: Christian Leuz Research Interests: Banking, Auditing, Consumer Credit Email Fabian Fabian's Website Fabian's CV

Hristiana Vidinova

Job Market Paper: Forward-Looking Loan Loss Provisioning Under Imperfect Forecasts Dissertation Chairs: Haresh Sapra Research Interests: Accounting Theory, Banking, Behavioral Studies, CSR Hristiana's Email Hristiana's Website Hristiana's Linkedin Hristiana's CV

Behavioral Science

Check back next year for candidates in Behavioral Science.

Econometrics and Statistics

Shuo-chieh huang.

Job Market Paper: Model Selection for Unit-root Time Series with Many Predictors Dissertation Chair: Ruey S. Tsay Research Interests: Distributed learning, Time series analysis, Optimal transport, Econometrics Email Shuo-Chieh Shuo-Chieh's Website Shuo-Chieh's CV

Olivia Bordeu

Job Market Paper: Commuting Infrastructure in Fragmented Cities Dissertation Chairs : Erik Hurst and Esteban Rossi-Hansberg Research Interests: Trade, Spatial Economics, Urban Economics, Public Finance Email Olivia Olivia's Website Olivia's Linkedin Olivia's CV

William Cockriel

Job Market Paper: Machines Eating Men: Shoemakers and their Children After the McKay Stitcher Dissertation Chairs: Richard Hornbeck Research Interests: Economic History, Labor Economics Email William William's Website William's CV

Benedict Guttman-Kenney

Job Market Paper: Unraveling Information Sharing in Consumer Credit Markets Dissertation Chairs: Matthew Notowidigdo and Neale Mahoney Research Interests: Household Finance, Behavioral Email Benedict Benedict's Website Benedict's CV

Pauline Mourot

Job Market Paper: Sorting and Complementarities in Healthcare: Hospitals and Surgeons Dissertation Chairs: Neale Mahoney (co-chair), Joshua D. Gottlieb (co-chair) Research Interests: Health Economics, Labor Economics, Industrial Organization, Organizational Economics, and Public Economics Email Pauline Pauline's Website Pauline's Linkedin Pauline's CV

Lillian Rusk

Job Market Paper: The Origins of Parenting Dissertation Chair: Magne Mogstad and Matthew Notowidigdo Research Interests: Applied microeconomics, labor economics Lillian's Email Lillian's Website Lillian's Linkedin Lillian's CV

Christoph Schlom

Job Market Paper: Price Distribution Regulation Dissertation Chairs: Phil Reny Research Interests: Economic Theory, Industrial Organization Christoph's Email Christoph's Website Christoph's CV

Karthik Srinivasan

Job Market Paper: Paying Attention Dissertation Chairs: Alexander Frankel and Devin Pope Research Interests: Applied Microeconomics, Behavioral Economics, Labor Economics Karthik's Email Karthik's Website Karthik's CV

Young Soo Jang

Job Market Paper : Are Direct Lenders More Like Banks or Arm’s-Length Investors? Evidence from Loan Agreements and COVID-Related Distress Dissertation Chairs: Steven Kaplan and Amir Sufi Research Interests: Corporate Finance, Entrepreneurial Finance Email Young-Soo Young-Soo's Website Young-Soo's Linkedin Young-Soo's CV

Joint Program in Financial Economics

Job Market Paper: Flighty Capital Flows and the Making of Risky Currency Dissertation Chairs: Ralph Koijen and Greg Kaplan Research Interests: Asset pricing and international macro finance Email Zhiyu Zhiyu's Website Zhiyu's CV

Sangmin (Simon) Oh

Job Market Paper: Social Inflation Dissertation Chair: Ralph Koijen Research Interests: Asset pricing, Insurance, Household Finance, Macroeconomics Email Simon Simon's Website Simon's CV

Michael Varley

Job Market Paper: Contractual Lock-in: Prepayment Penalties and Mobility Dissertation Chairs: Amir Sufi Research Interests: Real Estate, Banking, Household Finance, Corporate Finance Email Michael Michael's Website Michael's CV

Jingtao Zheng

Job Market Paper: Dividend Flows and the Foreign Exchange Rate Dissertation Chairs: Raghuram Rajan and Wenxin Du Research Interests: International finance, asset pricing, commercial real estate, FinTech. Email Jingtao Jingtao's Website Jingtao's Linkedin Jingtao's CV

Management Science and Operations Management

Job Market Paper: Stochastic Modeling and Control in Ridesharing and Online Systems Dissertation Committee Members: Baris Ata, Rene Caldentey, Amy Ward, Yuan Zhong, and Yuwei Zhou Research Interests: Stochastic Modeling and Control; Operations/Supply Chain Management; Online Content Moderation; Machine Learning Email Amir Amir's Website Amir's Linkedin Amir's CV

