At the recent Interfolio Summit, book lovers convened for a fun and informal gathering where we discussed what books we’re currently reading. And inevitably, the conversation expanded to include our favorite adaptations, requests for recommendations in new-to-us genres, and sidebars with spoiler-rich conversations.  

Attending a conference can be overwhelming, both in the amount of information and amount of networking, so my colleague Kara Szamborski and I decided to add a low-stakes opportunity to connect with fellow readers. 

Building Connections Over Books 

Sixteen Interfolio clients and staff gathered to geek out on books. To continue the conversations, we have compiled a list of recommendations for you to enjoy. You can view all the books on Storygraph and easily add them to your own TBR (to-be-read) list. 

Recommendations 

Non-fiction 

Global leader and diversity expert Sonia Aranza, our keynote speaker, recommended two books, Awareness: The Perils and Opportunities of Reality by Anthony de Mello and When Things Fall Apart: Heart Advice for Difficult Times by Pema Chödrön, which complemented her theme of centering oneself amongst the chaos of change. 

During our book club gathering, attendees also mentioned navigating change on their campus and what resources they were finding useful. Two classics that came up were Crucial Conversations: Tools for Talking When Stakes Are High by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler and Quiet: The Power of Introverts in a World That Can’t Stop Talking by Susan Cain. 

And for those interested in history, might we recommend Wine and War: The French, the Nazis, and the Battle for France’s Greatest Treasure by Don and Petie Kladstrup for your next book gathering? Think of the pairing options!  

Fiction 

The recommendations were coming fast and furiously, so here are a few that were mentioned.  

Interested to dip your toe into fantasy? The lush environment of The Invisible Life of Addie LaRue by V.E. Schwab or Erin Morgenstern’s The Night Circus might be good starting points. 

If you love reading the latest buzzy read, we recommend the thriller First Lie Wins by Ashley Elston. Dark Matter by Blake Crouch is also a good choice, with the new Apple+ tv adaptation now out. 

To feel all the feels, Lighthouse Keeper’s Daughter by Hazel Gaynor was strongly recommended. And a perennial favorite, pick up Midnight Library by Matt Haig; but be forewarned, it will make you eternally wonder about all of the sliding door moments of your life. 

Our genre-bending group also wanted to try out comic books and graphic novels. The Wicked + The Divine by Kieron Gillen and Jamie McKelvie is great for music and mythology fans, and The Agathas by Kathleen Glasgow and Liz Lawson is an un-put-downable young adult mystery inspired by Agatha Christie’s works.  

Full List 

• Awareness: The Perils and Opportunities of Reality by Anthony de Mello 

• When Things Fall Apart: Heart Advice for Difficult Times by Pema Chödrön 

• Wine and War: The French, the Nazis, and the Battle for France’s Greatest Treasure by Don and Petie Kladstrup 

• Crucial Conversations: Tools for Talking When Stakes Are High by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler 

• Dark Matter by Blake Crouch 

• First Lie Wins by Ashley Elston 

• Lighthouse Keeper’s Daughter by Hazel Gaynor 

• The Invisible Life of Addie LaRue by V.E. Schwab 

• The Midnight Library by Matt Haig 

• The Wicked + The Divine by Kieron Gillen and Jamie McKelvie 

• The Agathas by Kathleen Glasgow and Liz Lawson  

Time to Dive In 

Have additional books to add to the list or follow-up questions for recommendations? Please feel free to reach out on LinkedIn! 

Author Bio

Christine is a tech marketing leader with twenty years of experience growing revenue for B2B and B2C brands within EdTech, education, and the nonprofit sector. As VP of Product Marketing at Interfolio, she creates content and product marketing strategies that drive revenue and accelerate conversion throughout the funnel. She partners closely with sales and product leadership on GTM planning and execution, and she frequently collaborates with executive leaders at client universities to amplify their stories of innovation. Outside of work, Christine can often be found reading literary fiction, seeking out the newest bakery, or planning her next travel adventure. Connect on LinkedIn. 

At this year’s Interfolio Summit, faculty affairs professionals came together in Denver, Colorado for three days of learning, sharing, and networking. From upcoming innovations to best practices from institutions driving success and an energizing keynote from Sonia Aranza, Summit 2024 was brimming with opportunities to learn and grow.    

