What does it really take to land a faculty position? In a recent panel hosted by the Graduate School Career and Professional Development office, three Cornellians who were hired to start faculty positions in the fall shared candid reflections from their recent job search processes—offering practical, timely advice for graduate students and postdocs.
Panelists:
- Dr. Adam Beard, Postdoctoral Associate, Population Medicine and Diagnostic Sciences
- Dr. Camille Harris, Postdoctoral Associate, Information Science at Cornell Tech
- Dr. Jingwen Zhu, Ph.D. ‘26, Human Behavior and Design
Start Early
The panelists agreed: Preparation for the search should start long before you submit your first application.
One panelist described monitoring job boards from the very beginning of graduate school to understand trends, expectations, and how roles evolve over time, even though he was not planning to apply immediately. This habit helped him identify common qualifications and tailor skill development accordingly, recognize the timeline of a hiring cycle in a given field, and spot emerging areas of hiring demand.
Another key insight the panelists offered is that timing your defense relative to application cycles matters more than you might expect. Many tenure-track faculty positions are posted nearly a year in advance of the start date, meaning your job search window may peak while you’re still actively writing your dissertation.
Build Materials Over Time
Strong application materials take time to develop. Several panelists emphasized that early drafts reduce stress later, and one panelist added that having a baseline version of materials made it much easier to further tailor documents for each job in the next cycle.
To tailor applications in a way that is feasible timewise, panelists recommended:
- Fully customizing for “top choice” or perfect fit positions.
- Using a standard version with light edits for broader applications.
Network with Intention
Networking plays a meaningful role, but last-minute outreach is unlikely to help much. Relationships built over time can provide valuable insights into departmental needs and even help generate interviews.
The panelists made it clear that:
- Networking is most effective when it develops organically over years (e.g., conferences, collaborations).
- Reaching out cold for more insight about faculty hiring priorities has limited effectiveness.
- Existing connections can provide valuable “behind-the-scenes” context about openings.
In some cases, conversations at conferences directly helped candidates secure interviews simply because committee members were already familiar with their work, so they were more than another name on paper.
Clarify Your Fit
Choosing where to apply (and ultimately accept) faculty roles is about more than prestige.
Panelists described reflecting on:
- Desired balance between research and teaching.
- Comfort with particular institutional settings (R1, R2, teaching-focused, etc.).
- Alignment with departmental culture and expectations.
Importantly, fit goes both ways. The interview process is just as much about evaluating the institution as it is about being evaluated.
Seek Feedback Broadly
Candidates who sought feedback—on materials, interviews, and practice talks—felt more prepared.
Helpful sources included:
- Advisors and mentors.
- Committee members or letter writers.
- Career development offices.
- Peers and near-peers.
Panelists also highlighted reading examples from others in your field as especially valuable for understanding disciplinary norms.
Final Advice
Start early, seek feedback, and approach the process with confidence. By the time you’re interviewing, you’ve already demonstrated your potential—now it’s about communicating it clearly and finding the right match.
