cornell finance phd placement

Duke's Fuqua School of Business

The placements of our PhD students span empirical and theoretical work in asset pricing and corporate finance in the following universities:

PhD Program

• Curriculum/Program Requirements
• Current PhD Students
• Student Research and Awards

• Youth Program
• Wharton Online

Career Placement

Wharton prepares you to become an academic leader. our phd graduates have gone on to excel at leading academic institutions, research centers, and enterprises around the globe..

Working with Wharton’s faculty, you are trained in the practices of rigorous research. You learn how to frame questions from a multi-disciplinary perspective through exposure to the broadest range of business knowledge. This breadth and depth of thinking yields new ideas, and scholars who break new ground in their selected area of research.

You leave Wharton ready to contribute meaningfully to your field, typically having published with your faculty mentors prior to graduation. Most Wharton doctoral graduates take positions at leading academic institutions, and many alumni continue working with their Wharton mentors and colleagues, returning to Wharton for conferences and colloquia throughout their careers.

Student Placements

Here’s a list of placements, by program and year of graduation, over the past 10 years:

Visit here for Accounting PhD placements.

Applied Economics

World bank Post doc at NYU Furman center. Treasury’s Office of Financial Research. UT Dallas National University of Singapore

Brattle Group University of Wisconsin Business,  Post Doc at Treasury Brattle Group Cornerstone Research Rutgers Business School Cornerstone Research

OECD Federal Reserve Board NYU, Postdoc and Hong Kong University Princeton, Postdoc

University of North Carolina, Chapel Hill University of Texas, Austin Bank of Canada NBER, Postdoc

Stanford University Cornerstone The Vanguard Group

Michigan State Federal Reserve Bank of New York (Post-doc at Chicago Booth) London School of Economics

Cornell University Microsoft Research NERA Economic Consulting University of Colorado, Boulder

Econ One Harvard Business School National Taiwan University Nuna Health Toulouse School of Economics University of California, Merced

Baruch College Clemson University Northwestern University Putnam Investments Research Affiliates

Consumer Financial Protection Bureau Duke University Indiana University University of Delaware University of Wisconsin, Madison

Berkeley Research Group University of Michigan U.S. Treasury Department Sungkyunkwan University, SKK GSB

Note: The Applied Economics program was created in Fall 2008 and, therefore, has placed students beginning 2013.

Ethics & Legal Studies

Visit here for Ethics & Legal Studies PhD placements. 

BlackRock Cornerstone Research Drexel University, LeBow College of Business Harvard Business School Rothschild & Co

BlackRock Boston Consulting Group Columbia Business School Kenan-Flagler Business School of the University of North Carolina McGill University MIT Sloan Universidad Carlos III de Madrid University of Hong Kong

Capital One Stockholm School of Economics

Arizona State University Hong Kong University of Science and Technology University of Florida University of Warwick, Warwick Business School

BI Norwegian Business School INSEAD London Business School (2 placements) Peking University University of Hong Kong (2 placements)

Carnegie Mellon University Cornell University Cornerstone Research Peking University Southern Methodist University University of Wisconsin, Madison

AQR Capital Management Carnegie Mellon University, Tepper School of Business Citadel Tulane University, Freeman School of Business University of Chicago, Booth School of Business University of Southern California, Marshall School of Business

Federal Reserve Bank of New York University of Michigan University of North Carolina, Chapel Hill

Boston College Cornell University Federal Reserve Board Michigan State University Ohio State University University of Houston

Google University of California, Los Angeles University of Delaware University of Minnesota University of Oxford

Google University of Delaware

Mingshi Investment Management Peking University Southern Methodist University

Carnegie Mellon University University of British Columbia University of North Carolina, Chapel Hill University of Rochester University of Wisconsin, Madison

Cornell University Getulio Vargas Foundation Southern Methodist University U.S. Securities and Exchange Commission University of Southern California

New York University University of Florida

Cornerstone Research KAIST (Korea Advanced Institute of Science and Technology) University of Iowa University of Minnesota, Twin Cities

Aalto University School of Economics University of California, San Diego

Federal Reserve Board

Health Care Management & Economics

Charles River Associates Baylor University Cornell University Medical Campus (Weill) University of Miami USAID Emory University Securities and Exchange Commission (SEC)

Harvard Business School New York University University of Pennsylvania, Perelman School of Medicine NYU Langone Medical Center Analysis Group

University of Virginia Northwestern University, Kellogg School of Management RAND Corporation University of Pittsburgh Analysis Group

Indiana University Bloomington John Hopkins Bloomberg School of Public Health University of Pennsylvania, Perelman School of Medicine US Department of Health and Human Services

Asian Development Bank RAND Corporation

RAND Corporation

Cornell Medical School RAND Corporation Thomas Jefferson University University of Pennsylvania, Perelman School of Medicine Urban Institute

RAND-UCLA (Joint Post-Doc) San Diego State University Temple University, Fox Business School

Columbia University Peking University Urban Institute US Army Medical Department Telehealth Office

Bill and Melinda Gates Foundation Brigham and Women’s Hospital University of Pennsylvania, Perelman School of Medicine

Massachusetts General Hospital

University of Missouri University of Porto, Faculty of Economics

Bocconi University Ohio State University University of Southern California, Marshall School of Business Rice University New York University, Stern School of Business Massachusetts Institute of Technology

George Washington University University of Texas, Austin

University of Illinois at Urbana-Champaign University of North Carolina, Chapel Hill Sungkyunkwan University

Cornell University Stanford University

University of Texas, Austin University of Wisconsin, Madison

IESE Business School, Barcelona Campus University of LUISS (Rome)

INSEAD Purdue University University of North Carolina, Chapel Hill University of Pittsburgh University of South Carolina University of Texas, Austin

George Washington University University of North Carolina, Chapel Hill University of Washington, Bothell

Georgia State University Moscow School of Management, SKLOKOVO Institute for Emerging Market Studies Nanyang Business School Rutgers University

George Washington University Harvard University INSEAD University of Maryland, Smith School of Business University of Minnesota, Carlson School Washington University, St. Louis

New York University University of Hartford

Instituto De Empresa University of Michigan

Brigham Young University Florida International University National University of Singapore New York Department of Economics University of Illinois-Urbana Champaign

Visit here for Marketing PhD placements. 