Gulin Tuzcuoglu

Job Market Paper: Studying the Effect of Team Familiarity in Surgical Teams Dissertation Chairs: Dan Adelman Research Interests: Machine Learning, Data Science, Causal Inference, Operations Research, Forecasting Email Gulin Gulin's Website Gulin's Linkedin Gulin's CV

Shweta Desiraju

Job Market Paper: Reason defaults: Presenting defaults with reasons for choosing each option helps decision makers with minority interests Dissertation Chairs: Berkeley Dietvorst & Oleg Urminsky Research Interests: Consumer Well-Being, Defaults, Change over Time, Savings Email Shweta

Minkwang Jang

Job Market Paper: Consumer Time Preferences from Goal-Management Perspective Dissertation Chair: Oleg Urminsky Research Interests: Consumer Decisions over Time, Intertemporal Choice, Social Inferences in the Marketplace, Judgment and Decision Making Minkwang's Website Minkwang's CV Email Minkwang

Daniel Katz

Job Market Paper: How Product Reviews Impact Consumers’ Judgments, Emotions, and Purchase Behaviors Dissertation Chairs: Daniel Bartels & Abigail Sussman Research Interests: Financial Decision Making, Consumer Behavior, Text Analysis Danny's LinkedIn Danny's CV Email Danny

Job Market Paper: Who Brings Home the Bacon? How Individuals Living in the Same Household Shop Dissertation Chair: Pradeep Chintagunta Research Interests: Quantitative Marketing, Empirical IO, Shopping Behavior, Family Economics Email Yuxiao

Walter Zhang

Job Market Paper: Optimal Comprehensible Targeting Dissertation Chair: Sanjog Misra Research Interests: Quantitative Marketing, Personalization, Machine Learning, Econometric Methods Walter's Website Walter's CV Email Walter

Let your curiosity lead the way:

Apply Today

Arts & Sciences
Graduate Studies in A&S

The Job Market:

Recent PhD’s on Postdocs vs. Tenure-Track Jobs

As in many academic fields, anthropologists emerging from a PhD program often pursue both tenure-track teaching and postdoctoral research positions. What follows is a conversation with four recent Washington University PhD’s in sociocultural anthropology who took both postdocs and tenure track jobs, and all of whom also had to navigate simultaneous offers of both types of position. Their experiences and perspectives will be of interest to those in (or entering) a doctoral program.

Alison Heller , PhD 2015 (“Interrogating the Superlative Sufferer: Experiencing Obstetric Fistula and Treatment Seeking in Niger”). Currently Asst Prof., Univ of Maryland (since the publication of this page Alison Heller, PhD has taken a position with Facebook as a User Experience Researcher).
Andrew Flachs , PhD 2016 (“Cultivating Knowledge: The Production and Adaptation of Knowledge on Organic and GM Cotton Farms in Telangana, India”). Currently Asst. Prof., Purdue Univ.
Elyse Singer , PhD 2017 (“Regulating Reproduction: Abortion Reform and Reproductive Governance in Mexico”). Currently Asst. Prof., Univ. of Oklahoma.
Adrienne Strong , PhD 2017 (“The Maternity Ward as Mirror: Maternal Death, Biobureaucracy, and Institutional Care in the Tanzanian Health Sector”). Currently Asst. Prof., Univ. of Florida.

What was your experience entering the job market?

ADRIENNE: I applied for both postdocs and TT jobs while I was ABD. I liked the idea of a postdoc better than jumping straight into a TT job because of the time to write and, in my case, the opportunity to do new fieldwork. That year on the job market, I did not get any interviews but did receive the NSF SBE Postdoc Research Fellowship . The major draw of that particular postdoc was the time and funding to do new research, which, I was thinking, would set me up to be more competitive for the TT job market the next time around. It also allows you to design your own program and collaborate with any institution. I wrote the grant to work with the Averting Maternal Death and Disability group at Columbia University’s Mailman School of Public Health.

ANDREW: I had finished writing my dissertation and was on the job market before I had defended. I had campus interviews at Univ. of Arizona (Anthropology and Food Studies), Appalachian State (Sustainable Development) and Monmouth (Anthropology). Ultimately these positions were offered to other people or the searches couldn't come to a consensus. Meanwhile, I was offered was offered a postdoc through the Washington University Volkswagen Exchange Fellowship, which provides funding for a one-year fellowship at a university in Germany. I took the postdoc. At the time I was disappointed but I've come to see it as a lucky break. I had an incredible year in Heidelberg and then was fortunate enough to have a choice between postdocs and faculty positions the next year.

ALI: I received my Ph.D. in the fall of 2015. I was not offered an academic position that fall but I took a job with World Learning’s International Honors Program (IHP). As a traveling faculty, I led college students in an experiential, comparative medical anthropology and global health program across four continents. During this year of immersive teaching, I applied for tenure-track jobs as well as fellowships. I was invited for five campus visits, accepted three, and was offered three tenure-track jobs in anthropology, including the one at the University of Maryland. At the same time, I was also offered the year-long Campbell Fellowship for Transformative Research on Women in the Developing World at the School for Advanced Research in Santa Fe.

