Post a Job or Internship


Wake Forest has adopted Handshake, a new recruiting platform. Handshake is very user-friendly and will enable you to manage the critical elements of your engagement with Wake Forest. This includes features that allow you to post jobs, post events, select pre-set interview schedules, as well as search and message students.  Please note that we will have to approve all events and interviews based upon room availability.

Wake Forest must maintain an equitable recruiting process for Wake Forest students in order to stay in line with federal regulations as well as professional organization principles of practice.  As such, all recruiting activity must be posted in the Handshake system and available for all eligible students.

If you do not already have a Handshake account, please go to this web page to set one up. The Employer Reference Guide is linked below.

We value the relationship with your organization and look forward to supporting your talent needs during the coming year.

See for more information.


Third-party Recruiters

In the past, it has been appropriate and advantageous to Wake Forest students and alumni for the Division of Career Services to work on their behalf with third-party recruiters.

In providing services for third-party recruiters, University policy requires that:

  1. Third-party recruiters operate in congruence with the university policy of Equal Opportunity/Affirmative Action and do not discriminate on the basis of age, race, color, religion, sex, handicap, or national origin.  An employer or agency using the services of Career Services understands that compliance with all related federal and state statutes and regulations is required for initiation or continuance of Career Services.
  2. Third-party recruiters will abide by the Principles for Third-Party Recruiters as described in the NACE Principles for Professional Practice (link on bottom of page).
  3. All positions listed by third-party recruiters with Career Services be fee paid by the employer.
  4. Third-party recruiters will provide information about their operations and services to Career Services for candidate review. That information may accompany this form, or be forwarded under separate cover.
  5. It will be the responsibility of the candidate to contact the third-party recruiter. Candidate names and/or information concerning candidates will not be released to third-party recruiters unless candidates provide a written release, signed and dated by the candidate, for that specific agency. Federal law requires that confidential letters not be shared with candidates.

See for more information.


Third Party Recruiter Services:

Career Services will promote the job and pertinent information through normal channels which may include the website, posting on bulletin boards, referral to faculty and/or staff, and/or direct referral to candidates.  The third-party recruiters will be listed as the contact and identified as an employment agency.

If a third party-recruiter wishes to interview candidates on campus, or attend career fairs, that recruiter will agree to abide by the above policies and to identify the represented employer(s) to both Career Services and potential university interviewees.  Third-party recruiters who elect to interview on campus should understand that the candidate information provided by Career Services is to be used exclusively for the employer(s) so identified.

See for more information.



The U.S. Department of Labor has identified six criteria to consider when offering unpaid internships in the ‘for-profit’ private sector.:

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment.
  2. The internship experience is for the benefit of the intern.
  3. The intern does not displace regular employees, but works under close supervision of existing staff.
  4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.
  5. The intern is not necessarily entitled to a job at the conclusion of the internship.
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

See for more information