Attracting talent is central to our aim of becoming a national model of educational excellence. The quality of our staff has an impact on the student experience which can result in the changing of lives, locally and globally.

Everyone involved in the hiring process plays an active role in the search for talent. Being agile, innovative and ready are key factors to a successful hire and has a direct impact on student sucess and the future of the College. Recruiting the best talent relies on the committment of those involved. 

If you need more information, try our Frequently Asked Recruiting Questions.


Apply for an open position

Thank you for your interest in a career at Montgomery College.

View open faculty and staff positions.

Before applying, use the application checklist to ensure you have all the required documents before continuing through the application process.

All applications are final once submitted.  Applications are only accepted for open positions.

Hiring Manager

Get your search started

We want every touchpoint the candidate has with us to be a positive one – from the moment they read a well written and engaging job announcement, to visiting the campus for a welcoming and robust interview; from timely assessment feedback to an effective orientation. Ultimately, we want all our new hires to feel excited about joining us, and for all our candidates to feel good about the College regardless of the outcome of their application.

Familiarize yourself with the process for the type of position you are filling (Staff (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)  , Full-time Faculty (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)  , or Part-time Faculty (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) ).

To gain approval to start a recruitment a Vacancy Recruitment Form (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)   is required for SALT review and approval. 

The review of position vacancies by SALT are usually conducted during the last week of each month. When submitting a position vacancy for consideration and approval to recruit and fill, this form must be submitted to the HRSTM Talent Acquisition and Employment Manager (Recruitment) Manager by the 20th of each month. Forms received after the 20th of the month will be submitted for consideration the following month. Please have position reclassifications completed prior to submitting this form. 

Once a candidate has been identified for hire,  documentation is required. 

Search Committee Member

Support a search

Your responsibilities are outlined in the search committee protocol training. If you haven't taken the online training within the last two years, please log in to MC Learns and review the Search Committee Protocol Training

Search Advocate Program

Support the College's Commitment to Equity, Inclusion and Diversity

The Office of Equity and Inclusion and the Office of Human Resources and Strategic Talent Management are implementing a Search Advocate Program as a part of the College’s recruitment and hiring process. This program will help Montgomery College hiring managers, search committees, and employees learn to utilize language that is equitable, inclusive, and creates opportunities rather than barriers. The Search Advocacy program at Montgomery College is modeled and based on the work of Anne Gillies, director of the Search Advocate Program at Oregon State University (OSU), a highly-respected pioneer and leader in this work.  Ms. Gillies will be conducting this important training in June primarily for staff and department chairs and in August (during Professional Week) primarily for faculty this summer at MC.

A search advocate’s job is advisory, the purpose of the search advocate is to enhance the equity, validity, diversity, and inclusion in the institution’s recruitment process. In collaboration with the HRSTM representative, search advocates serve as process advisors to hiring managers, search committee chairs, and search committee members in promoting a focus on equity, inclusion, and integrity throughout the recruitment process. Advocates are embedded in searches and work with the committee to recommend inclusive and equitable strategies, encourage committee members to test their thinking and recognize implications of bias including unconscious bias.

A significant element of the Program is large-scale organizational education and training for potential search committee advocates. Attendees work on using various search strategies to increase equity and inclusion and to avoid bias. These methodologies have positively impacted the hiring process at OSU and have recently been adopted by the community college system in Virginia.  We believe that that they can do the same for Montgomery College.

Upcoming Training Dates: June 18, 19, 22 and 23 | 12:30 p.m - 4:30 p.m