ELYSE: I went on the job market ABD in year 6 of the PhD program. I was offered a tenure-track position in anthropology at the University of Oklahoma and also two postdocs: Postdoctoral Research Associate at Brown University’s Population Studies and Training Center, and a Volkswagen Postdoctoral Fellowship in Berlin.

How did you handle the choice between a TT job and a postdoc?

ELYSE: Choosing between the postdoc and the Oklahoma position was difficult and I spent a lot of time talking with my mentors. As good as the tenure-track position would be, a year to focus entirely on my own work at Brown would obviously be invaluable. In the end I did not have to choose because Oklahoma allowed me to accept the position but defer to take to postdoc first.

ANDREW: I had to choose in my second year out of grad school. During my postdoc in Germany I applied for both postdocs and tenure-track positions, coming back to the States for 4 campus interviews. In the end I was offered 2 other postdocs and 3 tenure-track positions, and as much as I had enjoyed the post-doc in Germany, I was very happy to accept my current position at Purdue.

ADRIENNE: I decided to go back on the job market in the first year of my postdoc, thinking that it would at least be useful practice. But I could be selective in my applications because I still had another year of the postdoc. I got four campus interviews and two offers. The first was at a small university that did not have an anthropology department and was also in a very small town, which seemed a poor fit for my goals and personal life. The position offered at the University of Florida was a great fit – a large university with a good graduate program in a desirable location, and an amazing Center for African Studies. I was hoping to negotiate a later start date in order to complete my postdoc but the university administration would not agree to this. However, I did negotiate more research money, to replace my lost NSF grant funds, and a research leave for Fall semester so I could finish the fieldwork I started.

ALI: During my year with SIT I applied for tenure track jobs as well as fellowships. I was invited for five campus visits, accepted three, and was offered three tenure-track jobs including Univ. of Maryland. At the same time, I was also offered the year-long Campbell Fellowship for Transformative Research on Women in the Developing World at the School for Advanced Research in Santa Fe . I accepted the job as an Assistant Professor in anthropology at Maryland but was able to negotiate with my new Chair to defer my start date by a year, so I could spend the year in Santa Fe.

How did your postdoc work out for you?

ANDREW: In the postdoc I partnered with anthropologist Daniel Münster at Heidelberg University, whom I had met at a conference while conducting dissertation fieldwork. The postdoc year allowed me to finish articles that I was working on and to start new projects, make major progress on a book, become part of a new academic community in Europe, and organize a conference (papers from which are appearing now in Journal of Political Ecology), pursue new leads from my projects in India, and start a new project Eastern Europe.

ALI: Having a year to write before beginning my tenure-track position was invaluable. In the year I spent at SAR, I had the time and space to read, think, and write—time that I was hard pressed to carve out once I began my tenure-track job. This time without teaching, service, or departmental responsibilities allowed me to line up manuscripts and begin strategizing about publication timelines for my eventual tenure review. By the time I began at UMD, I already had a full book manuscript and a contract along with a few articles out for review, which significantly reduced the stress of the tenure clock that might otherwise have felt oppressive. My book, Fistula Politics: Birthing Injuries and the Quest for Continence in Niger , was published in October 2018.

ADRIENNE: The NSF postdoc gave me time to get some writing done but, in particular, this postdoc also gave me a chance to collaborate with public health people who were also working in Tanzania on maternal health. This was a great opportunity for some interdisciplinary collaboration and potentially an avenue for some of my research to feed into public health program planning in Tanzania. This was also an NSF grant on which I was the PI, which may make me more competitive for future NSF funding. Overall, I think, even if I had been offered a TT position the first year on the market, I probably would have still opted for this postdoc in order to have the chance to conduct another full 11 months of fieldwork on a new project without the tenure clock ticking or other responsibilities.

ELYSE: My postdoc worked out great. I joined a project directed by Matthew Gutmann and am now a paid consultant on the project here at University of Oklahoma. I had ample time to write, think, and rest. It was truly a luxury.

Any other thoughts about post-docs?

ELYSE: I would recommend that current PhD students apply for all postdocs that match their qualifications and don't entail an unreasonable amount of work for money (I chose not to apply for the postdocs that require a themed essay on topics not directly related to my research, or that charged for the application). I’d also say that while a postdoc year is a very privileged position, it can also be oddly disruptive to bounce around from position to position without a sense of stability.

