How Universities Find Adjuncts and How You Can Be on Their Radar

For many professionals, teaching part time seems like an opportunity that only "happens to other people." Universities rely on adjunct instructors far more than most people realize, and departments actively look for qualified experts. The challenge isn't a lack of demand, it's that the process isn't widely publicized, and most qualified professionals don't know where to start.

How Universities Actually Find Adjunct Instructors

The adjunct hiring process is surprisingly decentralized and informal compared to full-time faculty searches. Understanding how it works gives you a significant advantage.

1. Department Connections Matter Most

Many hires happen through referrals, alumni networks, or internal recommendations rather than public postings. Department chairs often tap their professional networks first when they need to fill a class. Being visible to the department, not just HR, is crucial.

This means the traditional "submit and wait" approach rarely works. Instead, you need to actively cultivate relationships with decision-makers in your target departments.

2. Department Chairs Are the Real Decision-Makers

While HR may process paperwork, adjunct hiring decisions are mostly made at the department level. They're looking for people who can step in with minimal training and deliver value to students immediately.

Understanding what keeps chairs up at night helps you position yourself effectively: last minute instructor cancellations, courses that need industry specific expertise, and maintaining course quality with limited budgets.

3. The "Bench List" System

Most departments maintain informal lists of interested and qualified professionals they can contact when openings arise. These lists might be in a shared spreadsheet, a chair's personal contacts, or department files. Being on one of these lists dramatically increases your chances of getting contacted.

The challenge? These lists aren't advertised, and there's no formal application process to get on them. You have to proactively make yourself known.

4. Timing Is Everything

Hiring happens on two tracks: planned (for upcoming semesters) and emergency (when someone drops out). While planned hiring might start 3-6 months before a semester, emergency needs can arise with just weeks or days of notice. Being responsive and available for quick turnarounds makes you incredibly valuable.

How You Can Get On Their Radar

Now that you understand how the system works, here are concrete strategies to position yourself as the instructor departments want to hire:

1. Strategic Networking (Not What You Think)

You don't need to attend endless networking events. Instead, focus on quality connections:

• Send a warm email introduction to department chairs in your field. Keep it brief, professional, and focused on what you can offer students.
• Attend one or two university events per semester—guest lectures, career panels, or department open houses. Show up, add value, and make genuine connections.
• Connect on LinkedIn with faculty in your target departments. Engage thoughtfully with their content occasionally.
• Volunteer for guest speaking opportunities—offer to speak to a class about your industry expertise. This is your audition.

2. Demonstrate Your Teaching Value

Chairs want to know you can teach, not just that you have expertise. Highlight:

• Mentoring experience—both formal and informal
• Workshop or training facilitation—any experience presenting complex information
• Industry certifications or specialized tools relevant to coursework
• Real world case studies you could bring to the classroom

3. Master the Introductory Email

A concise email to a department chair can outperform dozens of formal applications. Here's the formula:

4. Build Long-Term Relationships

Getting your first adjunct position is just the beginning. To build a sustainable teaching career:

• Follow up each semester with department chairs, even if you haven't heard back
• Continue guest speaking when invited, stay visible and valuable
• Attend department events when possible to maintain relationships
• Share relevant updates—new certifications, projects, or industry developments
• Be reliable and responsive—word spreads quickly in academic circles

5. Position Yourself as a Problem-Solver

Frame your availability in terms of department needs: "I understand there's often demand for instructors who can teach evening courses" or "I'm particularly interested in helping with specialized electives that draw on industry experience." This shows you understand their challenges and are ready to help.

Common Mistakes to Avoid

How Roleo Simplifies the Process

While networking and relationship building remain important, Roleo streamlines the discovery process by connecting you directly with universities actively seeking instructors in your field. Instead of cold emailing dozens of department chairs, Roleo highlights relevant course opportunities and facilitates warm introductions.

Think of it as getting on multiple department "bench lists" simultaneously but with the added benefit of departments already knowing they have open positions and actively looking for candidates like you.

Your Action Plan

Ready to start? Here's what to do this week:

1. Identify 3-5 target universities within commuting distance or that offer online programs
2. Research their department websites to find chair contacts and understand their program focus
3. Draft your introductory email using the template above
4. Send 2-3 emails this week—start building those connections
5. Create a Roleo profile to get matched with immediate opportunities
6. Look for one guest speaking opportunity to get your foot in the door

Final Thoughts

Universities desperately need qualified professionals who can bring real-world experience into the classroom. The opportunity is there—but it requires a proactive approach. Build genuine relationships, make your expertise visible, position yourself as a problem-solver, and you'll become a trusted resource that departments turn to semester after semester.

Remember: you're not just looking for a job; you're offering something valuable that students need and departments want. Approach it with that confidence, and doors will open.