Throughout the event, Interfolio partner institutions shared their challenges and their successes, offering greater insight into the latest happenings in faculty affairs. Here are the top takeaways from Summit 2024: 

Community Connections Are Crucial 

It’s an incredibly tough time in academia. The past few years have been a rollercoaster, and there seem to be new crises arising each week that need to be resolved quickly. Networking is key for higher education professionals to share their ideas and challenges—building a sense of community with those who are also in the trenches helps build knowledge, form partnerships, and drive success.    

That’s why events like Summit are so important. These opportunities for networking allow faculty affairs professionals to connect with peers, share experiences, and instigate change—which is exactly what happened when Dr. Patricia Williams Dockery, Associate Vice President of Academic Affairs at Morgan State University, and Dr. Karen L. Anderson, Associate Provost for Academic Resources & Faculty Development at Yale University, struck up a conversation at last year’s Summit in Washington, DC. 

Their conversation led to an initiative between Yale and eight historically black colleges and universities (HBCUs): Claflin University, Hampton University, Jackson State University, Morehouse College, Morgan State University, North Carolina A&T State University, and Tuskegee University. The Alliance for Scholarship, Collaboration, Engagement, Networking and Development (ASCEND) Initiative launched a $10M commitment to initiate research and teaching collaborations between HBCUs and predominately white institutions (PWIs).

“It was in DC last year at the Interfolio Summit that the seeds of this partnership started germinating,” shared Dr. Williams Dockery. “I was giving a presentation, had some conversations with Karen during lunch, and then we spoke further about previous projects that Morgan and Yale had done.” From there, the project grew, spreading even further to include additional HBCU institutions. “Had Karen and I not been at the Summit last year, this may not have become a reality,” she added. “Summit isn’t just about us learning how amazing the tools are—it’s also an opportunity to share best practices, make really meaningful relationships, and build networks to support the work we do as faculty affairs leaders.” 

Change, Change, Change!  

Hiring and retaining both faculty and staff was top of mind at this year’s event. And we heard our attendees loud and clear: The impact of personnel change on campus is significant, whether it is new leadership or a long-time staff member with deep institutional knowledge leaving. But just how tough is it to find—and hold onto—the right people? 

During this year’s Summit, we were joined by the Higher Education Recruitment Consortium (HERC) for a session highlighting the results from their 2024 Job Seeker Survey. This annual survey aims to understand the experiences of both current and prospective higher ed employees and identify effective strategies for colleges and universities looking to hire and retain these essential campus constituents. 

The survey revealed that an alarming 39% of faculty are actively seeking a new job, including 44% of faculty who have 10+ years of experience. And they aren’t just exploring opportunities in higher education—47% are looking at roles across many industries, including higher education, while 9% are looking to pivot from the industry entirely. 

How can institutions keep existing faculty engaged in their roles while also attracting new talent? Job seekers place high importance on the ability to advance their careers internally, having shared values as their institution, and the need for flexible work options.

Growing Desire for More (and Better) Data 

Data was a very hot topic this year! The common theme was that faculty affairs professionals require clean, accurate data to do their jobs well. There’s no shortage of uses when it comes to faculty data—reporting, CVs, evaluations, and even workload equity. How can institutions ensure they’re capturing everything they need?  

During a deep dive into data from the IT Department at UVA’s McIntire School of Commerce, attendees learned how the institution created a multi-step process to extract data from Interfolio Faculty Activity Reporting (FAR) using an API, which is then stored, transformed, and integrated with numerous other systems. This collaborative effort between the faculty affairs and IT teams helps the institution analyze data in robust ways.   

Boise State University and Texas A&M University joined forces to discuss how they use data within FAR to power faculty CVs, institutional reporting, accreditation, and more. Since beginning its FAR rollout in the summer of 2022, Texas A&M has led more than 20 training sessions to ensure success, and 85% of the institution’s faculty have utilized the system. Meanwhile, Boise State created a “Why are we doing this?” fact sheet for faculty, helping them better understand the value of using the system.   

Interfolio’s Product team members also presented on this topic, sharing best practices and case studies from institutional partners who have utilized Interfolio Lifecycle Management to achieve better data governance. In addition, the team announced the launch of Interfolio Faculty Web Profiles, which gives institutions the power to highlight faculty accomplishments using data from FAR.

Continued Engagement Is Key

Many clients shared how implementing Interfolio represents an important transformation—but this takes thoughtful effort and requires faculty buy-in to ensure success. Florida Gulf Coast University (FGCU) joined us at Summit to share how the institution successfully engaged faculty to implement Interfolio. 

