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Career and Professional Development

Career and Professional Development is dedicated to serving students and alumni of Texas A&M University–Central Texas. Our staff is here to serve you and help you grow professionally.Career and Professional Development is dedicated to serving students and alumni of A&M–Central Texas.

 Mission


Career and Professional Development supports the campus community as they move through their careers. To support the development of career and life-long learning goals, we empower the campus community with the necessary professional tools to explore careers, engage with the career of choice, and embark successfully in their career field.


 What We Do



 HireWarriors Internship and Career Fairs

Networking offered each semester. Business professional attire recommended.

 Employer Roundtable

Networking opportunity. Present questions to on how to position yourself as the ideal candidate and establish your professional network.


 Professional Workshops

Employers provide professional workshops covering a wide array of topics, including résumé writing, interviewing, entrepreneurship, etc. Check our calendar.

 Mock Interviews

Practice interview that concludes with feedback. InterviewStream is another mock interview tool available to students and it can be accessed through HireWarriors.

 Career Exploration & Assessment

Assessment tools are available to help students understand and match their skills, interests, and values with careers. We provide the following resources to assist you in your career exploration:

  • Strong Interest Inventory - This is one of the world’s most widely respected and frequently used career planning tools. After taking these assessment, the career coach will interpret your results.
  • MyNextMove.org - A free online assessment that will give you more information about careers you may enjoy.

 Résumé and Cover Letter Reviews

Receive one-on-one time to review your résumé! If you are unable to meet with us, we can review your résumé via  email: cpd@tamuct.edu. Please allow 48-72 hours for online reviews.

**Alumni and community members utilizing the Career & Professional Development services are required to uphold the TAMUCT Student Code of Conduct.


  • Texas A&M University-Central Texas
    Career and Professional Development Graduation Survey Report for spring, summer, and fall 2017

    View Survey 


 Employer Information and Guidelines



Recruiting at A&M-Central Texas


Employers have many opportunities to reach our students:

  • Create an employer profile on HireWarriors 
  • Post opportunities within HireWarriors 
  • Register for career fairs and schedule for special on-campus recruiting events (i.e. company presentations, information tables, interview sessions)

Advertise with Career and Professional Development



  • Advertisement in the Career and Professional Development Guide
  • Schedule a company presentation
  • Career Tuesdays: Company Informational Table
  • >Host on-campus interviews
  • Attend the HireWarriors  Internship & Career Career Fair
  • Create an employer profile on HireWarriors 
  • Review the A&M-Central Texas Internship Policy
  • Create an employer profile on HireWarriors 
  • Post your internship opportunities within HireWarriors 

TAMUCT Career & Professional Development Recruitment Policy


Texas A&M University-Central Texas Career and Professional Development requires all employers who participate in on-campus recruiting (including posting on HireWarriors powered by Handshake and attending career fairs, etc) follow Equal Employment Opportunity (EEO) practices and NACE Principles for Ethical Professional Practice . Employer gives assurance that it is an equal opportunity employer, offering employment without regard to race, color, national origin, religion, sex, sexual orientation, age, veteran status, or disability. By registering to attend a career fair, post on HireWarriors powered by Handshake, or engage in another form of on-campus recruitment, the employer agrees to accept and comply with the stated employer recruitment policies.


1) Recruiters using Handshake,
attending fairs, and recruiting on-campus shall:



  1. Provide complete job descriptions, and clearly indicate third-party recruiting status.
  2. Only recruit for employer clients they represent.
  3. Not use candidate information obtained for a specific job opening, for any subsequent job openings or for soliciting employer clients, except where specifically agreed to in writing by the candidate.
  4. Provide the name of the employer client for whom you are recruiting in the job description. (If this information is confidential, it must still be disclosed to the CDC who will not release to candidates.)
  5. Not provide candidate information to any party other than an employer client without the candidate’s informed written consent.
  6. Recruit for open or soon-to-open entry-level or experience; full-time, paid or unpaid internship; co-op; or part-time position. Employers are encouraged to post those positions on HireWarriors powered by Handshake.
  7. Not require the candidate pay a fee for training, purchase a membership and/or products, or any other job-related expenses (charge no fees to the candidate).
  8. Clearly state in the job description if offering “straight commission” or “salary draw against future earning” positions. Please note, a draw against future earning does not constitute a salary.
  9. Abide by all applicable A&M-Central Texas and Texas A&M University policies and procedures (https://www.tamuct.edu/compliance/rules-and-saps.html).

2) Recruiters for Internships should be aware of:



    1. "An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent." NACE
    2. "The FLSA requires ‘for-profit’ employers to pay employees for their work. Interns and students, however, may not be ‘employees’ under the FLSA-in which case the FLSA does not require compensation for their work. Courts have used the ‘primary beneficiary test’ to determine whether an intern or student is, in fact, an employee under the FLSA. In short, this test allows course to examine the ‘economic reality’ of the intern-employer relationship to determine which party is the ‘primary beneficiary’ of the relationship. Courts have identified the following seven factors as part of the test:
      1. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee-and vice versa.
      2. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
      3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
      4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
      5. The extent to which the internships duration is limited to the period in which the internship provides the intern with beneficial learning.
      6. The extent to which the intern’s work complements, rather than displaces the work of paid employees while providing significant educational benefits to the intern.
      7. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship." Department of Labor.

*We reserve the right to refuse to post jobs and/or internships in order to protect our students and the integrity of HireWarriors powered by Handshake.


 Fair Attendance


Employers attending the fair should be recruiting for an open or soon-to-open entry-level or experience full-time, paid or unpaid internship, co-op, part-time position. Employers are encouraged to post those positions on HireWarriors.

Employers should not require the candidate to pay a fee for training, purchase a membership and/or products, or any other job-related expenses.

Employers offering “straight commission” or “salary draw against future earning” positions must be stated in the job description. Please note, a draw against future earning does not constitute a salary.

Third Party/Contract Recruiters/Staffing Agencies may recruit on campus when they:

  • Charge no fees to the candidate.
  • Provide the client’s name they are working with for staffing needs.