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Cleveland State University’s Career Development & Exploration (CDE), in its provision of services to students, alumni, and off-campus employers, makes no representations or guarantees regarding the opportunities listed on its website and is not responsible for the wages, safety, working conditions or other aspects of off-campus employment. It is the responsibility of students and alumni to take the necessary precautions (such as exercising due diligence and personal safety precautions) when interviewing for and accepting part-time, full-time and/or internship positions. Applicants should never provide their Social Security numbers, birth dates, credit card numbers, bank account information or other private information when communicating with prospective employers or responding to employment opportunities online. 

In addition, the CDE website contains links to other sites as a convenience to our students and is not responsible for the content of these sites. The opinions and views associated with these linked sites are not necessarily those of CDE. 

The Career Development & Exploration staff is committed to making sure your recruitment experience is a positive one. In turn, employers are expected to maintain a positive, collaborative working relationship with the university. That includes cooperation with our policies and procedures, providing hire data as requested, complying with the legal obligations of recruiters, and maintaining the confidentiality of student data as outlined in the Family Educational Rights and Privacy Act (FERPA).


Cleveland State University and the office of Career Development & Exploration adhere to EEO guidelines and offer employment without regard to race, color, religion, gender, national origin, sexual orientation, disability, citizenship, or identity as a disabled veteran or veteran of the Vietnam era unless legally required. Furthermore, in good faith, CDE works only with those employers who subscribe to EEO guidelines. CDE abides by the Principles for Professional Practice set forth by the National Association of Colleges and Employers.


While unpaid internships are accepted in Handshake, we encourage employers to review the Fair Labor Standards Act (FLSA) with their human resources department and legal counsel to determine whether their internship is in compliance with federal law. Approval of these positions is not an indicator of legal compliance. The United States Department of Labor Wage and Hour Division provides Fact Sheet #71 to help you determine whether your internship complies with federal law. 

  • All positions that would employ students for a private individual or at a private residence (i.e. babysitter, tutor, caretaker, etc.). 

  • Non-degreed student opportunities that are compensated only by commission (i.e. that may require the individual to bear product expenses, be responsible for income taxes, and may not guarantee worker's compensation or unemployment insurance.) 

  • Multi-Level Marketing, Direct Marketing or Network Marketing Employers: Employers offering employment opportunities based on a “pyramid” or “multi-level” type networking structure that require or encourage the recruitment of others who recruit others to sell products and services. Employers offering commission through two or more levels meaning the employee will receive commission through their sales, as well as the recruits that the employee brought into the organization.

  • Cleveland State University has a stringent “no solicitation” policy for our campus. As such, CDE will not work to post positions for campus representatives or other positions where students are encouraged/required to market/sell items, programs or services to other campus entities. We cannot work with companies who are hiring candidates to work as a secret shopper or mystery shopper.

  • All positions that require a fee payment or investment prior to employment (i.e. application fees or entrepreneurial employers). CDE defines entrepreneurial employers as those organizations that require the employment seeker to make an initial financial investment or fee payment as a condition of employment. Entrepreneurial employers also include those organizations that provide financial incentives to staff who recruit new hires for the organization and for which the recruiting staff member receives a portion of the new hire's commission. Furthermore, entrepreneurial employers will not be provided access to either online or on-campus recruiting services through Cleveland State’s office of Career Development & Exploration.


Criteria for identifying appropriate employment opportunities for promotion through Handshake are detailed below.  All organizations, including entrepreneurial organizations must have progressed sufficiently in their business development process so that they can: 

  • Have a business license, or be registered as a 501(c) organization, or be a government entity;

  • Provide the basic company and staff member information required for registration, including organization name, physical address, phone number, corporate email address, company description and contact information for at least one staff member;

  • Must have a website address that clearly relates to the organization and contains helpful information about the company for the potential applicant 

  • Website should not be in a pre-launch/beta phase nor contain "coming soon" language  

  • Social media websites (Facebook, Instagram, Twitter, blogs, etc.) should not take the place of a company website 

  • Adhere to the equal employment opportunity (EEO) laws;

  • We do not post part time/seasonal/manual labor in nature/not enough academic rigor;

  • Not provide services that promote academic dishonesty or plagiarism;

  • Not sell or dispense substances that are illegal in the state of Ohio or violate federal law;

  • Not post opportunities to donate biological substances/materials in exchange for payment;

  • Not provide adult entertainment or services of a sexual nature;

  • Not have pending legal federal government action against the organization;

  • Not have a website that requires input of information before seeing the landing page;

  • Not require purchase of company products in order to start work (with the exception of uniforms), or require purchase of company-provided training before hire;

  • Not post internships or jobs that are based inside the employer’s personal residence;

  • Not post internships or jobs requiring residential door-to-door sales; and

  • Not be third-party recruiters or staffing agencies who charge fees to students/candidates.

Those organizations who cannot meet these guidelines may contact with any questions.


The policy of Career Development & Exploration is to educate students, alumni, faculty, and staff regarding a wide variety of employment search strategies, including third party employment services. Individuals can then determine whether utilizing these services will be of benefit to them. CDE does not investigate, endorse, or recommend any third party employment services. 

  • Definition:   

    • According to NACE, the National Association of Colleges and Employers, third-party recruiters are defined as agencies, organizations, or individuals recruiting candidates for temporary, part-time or full-time employment opportunities other than for their own needs. This definition includes, but is not limited to, employment agencies, search firms, contract recruiters, and resume referral firms. (Note: Temporary agencies are not third-party recruiters. They are employers who pay individuals to perform work at a client organization.) 

  • Third-Party Recruiter Services

    • Third-party recruiters posting a job for a client must disclose the client name in the Job Description Box. All positions posted by third-party recruiters without the client name will be deleted from the system.

    • Third-party recruiters with exclusive contracts will disclose the client name to CDE, who will keep the company name confidential.

    • Third-party recruiters may not charge fees to students or alumni candidates for the services they provide.

    • Third-party recruiters may not share with a third party any CSU student resumes, written materials, or student-produced media without the student’s written permission.

    • Third-party recruiters are eligible to participate in recruiting events only if they are recruiting for their own respective organization or they explicitly state the company they are representing and CDE confirms the organization(s). CDE reserves the right to deny access and participation in career events to any third-party employer.

  • Staffing/Temporary Agencies and Consulting Firms

    • Staffing and temporary agencies and consulting firms who hire and provide direct payment to employees or contractors may post internships and jobs.

    • Staffing/temporary agencies and consulting firms may attend career fairs only if they are recruiting employees or contractors for their own organizations.


Cleveland State University Career Development & Exploration will not accept companies or positions involved with the use, production, testing, or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level and CSU receives federal funds, we must comply with federal law.

  • CSU Career Development & Exploration adheres to the aforementioned policies and guidelines to ensure the quality of our services and reserves the right to modify these terms and conditions at any time. 

  • All decisions regarding recruiting services provided to companies or organizations are made at the sole discretion of the CDE office at Cleveland State University. We reserve the right to make exceptions to our policies for situations we deem to be acceptable and beneficial to our students, our department, or recruiters using our service. Such exceptions will be considered on a case by case basis, and do not constitute a change in policy, or a decision that this exception will be made again in the future. 

  • CDE reserves the right to remove postings or opportunities that do not comply with our policies or are otherwise determined to be misleading or fraudulently placed. 

For resources that can help you take immediate, yet meaningful impact on reducing biases when recruiting, visit our Resources for Inclusive Hiring page.

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