Switch the "filter" box in the "positions" page to "view closed positions" and your search should appear.

Go to the "applications list" page, and click the three vertical dots next to the edit button on the top right of the page. Choose "view details" and you will see the URL.

All staff should be assigned a "committee manager" role. Faculty should be assigned either an "evaluator" role or a "committee manager role." The committee manager will have a more complicated interface and some abilities irrelevant to faculty members, but will also be able to send bulk messages and run reports, which some faculty members may wish to do. If you would like to control permissions so that the search committee chair has additional access to comments and evaluations, use the "set evaluators" section of the setup page.

You should be able to add any Brown faculty members to your search committee as evaluators, regardless of their home department.

This is now easily accomplished with the "additional materials requested" status. Simply select an applicant and set their status to "additional materials requested." Once they have uploaded their materials, move them forward to the next status, or back to the prior status if they do not advance. (Be sure to select "applicants may add additional documents" if you anticipate requesting additional materials.)

Since all potential referees for TPAC cases must be vetted by the Dean of the Faculty, it is easiest to request a list of at least five prospective referees (with institutional affiliation and contact information) as a supporting document for senior-rank searches. (Use the "other" document type, and in the notes field define it as "contact information for five referees"). Be sure to state clearly in your advertising and in Interfolio that candidates should not have letters submitted to the department.

You can then solicit letters by email or post, scan them, and upload them to Interfolio so that they will become part of the candidate's dossier. Be sure to upload such letters as the "confidential letter of recommendation" document type, and name them in a way that does not display who they are from (e.g. "letter 1," "letter 2") as any other document type may make them visible to the applicant.

There are a number of ways to proceed with open rank searches. The easiest is to clearly identify how to apply as a junior and a senior candidate in the "application instructions" section of your landing page, including specific instructions that junior rank candidates should submit three letters of reference and senior candidates should submit a list of five referees.

When you choose your required documents, choose "confidential letter of reference," but set the required number to zero, then click "allow applicants to upload additional material." This will allow junior candidates to upload their three letters without requiring any letters of senior candidates.

For senior rank candidates, follow the process detailed above under "I am running a senior-rank search," but set the required number of other documents (references) to zero.

The Dean of the Faculty's office and the office of the Associate Vice President for Diversity and Inclusion are committed to maintaining the autonomy and confidentiality that departments currently expect during the search process. Both offices have agreed that they will not read the comments or the rankings that evaluators attach to applications, that rankings and comments will be treated as confidential departmental discussions, and that the administration will not use these the rankings or comments in any way during the search process.

You should not maintain paper files for any searches run through Interfolio. Search records will be archived by Interfolio for the five-year records retention period required by Brown. In addition, you should download all search related data once the search has closed, and save it.

Pool, compliance and diversity reports can now all be auto-generated in Brown's hiring system. It is essential that you use the "status" feature of Interfolio, marking each candidate as "not-long list," "long list," "(near) shortlist," "final-round interview," "offer made" or "hired."  These statuses allow our hiring system to function.