The institution took a proactive approach to buy-in, focusing on these five strategies to help cultivate collaboration and engagement:  

1. Effective communication 

2. Continuous participation 

3. Intentional language 

4. Comprehensive training 

5. Transparency 

This approach included involving faculty from start to finish, helping to build a positive relationship between faculty and the technology. They were consulted for their insights and perspectives—and given ongoing opportunities to provide input. Communications sent to faculty featured positive, supportive language, demonstrating the institution’s openness to improvement. In addition, faculty were provided with comprehensive training, one-on-one assistance, and easily accessible guides for additional support. And by prioritizing openness and transparency with regular meetings, timely emails, and meaningful communications, faculty were constantly kept in the loop throughout the implementation process.   

“It was important to us that the faculty were part of our team—they were part of the process from the beginning to the end,” shared Andi Clemons, Director of Academic Affairs, Administration, and Budget at FGCU. “We wanted to create an environment of support,” she added. “You want them to feel comfortable, you want them to feel supported. And it does take a little bit of extra work, but it’s so worth it because they’re going to feel better about the results and the change if they feel like they’ve got support.” 

Interfolio can also help with these efforts: We offer a consultative approach to help our partner institutions replicate best practices on their campus and involve the right stakeholders at the right time. Our monthly client newsletter details the latest innovations, upcoming webinars, and office hours for ongoing support and optimization. As Sonia Aranza shared during her moving keynote, “You can go fast alone, but we can go further together.” We are here to support you every step of the way. 

We hope Summit was a valuable experience for everyone who attended, and we look forward to hosting again next year. If you missed this year’s event and want to learn more about the topics covered, be sure to reach out to your Account Manager or Customer Success Manager. Hope to see you in 2025! 

In the last decade, higher education student bodies have become more diverse, but the faculty at most institutions increasingly do not reflect the diversity of the students they teach. Colleges and universities have recognized this imbalance, and many have committed to hiring and retaining a more diverse faculty body. While there have been gains in recent years, a new report from the Government Accountability Office found that some groups—Black and Hispanic professors in particular—are still underrepresented at higher education institutions. 

Many colleges and universities are doubling down on their efforts, and for good reason. They recognize that improving minority representation in academia is about more than hitting a quota—it’s about creating a supportive campus climate, ensuring student success, and recruiting and retaining talented faculty. 

Ultimately, it’s about making the institution more inclusive, effective, and attractive to the highest quality professors and researchers. 

What Is Faculty Diversity? 

Faculty diversity means more than just racial, ethnic, and gender diversity. A diverse faculty should also represent a range of abilities, social statuses, sexual orientations and gender identities, religions, viewpoints, and scholarly interests.  

The impact of representation in higher education cannot be overstated. For example, if a student with a hearing disability encounters a professor with a similar disability, they may start to see a future for themselves in academia. A new path has appeared for them—and now they are more likely to pursue graduate school and research opportunities. 

The Importance of Faculty Diversity in Higher Education 

Having a diverse faculty benefits students, the institution as a whole, the larger research community, and the faculty members themselves.  

When your faculty members come from a variety of backgrounds and have varied interests, your institution can offer a greater range of programs and research opportunities. Faculty with unique perspectives can also broaden classroom discussions and introduce students to new ideas. 

Improved Student Engagement and Retention 

Achieving faculty diversity enhances underrepresented students’ educational experiences. Minority faculty can provide much-needed support and opportunity for growth and development to students from similar groups. For example, Black students may feel more comfortable talking about their challenges to faculty members with whom they have shared experiences.  

A more supportive and inclusive educational experience results in improved academic performance, and we’ve seen time and time again that increased faculty diversity leads to better graduation rates for students from underrepresented groups. In fact, performance gaps between white and minority students—e.g., dropout rates—fall significantly for minority students in classes taught by minority faculty members, with long-term positive effects on retention and degree completion. 

Enhanced Learning Environments and Campus Climate 

Today’s students are looking more closely at faculty diversity and representation when choosing which institution to attend. When you have a diverse faculty body, you attract more students from underrepresented groups to your institution, which itself has a host of positive effects.  

For example, students’ learning outcomes improve when they informally interact with other students from different racial groups. In particular, these students show improved intellectual engagement, self-motivation, and civic and cultural engagement. Students’ critical thinking, problem solving, and writing skills also improve from interacting with students from different backgrounds than their own. 