Operations, Information and Decisions

Visit here for Operations, Information and Decisions PhD placements. 

University of Florida Carnegie Mellon University Columbia University Rutgers University

Massachusetts Institute of Technology The Voleon Group

University of Chicago, Booth School of Business University of California, Berkeley Emory University Rutgers University Citadel Air Liquide

INSEAD Massachusetts Institute of Technology, Sloan School of Management University of Vienna DV01

CLVmetrics IBM Stanford University

Carnegie Mellon University Columbia University Queens College Rice University Walmart Labs

Columbia University New Jersey Institute of Technology Yahoo Labs

The Climate Corporation Credit Suisse Rutgers University University of North Carolina, Chapel Hill

Krossover Intelligence Stanford University

Northwestern University US Census Bureau

Harvard University Princeton University University of Pennsylvania

London School of Economics Massachusetts Institute of Technology

Colombia University, Earth Institute (Post-Doc)

Yale University

Because research is the primary focus of the doctoral program , PhD candidates are freed from any requirement to teach as part of their graduate support. PhD candidates are required to complete 3 full course equivalents as a course assistant and make adequate progress toward graduation and work with faculty members on research projects.

• Stipend amount effective July 1, 2023: $44,885
• Full tuition waiver
• Inclusion in the university’s health plan at no charge
• Degree conferred is a Doctor of Philosophy in the field of management, granted by Cornell University

If you would like to apply, you will need to use our  online application . This method offers the convenience of tracking your status, submitting academic records online, and having your application received by the committee for review.

Applicants interested in the Johnson PhD program in economics should complete their application for admission to the graduate field of economics at  gradschool.cornell.edu/admissions/applying/apply-now . They should indicate in their statement of purpose that they are interested in working with Johnson faculty members in the economics group, and how their research plans are related to those of one or more of the group’s faculty members.

Application and supplemental material deadline is December 15.

Application Process

To submit a complete application, you need to:

• Complete the  online application  form
• Prepare a statement of purpose
• Prepare a personal statement
• Submit two letters of recommendation
• Submit a copy of your transcripts from each institution attended
• Have an official score report on the Graduate Management Admission Test (GMAT) or the Graduate Record Examinations (GREs) sent to the Cornell Graduate School GRE – use school code 2098 GMAT – use school code 5JW-BM-26

English Language Proficiency Requirement

Refer to the Graduate School’s English Language Proficiency Requirement Guidelines.

Financial Aid

You apply for financial aid automatically when you send in your application form. We do not require a separate application for financial aid.

Contacts and Further Information

For general information about the Cornell University Graduate School:

Cornell University Graduate School Caldwell Hall Cornell University Ithaca, NY 14853-2602 www.gradschool.cornell.edu

For specific information about the Management doctoral program, contact:

Doctoral Program 253-D Sage Hall Johnson Graduate School of Management Cornell University Ithaca, NY 14853-6201

Phone: 607.255.5340 E-mail:   Graduate Research Programs Office

Application, Admission, and Financial Aid FAQs

When can i expect to hear the status of my application.

We download materials from grad school in early January and send them to each area for assessment. Each area makes decisions at different times. We will be in touch when there’s a decision to communicate. Write to us if you have a deadline on another offer you are considering.

My undergraduate GPA is low, but my Master’s GPA is better. What are my chances of admission?

Admissions completes a holistic look at your academic record and academic potential.  Your academic statement, standardized test scores, and recommendation letters also affect admission decisions.

What are the minimum GPA, test scores, etc. to be considered competitive?

We do not provide this information. We are a highly selective and small program.

I am currently in a program and will complete my coursework soon, would it be possible to finish my dissertation in the Management PhD program?

Transfers (including students from other Cornell PhD programs) are through the regular application process. Transfer credits from previous programs are determined by the area faculty on a case-by-case basis, the PhD program office is unable to provide any broad guidelines to applicants in this process.

I have been out of school for several years. How does this affect admission chances?

Several of our students have work experience, and a couple of our best recent placements worked for almost a decade. We look at the totality of applicant strengths.

I am a double degree/major, how should I enter this information?

Describe one degree/major per line in the application, including separating GPAs if you wish.

I don’t have a business undergraduate degree. Will this hurt my admission chances?

No, our students have a variety of college majors like CS, Econ, Stats, Psychology, Sociology, etc.

I am currently in another PhD program. Will this be seen negatively?

No, we have had transfer students in the past. These applications are considered through the regular application process.

My research interests lie in the intersection of two areas. To which area should I apply?

See professor profiles in both areas to look for a research interest match.

Can I request an application fee waiver?

The Graduate School has detailed information on how to request an application fee waiver.

Do you have a cutoff for GRE/ GMAT scores?

We do not, but we rarely admit students with scores below 90-95 percent.

What is the institution code for submitting test scores?

You don’t need to add extensions to this. You can choose 01 (grad school) or 02 (management).

I applied last admission cycle, can I use my previous letters of recommendation?

Yes, once you have submitted your application, reach out to [email protected] to request your previously submitted letters be added to your application package.

I have applied to another field and also want to apply to Management at Cornell. Can I do this?

No, you have to pick one. If the first rejects you, you can ask for your application to then be transferred to the second option for consideration.

I am interested in both the Masters and PhD programs, can I apply to the MS in Management program and to the PhD in Management program?

Yes, it is up to you to disclose this information on your application.

How much funding do you offer?

We provide full tuition, health insurance, and a competitive stipend for 5 years. We have students with families who live on this stipend, you have to pay insurance for your family yourself. We only make fully-funded offers. We share these numbers in our offer of admission.

I am an employee of Cornell, can I apply for the PhD in Management program?

Unfortunately no, our PhD in Management program is full-time residential.

PhD Program in Applied Economics and Management

Phd program requirements.

