After five years as a TA, the last thing I wanted to do was provide any institution with free labor. Here’s why I did it anyway.
As soon as they walk in the door, doctoral students need a workshop on their job prospects — and not just the ones in academe.
Where are the white guys when we talk about changing the way Ph.D.s are advised and trained?
A common question from job candidates is about how to cope with a major disconnect between the place where they earned a Ph.D., and the campuses that are hiring.
After five unsuccessful years on the tenure-track market, a Ph.D. left academe and discovered it's not the only place you can lead a fulfilling life of inquiry in the humanities.
How one university finally made progress on its goal to hire more professors from underrepresented minority groups.
As "headhunters," we may be able to clarify things for you about an executive search, but we’re not going to coach you.
In recruiting campus leaders, we need more community building and less star power. So how do we avoid being blinded by a candidate’s charm?
Career transitions for Ph.D.s cannot be mapped, which is why the road is so difficult and so draining for so many.
The biggest risk to a campus, a candidate, and a search firm is not a breach of confidentiality in the hiring process, but rather, a failed presidency owing to a bad fit.
How to read the mixed messages from an “aspirational” teaching institution that is looking to raise its profile.
Whether or not you have the leverage of a second job offer, ask your potential department for what you deserve (within reason).