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We are a recently established translational leukemia research laboratory that uses a variety of biochemical, molecular, and cell biology approaches to identify new therapeutic targets, develop preclinical models of disease, and test novel therapeutics both.
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We are a recently established translational leukemia research laboratory that uses a variety of biochemical, molecular, and cell biology approaches to identify new therapeutic targets, develop preclinical models of disease, and test novel therapeutics both in vitro and in vivo using mouse models.
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We are particularly interested in combining bioinformatics, high-throughput multi-omics approaches such as RNseq, CRISPR screening, single cell sequencing, spatial transcriptomics, as well as standard molecular biology techniques to characterize gene expression regulation at the molecular and cellular levels.
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PhD in chemical biology, biochemistry, molecular or cellular biology, or related field. Experience with mammalian cell culture and molecular and cell biology techniques. We are seeking a highly motivated and skilled candidate to join Novartis Biomedical Research as a Discovery Postdoctoral Fellow within the Discovery Sciences (DSc) department to work on expanding the scope of covalent drug discovery.
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Candidate with experience microbiology, genetics, bioinformatics, nutritional biochemistry, molecular biology, is preferred. Candidate with experience microbiology, genetics, bioinformatics, nutritional biochemistry, molecular biology, is preferred.
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JOB EXPERIENCE FOR Associate Scientist: Must possess a BS in molecular biology, biochemistry, or related field with at 2-4 years relevant experience. JOB EXPERIENCE FOR Associate Scientist: Must possess a BS in molecular biology, biochemistry, or related field with at 2-4 years relevant experience.
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Cell biology and engineering: e.g. cell culture, flow cytometry, confocal microscopy Molecular biology and engineering: e.g. plasmid cloning, CRISPR Animal studies with rodents: e.g. transplantation, survival surgery, in vivo imaging.
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Those with prior experience in molecular biology, microbiology, immunology, biochemistry, or small animal models of disease encouraged to apply. Applicants must have a PhD in microbiology, biochemistry, molecular biology, or a related discipline.
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The Prairie Research Institute (PRI), a research and service institute of the University of Illinois at Urbana-Champaign centrally located between Chicago, St. Louis, and Indianapolis, houses five State Scientific Surveys covering a wide range of expertise including biology, water resources, climate, geology, sustainable technology, and archaeology.
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This position requires a Ph. D. in molecular biology, cell biology, genetics or related fields. The candidates should have extensive experience in molecular and cell biology as demonstrated by solid publication record.
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The ideal candidate will have a strong understanding of immuno-oncological cell therapies, systems biology, molecular gene editing, FACS/FLOW, protein detection and scSeq techniques. Tempus' proprietary platform connects an entire ecosystem of real-world evidence to deliver real-time, actionable insights to physicians, providing critical information about the right treatments for the right patients, at the right time.
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A combination of cutting-edge tools will be employed, including biochemistry, molecular and cellular biology, mouse genetics, genomics, metabolomics, proteomics, and endocrinology. Qualifications: Minimum Qualifications Applicants should have a recent Ph. D. degree in physiology, molecular/cell biology, genetics, or a related field.
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The Research Computing Center at the University of Chicago seeks a highly motivated Computational Scientist-Computational Biology that will support the Program in Computational Biology (PCB), lead by Matthew Stephens in the department of Human Genetics, with implementing novel computational and statistical methods for analysis of biological data.
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Computational Scientist - Computational Biology page is loaded. Computational Scientist - Computational Biology. The PCB is a group of faculty, students and postdoctoral researchers at the University of Chicago who work on problems related to computational biology.
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Ph. D. in oncology, molecular systems biology, or a related field. Experience working with next-generation sequencing data. Passionate about precision medicine and advancing the healthcare industry.
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.