Please note: The following are general requirements for the Applied Economics and Management PhD program. Each student should check with their Special Committee for additional course requirements, and students should also check with the Dyson School’s Director of Graduate Studies (DGS) and the Graduate Field Assistant for additional requirements of the Graduate School and the Applied Economics and Management (AEM) Graduate Field.

• Special Committee : The Graduate School requires that Applied Economics and Management PhD students must select the chair of their Special Committee by the end of the third week of their first semester. By the end of the 3 rd semester you must have your three member committee consisting of your chair and two minor members. The chair needs to be a member of the graduate field of Applied Economics and Management . A student can ask for an extension if more time is needed (please see the AEM PhD handbook for details).
• Registration units : To earn a Cornell PhD, a student must be registered for a minimum of six full-time academic semesters (which requires a minimum of 12 credit hours per semester). The AEM PhD degree completion usually takes 10 semesters of study, and students are expected to finish all their required courses by end of their fourth semester. Students must also maintain a meaningful engagement with the Cornell academic community (attendance and active participation in various workshops and seminars on campus, as an example).
• A grade of B- or better is required in all of the following mandatory courses during the first year of the PhD economics program: AEM 7010 ,  AEM 7020 , AEM 7021 , AEM 7100 , ECON 6090 , ECON 6170 , and ECON 6190 . During the second year of the PhD program, all students must take one macroeconomics course ( ECON 6130 or AEM 7040 ), one additional econometrics class ( ECON 7200 , ECON 7230 , PAM 6090 , PAM 6091 ), Applied Microeconomics Research ( AEM 7150 and AEM 7151 ) and at least six credits of elective courses in the student’s major area of specialization [Environment, Energy and Resource Economics (EERE), Food and Agricultural Economics (FAE), International and Development Economics (IDE), and Management (MGMT)]. Note: The AEM Graduate Field requires students to receive a minimum grade of B- in each course (required or elective) to be in good academic standing. For continued financial aid, however, the AEM Graduate Field requires that students receive at most one B- per semester.
• Passing grade on the graduate field of Applied Economics and Management qualifying examination (also called the “Q” exam), usually taken at the end of the second semester. The Q-exam is based on material covered in AEM 7010 and AEM 7100 (combined); AEM 7020 and AEM 7021. Students have 2 attempts to pass all the 3 components of the Q-exam.
• Mentored research paper (AEM 7150): The paper should address an applied economics issue and should be of quality to eventually be publishable in a top field journal. Work should begin in the summer following the first year of the qualifying exam. Passing grade is required on the research paper in the summer following the second year of the PhD program.
• Admission to candidacy exam (also called the “A” exam) is taken at the completion of the required coursework, although this does not preclude taking courses after the “A” exam.
• Final oral dissertation examination (also called the “B” exam). Please note: The Graduate School requires two full-time semesters of course study between the “A” exam and the “B” exam.
• Submission of PhD dissertation.

Dyson School/Applied Economics and Policy (AEP) seminars

While not a requirement,  all PhD students are encouraged to attend weekly Applied Economics & Policy Seminars as well as seminars organized by different fields (such as Development Economics, and Sustainable Environmental, Energy and Resource Economics). The schedule for the AEP seminars can be found here .

Applied Economics PhD Coursework Template

Fall semester.

ECON 6090 (Microeconomic Theory I) ECON 6170 (Intermediate Mathematical Economics I) ECON 6190 (Econometrics I) AEM 7010 (Applied Microeconomics I)

Spring Semester

AEM 7020 (Applied Microeconomics II: Game Theory) AEM 7021 (Applied Microeconomics III: Applied General Equilibrium Analysis) AEM 7100 (Applied Econometrics)

AEM 7150 (Applied Microeconomic Research I) Either ECON 6130 (Macroeconomics I) or AEM 7040 Econometrics Elective (ECON 7200, ECON 7230, PAM 6090 or PAM 6091) Major Area Elective(s)

Econometrics Elective (ECON 7200, ECON 7230, PAM 6090 or PAM 6091) Major Area Elective(s)

Please Note

• Students on a teaching or research assistantship should expect three credit hours of time will need to be allocated to the teaching or research assistantship each semester.
• Courses necessary for each major and minor are determined by the student’s Special Committee. Some concentrations (e.g., Finance) require written qualifying examinations.

Three exams are required by the field as benchmarks toward meeting requirements of the Philosophy of Doctor program.

PhD Qualifying Examination ("Q" Exam)

This exam is based on materials that were covered in AEM 7010, AEM 7020, AEM 7021, and AEM 7100. Students will have 2 attempts to pass all four components of the “Q” Exam. This will be a written test where you are expected to answer the question(s) of the professor’s choosing for each component. The professors of these courses will be blindly grading the test (meaning they will not know who’s test they are grading). You will have approximately 2 hours to complete each component of the test.

The test will be administered to all first year PhD students over 2 days at the beginning of June with the make-up test (if needed) administered at the end of July. Students are provided past tests to practice. Results will be provided towards the end of June.

If you are not successful in passing all four components in the first attempt, you need to retake only the component(s) that you failed. Faculty can decide whether to release details about specific answers regarding what or why you received the grade that you received on a component.

In the event you fail both attempts of the “Q” exam you can choose to submit an appeal to the Dyson Graduate Studies Committee to request a reconsideration of the results. If the committee declines your petition you will be removed from the PhD program.

Examination for Admission to Candidacy ("A" Exam)

A student is admitted to doctoral candidacy after passing a comprehensive examination administered by the student’s special committee. This examination is either oral, or written and oral, as determined by the special committee. The passing of this examination certifies that the student is eligible to present a dissertation to the graduate field.