Increased Opportunity and Better Preparation for the Real World 

The skills students develop in interacting with a diverse faculty and student body also prepare them to successfully interact with the people they will encounter in the real world. 

Students graduate into a multicultural world, where the majority of work settings will involve interacting with people of different races, faiths, abilities, and viewpoints. To succeed in these settings, students must recognize the value of different experiences and know how to communicate in a way that is sensitive to these differences.  

Students exposed to diversity during their time in higher education are also more engaged citizens as adults and, in general, better prepared for all facets of adult life. 

How to Close the Diversity Gap 

It’s easy to understand why colleges and universities are eager to increase faculty diversity—it’s good for students, faculty, and the institution itself.  

Nevertheless, many institutions have struggled to make significant progress. Improving diversity in higher education requires addressing multiple challenges, including shortcomings in recruitment and promotion practices as well as pipeline problems (that is, an insufficient number of new Ph.D. graduates from underrepresented groups).  

Here are a few steps that institutions can take to improve their recruitment process and long-term faculty retention: 

Recognize and guard against unconscious bias: One threat to increasing faculty diversity is unconscious bias, or social stereotypes about certain groups of people that individuals form outside their own conscious awareness. To combat this threat, institutions should examine policies and practices for any potential discriminatory effects. Hiring committees, in particular, should be aware of unconscious bias and take action to combat it.  

Focus on education: Consider providing all of your employees with diversity, equity, and inclusion (DEI) training. Your training program can include multiple levels, including materials that establish a baseline of knowledge and programs that enable faculty to deepen their understanding of DEI issues.  

Create community groups and support systems: Encourage the creation of groups, such as Employee Resource Groups (ERGs), that give employees a sense of community and a support network to either fall back on when facing challenges or celebrate with following professional successes. 

Rethink hiring practices: In addition to targeted training and education on DEI issues, an essential step to increase faculty diversity is to improve your hiring practices. For example, institutions can circumvent affinity bias by auditing applicant pools against earned doctorate survey data from the National Science Foundation.  

Promote Diversity in Higher Education With Interfolio 

While improving your hiring practices is one important part of increasing faculty diversity, progress also depends on examining your academic review policies and processes. 

Is your university doing all the right things to appropriately influence faculty applicant pool diversity? 

Universities that hire faculty through Interfolio gain a new level of applicant pool data, equitable committee work, and consistency that enables them to reach diverse academic hiring outcomes. 

You can learn more here about how we can help your institution reach its diversity goals—and enjoy the many benefits that come from faculty diversity.

Inside Higher Ed and Hanover Research recently released the 2024 Survey of College and University Chief Academic Officers. The findings, which dive into responses from 331 provosts from across the country, highlight how academic leaders are feeling about a variety of topics at this point in time. Here’s a glimpse at what provosts shared about what they’re currently experiencing. 

Faculty and Staff Retention Challenges 

Turnover and retention are proving to be a challenge for the majority of academic leaders, with 35% of provosts seeing faculty turnover rates that are higher than usual. Adding to the challenge, 30% of provosts report retirement rates that are higher than usual.  

In addition, 60% of provosts say that recruiting faculty is more challenging now than it was prior to the pandemic. In an effort to combat this issue, 39% say their institution is doing more now than it was before the pandemic to retain and engage faculty members. And about three-quarters of provosts (74%) noted that their institution surveys faculty, staff, and administrators to assess their job satisfaction. 

Academic Leaders’ Thoughts on Tenure  

The overwhelming majority (83%) of provosts feel that tenure is important to the overall health of their institution, with 50% deeming the practice to be very or extremely important. When it comes to viability, 62% of provosts believe that tenure is very or extremely viable within their institution.  

However, provosts are notably split when it comes to the idea of supporting long-term faculty contracts over the existing tenure system we see in higher education today. Overall, 54% of provosts favor making the change to contracts while 46% oppose the idea. Digging into the demographics, there are striking differences seen when considering the type of institution, the age of the respondent, and the region where the respondent lives.  

For example, provosts at private doctoral and master’s institutions are especially likely to favor long-term contracts (67%), while provosts at public doctoral institutions are the least likely to favor the idea over the current tenure system (41%). Contracts are also more highly favored by provosts aged 40–49 (60%) and 50–59 (57%) than they are by provosts aged 60–69 (46%). Provosts in the Northeast region are also more likely to favor long-term contracts (62%) than their counterparts in the South (45%).   