ANDREW: My postdoc not only allowed me to catch my breath at the end of my PhD, but made me much better prepared for the job market. There's no chance that I would have been as successful in going after my current job without this year to rethink and plan. All of this ultimately set up for my first year as a faculty member at Purdue University, because I was already moving along with publications and grants and I had time to begin prepping classes at the end of my postdoc. There was a big adjustment from this very flexible schedule where I was focusing completely on my own work to the more rigid schedule of an academic department, but at least I could hit the ground running with research and teaching as I learned how to navigate a new university, advise students, and contribute to departmental committees. Academia has turned out to be a great job for me, but it can be an all-consuming profession. One benefit of the postdoc, especially one based in Europe, was learning to treat academic life as a job (when possible), and learning how to leave work at the office so that I could come home. Obviously, postdocs don't offer the same job security as a tenure-track position and I enjoyed my opportunity much more after I accepted my job offer in the spring. Still, I'd recommend the opportunity unequivocally. Now that I've been on the other side of a job search, it makes a huge difference when someone can articulate how and where their career is going.

ADRIENNE: In addition to being able to do the fieldwork, I think the extra time from the postdoc allowed me to get some perspective on my projects, research trajectory, and theoretical contributions. I’ve submitted some articles, as well as my book prospectus. The experience working with public health people offered by the postdoc was informative, but definitively convinced me I would rather have a TT job in an anthropology department than try to work with public health people, which had been an option I'd been considering while still in grad school. Being able to test out this type of collaboration before jumping into as a longer-term job was extremely valuable.

ALI: In some ways, I did not fully appreciate my post-doc year until it was over. I was anxious that year about starting my TT job, and also craving the stability that moving to a place and setting down roots would afford me. But after a few months in my TT job, it was clear how useful my post-doc had been, how lucky I was to have been given the space and time to write without pressure. I was in a much better position to succeed because of that year of relative unconstraint.

Secrets of the Academic Job Market from Successful Applicants

Want the insider scoop on what to expect and how to prepare for the faculty job market? A panel of UMass graduate students and postdocs will share their surprises, frustrations, and successes from their time on the academic job market this past year.

OPD events are open to current UMass graduate students and postdocs. Register here!

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Academic Toxic Positivity, 300% Postdoc Salary, & the World of UXR w/ Ashley Ruba, PhD Grad School Sucks

Self-Improvement

Ashley Ruba, PhD is a formerly NIH-funded Research Fellow who now has a career in User Experience Research at Meta Reality Labs. Ashley joins the podcast to talk about how toxic positivity in conversations about the academic job market is ultimately unhelpful, how she landed a UXR job making over three times her postdoc salary, and why grad students (particularly in the social sciences) should consider UXR as a potential career option. This is a great episode for folks who need to hear the inside story of just how competitive the academic job market is and for anyone who is interested in the UXR space. Follow Ashley on LinkedIn: https://www.linkedin.com/in/ashleyruba/ Follow Ashley on Twitter: https://twitter.com/ashleyruba *** Ready to go industry? Get started by downloading the PhD Going Industry six-week checklist: https://www.phdgoingindustry.com/sixweekchecklist

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‘It Feels Like I Am Screaming Into the Void With Each Application’

By Peter Coy

Opinion Writer

When I asked new college graduates last month to tell me about their job searches, I got back a ton of heartache. Unanswered applications. Lowered expectations. For some, a sense that college was a waste of time and money.

John York wrote that he was about to earn a master’s degree in mathematics from New York University. “I have submitted close to 400 applications. I have heard back from less than 40, all rejections,” he wrote. “I essentially cannot get any job, because there are no entry-level positions anywhere at all.” He has a patent, he passed the first-level exam for Chartered Financial Analysts and he’s getting his Series 3 license, another financial credential. Nevertheless, he wrote, “It is just so silent, it feels like I am screaming into the void with each application I am filling out.”

Mauricio Naranjo, who is seeking work as a graphic designer, wrote, “Over the past year, I have submitted more than 400 applications and consistently receive a response that appears to be A.I.-generated, stating that unfortunately, they have moved forward with another candidate who better fits their expectations. This is the exact phrasing every time. Very few respond, as most do not reply at all.”

“Exhausting. Utterly demoralizing,” wrote Beth Donnelly, who is graduating this month with a major in linguistics and minors in German and teaching English as a second language. “I’ve been searching since early August for full-time, part-time or internship positions after I graduate. I’ve started putting my ‘desired salary’ at $35,000 in hope that just one person will think, ‘Oh, I won’t have to pay this person a large wage, so they get a leg up in the hiring process.’”

I got some positive responses, too. Lucinda Warnke, who landed a job in journalism as a general assignment reporter, wrote: “I am optimistic and excited! I feel confident in my career trajectory and my ability to build a stable, satisfying career. The job I got out of school comes with a livable wage and benefits, so I can build savings in the event that I am laid off or have some other financially demanding emergency. I feel like I made a good investment in my education because I went to a school that was affordable and studied subjects that balanced my interests with my professional needs.”