The “A” exam is taken before the beginning of the student’s 7th semester (end of their 3rd year). After completing the exam, the results must be filed with the Graduate School within three business days of the completed exam. Four outcomes are possible:

• Passing . If you pass an exam, all members of the examining committee should report this decision to the Graduate School within three business days. No further action is required.
• Conditional Passing . You may conditionally pass an exam, in which case the examining committee provides you and the Graduate School with the conditions for passing. Once these conditions are met, you pass the exam.
• Failing . If you fail an exam, a reexamination is allowed only with the approval of the special committee. At least three months must pass from the time of the failed exam to the reexamination.
• Unanimously Failing . If you’re unanimously failed, you must petition the General Committee to continue study. If the minor members, but not the chair, oppose allowing a reexamination; or the chair, but not all the minor members oppose a reexamination, you must petition the General Committee to continue study. Graduate faculty members who attend the exam, but are not on the examination committee, may inform the dean in writing if they disagree with the results of the exam.

Final Examination for the Doctor of Philosophy Degree ("B" Exam)

A doctoral candidate takes the Final Examination upon completion of all requirements for the degree but no earlier than one month before completion of the minimum registration requirement. This oral exam covers the general subject of the student’s dissertation. The passing of this examination certifies that the student is eligible to graduate.

A minimum of 2 semesters must be completed between passing the “A” exam and scheduling the “B” exam.

After completing the exam, the results must be filed with the Graduate School within three business days of the completed exam. Four outcomes are possible:

Jawad M. Addoum

• Associate Professor

Download Vita

Faculty Area

Interdisciplinary theme.

• Business of Sustainability
• Investing at Cornell
• Behavioral Economics and Decision Research

Faculty Expertise

• Behavioral Finance
• Climate Finance
• Empirical Asset Pricing
• Household Finance
• Portfolio Choice

Charles H. Dyson School of Applied Economics and Management

607.254.5969

[email protected]

Cornell Directory Entry

• Personal Website

Jawad M. Addoum is an associate professor of finance in the Cornell SC Johnson College of Business. Addoum's research focuses on portfolio choice, empirical asset pricing, and behavioral finance. His current work examines the determinants of investment decision-making among individual and institutional investors, as well as the effects of investor behavior on stock returns. Addoum's research also contributes to the emerging field of climate finance and has been published in leading academic journals, including the Journal of Finance, Review of Financial Studies, Journal of Financial Economics, Review of Economics and Statistics, and Management Science. Addoum earned a PhD in finance at Duke University's Fuqua School of Business. He completed his undergraduate degree in mathematics and statistics at the University of Waterloo, where he was awarded Dean's Honors. He also holds an undergraduate degree in finance from the Lazaridis School of Business and Economics at Wilfrid Laurier University, where he was a President's Centennial Scholar.

Selected Publications

• Addoum, Jawad; Ng, David; Ortiz-Bobea, Ariel. " Temperature Shocks and Industry Earnings News " Journal of Financial Economics . 150.1 (2023): 1-45
• Addoum, Jawad; Eichholtz, Piet; Steiner, Eva; Yönder, Erkan. " Climate Change and Commercial Real Estate: Evidence from Hurricane Sandy " Real Estate Economics . (forthcoming).
• Addoum, Jawad; Delikouras, Stefanos; Ke, Da; Korniotis, George. " Industry Clusters and the Geography of Portfolio Choice " Journal of Financial and Quantitative Analysis . (forthcoming).
• Addoum, Jawad; Murfin, Justin. " Equity Price Discovery with Informed Private Debt " Review of Financial Studies . 33.8 (2020): 3766-3803
• Addoum, Jawad; Ng, David; Ortiz-Bobea, Ariel. " Temperature Shocks and Establishment Sales " Review of Financial Studies . 33.3 (2020): 1331-1366
• Addoum, Jawad; Kumar, Alok; Le, Nhan; Niessen-Ruenzi, Alexandra. " Local Bankruptcy and Geographic Contagion in the Bank Loan Market " Review of Finance . 24.5 (2020): 997-1037
• Addoum, Jawad; Delikouras, Stefanos; Korniotis, George; Kumar, Alok. " Income Hedging, Dynamic Style Preferences, and Return Predictability " Journal of Finance . 74.4 (2019): 2055-2106
• Addoum, Jawad; Delikouras, Stefanos; Korniotis, George. " Consumption-Income Sensitivity and Portfolio Choice " Review of Asset Pricing Studies . 9.1 (2019): 91-136
• Addoum, Jawad. " Household Portfolio Choice and Retirement " Review of Economics and Statistics . 99.5 (2017): 870-883
• Addoum, Jawad; Kumar, Alok. " Political Sentiment and Predictable Returns " Review of Financial Studies . 29.12 (2016): 3471-3518

Awards and Honors

• Merrill Presidential Scholars Program Faculty Honoree (2023) Cornell University
• Poets & Quants Best Undergraduate Business Professors (2022) Poets & Quants
• Merrill Presidential Scholars Program Faculty Honoree (2021) Cornell University
• Outstanding Early Career Achievement Award (2020) Charles H. Dyson School of Applied Economics and Management
• Merrill Presidential Scholars Program Faculty Honoree (2020) Cornell University

Recent Courses

• MGMT 5260 - Advanced Corporate Finance
• AEM 2240 - Finance for Dyson Majors
• AEM 4590 - Financial Markets And Institutions

Academic Degrees

• PhD Fuqua School of Business, Duke University, 2012
• BS University of Waterloo, 2007
• BBA Wilfrid Laurier University, 2007

In the News

• April 16, 2020 Cornell helps forge a new field: finance sustainability
• October 30, 2018 Jawad Addoum: Exploring the effect of climate change on earnings
• January 05, 2017 New Research Shows Politics Reverse Fates of Some Stocks after White House Elections

• Doctoral Programs

Recent Graduates and Current Students

The Ph.D. program in financial economics has an outstanding and impressive track record in terms of quality of placements and research. Below are a list our graduates, and placements.

Financial Economics Graduates

Law/financial economics joint degree graduates.

