12twenty@Texas Employer Agreement

Employer and contact accounts are reviewed based on information provided in your account request.

For a successful account registration, employers must have:

1. an active Employer Identification Number (EIN);
2. a professional website, and
3. a recognized business with a business location and address.

A contact account must have a professional/organization-related email address (e.g., no Gmail or Yahoo accounts) that matches or corresponds to the employer website domain.

The University will not disclose or discuss account information with any individual who is not listed as an authorized contact or otherwise verified on an employer’s account.

Job postings are reviewed and approved or declined based upon the information you provide in your posting. Excessive postings, duplicate postings, and misleading postings are not allowed. Posted opportunities must:  

• Be used for the hiring of candidates for your human resource needs or the human resource needs of your clients; job postings cannot be used to advertise events, services, or programs (e.g., career fairs, test prep, placement or learning programs, etc.). 
• Include an English language website if your organization is based outside the U.S. and must be hiring for your internal needs (i.e., no placement programs are allowed); for employment outside of the U.S., employers are advised to use the following language when stating applicant qualifications: “must be legally eligible for hire in the country of employment.” 
• Accurately represent the hiring organization, including its identity, affiliation, and actual interviewing, hiring, and compensation practices.
• Not include fees or purchase requirements for employment (e.g., fee-based training, fee-based placements, or positions requiring the purchase of supplies or a training kit). 
• Not require employees to market/promote or create/develop free or fee-based programs, products, services, events, etc. and/or collect student information on the UT Austin campus on behalf of an organization. Such roles are prohibited and not in compliance with Regents’ Rules and Regulations. 
• Not require personal information in the application process, such as bank and social security numbers, or photos of the applicants.
• Not include referral bonuses. 
• Not require a candidate to make a financial investment or pay a fee prior to employment.
• Align with the goals of the university and provide experiences for the development of marketable skills and career competencies that ensure continued career growth. 
• Explicitly and transparently describe straight commission-based salary structures so that students are aware and informed when evaluating opportunities. 
• Not provide compensation paid only in company equity. 
• Not be full-time positions that require high school diplomas or associates degrees as the minimum education requirement, these will not be approved. 
• Not include violent content, such as any material that depicts, promotes, glorifies physical harm, injury, or the threat of violence against individuals, groups, or animals. 
• Not target, give preference to, or otherwise discriminate against applicants based on legally protected traits, including but not limited to race, ethnicity, or sex.

The University supports experiential learning opportunities, such as internships and co-ops, that create high-impact experiences for students and that are for the primary benefit of the intern. Please consider the following process when posting your opportunities.  

• Positions that do not comply with Department of Labor regulations will not be approved. 
• Positions requiring interns or employees to market/promote or create/develop free or fee-based programs, products, services, events, etc. and/or collect student information on the UT Austin campus on behalf of an organization are prohibited and not in compliance with Regents’ Rules and Regulations. 
• Commission-only internships are prohibited and will not be approved. 
• Stipend-based internships must meet the federal minimum wage requirement to be eligible for posting. 
• Remote/virtual internships, both paid and unpaid, will be considered and must comply with Department of Labor regulations and NACE’s criteria to ensure a high-impact experience. 
• Opportunities must provide all resources, equipment, and facilities necessary to complete internship responsibilities; in addition, students are not allowed to use UT Austin resources – such as labs, studios, equipment – for the internship. 
• When opportunities lead to or involve student intellectual property, IP rules are governed by UT policy and Texas state
• Postings for internships located outside of Austin that take place during the academic year are permitted, but please note that some UT Austin colleges and schools do not allow their students to accept these positions. 
• Summer internships that require students to work up to 40 hours per week must adhere to Federal Labor Laws on Overtime.  
• Unpaid internships must pass the Department of Labor’s “primary beneficiary” test. If the opportunity is to the primary beneficiary of the employer, then the opportunity should be paid. Unpaid internships that require students to pay out-of-pocket expenses are prohibited; examples include unpaid internships requiring students to pay for gas to run internship-related errands, purchase software, or provide their own equipment and facilities. Additional unpaid and internship wage resources are available at NACE. 
• Internship eligibility for academic credit is determined at the academic departmental level, not at the university level. The student is responsible for initiating the application for academic credit with the academic department. 

The University allows employers to indicate a work authorization requirement in each posting. When selecting a response, you are expected to do so in compliance with Department of Justice best practices for recruiting and hiring workers.   

In accordance with the National Association of Colleges and Employers (NACE) and its advisory opinion on setting reasonable deadlines for job offers, The University recommends that employers give students a sufficient amount of time to accept an offer, minimally two (2) weeks. We also urge employers to be open to student requests for additional time. The University proposes the following guidelines in favor of our students so that they can: 

• adequately research housing, relocation, cost of living, and other life factors; 
• conclude ongoing recruitment with other employers; and 
• make an informed, conscious decision that should lead to decreased reneging for employers. 

The University understands that recruiters and alumni may have long-standing and close professional relationships with faculty and other professionals. While it may seem more convenient to go outside of the career center for student referrals, employers may be putting themselves, faculty and staff, and the university in legal jeopardy by doing so. Please review the NACE Faculty Guide to Ethical and Legal Standards in Student Hiring to learn about the potential legal and ethical issues.  