A majority of responses were grim, though. That’s not too surprising, given that half of college graduates are underemployed a year after graduation, meaning that they are working in jobs that don’t require the degrees they earned, as I wrote in my April 29 newsletter.

There’s clearly something wrong when young graduates can’t find jobs at the same time that employers complain of not being able to find qualified workers. As of March, there were still fewer unemployed people than job openings, according to the Bureau of Labor Statistics. In April the unemployment rate remained below average at 3.9 percent.

The responses I got aren’t a representative sample of all college graduates. It’s possible that unhappy people were more likely to write in. (I had to leave out some of the angriest and most dejected people because they didn’t want their names to appear.) Separately, my informal impression is that the people who wrote — happy or sad — were more likely to have attended a highly ranked school and to have graduated without student loans than the general student population.

Many students wrote that the jobs they were seeking or secured didn’t draw on what they learned in the classroom. “I will be using the skills I picked up in my data science minor, but nothing from my major (international relations),” Rain Orsi, a 2024 graduate, wrote. “A lot of the educational stuff could’ve been condensed to a 20-page PDF and I probably would be at the same knowledge level,” another student wrote. Jackeline Arcara wrote that if she had it to do over again, “I wouldn’t go to a four-year, fancy-pants school. I would take classes at a local college part-time and see where that takes me.”

Some students said that classroom learning was only part of what made college worthwhile to them. “College gives you four years to grow up — I have the maturity now to handle a full-time job. Before college, not so much,” wrote Caroline Lidz, who got a job in public relations after graduating in December with a degree in media studies and communications and a minor in art history.

Several said internships matter, a lot. “I wish I interned for a company outside of the school instead of being a research/lab assistant,” wrote Roger Vitek, who is graduating in June with a degree in product design and is still job hunting.

Economists have found that what you study in college is at least as important as where you study. As I wrote in my April 29 piece, there’s relatively strong demand for computer science, engineering, mathematics and math-intensive business fields such as finance and accounting.

But as I found out from the people who wrote in, that’s not always the case. Robert Vermeulen, a computer science major, wrote, “Out of the ~155 applications I haven’t had a reference on, I have gotten zero interviews.” Morgan Steckler wrote that he is looking for a software engineering or I.T. administration role paying at least $70,000 a year, but has had no luck so far. He said he’s thinking of bartending while continuing to send out applications. On the positive side, there are people like Warnke, who got a job as a reporter — not exactly a fast-growing profession.

As I read students’ responses, I had to remind myself that this is actually a relatively good year for finding a job. To a lot of members of the class of ’24, it doesn’t feel that way. Julia Brukx, who is graduating with a degree in history and art history, wrote, “I think I hit a new low just this morning when asked to write a cover letter for a retail position.”

Donnelly, the woman who described her job search as demoralizing, wrote: “I was told that if I was involved, active, kind, ready to learn, driven and intelligent, I would end up with a job out of college. This is evidently not true, and few older people seem to understand this.” She added, “I don’t have a backup plan besides working in the service industry.”

Elsewhere: Caps, Not Bans, for Short-Term Rentals

New York City’s Local Law 18, which was passed with the support of the hotel industry, tightens the rules on renting out rooms for less than 30 days. Supporters say renting rooms to tourists raises rents for New Yorkers. But an article published in Harvard Business Review by three scholars — one of whom used to work for Airbnb — calculates that Airbnb caused only about 1 percent of the aggregate increase in rents over the past decade or so. Hosts, guests and the businesses that serve them benefit. To keep certain neighborhoods from being overwhelmed by tourists, the authors recommend caps on how many nights per year a place may be rented out.

Quote of the Day

“The hedonistic conception of man is that of a lightning calculator of pleasures and pains who oscillates like a homogeneous globule of desire of happiness under the impulse of stimuli that shift him about the area, but leave him intact. He has neither antecedent nor consequent.”

— Thorstein Veblen, “Why Is Economics Not an Evolutionary Science?” (1898)

Peter Coy is a writer for the Opinion section of The Times, covering economics and business. Email him at [email protected] . @ petercoy

PhD student position. Sustainable nutrient management in food systems

Job information, offer description, department of energy and technology.

At the Department of Energy and Technology, research and education are conducted focusing on how agriculture can contribute to a sustainable society. We have extensive expertise in technology and systems for sustainable production of food and bioenergy. Within the field of methodology, we have extensive competence in System Analysis including Environmental Systems Analysis and LCA, as well as Biometrics.

Read more about our benefits and what it is like to work at SLU at https://www.slu.se/en/about-slu/work-at-slu/

Sustainable nutrient management in food systems

Research subject: technology , description:.

A key challenge for future food systems is the sustainable management of nutrients such as nitrogen and phosphorus, which are drivers of agricultural productivity but also cause a range of environmental and health impacts. Take the chance to join us as PhD student doing research on this important topic!