Quinn Curtis (2011) Initial Placement at University of Virginia

Ofer Eldar (2016) Duke University

Adriana Robertson (2017) University of Toronto

Rahul Goravara (2021) Cornerstone Research

Current Students

Joseph Leland Bybee (email) MS, Statistics, University of Michigan BA, Economics, University of Chicago

Xugan Chen (email) BS, Mathematics, Zhejiang University

Abhishek Dev (email) BS, Finance, Bard College

Tania Diaz-Bazan (email) MS, Economics, Universidad de La Plata BA, Economics, Universidad Catolica de Cuyo

Ben Gardner (email) BS, Computer Engineering, Brigham Young University

Pranav Garg (email) MS, Economics, Paris School of Economics BA, Economics, University of Delhi

Leandro de Miranda Gomes (email) MS, Economics, Pontificia U Catolica Rio De Janeiro BS, Economics, State University of Santa Catarina

Weiting Hong (email) MA, Economics, Columbia University BS, Finance, New York University

Allen (An) Hu (email) BE, Industrial Engineering, Tsinghua University

Daniel (Zongsheng) Huang (email) Bachelors, Economics,Tsinghua University MS, Finance, University of Chicago

Dong Huang (email) Masters, Finance, Tsinghua University BS, Economics and Mathematics, Tsinghua University

Kwon Yong Jin (email) JD, Law, Yale Law School BA, Economics, Harvard University

Barry Shikun Ke (email) BS, Applied Mathematics, Columbia University

Pengcheng Liu (email) MS, Finance, Chinese University of Hong Kong BS, Finance, Renmin University of China

Tianshu Lyu (email) MS, Finance, Massachusetts Institute of Technology BS, Computer Science, New York University Shanghai

Jamil Abdur Rahman (email) BA, Economics, Cornell University

Haley Ru (email) BA, Economics, University of Hong Kong

Tudor-David Schlanger (email) BA, International & Developmental Economics, University of British Columbia

Paul Schmidt-Engelbertz (email) BA, Economics, Oxford University

Kaushik Vasudevan (email) BA, Statistics, University of Chicago

Yi Wang (email) Bachelors, Finance, Wuhan University MS, Finance, New York University

Yiyuan Wang (email) BA, Finance, Tsinghua University

Hongyu Wu (email) BBA, Economics, Chinese University of Hong Kong MA, Mathematics, Columbia University

Nicholas Wuthenow Anglarill (email) BS, Economics, Ludwig Maximilians University

Yingxuan Yang (email) BA, Economics, Nankai University MS, Economics, London School of Economics

Dolly (Yang) Yu (email) BS, Economics, University of Toronto MA, Economics, Yale University

Daojing Zhai (email) BS, Physics, Nanjing University

Kangying Zhou (email) MS, Applied Mathematics, University of Chicago BS, Economics, Huazhong University of Science

Career Services

Hiring guidelines, policies, and timelines.

Whether recruiting our students on campus or at their own locations—our employers are expected to abide by Cornell Career Services' Employer Offer Guidelines and Recruiting Policies. 

Review the Experience Agreement section of our website for information on internship contracts or other experiential learning agreements.

Employer Policies & Offer Guidelines 

Updated April 22, 2024

Cornell Career Services (CCS) is pleased that you are interested in hiring Cornell students. We have developed the following procedures and guidelines for candidate identification, interviews (first- and second-rounds), employment offers, and other aspects of the recruiting process. A shared commitment to these policies and guidelines—by both recruiting partners and the University— is the foundation for a successful recruiting experience for students and employers alike. We also expect employers to comply with Principles for Ethical Professional Practice established by the National Association of Colleges and Employers (NACE).

We strive to facilitate a fair and ethical recruiting process. Employers that fail to heed these policies or make offers inconsistent with our guidelines may damage  their brand on campus, and/or experience difficulty securing commitments from our talented students.   

If you have questions about these policies, please contact CCS (Erica Kryst, Executive Director, at 607/255-2723 or [email protected]; Kimberlee Swartz, Associate Director, at 607/255-7464 or [email protected]), or your representative in the appropriate college office .  

Job-Offer Response Dates and Offer Guidelines: 

On-campus recruiting and job postings .

As noted in the NACE Advisory Opinion on reasonable job-offer deadlines, “Experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information and transparency. Students given sufficient time to attend career fairs, participate in on-campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long-term employment decisions and may be less likely to renege on job acceptances.” Cornell’s guidelines for job-offer response dates are as follows. 

Full-Time Offers for 2025 Start Dates 

Offers for summer 2025 and 2026 internships (extended in 2024-25 ay).

In some cases, students may ask for extensions beyond these dates; we hope you can accommodate them. Most employers have been very understanding and willing to give students the time they need. We appreciate your cooperation and flexibility.  

Job-Offer Communications 

We expect employers to maintain clear communication with prospective student candidates regarding recruiting timelines, second or final round interviews, offer decisions, and deadlines to respond (in accordance with our policies).  

Once an offer has been made, allow the student the recommended time frame to make a decision without additional pressure. Please note, often what is intended to serve as helpful points of contact—such as outreach to candidates by multiple current employees—adds excessive pressure during a student’s process of considering an offer.  

Employers should communicate their offer procedures clearly to students, including method for students to confirm acceptance (e.g., signing written documentation, confirming an electronic offer, etc.), and whether the employer considers a verbal statement acceptance to be a binding job acceptance.  Offers should include start dates and basis of compensation.  

Rescinded Offers 

If circumstances force an employer to rescind offers, the employer must report this to Cornell Career Services staff prior to rescinding the offer from the student. This will allow us to provide support to that student with their job or internship search. We review rescinded offers on a case-by-case basis, with consequences for employers ranging from delayed registration for on-campus interview dates, reduced campus access for an academic year or longer, or other appropriate actions.  

Campus Engagement 

Cornell Career Services strives to assist employers in developing a recruiting strategy that is equitable, open, and inclusive. Our expectation is that scheduling of all recruiting activity, including events with target groups, will originate with our offices. The date and time of all recruiting activity at Cornell requires pre-approval from Career Services . Please reach out to CCS at [email protected] or your representative in the appropriate college office .    

Activities may include, but are not limited to:  interviews, information sessions, coffee chats, office hours, networking events, competitions, practice interviews, and resume critiques.

