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Where are UT Austin faculty positions posted?

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Positions created in Interfolio are pushed automatically to the UT Faculty Careers web site, and then scraped out to the Chronicle of Higher Education, and HigherEdJobs when they meet all of the following parameters:

  1. Position has been submitted for approval, reviewed, and approved by an Administrator in Interfolio

  2. Must be "Open" - today's date is on or after the position's Open Date and before the Close date at 12:00 EST (unless set to "Until filled" or "Set not to close")

  3. Not Archived (a setting in position management)

  4. Has a position status of "Accepting Applications"

What additional requirements must be met if international applicants are being considered?

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Additional recruiting requirements must be satisfied in order to sponsor an employee for employment-based Lawful Permanent Residency.

The U.S. Department of Labor requires that employers sponsoring non-U.S. citizens for permanent residency (via the EB-2 Advanced Degree Professionals category of I-140 Petitions) have posted at least one ad (print or online) in a national, professional journal for at least 30 calendar days. Departments should keep this in mind if international candidates will be considered for hire. Documentation of start and end dates of the ad, as well as the text of the ad, will be required for permanent residency applications.

For more information, see the following:

What College resources are available to help with advertising our posting?

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In collaboration with the COE Marketing and Communications (MarCom) team, all faculty have access to the COE Faculty Search Social Media toolkit to help promote COE’s open tenure/tenured track positions. This toolkit provides you with ready-to-use social media images, suggested captions, and easy-to-follow guides to help you share these opportunities organically on Instagram, Facebook, X, and LinkedIn.

Why this matters: By using these branded visuals and content, we strengthen our collective voice and reinforce our community’s goals. Your participation is key in amplifying our faculty searches and showcasing the collaborative spirit that defines our brand.

 View the Toolkit

What are some additional advertising options?

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Departments may wish to share their job postings more widely. Additional advertising options are listed below. Note that some services require a fee.

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Phase 2:  After position is posted

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  1. Search committee chair seeks ongoing consultation with Senior Associate Dean regarding applicant pool and recruitment efforts.

  2. Search committee narrows the pool of candidates for Zoom interviews, or equivalent.

    1. Search committee may wish to use a selection matrix. See COE: Evaluating Candidates in Faculty Searches > Selection Matrix.

    2. Training on evaluating applications in Interfolio is available at Interfolio: Evaluating Applications.

  3. Search committee conducts video interviews with semifinalists.

    1. See COE: Evaluating Candidates in Faculty Searches > Interviewing.

  4. Search committee narrows the semifinalist list to two or three potential on-campus interview candidates.

    1. If any of the finalists are non-U.S. citizens, the department should schedule a meeting for the candidate with Texas Global - International Student and Scholar Services during their on-campus visit. See more at COE: International Hiring.

  5. Search committee chair writes On-Campus Interview Request Memo. Note that some items included in the On-Campus Interview Memo will also be used in the Appointment Process Summary for the PAR, the hiring documentation processed by the department Administrative Manager. Either:

    1. Download and use a copy of Template: COE On-Campus Interview Request Memo, or

    2. Write a memo including all of the information listed below:

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On-Campus Interview Request Memo

  1. Search committee membership

  2. Search committee meeting dates

  3. Job posting/position description

  4. Summary description of recruiting efforts

  5. Search process description

  6. Interfolio report of the pool demographic characteristics (see Interfolio Reports Access & Instructions)

  7. Candidate evaluation criteria from position description and review process

  8. Table of video interview candidates including:

    1. Name

    2. Basis for selection

    3. Affiliation

    4. Experience

    5. Publications

    6. Grants

    7. Other search criteria

  9. Interview questions

  10. Full description of possible on-campus interview candidates that includes strengths and areas of continued growth

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  1. At least three business days prior to meeting, search committee chair sends the materials listed below in a single email to the Dean, with a cc to the Senior Associate Dean, the department Administrative Manager, Claire Bush, and COE-FacultyAffairs@austin.utexas.edu. The Office of the Dean EA will upload the materials to Box.

    1. Completed On-Campus Interview Request Memo

    2. CVs of all proposed finalist interviewees

    3. CVs of all semi-finalists

  2. Search committee chair and department chair meet with the Dean and Senior Associate Dean for review. Dean reviews on-campus interview list for approval.

  3. If approved by the Dean, candidate interviews are scheduled through the hiring department. On-campus schedules are created, including both an interview with the Dean, and a meeting with the Associate Deans. The Associate Deans will block time for this purpose.

  4. Job talks are advertised by the department broadly across all COE departments.

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