The aim of this PhD thesis is to generate new knowledge about sustainable supply and management of nutrients in agriculture and food systems, with a particular focus on nitrogen and climate impacts. The research will be quantitative and based on multiple data sources including field experiments and agricultural statistics. The PhD student will use and develop biophysical models of nutrient flows in agri-food systems, from farm to fork, to assess how different solutions for sustainable nutrient management affect productivity and environmental impacts including eutrophication, air pollution, and climate change. Examples of such solutions include technology and improved agricultural management as well as deeper food-system changes such as crop diversification and dietary shifts. Solutions will be quantitatively assessed using methods from LCA and food systems research. The work will build on the extensive knowledge and model structure developed within phase 1 of the research programme Mistra Food Futures ( https://mistrafoodfutures.se ) and will include collaboration with various researchers and external organizations in the food system.

The PhD position is part of the research programme Mistra Food Futures, the largest research programme on sustainable and resilient food systems in Sweden. The programme’s vision is to be an established science-based knowledge platform, which actively works to encourage a transformation of the Swedish food system, taking a global perspective, into one that is economically, environmentally and socially sustainable, resilient and that delivers healthy diets. The programme is a collaboration between the Swedish University of Agricultural Sciences, Stockholm Resilience Centre at Stockholm University, Research Institutes of Sweden (RISE), the Beijer Institute of Ecological Economics at the Royal Swedish Academy of Sciences, together with other universities and partners from the Swedish food value chain, authorities and regions. As one of more than 10 PhD students in Mistra Food Futures, you will be an active member in the Mistra Food Futures' Academy, an inter- and transdisciplinary academy aimed at training the next generation of food system researchers.

Qualifications:

You have a background in natural science or engineering. Documented knowledge in one or more of the following is valuable for the work and meritorious for the position: crop or livestock sciences, agronomy, soil science, ecology, biogeochemistry, environmental science, LCA, food science, modeling and simulation, statistics, or machine learning. You will be able to complement your previous knowledge within the doctoral programme if you lack experience in some of the mentioned areas. Good knowledge of English is required. We attach great importance to personal qualities, soft skills, and intellectual curiosity.

Place of work:

Forms for funding or employment:.

Employment as a PhD for 4 years.

Starting date:

According to agreement.

Application:

Click the “Apply” button to submit your application. The deadline is 2024-06-10.

To qualify for third-cycle (Doctoral) courses and study programmes, you must have a second-cycle (Master’s) qualification. Alternatively, you must have conducted a minimum of four years of full-time study, of which a minimum of one year at second-cycle level.

Applicants will be selected based on their written application and CV, degree project, copies of their degree certificate and transcript of records from previous first and second-cycle studies at a university or higher education institution, two personal references, and knowledge of English. More information about the English language requirements can be found here: www.slu.se/en/education/programmes-courses/doctoral-studies/new-doctoral-students/english-language-requirements/

Please note that applicants invited to interview must submit attested copies of their degree certificate, or equivalent, a transcript of records from previous first and second-cycle studies at a university or higher education institution. Applicants who are not Swedish citizens need to submit an attested copy of their passport’s information page containing their photograph and personal details.

Read about the PhD education at SLU at www.slu.se/en/education/programmes-courses/doctoral-studies/

Academic union representatives:

https://internt.slu.se/en/my-employment/employee-associations/kontaktpersoner-vid-rekrytering/

The Swedish University of Agricultural Sciences (SLU) has a key role in the development for sustainable life, based on science and education. Through our focus on the interaction between humans, animals and ecosystems and the responsible use of natural resources, we contribute to sustainable societal development and good living conditions on our planet. Our main campuses are located in Alnarp, Umeå and Uppsala, however, the university also operates at research stations, experimental forests and teaching sites throughout Sweden.

SLU has around 3,000 employees, 5,000 students and doctoral students and a turnover of over SEK 3 billion. We are investing in attractive environments on all of our campuses. We strive to provide a work environment characterised by inclusivity and gender equality, where different experiences generate conversations between people and pave the way for science, creativity and development. Therefore, we welcome applications from people with diverse backgrounds and perspectives.

Requirements

Additional information, work location(s), where to apply.

International edition
Australia edition
Europe edition

Students pictured from behind while sitting in a lecture at university

No evidence foreign students are abusing UK graduate visas, review finds

Migration Advisory Committee says the risks are low, despite Tory claims the route is being exploited

There is no evidence of widespread abuse of the UK’s graduate visa route, the government’s immigration advisers have concluded, despite repeated claims from senior Conservatives that it is being exploited to enter the jobs market.

The Migration Advisory Committee (MAC) said the graduate visa entitlement – allowing international students to work for two or three years after graduating – should remain in place. Members said the risks of abuse were relatively low and were “not undermining” the integrity and quality of the higher education system.

