Recruit

THE UNIVERSITY OF CALIFORNIA, LOS ANGELES, SCHOOL OF LAW invites applications from lateral candidates for a full-time, tenured faculty position expected to begin July 1, 2026. The successful candidate will do research in the fields of Law & Economics, Investment Funds, Securities Litigation (including insider trading), and Corporate Governance (with particular emphasis on controlling shareholders transactions, M&A), all with a particular emphasis on quantitative empirical methods. The successful candidate will also teach courses relating to those areas of research focus. We welcome candidates whose experience in teaching, research or community service has prepared them to contribute to a campus climate that supports equality and diversity and particularly those who have significant experience mentoring underrepresented students. All candidates must hold a JD, PhD, JSD, or equivalent degree in hand by July 1, 2026. Salary will be commensurate with qualifications and experience.

Please apply online at https://recruit.apo.ucla.edu. Interested applicants should submit their most recently updated C.V., along with a list of references (contact information only). Letters of reference do not need to be sent at this time. Optional materials that may be submitted include a cover letter; statement of current research and teaching interests; and a scholarly writing sample that best represents the kind of work you plan to do in the future. Early applications are encouraged. The posted UC salary scales set the minimum pay determined by rank and/or step at appointment. See Table 8. The salary range for this position is Step 2 to Step 4 ($205,700-$228,100). “Off-scale salaries” and other components of pay, i.e., a salary that is higher than the published system-wide salary at the designated rank and step, are offered when necessary to meet competitive conditions.

The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, bullying and other demeaning behavior, discrimination, exploitation, or intimidation. With this commitment as well as a commitment to addressing all forms of academic misconduct, UCLA conducts targeted employment reference checks for finalists to whom departments or other hiring units would like to extend formal offers of appointment into Academic Senate faculty positions. The targeted employment reference checks involve contacting the finalists’ current and prior places of employment to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UCLA requires all applicants for Academic Senate faculty positions to complete, sign, and upload the form entitled “Authorization to Release Information” into RECRUIT as part of their application. If the applicant does not include the signed authorization to release information with the application materials, the application will be considered incomplete. As with any incomplete application, the application will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists (i.e., those to whom the department or other hiring unit would like to extend a formal offer) considered for Academic Senate faculty positions will be subject to targeted employment reference checks.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct.

• “Misconduct” means any violation of the policies or laws governing conduct at the applicant’s previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy for Employees, Students and Third Parties
• APM - 035: Affirmative Action and Nondiscrimination in Employment