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Bose, Jennifer Sano-Franchini, Elizabeth Keller Kirycki, Ruth D. Osorio, Elliot Tetreault  \nThis article examines academic job market experiences as an embodied performance, considering how different bodies must navigate that performance in different ways. Engaging with the critical race theory methodology of counterstory developed by Aja Martinez and the social justice heuristic developed by Rebecca Walton, Kristen R. Moore, and Natasha N. Jones, we use a framework of positionality, privilege, power, and professionalism to interrogate the politics of academic hiring. We use this framework to theorize from our personal stories and to consider how Othered job seekers interact with hiring bodies in ways that are deeply visceral and that are always implicated within institutionalized power relations. We then provide recommendations that will help hiring committees and faculty mentors move toward more equitable and inclusive academic hiring practices.  \nScholarship in rhetoric and composition has discussed how minoritized job  \nseekers face disproportionate challenges on an academic hiring market that is already stressful, anxiety-inducing, and exhausting (Blackaby et al.; Dadas,“Reaching”; Dadas, “Interview”; Exum et al.; Price; Rivera; SanoFranchini; Võ; Walwema and Arzu) . This article builds from that work, centering positionality, privilege, power, and professionalism as a framework for interrogating the politics of academic hiring through the critical race theory methodology of counterstory (Martinez) . We examine the academic job search as an embodied performance, considering how different bodies must navigate that performance in different ways.  \nTo do so, we draw on personal experience and theoretical scholarship to consider how job seekers who are Othered—whether through the rhetorics of disability, race and ethnicity, gender, sexuality, nationality, class, and/or pregnancy—interact with hiring bodies in ways that are deeply visceral and that are always implicated within institutionalized power relations. Othered bodies exist in contrast to what Rosemarie Garland-Thomson describes as thenormate,“the constructed identity of those who, byway of the bodily configu  \nComposition Studies 50.3 (2022): 20–39  \nrations and cultural capital they assume, can step into a position of authority and wield the power it grants them”(8). The normate is the default body for which, we argue, hiring conventions are instituted: 12-hour-day campus visits that involve walking around large campuses and college towns with constant social interaction and few breaks assume an ability to endure such conditions (as other scholars have already noted); the demand to front travel costs for campus visits assume a level of economic privilege; and the heteronormative white male cultures of many academic departments privilege cis-gendered, white men with U.S. citizenship who do not have to navigate thorny questions regarding maternity leave, childcare, visa sponsorship, or campus climate.  \nAs a diverse collective of six scholars in rhetoric, composition, and technical communication–three of us Asian/American, three of us white, one of usan international scholar, and several of us women, disabled, queer, and/or first generation college graduates–we disrupt the normate in a number of ways. Three of us are pre-tenure faculty, two of us are tenured, and one of us is in anon-tenure track position. As such, this article demonstrates how centering marginalized perspectives may be conducive for imagining hiring practices that are more humane, equitable, and accessible.  \nFirst, however, we introduce the heuristic that frames our analysis. Continuing the social justice turn in the field of technical communication, Rebecca Walton, Kristen R. Moore, and Natasha N. Jones developed the “3Ps”heuristic—positionality, p","cbCail7vdElhzYiF","https://ap.wps.com/l/cbCail7vdElhzYiF","pdf",151363,"English","# Positionality, Privilege, Power, and Professionalism Framework\n## Embodied performance and institutional power relations\n## Othered job seekers and counterstory\n## Heuristic: the 3Ps and the added fourth P (professionalism)\n## 4Ps application to marginalized experiences\n## Recommendations for equitable hiring","[{\"question\":\"What recommendations does the article provide?\",\"answer\":\"It offers recommendations to help hiring committees and faculty mentors move toward more equitable and inclusive academic hiring practices, informed by marginalized perspectives.\"}]","Interrogating the Four Ps - Positionality, Privilege, Power, and Professionalism in the Rhetoric and Composition Job Market | PDF",1792088813]