The report’s release has stoked an internal Conservative party row over net migration, with senior rightwing MPs describing it as a “whitewash”.

Robert Jenrick, a former immigration minister, wrote that the committee’s inquiries were tightly controlled by the commission from James Cleverly , the home secretary.

“The MAC’s conclusions have clearly been constrained by the narrow terms of reference deliberately set by the government. If you order white paint, you get a whitewash,” he wrote on X, formerly Twitter.

Neil O’Brien, a Tory MP who is an ally of Jenrick, described the report as a “whitewash” on Substack: “We are pursuing an arbitrary target, and the expansion of universities for their own sake.”

Another Conservative MP said backbenchers were “piling pressure” on Rishi Sunak to ignore the committee’s conclusions.

The government has so far declined to say whether it will accept the MAC recommendations. A source close to the home secretary said he would read the review thoroughly and listen to Prof Brian Bell, the committee’s chair, carefully before he makes any decision. They were due to meet on Tuesday afternoon.

The committee’s decision was greeted with relief by university vice-chancellors, who have warned that abolishing the graduate visa would spell financial turmoil for the sector. But higher education leaders said they still feared No 10 could cherrypick elements of the report to justify a further crackdown.

University leaders had been told to expect the government’s response in the middle of next week, alongside the publication of the ONS’s net migration figures. But the MAC report in favour of retaining graduate visas may have scuppered plans by ministers to use it as the centrepiece of a fresh crackdown.

Cleverly commissioned the review amid a growing clamour in Tory circles that graduate visas were being abused to gain access to employment.

Last week, Jenrick published a report with the Centre for Policy Studies thinktank that called for the graduate visa to be abolished, claiming it “allowed people to come and work in the gig economy and on very low wages”.

In a forthright response, Bell said: “Our review recommends the graduate route should remain as it is, and is not undermining the quality and integrity of the UK’s higher education system.

“The graduate route is a key part of the offer that we make to international students to come and study in the UK. The fees that these students pay helps universities to cover the losses they make in teaching British students and doing research. Without those students, many universities would need to shrink and less research would be done.”

The committee said:

There is no evidence of widespread abuse specifically for the graduate route. The risks of abuse are relatively low due to the limited number of conditions the route imposes.

There is concern about potential exploitation of both student and graduate visa holders due to poor practices by certain agents who recruit students on to courses and may be mis-selling UK higher education, but this is a separate issue from abuse of the rules of the graduate route.

114,000 graduate route visas were granted for main applicants in 2023 with a further 30,000 granted for dependants.

The use of the graduate route is concentrated among four nationalities: the top four – India, Nigeria, China and Pakistan – account for 70% of all graduate visas with India accounting for more than 40%.

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Most of those on the graduate route completed postgraduate taught courses.

Graduate visa holders are initially “overrepresented in lower-paid work” but their outcomes improve over time, the report said.

The MAC review was unable to assess the risk of overstaying due to a lack of Home Office data.

Alex Proudfoot, the chief executive of the representative body Independent Higher Education , said: “We urge the government to swiftly confirm they will follow their experts’ recommendation that the graduate visa be retained in its current form, and commit afresh to working with the education sector to maximise the benefits that international students bring.”

Tim Bradshaw, the chief executive of the Russell Group of leading research universities, said: “The overall message from the MAC is that the graduate route is achieving its objectives as set out by the government. We would therefore urge ministers to end the uncertainty and confirm as soon as possible that the route will continue in its entirety.”

In February, Universities UK (UUK) said it would review international student admissions processes after the allegations of “bad practice” by agents recruiting overseas students.

The MAC has recommended the government should establish a mandatory registration system for international recruitment agents, and universities should be required to publish data on their use of agents to “help protect the integrity” of the UK higher education system.

The review was launched in March after Cleverly instructed the committee, which gives independent advice to the government, to investigate “any evidence of abuse” of the graduate route, “including the route not being fit for purpose”, and to look at which universities were producing graduates who used the route.

Vivienne Stern, the chief executive of UUK, said: “The MAC’s recommendation that the graduate route should remain on its current terms is extremely important and welcome.

“The uncertainty caused by the decision to review the visa has been toxic,” she said. “We hope and expect that government now listens to the advice they have been given and provides categorical reassurance that the graduate visa is here to stay.”

A government spokesperson said: “We are committed to attracting the best and brightest to study at our world-class universities, whilst preventing abuse of our immigration system, which is why the home secretary commissioned an independent review of the graduate route.

“We have already taken decisive action to address unsustainable levels of migration and our plans are working, with a 24% drop in visa applications across key routes in the first three months of this year, compared with the same period last year.

“We are considering the review’s findings very closely and we will respond fully in due course.”

