This paper discusses issues pertaining to the recruitment and hiring of dual-career academic couples by universities and psychology departments. Studies have shown that both husbands and wives in dual psychologist couples are more productive in number of publications, paper presentations, and grants awarded than their single counterparts, yet many universities are reluctant to hire academic couples because of psychological resistance, small group dynamics, and self-esteem maintenance issues. University issues may include reactance, exploitative bargaining, and fear of precedence. Exploitative bargaining--offering part-time or adjunct appointment to a spouse (usually a wife)--is often an issue which can result in a dissatisfied spouse inducing her partner to leave. Universities also fear that hiring a spouse will lead to an avalanche of requests for all spouses, both academic and nonacademic, to be hired by the university. Departmental issues include discrimination against couples by others in the department; fears of recruitment committees about the adequate differentiation of partners in publication credits, evaluation, and tenure review; and fear of the loss of both partners if one or the other accepts a new position. Small group dynamics at the departmental level include concern about couples forming power blocs or conversely the fears that disruptions in the marriage will adversely affect departmental politics. Finally, the old guard faculty is likely to have fears about disrupting the status quo. (TE)