Staff positions on Main Campus and at Princeton Plasma Physics Laboratory

Search & Apply

Managerial, supervisory, coaching, technology, and office support positions

Search & Apply

Returning Applicant Login

Operating engineers, grounds, building services, trades, laboratory support, technical, and campus security

Search & Apply

Returning Applicant Login

Research staff and support positions

Search & Apply

Returning Applicant Login

All posted staff positions, including jobs available only to current benefits-eligible employees

Internal Career Center Login

Staff positions at the Princeton Plasma Physics Laboratory

Search & Apply

Returning Applicant Login

Visit our career center to search all staff job postings or join our talent community to be matched with similar positions as they become available and be sure to follow us on Instagram, LinkedIn, or YouTube.

At Princeton University, we encourage employee referrals as an effective way for recruiting top talent. Benefits-eligible staff members can refer an individual by using the Make a Referral button available on the job posting in the Internal Staff Career Center.

Review the job posting carefully—candidates have greater success when their experience strongly matches our job requirements. Have a resume prepared and accessible for upload as well as any additional documents, e.g. a cover letter or writing sample, if required.

The time it takes to complete a job search can vary, sometimes taking several months, and is unique to the position. Throughout the process, updates will be available in the candidate dashboard.

TIP: Cover letters are often requested and reviewed.

Resumes are reviewed by a staff member for qualifications that match to the skills and requirements detailed in the job posting. It may take several weeks or more to complete a thorough review of all resumes received.

Phone screens are typically a part of the review process. Some positions also require applicants to successfully complete an assessment in order to move forward in the hiring process.

TIP: The three key elements to a successful phone screen are to be available at the time agreed, be prepared to answer questions about information submitted with your application, and be yourself.

Highly-qualified candidates will be invited to interview in person or by phone or video.

Candidates typically meet with multiple interviewers during the interview process, often in small groups or with panels. Interviews often focus on behavioral-based interview questions that help hiring manager  learn more about candidate's skills, experiences, and competencies.

Plan travel time accordingly for in-person interviews including an additional 10 to 15 minutes to get from visitor parking to the interview location. If traveling to Princeton from afar, instructions on how to book travel will be provided.

Because there are often multiple rounds of interviews, it may take several weeks or more to receive an update on application status. Finalists will be notified as soon as a decision is made.

TIP: Have questions ready to ask us about the work, the team, and the culture; anything that will help determine if this is the right opportunity.

If selected as a finalist, reference checks will be initiated with at least 3-5 individuals through an online survey. The reference check process is normally completed prior to an offer of employment.

TIP: Inform references in advance that they will be contacted by Princeton to ensure a quick completion of the reference check process.

Offers are made verbally and followed up with in writing. All offers of employment are contingent upon the successful outcome of references checks, background check, and a pre-employment screening process, as required for the position. Once an offer is accepted, the next step of the hiring process will begin.

Prior to the start of employment all new hires are required to successfully complete a background check and additional verifications, as required for the position. Background checks review employment history and previous address information for the past 7 years may take up to 2 weeks to complete.

Positions with physical requirements require successful completion of a post-offer pre-employment screening (POPES) exam prior to the first day of work. It is indicated in the job posting if a POPES exam is required.

Confirmation of eligibility to start will be communicated after successfully completing all required checks and screenings.

TIP: Carefully read all emails and take action within the deadlines identified to avoid any delay to the start of employment.

The onboarding process is designed to welcome new members of the University community and assist new hires in acclimating to their roles to become successful contributors.

New staff receive an email with information to access a personalized onboarding center with important information and required tasks to assist in a smooth transition. Staff are also invited to attend a New Hire Orientation program, as outlined in the offer letter. Additionally, each department has their own onboarding process to assist in gaining a better understanding of the role and departmental structure.

TIP: All newly hired faculty, staff, and casual employees are required to verify their identity and employment authorization for employment in the United States within the first three days of their first day of employment. Be sure to review the List of Acceptable Documents to determine which documents to bring to HR to complete the Form I-9.