Employers should consult with the career office coordinating their planned activities for guidance on collaborations with student organizations or departments. All other activities should be communicated to career services.

We will make every effort to schedule your activities at a time that will maximize your “brand exposure” and avoid head-to-head conflicts with your competitors. We also recommend times that are convenient for students at times that will facilitate your success, primarily during the 4:30-7:30 p.m. student activity period. We will work with you to schedule these events in approved, on-campus facilities.  

In support of the University’s educational mission, CCS reserves the right to prohibit scheduling of events during final exams, and may limit activities that occur during class times, or for an extended class period. We will consult with you regarding the number of events you hold each semester. We strongly encourage firm-wide events that are open to all students. Employer activity on campus will not be approved during the following:  

Fall 2024 No On-Campus Interviews or Other Events Scheduled (All Offices):

Rosh Hashanah (begins sundown on October 2)   Evening of Wednesday, October 2 - Evening of Sunday, October 4  

Yom Kippur (begins sundown on October 11)   Evening of Friday, October 11 - Evening of Saturday, October 12

Fall Break   Saturday, October 12 - Wednesday, October 16

Thanksgiving Break   Wednesday, November 27 - Monday, December 2  

Study Period   Tuesday, December 10 - Thursday, December 12

Scheduled Exams   Friday, December 13 - Saturday, December 21  

Career Fairs: See the list of fairs . 

Spring 2025 No On-Campus Interviews or Other Events Scheduled (All Offices):

February Break   Saturday, February 15 - Wednesday, February 19  

Spring Break   Saturday, March 29 - Monday, April 7  

Scheduled Exams   Saturday, May 10 - Saturday, May 17

Second Round Interviews, Site Visits, and Recruiting Timelines 

In accordance with CCS recruiting policies, students may not cancel first-round interviews to attend second-round interviews. Those who do, face suspension of their campus recruiting privileges. In order to support this, we expect our employer partners to adhere to the following:  

• Please offer students alternate times for second-round interviews to avoid missing class or canceling first-round interviews (which is prohibited). Most professors will not excuse students from class or exams for recruiting-related activities.  
• Schedule “Super Day” events in accordance with the recruiting calendar and provide students sufficient time to make academic arrangements. We ask that you be flexible with your dates since students are not allowed to cancel first-round interviews to attend these events and may experience academic consequences if they miss exams or classes.  
• Communicate recruiting timelines and procedures to students, including advance notice of when and where second- round interviews will take place. In all cases, offer students alternative dates, without negative consequence, for a second-round interview if the original date interferes with a student’s first-round interview, exam, or other valid conflict.  

Employers should not extend invitations that conflict with this policy. Students should not request that employers offer second-round interviews that conflict with this policy, even if a date is convenient for both parties. To do so is considered a violation of these policies.  

Accelerated Recruiting Timeline 

Early-identification and recruiting processes require students to make career decisions before they have the opportunity to explore a variety of employers or career paths. This interferes with our institutions goal of supporting our students’ academic and developmental needs.  We discourage processes that require excessively early commitment and recognize that this practice often leads to students reneging. Please note the offer timelines above relevant to early recruiting.

Professional Conduct 

Employers can build a positive brand as an “employer of choice” by handling the entire recruiting process with a high level of integrity. Any employer recruiting Cornell students, either through virtual activities or on our campus, should communicate desired professional behavior to all team members representing their organization. Recent alumni may need guidance on how best to represent their organization, in formal and informal situations. It is not acceptable for employer representatives to share information on personal relationships, alcohol consumption, candidacy of other applicants, etc. To facilitate a professional recruiting environment alcohol should not be provided for students during any on- or off- campus company activity involving our undergraduates.  

Recruiting and Other Career Office Contacts 

Cornell Career Services at Barnes Hall, 103 and 210 Barnes - [email protected] , 607-255-6934  

College of Agriculture and Life Sciences (CALS), 140 Roberts - [email protected] , 607-255-2257  

College of Engineering (ENG), 201 Carpenter - [email protected] , 607-255-5006  

SCJ College of Business – Dyson, B63 Warren / Hotel, 180 Statler - [email protected] , 607-255-6376  

ILR School (ILR), 201 Ives - [email protected] , 607-255-2724  

College of Architecture, Art, and Planning (AAP), B1 West Sibley  - [email protected] , 607-255-6544  

College of Arts and Sciences (A&S), 172 Goldwin Smith - [email protected] , 607-255-4166  

College of Human Ecology, 1203 MVR - [email protected] , 607-255-2532  

Brooks School of Public Policy - [email protected]

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Department of Finance PhD Program

The primary objective of the Finance PhD Program is to educate students of exceptional promise to become outstanding researchers and university-level teachers in the field of finance. Graduates of the Program must have a thorough knowledge of the fundamental concepts and theories in finance, an understanding of financial instruments and markets, and an ability to use financial data to analyze models and evaluate financial decisions.

Program Structure

A student admitted to the Ph.D. Program in Finance is expected to have excellent aptitude, motivation, and preparation for rigorous post-masters-level study in finance. Students entering the program without a master's level degree or related coursework may have to take additional courses.

During the first year in the program, the student takes the graduate level course sequence in macroeconomic theory, econometric research tool courses and PhD level courses in asset pricing and corporate finance.

At the end of the first year, the student also must take and pass the Microeconomics Qualifying Examination (the second field exam) administered by the Economics department. During July of the first year, the student must take and pass the Asset Pricing Qualifying and Corporate Finance Qualifying Examinations administered by the Finance Department.

During the first year, the student works on a research paper that much be completed by November 15 of the second year in the program.

In the second year of the program, the student takes advanced PhD-level courses in asset pricing and corporate finance, the finance research reading course as well as macroeconomic theory courses, and additional research tools courses in econometrics and statistics.

After the completion of the second year, the student will take and pass the Candidacy Examination. The Candidacy Examination contains written and oral portions and must be scheduled before the start of the third academic year. The written portion of the candidacy exam is given in July between the second and third year of the program and the oral portion of the candidacy exam is given within 30 days of the written portion of the exam as required by the Graduate school of the Ohio State University.