International students
Immigration and asylum
Universities
Higher education
James Cleverly

University Graduate Field Supervisor 2024-2025

Dallas, Texas, United States

Title: University Graduate Field Supervisor 2024-2025

Employee Classification:

Campus: University of North Texas - Dallas

Division: DAL-Academic Aff & Stdnt Success

SubDivision-Department: DAL-School of Education

Department: DAL-Teacher Education & Admin-518200

Job Location: Dallas

Salary: Commensurate with experience

Retirement Eligibility: Not Retirement Eligible

About Us - Values Overview:

Department Summary

The University of North Texas at Dallas invites applications for the position of Graduate Field Supervisor in the Teacher Education and Administration Graduate Schools. Graduate Field Supervisor goals are to prepare highly effective aspiring administrators, provide hands-on support and development that result in student achievement gains and foster positive school-university relationships. UNT Dallas – the first four-year public institution of higher education in the city – seeks an individual who will help shape the character of a 21st century, teaching-focused university. Candidates should be able to express enthusiastic support for the mission of the university to transform the lives of students, families and communities by providing high-quality, student-focused education in preparation for tomorrow’s careers, and its vision to create the place of choice where students are inspired to learn, faculty are inspired to teach and the community is inspired to support. For more information about the university, go to: http://untdallas.edu/

Position Overview

Responsibilities of the position include, but are not limited to: • Regular communication with administrators of aspiring Principal Candidates, and program faculty. • Supervise aspiring Principal Candidates in a internship/residency placement. • Conducts a minimum of 3 formal observations for the semester. Conducts a pre-and post-conference with each aspiring Principal Candidate for each formal observation. • Scores and discusses evaluative rubric. • Places aspiring Administrator Candidate on a Professional Improvement Plan, when warranted. • Ensure recording, uploading (within 24-hours of PA) and accurate labeling of performance assessments into Panopto. • Analyze, interpret, and apply data findings to improve candidate’s instructional competency. • Possess keen understanding of observation and effective feedback that enhances student academic performance. • Follow all rules and guidelines established by the district for acceptable Professional conduct and Dress. • Establish and maintain mutual respect, trust, communication, and confidentiality with candidates and the campus/ district personnel. • Maintain a frequent, recurring presence in the school sites. • Collaborate with district and school administrators to select high-quality mentor administrators. • Analyze, interpret and respond to mentor surveys of candidate’s performance. • Conduct mentor trainings with the support of local professional development facilitator. • Facilitate Governance Meetings with district stakeholders to create & foster a positive relationship with district and school site staff. • Participate in recruitment of new candidates. • Attend and participate in coordinator training and ongoing professional development meetings.

Minimum Qualifications

The successful candidate will possess the following required qualifications: • Master’s Degree in education-related field • Two or more years of principal or assistant principal experience • Minimum of three years of PK-12 teaching experience and a track-record of achieving student success in a public school or charter school setting • Current Principal Certification K-12 • Effective written and oral communication skills • Proficient with a variety of technology and computer hardware and software • Experience in instructional leadership, coaching aspiring principals, and facilitation of professional development • Experience in data analysis to create an action plan • Exceptional ability to organize, plan, and execute project tasks independently • Ability to develop and sustain school/community/university partnerships • Adherence to the TEA Code of Ethics

Knowledge, Skills and Abilities

Preferred Qualifications

The preferred candidate will possess the following additional qualifications: • Fully bilingual in English and Spanish • Current Principal Certification K-12 • Certified evaluator in T-TESS

Required License/Registration/Certifications

Current Principal Certification k-12 in area of supervision.

Job Duties:

See Position Overview

Work Schedule:

As required to meet the academic schedule of elementary, middle and high schools

Driving University Vehicle:

Security Sensitive:

This is a Security Sensitive Position.

Special Instructions:

Applicants must submit a resume, a cover letter and a list of three professional references that have observed you coaching aspiring administrators, or that have personally coached you

For information regarding our Benefits, click here .

EEO Statement:

The University of North Texas System is firmly committed to equal opportunity and does not permit -- and takes actions to prevent -- discrimination, harassment (including sexual violence) and retaliation on the basis of race, color, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, genetic information, or veteran status in its application and admission processes, educational programs and activities, facilities and employment practices. The University of North Texas System immediately investigates complaints of discrimination and takes remedial action when appropriate. The University of North Texas System also takes actions to prevent retaliation against individuals who oppose any form of harassment or discriminatory practice, file a charge or report, or testify, assist or participate in an investigative proceeding or hearing.

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Title: University Graduate Field Supervisor 2024-2025. Employee Classification: Campus: University of North Texas - Dallas. Division: DAL-Academic Aff & Stdnt Success. SubDivision-Department: DAL-School of Education. Department: DAL-Teacher Education & Admin-518200. Job Location: Dallas.
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Understanding the job market

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AEA Committee on the Job Market

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All placements, 2018-2023

A scientific approach to navigating the academic job market

Navigating the academic job market

Approach the job market like a scientific project

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