Faculty hiring shapes the flow of ideas, resources, and opportunities in academia, influencing not only individual career trajectories but also broader patterns of institutional prestige and scientific progress. While prior studies have found strong correlations between faculty hiring and attributes such as doctoral department prestige and publication record, they rarely assess whether these associations generalize to individual hiring outcomes, particularly for future candidates outside the original sample. Here, we consider faculty placement as an individual-level prediction task. Our data consist of temporal coauthorship networks with conventional attributes such as doctoral department prestige and bibliometric features. We observe that using the coauthorship network significantly improves predictive accuracy by up to 25% over tabular features alone, with the largest gains observed for placements at the most elite (top-10) departments. Our results underscore the role that social networks, professional endorsements, and implicit advocacy play in faculty hiring beyond measures of scholarly productivity and institutional prestige. By introducing a predictive framing of faculty placement and establishing the benefit of considering coauthorship networks, this work offers a new lens for understanding structural biases in academia that could inform targeted interventions aimed at increasing transparency, fairness, and equity in academic hiring practices.
Dies et al. (Wed,) studied this question.