Teaching Versus Research: What’s More Important? 

When it comes to the role of faculty, provosts have differing views about the importance of teaching and research when it comes to their institution versus higher education as a whole. In fact, 80% of provosts feel that teaching is more important than research at their own institution. Just 15% say they believe teaching and research are equally important at their institution, while the remaining 5% say research is more important.  

In contrast, 44% of provosts say teaching and research are equally important across higher education as a whole—not just at their own institution. Upon taking a closer look at the demographics, those at public doctoral and private master’s or doctoral institutions are more likely to say that research matters as much as teaching.  

A Closer Look at Provost Job Satisfaction 

Overall, the vast majority of provosts surveyed (87%) agree or strongly agree that they are glad they pursued administrative work in higher education, with relative consistency across demographics. Gay and lesbian respondents are somewhat less likely (78%) to agree that they’re glad they pursued this work than their heterosexual counterparts (87%), and respondents aged 60–69 are somewhat more likely (94%) to agree than those who are 50–59 and 40–49 (82% for both groups).  

While it’s encouraging to see how many provosts are glad they pursued the role, these individuals have a tough road ahead. In particular, issues with retention, recruitment, workloads, and equity will require extra consideration in the coming years as academic leaders continue to face heightened pressures in these areas. Do you have the tools you need to address these challenges? 

Access the full report now to learn more about these findings from Inside Higher Ed and Hanover Research.  

Applying for academic jobs and programs involves aggregating a variety of materials. Since 1999, millions of scholars have entrusted Interfolio with their career aspirations, using Interfolio’s Dossier to:

• Navigate stressful application processes
• Request, store, and send accurate and confidential letters
• Collect, curate, and prepare materials
• Send materials or collections for feedback and mentorship

The Interfolio team has hosted and fine-tuned these interactions and processes. This helps alleviate stress and facilitate preparation for our users so they can focus on the outcome of their efforts: getting to their next career milestone. 

Here, we break down the five central benefits of an online scholar-focused dossier—and speculate about what a global network of digital academic portfolios could mean for networking and knowledge sharing.

Benefits of an Online Academic Dossier:

1. An online dossier makes it possible to manage multiple confidential letters of recommendation for multiple applications. Surely this is the best-known purpose of an online academic dossier—and it’s a game-changer. Instead of asking letter writers over and over to submit letters to dozens of destinations, you can just ask each of them to submit one unaddressed letter (or several variants) to your dossier service. By making it easier for letter writers, you can maintain a stronger relationship with them—and you don’t have to constantly check in on whether or not a writer has completed their letter.
   
2. It facilitates the sharing of materials for feedback in a relatively seamless way. The ability to send a digital copy of your CV or a collection of materials at the push of a button to anyone, anywhere, is an incredibly beneficial capability of online dossiers. Simply upload and then send mentors, advisors, or even a peer a copy of your application packet and receive their thoughts and feedback on how to put your best foot forward. And all the feedback is captured so you can easily accept and translate it—or pass on certain thoughts and ideas.
   
3. It enables a scholar to apply to a large number of opportunities—and to apply on short notice. For a scholar who maintains an academic dossier online, the actual sending of application materials is simpler and quicker, with the ability to submit an application packet with a few clicks from anywhere. The time available to invest in the most substantive, meaningful aspects of your career management—to revise statements, research opportunities, learn about peers’ work, and attend events—can be severely constrained by the labor it takes to get all of your applications out the door.
   
4. It gives scholars a place to store the most up-to-date versions of their own materials. If you use an online dossier service, you have a dedicated space for your career materials that is accessible from anywhere. Is an academic dossier service the only way to store your documents online? Of course not. But you gain the added benefit of a dedicated venue in which to organize your work, so you’ll know exactly where to go to find what you need.
   
5. It gives scholars a consolidated historical record of their career steps. A dossier service makes for a more informed applicant. When you organize your job search, grant applications, or even a medical school portfolio online in this way, you can rely on a single place to reference any past attempts. It’ll help you remember which opportunities you applied for at which times, which materials were sent to which destinations, to whom you addressed a packet at a particular institution (and at what address), and similar details. The dossier service stores this information for you, making it easy to reference as needed.