On-campus interviews are available during the fall and spring semesters only. No campus interviews are held during the summer.  

All on-campus interview requests must come from employers who are Verified to Recruit at The University of Texas at Austin in 12twenty@Texas. This verification ensures that only approved organizations are granted access to campus recruiting resources. See Employer & Contact Account Review Process   section above for details.   

On-campus interviews may be coordinated directly with a specific college or school as part of a career fair or other on-campus recruiting event. These requests are handled in partnership with the respective college’s career services team. On-campus interview requests must be submitted through 12twenty@Texas.

Contact us for questions on how to request an interview schedule or to follow up on an existing request.

Email Us

Employers are welcome to host on-campus information sessions and/or coffee chats (events) Monday through Friday during the fall and spring semesters. While sessions may vary in format, we recommend no more than two hours in length unless designed as a come-and-go event. These event requests should be submitted through 12Twenty@Texas or directly with a campus career center.   

Please note that submitting a request does not guarantee a reserved space or student attendance. When requesting an event, it’s important to specify whether the event is intended for one college or multiple colleges.   

Events may be held within a particular college if the intended audience is specific to a college-specific. However, space, such as classrooms and conference rooms, is limited and subject to availability.   

All employer events are advertised exclusively through our recruiting platform. We do not provide additional marketing, such as targeted emails or special outreach, unless this is discussed and agreed upon in advance.  

The University of Texas System Board of Regent Rules prohibits solicitation on The University of Texas at Austin (UT Austin) campus. Please note the policies below and consider some of the alternative options that may be available.  

• Employers cannot set up tables or congregate in any public space on the UT Austin campus, including any property, street, sidewalk, building structure or facility owned by The University.  
• Some campus career centers have access to designated spaces where tabling may be permitted. Contact your target Career Center for help. 
• The University prohibits “Campus Ambassador” positions that require student-ambassadors to collect student information and to promote and/or market positions, programs, or products on the UT Austin campus. 
• Students and student organizations may not work on behalf of employers to coordinate recruiting events or schedule interviews. Student organizations are not allowed to host or co-sponsor information sessions or any other recruiting events. Students are not allowed to work as recruiting agents on behalf of a company. The career center will only work with full-time, permanent employer representatives to schedule campus visits and information sessions. 
• Employers cannot promote opportunities by hanging recruiting posters, signs, or flyers without the consent of the 
• Please contact your Career Center for help with ways to promote your opportunities. 

The University of Texas System Board of Regent Rules prohibits solicitation on The University of Texas at Austin (UT Austin) campus. Please note the policies below and consider some of the alternative options that may be available.  

• Employers cannot set up tables or congregate in any public space on the UT Austin campus, including any property, street, sidewalk, building structure or facility owned by The University.  
• Some campus career centers have access to designated spaces where tabling may be permitted. Contact your target Career Center for help. 
• The University prohibits “Campus Ambassador” positions that require student-ambassadors to collect student information and to promote and/or market positions, programs, or products on the UT Austin campus. 
• Students and student organizations may not work on behalf of employers to coordinate recruiting events or schedule interviews. Student organizations are not allowed to host or co-sponsor information sessions or any other recruiting events. Students are not allowed to work as recruiting agents on behalf of a company. The career center will only work with full-time, permanent employer representatives to schedule campus visits and information sessions. 
• Employers cannot promote opportunities by hanging recruiting posters, signs, or flyers without the consent of the 
• Please contact your Career Center for help with ways to promote your opportunities. 

Career Center Directory

The University welcomes SATP postings that adhere to our recruiting policies. SATP recruiters (e.g., employment/staffing agencies, executive search firms) must sign the statement of understanding and compliance linked below. This statement outlines the guidelines and requirements for protecting student and alumni materials and contact information when engaging with employers through a SATP.   

Staffing Agency Statement of Understanding and Compliance

The university will not accept companies or positions related to the study, cultivation, use, or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level, we must comply with federal law. In addition, the use of marijuana violates the Drug-Free Schools and Campuses Act and continues to be banned on campus.

Hemp Exception: If a company is licensed to research, produce, and/or market hemp, then internship or work experience solely within that specific hemp-based industry will be considered for review. The company must provide Career Success formal evidence of state licensure and a written attestation that they are compliant with all applicable federal and state laws and regulations in order to be considered.

We welcome you to explore the following university recruiting guidelines and applicable federal, state, and local employment laws referenced above. To comply with state and federal law, UT Austin does not promote job opportunities that contain restrictions or preferences based on race, sex, or other legally protected characteristics.  

•  Fair Labor Standards Act
•   National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice
•   NACE Seven Criteria for Internships – Position Statement: U.S. Internships
•   UT Austin Non-Discrimination & Equal Opportunity policy
•   The Age Discrimination in Employment Act
•   The Americans with Disabilities Act
•   U.S. Equal Employment Opportunity Commission
•   Title VII of the Civil Rights Act of 1964

The University follows NACE’s “No Alcohol in Campus Recruiting” policy as outlined in their Principles for Professional Conduct. According to NACE, “serving alcohol should not be part of the recruitment process on or off campus including receptions, dinners, company tours, etc.”  Further, many college students are younger than the state’s drinking age (21), and many college campuses now have a zero-alcohol-tolerance policy in effect. Therefore, serving alcohol could be in violation of a state’s law and a school’s policy.