During the third year of the program, the student takes the Finance Research Seminar course, and must complete the Thesis Proposal requirement. To complete the Thesis Proposal requirement, the student has to submit a scientific paper to the Coordinator of the Ph.D. Program by April 15 of the third year of the program. The Coordinator of the Ph.D. Program then evaluates whether the paper is good enough to be presented to the Thesis Proposal Committee consisting of three faculty members before the end of April. If the paper is deemed good enough at the oral presentation that it can develop into a job market paper for the student to participate in the job market in the fifth year, the student had completed the Thesis Proposal requirement. If the paper does not meet that standard, the student has to complete such a paper and defend it in front of a Thesis Proposal Committee by November 15th of the fourth year.

During the fourth year of the program, the student works on their paper to develop it into a job market paper. The student will get teaching experience. Once they have completed a paper that the major advisor believes is suitable for the job market, the student will present it in a seminar.

During the fifth year of the program, the student will go on the job market, complete the dissertation, defend, and graduate.  The student is responsible for meeting Gradation deadlines.

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PhD Placement - where our students are researching and teaching

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Cornell Financial Aid

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Financial Aid

A world-class, ivy league education within reach.

Ezra Cornell’s founding vision — a university where “any person can find instruction in any study” — holds true today.

More students than ever are able to graduate from Cornell with little to no debt, and about half of all undergraduate students receive substantial financial aid in the form of Cornell grants — this is  free money  that does not need to be repaid.

After factoring in funding awarded through grants and work-study programs, the cost of a Cornell education may be less than you would expect. And, in many cases, families qualify for no or reduced loans, too.

We encourage you to explore all available aid options at Cornell. Our admissions and financial aid counselors are available to help you on your way to becoming part of the Big Red family.

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Cost of Attendance

Value of a Cornell Education

Application timeline, early decision first-year.

• November 15 | All Financial Aid application requirements due
• Mid-December | Financial Aid notifications sent to admitted students
• Early January | Deposit due to Admissions

Regular Decision First-Year

• February 15 | All Financial Aid application requirements due
• Early April | Financial Aid notifications sent to admitted applicants
• May 1 | Deposit due to Admissions

Fall Transfer

• March 15 | All Financial Aid application requirements due
• By June 15 | Financial Aid notifications sent to admitted students
• By July 1 | Deposit due to Admissions

International Applicants

• November 1 | Early Decision applicants
• January 2 | Regular Decision applicants
• March 1 | Current International reapplication deadline
• March 15 | Fall Transfer applicants

Current Students

• October 1 | CSS Profile available (international and undocumented students)
• December 1 | Winter Session financial aid application due
• December | FAFSA available (U.S. and eligible non-citizen students only)
• March 1 | Appropriate financial aid form(s) due for all continuing students
• May 1 | Summer Session aid application due
• May - August | Financial Aid decisions posted to Student Center
• August 7 | Fall Bursar bill due

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Outside USA: +1‑607‑330‑3200

Recruiting and Talent Acquisition Cornell Certificate Program

Overview and courses.

Attracting the right talent to the right positions is one of the top challenges today’s organizations face. Hiring is on the rise and competition for skilled employees is steeper than ever. And beyond talent acquisition, companies are under a multitude of pressures to effectively manage their talent, build a pipeline of future leaders, and reduce employee turnover.

In this program, you’ll learn key strategies to plan for and acquire quality talent for your team, organization, or clients, including how to adapt to evolving market conditions to recruit and retain employees with the necessary skills to further organizational goals. By focusing not just on the “how” but the “why,” you’ll have the opportunity to refine your approach to effective talent acquisition and interviewing to create a powerful employment brand that resonates in the workforce. The courses will also explore a framework for aligning job compensation to performance while steering clear of risks and equity concerns.

Ultimately, you’ll come away with an agile approach for attracting, developing, and engaging critical talent so you can meet the demands of changing environments with changing needs.

Course list

Facilitating staffing decisions, effective hiring and interviewing.

Instead of HR professionals, front-line managers are now being asked to assess their personnel needs in the workplace and make hiring —or firing—choices that fit those needs. Many managers have not been trained on how to decide among candidates to make the best choices to fit their team. These choices are not just about creating test questions or reading resumes, but also about managing the interpersonal communication that must occur between hirer and candidate.

Cornell University's Professor Livingston's teaching combines well-supported theoretical evidence with real-world examples and case studies to make the subject matter both understandable and easily applicable to a wide variety of managing environments. She focuses not just on the “how” of hiring and interviewing, but on the “why” so that individual managers and decision makers can be flexible and agile in changing environments and with changing needs.

Attracting and Retaining Talent with Performance Pay

Attracting the right talent to the right position from the start is crucial for organizational success. Once you have your talent in place, retention is an equally important challenge. It costs your organization effort and money every time you need to bring in someone new. As organizations try to do more with less, resources are scaled back and compensation plays a more important role in your talent-management strategy, making it essential to identify and select compensation elements that provide the highest return.

Through the research and expertise of Dr. Barrington and Dr. Thomas, this course will teach you to compare and contrast different pay systems. Doing so will allow you to attract and retain key talent within your organization while also identifying internal equity concerns that may exist.

Finding and Managing Talent Through Social Media

Getting results through talent management.

Organizations today face a multitude of challenges when it comes to effectively managing their talent. In mature markets, demographic trends are forcing companies to accelerate their efforts to build a pipeline of future leaders. In emerging markets, companies must develop talent strategies that are both nimble and effective at engaging and retaining key human capital. To achieve these goals, companies need an integrated, systematic approach to attracting, developing, engaging, and retaining critical talent.

Cornell University Professor Brad Bell offers a learning experience that challenges students to dig deeper into understanding their organization's key talent management challenges and uncovers solutions that can be used to overcome these challenges. This course adopts a systems view of talent management in order to demonstrate that various talent practices and processes need to be aligned to create effective solutions. It also examines current trends and cutting-edge thinking in the talent management field.