Academics are highly qualified applicants in a very tight market—with limited time. With Interfolio’s Dossier, you can get a head start. By shortening the path from point A to point B, it affords individual scholars greater freedom to represent their contributions and character, and to make connections with the right collaborators. Plus, Dossier gives you access to an extensive database of academic positions, fellowships, and grants, so you can handle the entire process in one convenient location. 

Interfolio’s Dossier enables scholars to collect, curate, polish, and submit their materials at all stages throughout their academic professional path.

Build Your Dossier With Interfolio.
Advance With Confidence.

Applying for academic programs or positions requires many artifacts. Put your best foot forward with Interfolio.

Start building your dossier for free today.

Between their teaching, service, and research efforts coupled with evaluations for tenure and review, faculty have a lot on their plate—and a lot to prove. It can be tough to capture and showcase the data to fully demonstrate faculty impact, and that burden often falls on faculty themselves. The University of North Texas Health Science Center (UNT HSC) found a way to harness that data with Interfolio in order to illuminate faculty excellence, streamline RPT processes, and showcase strategic plan achievements. 

Connecting the Faculty Data Dots 

With six schools specializing in patient-centered education, research, and health care, UNT HSC had a need for a centralized faculty activity reporting system that could provide a clear picture of the institution’s 300 faculty members. “We had data coming from all different places, and it was kind of up to the departments and chairs to collect the data for things like annual review or for the faculty member when came to promotion and tenure,” shared Nancy Staples, Academic & Business Manager in the Office of the Provost at UNT HSC. She also noted that the institution was working with a homegrown system for reviews that was difficult to work with, and files for promotion and tenure were being mailed on flash drives.  

“We had internal tracking on spreadsheets, and PeopleSoft has their rank and service time, but it didn’t have a full picture of any faculty members. It was very spread out,” said Staples. The institution sought a solution that could provide this complete snapshot of its faculty members in one location and made the decision to implement Interfolio Faculty Activity Reporting (FAR) and Interfolio Review, Promotion & Tenure (RPT) to help streamline faculty processes.  

Saving Faculty and Administrators Time 

UNT HSC collects and activates data in FAR, which is used in tandem with the Interfolio Data Service. Using APIs, basic HR data is brought into the system from PeopleSoft, teaching data comes in from the registrar’s office, and additional feeds come in from the grants office. “With the Data Service, it pulls in more scholarly activity,” said Staples. These activities are already appropriately formatted, creating a much easier process for the institution’s faculty to simply click and accept to add activities to their profile. “Before, they had to go in and format it—it was a lot of tedious work,” she added.  

Maintaining accurate faculty data in a centralized location is also beneficial for reviews, as the vita is pulled directly from FAR into RPT. “Before the faculty member submits their case, they go in and review it to make sure that their activity reporting is correct,” noted Staples, “so what they put into their annual review is their truth.” In addition, the institution has templates for the promotion and tenure cases accessible through Interfolio’s Dossier. “Even five years out from a promotion, they can go and start building the case in Dossier,” said Staples. “And then when they are ready to go up, we just create their case, and they slide the information over from Dossier directly into their P&T case. I’ve seen a P&T case created and submitted within four days—they have all the information right there already set up.” 

Showcasing Faculty Impact With Web Profiles 

When it comes to showcasing faculty accomplishments, UNT HSC sets the bar high. “We have public-facing profiles that are fed from Faculty Activity Reporting,” noted Staples. “It’s an automatic feed—every night, it uploads to the profile, and they can go in at any time and look at it.” These profiles include a faculty member’s accomplishments, research, and academic details. As updates are made in FAR, these changes are reflected on their web profiles. “We allow it to be as much or as little as they want to publish.” 

Interfolio Faculty Web Profiles is a new addition to our leading Faculty Information System, allowing academic leaders to activate existing data to benefit both their scholars and their institution. Integrating with FAR and the Interfolio Data Service, our web profiles solution is the easiest way to highlight the holistic impact of your scholars across their service, teaching, and research accomplishments. Automatically search, ingest, and deduplicate 280 million records and conference proceedings published in over 60,000 sources to create faculty profiles quickly and seamlessly. Faculty regain valuable working hours, enabling them to spend time on higher-impact activities. 

Watch the on-demand webinar to hear more about how UNT HSC activates data to illuminate faculty impact. If you’d like to find out how Interfolio Web Profiles can help increase the public visibility of your scholars, contact us today for a demo.