Hiring & Recruiting

The University and its affiliates will comply with each country’s visa and employment law at all times. All affiliated employees must have the legal right to work and reside in the country of employment.

This policy applies to Stanford University employees at least 50% time with an appointment of at least 6 months, whose primary work location is outside of the US. The employee may be paid by a Stanford out-of-country organization or affiliate (in-country hire), or in rare cases may be paid in the U.S. (U.S. hire working abroad). Benefit eligibility may be determined by each country’s law.

The University may provide certain relocation expenses for newly hired or transferred staff when it is appropriate based on programmatic need and budgetary constraints of the University or its affiliated operation. Any such expense reimbursement should be documented in the offer or assignment letter. Relocation expenses may be covered with an allowance or by requiring documented receipts of expenditure. In all cases, the University and its affiliated entities will follow each country’s tax rules regarding taxability of relocation payments.

University policy applies when global employees are hired with previous service from Stanford Health Care. Hospital service applies toward Stanford service, in accordance with Administrative Guide policy.

This policy reviews all phases of the recruiting and hiring process and the corresponding areas of responsibility.