Measuring and Compensating for Performance

Compensation plays a critical role in attracting and retaining the right talent to meet organizational goals. Performance is each individual's contribution toward these goals. An effective compensation strategy should ensure individual performance and organizational outcomes are connected.

Decisions made regarding the compensation structure must also be aligned with the organization's financial ability to pay. Can you afford the pay-for-performance system in good times and in bad? Learn how to design and evaluate your compensation strategy as you determine how to measure performance using the expertise of Dr. Barrington and Dr. Thomas.

After completing this course you will be able to understand the challenges of measuring and compensating on the basis of performance in a way that aligns with the goals and needs of your organization.

How It Works

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Faculty Authors

• Certificates Authored

John Hausknecht is a Professor of Human Resource Studies at Cornell University. He earned his Ph.D. in 2003 from Penn State University with a major in industrial/organizational psychology and minor in management. He received the 2004 S. Rains Wallace Award for the best dissertation in the field of industrial/organizational psychology. Professor Hausknecht’s research primarily falls within the domain of staffing and has appeared in the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. Recent papers have examined applicant persistence in selection settings, reactions to company hiring practices, and predictors and consequences of collective-level absenteeism and turnover. He currently serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology.

Professor Hausknecht teaches undergraduate and graduate-level courses on human resource management, staffing organizations, and HR analytics. He received the ILR School’s MacIntyre Award for exemplary teaching in 2008. Prior to academia, he worked as a consultant to Fortune 500 firms in the areas of leadership assessment, talent management, and organizational change. Professor Hausknecht is a member of the Academy of Management, American Psychological Association, Society for Industrial and Organizational Psychology, and Society for Human Resource Management.

• Diversity, Equity, and Inclusion: Building a Diverse Workforce
• HR Analytics

Recruiting and Talent Acquisition

• HR Transformation
• Human Resources Essentials
• Human Resources Management
• Strategic Human Resources Leadership

Bradford S. Bell is the William J. Conaty Professor of Strategic Human Resources and Director of the Center for Advanced Human Resource Studies (CAHRS) in the ILR School at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his M.A. and Ph.D. in Industrial and Organizational Psychology from Michigan State University. Professor Bell’s research and teaching interests include talent management, team development and effectiveness, and virtual work. He is a former editor of Personnel Psychology and a fellow of the Society for Industrial and Organizational Psychology (SIOP) and the American Psychological Association (APA).

• Hybrid Work Strategy
• Administrative Management Program

Christopher J. Collins is an Associate Professor of Human Resource Management and Director of CAHRS in the ILR School at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland.

Dr. Collins’ teaches, conducts research, and does consulting in the areas of strategic human resource management, the role of HR practices and leadership in driving employee engagement, and the role of HR in driving firm innovation and knowledge creation. His research has been accepted for publication in the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, and Human Performance. In addition, Dr. Collins serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, the Journal of Management, and Personnel Psychology.

He currently teaches courses in Human Resource Management, Organizational Consulting, and Business Strategy to masters and undergraduate students in the ILR School at Cornell University. Dr. Collins has taught executive development programs at Cornell University and the Society of Human Resource Management. He has also worked as a private HR consultant or conducted executive development programs to multiple Fortune 500 organizations and several startup organizations. His consulting work has primarily focused on talent management, employee engagement, and strategic HR planning.

Dr. Collins is a member of the Academy of Management, Strategic Management Society, and Society for Human Resource Management.

• Performance Leadership
• Change Management

Linda Barrington is the Associate Dean for External Relations in the Cornell SC Johnson College of Business as well as the executive director of Cornell’s Institute for Compensation Studies. Dr. Barrington’s published research addresses employee compensation, gender issues in the workplace, employees with disabilities, and workforce demographics.

• Compensation Studies

Stephanie R. Thomas is a Lecturer in the Department of Economics at Cornell University. She teaches courses in microeconomics, labor economics and personnel economics. From August 2013 through June 2016, Dr. Thomas also served as the Program Director of the ILR School’s Institute for Compensation Studies, an interdisciplinary initiative that analyzes, teaches and communicates about monetary and non-monetary rewards from work. Dr. Thomas earned her Ph.D. in Economics from the New School for Social Research.

I am an assistant professor in Human Resource Studies, with teaching interests in HR and Staffing, and research interests in gender, stereotyping, and the management of work and family. Originally from Kentucky, I began my education at big state schools in the south before joining the faculty in ILR. The college’s appreciation of combining the world of work with social science research and practice is a perfect place to grow rewarding relationships with faculty, practitioners, and students alike.

I am married with a preschool-aged daughter, a golden retriever, and two cats. In my spare time, I enjoy CrossFit, watching basketball, reading (primarily novels of a non-academic bent), and participating in the Ithaca community.

• Leadership Essentials

Key Course Takeaways

• Plan for current and future talent needs
• Develop a hiring plan that maximizes your likelihood of a good hire
• Attract and recruit quality talent
• Determine a value proposition for an employer brand
• Develop a social media communication plan to attract talent to an organization
• Conduct interviews that yield good decision-making data while energizing applicants
• Mitigate risk in making selection decisions
• Devise strategies for developing, engaging, and retaining key talent
• Choose pay-for-performance elements to attract and retain superstars
• Align your approach to talent management with your organization’s overall business strategy

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What You'll Earn

• Talent Acquisition and Planning Certificate from Cornell University's ILR School
• 60 Professional Development Hours (6 CEUs)
• 7 Professional Development Units (PDUs) toward PMI recertification
• 60 Professional Development Credits (PDCs) toward SHRM-CP and SHRM-SCP recertification
• 60 Credit hours towards HRCI recertification

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Who should enroll.

• Hiring managers
• Talent recruiters
• HR professionals
• Professionals looking to move into HR or talent acquisition

“The program made me feel more valuable as a professional.”

“this program will take you through the basic fundamentals of talent acquisition and workforce planning. the faculty and industry professionals are first in class. i have been a recruiting leader for 21 years, and the workforce planning piece was really valuable to me.”.

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