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[jschlot]

I'd like to dip into the collective wisdom here regarding my situation:

My SO is one of 3 finalists for a position that will likely be filled by the end of Feb.
In a great stroke of luck, the same SLAC is also hiring in my field, in my specialty.

The only problem is that the timeline for this position is way behind the SO's. 
If my SO is hired, it will be before the search comm has even conducted preliminary
interviews for my position.

I fear if SO breaches the question of a spousal hire that the best case scenario is
that I get a 1-year visiting position and effectively withdraw from the search for a TT hire...
Is this estimation correct?

What is the best way to negotiate this situation?

I'm eager to hear your thoughts....

-J

[fencester]

I don't see the problem. The timing seems good, in my opinion.  Your spouse should casually inquire about spousal hire policy when he/she meets the HR person. If he/she does get the offer, then he/she should say that you're applying for the position in the other dept. Then the dept will see what they can do.  If you end up writing your cover letter after spouse gets the offer, then you mention in the cover letter that your spouse was offered a position.  That's what I would do anyway. The fact that your position is open later than spouse's puts you in a position to work it out after a decision was made on your spouse's hire.

[jschlot]

what i'm concerned about is the fact that "outing" myself as a trailing-spouse could also red-flag me as especially
desperate for any position there.  What incentive, then, does my hiring dept have to keep me in the running for the TT position as opposed to simply offering me a visiting or part-time position?

thanks for your input fencester.  i'm glad to hear this perspective on the situation. i hadn't considered the fact that the 2mo+ difference in the timelines could actually help. do others agree?

[compdoc]

By now you probably know whether your spouse got the position, but ...

The SLAC that I used to teach at actually loves to hire teams of TT people because it is so much harder for two to leave than one. It's a good school, but it's in a less than desirable area and it's hard to keep people there. If both are working there, though, it's great.

Last year a new tt-hire's chair went after the chair in my field to hire new tt-hire's spouse. That worked. Because wife was a strong candidate in field 1, field 2 figured it was worth taking a chance on spouse. That situation has worked out well for both departments (and the students at the university), so it can be done on the staggered timeline.