Our Pledge to Candidates

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Our Search Process Will Be Timely

There is no need to play the waiting game. You will hear from us within three business days after your last interview with us. If you don't, just email our search chair (Matt Zalman: zalmanm@xavier.edu) and she will let you know where we are and where you stand. You aren't bothering us. You aren't being intrusive. You are asking for an update that could impact a variety of very important parts of your life.

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Our Search Process Will Be Honest

If we are no longer considering you as a candidate, you will know. If we are moving forward with other candidates, but still interested in keeping you active in our pool, you will know. If we want to move forward with your candidacy, we will let you know as soon as possible. When our process closes, all candidates will be notified.

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Our Search Process Will Be Transparent

We think the way candidates are treated through the search process is the first impression on what it could be like for you to work with us. We want to model transparency through our process because we try to be as transparent as possible with our Hall Director team. We hope this website is a good first impression on what we have to offer and what it would be like to be a Xavier Musketeer. When you have questions throughout the process, just ask! If we don't have an answer on the spot, we will either connect you with someone who does, or do the research and get back to you.

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Anticipated Recruitment Timeline 

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We are anticipating 1-2 open Hall Director positions for the 2023-2024 academic year. One of our Hall Directors is in their final year of their graduate program and a another Hall Director is searching for the next right fit, but they are very happy to stay if the right position does not open. Therefore, much of this timeline, will depend on their hiring process. It is possible we will close the search and then re-open if a current member of our team accepts an offer at another institution. If their timelines move quickly, our timeline will be as follows:

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June​

• Application review

• Possible 30-minute, first-round phone interviews

• 60-minute, second round Zoom interviews

• The start of "on-campus" interviews; format could be on zoom or in-person on campus

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June-July

• Continue to offer "on-campus" interviews

• Begin to offer position(s) to top candidate(s)

• Continue to bring candidates to campus until all openings are filled

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