Jennifer Mnookin, at Law and Culture, has a good post about the use of exploding offers in law faculty recruiting. I agree with her fundamental points, that such offers a) aren’t very nice (though I’d take issue with her term,”outrageous”); and b) are potentially counter-productive, insofar as they may lead a candidate to accept the exploding offer but leave the school prematurely due to bad feelings.
But here’s the thing. Recruiting – professors, law clerks, engineers – is a competitive business. Despite the overall size of a given year’s hiring pool, law schools are competing over a relatively small number of canidates. And it turns out teaching candidates focus on relatively consistent features in developing their job preferences. The first and most obvious is school prestige, and the related benefits of faculty and student quality. Another important recruiting advantage, as I have suggested, is location. So what are the rest of the hoi polloi, those lower ranked or off-the-beaten-track schools, to do?