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We work with a wide range of employers, including law firms, judges, businesses, government agencies, and public interest organizations. Our law students are interested in both traditional and nontraditional legal internships, as well as entrepreneurial opportunities where they can employ their analytical abilities, research and writing skills, and sound judgment. Our students are currently seeking Summer 2025, Fall 2025, and post-graduate opportunities. You can view our policies here. If you are interested in hiring a Colorado Law student or graduate, these are the best ways to advertise your opportunity:

• CreateÌýa freeÌý.ÌýThrough our password-protected jobs database, CDOnline, you will be able to share a description of the position, select which class years can apply, and communicate your specific application instructions. For student positions, fall semester opportunities are typically posted June 1 – July 15, spring semester opportunities from October 1 – November 15, and summer jobs from January 15 – April 1.
  • Colorado Law believes in inclusive and transparent hiring within the legal profession:
    • In accordance with Colorado Law’s Anti-Racism and Representation Initiative, Colorado Law’s Career Development Office (CDO) is now requiring that all job opportunities shared with the CDO must be advertised publicly through CDOnline.ÌýThis practice will help reduce the risk of implicit bias associated with unadvertised opportunities.
    • Colorado Law will not post positions without an employer name. This includes opportunities posted through search firms who will not disclose the name of their client.
• ScheduleÌýinterviews at Colorado Law (OCI).ÌýWe host over 80 employers each year to interview Colorado Law students for academic-credit externships as well as paid or unpaid internships at government and non-profit institutions; paid internships with law firms and businesses; and paid post-graduate employment through our On-Campus Interview program (OCI). Fall 2025ÌýOCI registration is now open. ÌýIf you have any questions, please contact Katie Rabinowitz.
• Participate in a Career Fair. The spring semester is home to two career fairs: the CU/DU Government and Public Interest Law Career Fair in February and the Small to Midsize Firm Career Fair in March. Both Fairs include an in-person expo and virtualÌýinterviews a week or two later. If you are intersted in participating in the CU/DU Government and Public Interest Law Career Fair, please contact Nicole Netkin-Collins. If you are interested in participating in the Small to Midsize Firm Career Fair, please contact Katie Rabinowitz.
• Hire a 1L through the Colorado Pledge to Diversity.ÌýThe Colorado Pledge to Diversity aims to introduceÌýlegal employers in the Denver metro area to talented 1L law students from traditionally underrepresented backgroundsÌýat the University of Colorado, University of Denver, and University of Wyoming for the opportunity of a paid summer clerkship. For more information about the the Colorado Pledge to Diversity, please contact Katie Rabinowitz.

OtherÌýWays to Engage with Students

Employers can also connect with our students by:

• ParticipateÌýin mock interviews
• Join in on a panel discussion
• ServeÌýas a mentor
• ConductÌýinformational interviews with our students
• JudgeÌýa student competition
• WorkÌýwith student groups
• HostÌýan on- or off-campus event
• CritiqueÌýa student resume or writing sample
• JoinÌýus for Tuesday Morning Coffee, an opportunity for small groups of students to meet with professionals over coffee and bagels in anÌýinformal setting and ask career-related questions

If you are interested in any of these engagement opportunities, please contactÌýTodd Rogers.

Colorado Law Policies

Click on these links to skip ahead andÌýreview the policies below:

• Colorado Equal Pay for Equal Work Act
• Equal Employment Opportunity
• Timing of Offers and Decisions
• Externships
• Rankings Policy
• Student Practice Act
• Student Complaint Procedure

Colorado Equal Pay for Equal Work Act

prohibits an employer from:

• Seeking the wage rate history of a prospective employee or requiring disclosure of wage rate as a condition of employment;
• Relying on a prior wage rate to determine a wage rate;
• Discriminating or retaliating against a prospective employee for failing to disclose the employee's wage rate history;
• Discharging or retaliating against an employee for actions by an employee asserting the rights established by the act against an employer; or
• Discharging, disciplining, discriminating against, or otherwise interfering with an employee for inquiring about, disclosing, or discussing the employee's wage rate.

In addition, for positions that could be worked in Colorado, including remote positions, the Act requires employers to include in their job posting the hourly rate or salary compensation (or a range thereof) the employer is offering for the position and a general description of all benefits and other compensation offered.

Equal Employment Opportunity

It is the firm expectation of the University of Colorado Law School that employers of our students and graduates and potential employers who accept applications from and interview our students and graduates will observe the principles of non-discrimination and equality of opportunity on the basis of race, color, ethnicity, religion, national origin, sex, gender, gender identity or expression, sexual orientation, age, disability, or military status. By utilizing the services and facilities of the Career Development Office you are agreeing to abide by this expectation and to comply with the Equal Employment Opportunity (EEO) laws established by the federal and Colorado governments.

Timing of Offers and Decisions

In light of the changes to NALP’s recruitment guidelines, Colorado Law has published its General Standards for the Timing of Offers and Decisions. If you have any questions about these new standards, please do not hesitate to reach out.

Externships

Colorado Law policy restricts posting volunteer or for-credit positions to government or non-profit institutions only. We do not offerÌýcredit for unpaid internships with for-profit organizations, nor are we posting these types of positions on CDOnline (12Twenty).

For a description of our externship program, through which students can receive academic credit for work performed under attorney supervision at a government agency or nonprofit entity, visit ourÌýExternship page. You may also read Rule 205.7, Law Student Practice, in the Colorado Supreme Court's (pages 38-41).

Rankings Policy

Like many other law schools, Colorado Law limits rankings to the upper tier of the class. This change followed studies and surveys of employers initiated and conducted by the students, and it affects the Class of 2008 and all subsequent classes. The rules regarding rankings are as follows:

• Only the top 1/3 of students in each class receive individual numerical rankings. There is no ranking of students below the top 1/3 of each class.
• A student may at any time request a copy of her or his transcript with no rank (individual or percentage) printed on it.
• First-year students do not receive rankings (either individual or percentage) after their first semester of study; instead, ranking of the first-year class will be done only after second semester grades are submitted.
• The numerical grade cut-off for the top 1/3 is publicly available. No other rank/grade relationship (e.g., 50th percentile) is available.

Click here for more information on Colorado Law's rankings policy and to download the current percentile grid.

Student Practice Act

The student must also provide the name of the supervising attorney and an anticipated graduation date. Work must be performed for an attorney in the public sector, i.e., the Public Defender's Office or District Attorney's Office; or on behalf of a nonprofit legal services organization where poor or legally underserved persons receives legal advice.