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&lt;p&gt;Across the last two cycles, the center of gravity for 2L summer recruiting has shifted from late summer into late spring—well ahead of traditional OCI. In April 2025, Reuters reported that nearly all elite law schools advanced formal interviewing to&#160;May and June, citing accelerating “precruiting” and a surge of offers made outside campus programs—56% of summer-associate offers in 2024 occurred outside formal programs, up from 23% in 2022&#160;(&lt;a href=&quot;https://www.reuters.com/legal/legalindustry/top-law-schools-move-up-summer-associate-job-interviews-may-june-2025-04-17/&quot; target=&quot;_blank&quot;&gt;Reuters&lt;/a&gt;). NALP’s 2025 research brief confirms the same macro trend: law offices documented a recruiting season “more accelerated than ever,” with methods changing alongside earlier timelines (&lt;a href=&quot;https://www.nalp.org/0325research&quot; target=&quot;_blank&quot;&gt;NALP overview&lt;/a&gt;;&#160;&lt;a href=&quot;https://www.nalp.org/perspectivesonrecruiting&quot; target=&quot;_blank&quot;&gt;Perspectives hub&lt;/a&gt;). For rising 2Ls, the question is no longer whether pre-OCI is real—it’s how to respond strategically when the most consequential conversations now happen in late spring.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;How the calendar actually changed (and why that matters)&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;The speedup is not just rumor. Reuters’ April report names top schools—including&#160;Stanford, Yale, Harvard, and Columbia—moving core interview programs into&#160;May/June&#160;to match employers who were already courting candidates months earlier (&lt;a href=&quot;https://www.reuters.com/legal/legalindustry/top-law-schools-move-up-summer-associate-job-interviews-may-june-2025-04-17/&quot; target=&quot;_blank&quot;&gt;Reuters&lt;/a&gt;). Industry outlets chronicled the same shift in early 2024 and into 2025 as schools experimented with “Early Interview Programs” (EIP) or preview windows that sit outside classic OCI (&lt;a href=&quot;https://www.reuters.com/legal/legalindustry/yale-stanford-yield-summer-associate-recruitment-creep-other-top-law-schools-2024-02-14/&quot; target=&quot;_blank&quot;&gt;Reuters 2024&lt;/a&gt;). NALP’s historical analysis shows a pre-OCI uptick even before the pandemic (offices recruiting prior to OCI grew from ~26–29% in 2015–2018 to ~35% in 2019), foreshadowing the current acceleration (&lt;a href=&quot;https://www.nalp.org/0720research&quot; target=&quot;_blank&quot;&gt;NALP trend note&lt;/a&gt;). The practical implication is clear: the most important first meetings for rising 2Ls now occur before 1L spring grades finalize, compressing time for research, networking, and materials prep.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;What “pre-OCI” offers look like and how they change risk&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;Earlier timelines bring earlier offers. In many cases, firms run&#160;preview screener days&#160;in May/June and extend contingent or informal offers prior to the traditional summer window, then use July/August for targeted callbacks rather than mass intake. NALP’s framing around evolving “EIP” structures captures why: schools host programs “less structured than traditional OCI” to meet employers where they are, and employers treat them as primary, not auxiliary, channels (&lt;a href=&quot;https://www.nalp.org/0325research&quot; target=&quot;_blank&quot;&gt;NALP overview&lt;/a&gt;). Because these offers can arrive before peer offers exist, rising 2Ls face unfamiliar tradeoffs: accept early and lock certainty, or wait for optionality at the cost of leverage. The&#160;sequence—offers arriving before the broader market clears—is the distinctive 2025 reality.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Concrete steps to get ready earlier than you planned&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;The answer is not to panic—it’s to shift preparation two months forward. Start with a firm list and r&#233;sum&#233; tailored to&#160;late April&#160;rather than mid-summer. Use NALP’s public resources to map which employers historically recruit via EIP vs. classic OCI (&lt;a href=&quot;https://www.nalp.org/perspectivesonrecruiting&quot; target=&quot;_blank&quot;&gt;Perspectives hub&lt;/a&gt;). Track your schools’ announcements—many now publish spring interview calendars and employer lists or push updates through Symplicity/12Twenty. Treat May and June as&#160;callback months in miniature: rehearse case narratives, proof writing samples, and line up practice talks with career services. Because firms are compressing decisions, any delay in references, transcripts, or writing samples becomes costlier in spring than it was in late summer.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Guardrails for accepting (or not) a pre-OCI offer&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;If a pre-OCI offer arrives, ask for clarity on timing and conditions. Schools that moved formal interview programs earlier did so partly to&#160;structure&#160;student decision-making amid pressure (&lt;a href=&quot;https://www.reuters.com/legal/legalindustry/top-law-schools-move-up-summer-associate-job-interviews-may-june-2025-04-17/&quot; target=&quot;_blank&quot;&gt;Reuters&lt;/a&gt;). Use that structure: request the written offer with any grade contingencies, conflicts checks, or deadlines; ask whether exploding deadlines can be aligned to your school’s calendar; and confirm whether second-look visits or practice-group conversations are available in June so you’re not committing blind. Career offices may point to NALP’s guidance on timing history to support reasonable decision windows (&lt;a href=&quot;https://www.nalp.org/the_cruel_recruiting_timeline&quot; target=&quot;_blank&quot;&gt;NALP timeline background&lt;/a&gt;).&lt;/p&gt;&lt;p&gt;&lt;strong&gt;How to maintain optionality without burning bridges&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;Finally, remember that many firms still fill a chunk of their classes in July/August; the market is earlier, not over. If you need time, communicate directly and professionally, citing school calendars or pending scheduled interviews. Where appropriate, you can condition acceptance on a brief information period to meet teams in your likely practice area. The firms pushing earliest are often also the most understanding of calendar realities—they’re in this timing shift too. Anchoring your conversations to the&#160;documented&#160;market acceleration helps explain why you’re asking for process guardrails without sounding evasive (&lt;a href=&quot;https://www.reuters.com/legal/legalindustry/top-law-schools-move-up-summer-associate-job-interviews-may-june-2025-04-17/&quot; target=&quot;_blank&quot;&gt;Reuters&lt;/a&gt;;&#160;&lt;a href=&quot;https://www.nalp.org/0325research&quot; target=&quot;_blank&quot;&gt;NALP overview&lt;/a&gt;).&lt;br /&gt; &lt;br /&gt; ***&lt;br /&gt; &lt;br /&gt; Pre-OCI recruiting is now a mainstream channel, and May/June has become the real first look for many rising 2Ls. The good news is that the trend is well documented, which gives you leverage to prepare earlier, secure fair timelines, and still compare options. Use your school’s calendar, NALP’s data, and published reports to frame your requests, then execute like it’s already August—because, functionally, it is.&lt;/p&gt;

Travis Whitsitt

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