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The Quantitative Pharmacology and Pharmacometrics (QP2) department drives model-informed drug discovery and development (MIDD) to routinely enable efficient drug discovery/development and/or regulatory decisions.
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Knowledge of drug development, pharmacokinetics and pharmacology principles required. The Associate Director will perform job duties independently with minimal supervision and/or lead QP2 efforts on drug/vaccine development programs, and author or co-author strategic documents.
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We are looking for candidates as Research Associate I or II, Oligonucleotide Chemistry to join our discovery chemistry team to advance cutting-edge RNA editing drug discovery programs.
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Are you a motivated and dynamic medicinal chemist ready to make an impact in drug discovery? Develop and utilize a deep knowledge of medicinal chemistry and drug discovery principles to advance portfolio projects from inception to the selection of development candidates.
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We develop innovative analytical technologies to catalyze groundbreaking advancements in drug discovery, propel clinical development, and ensure the safety and quality of both small and large molecule therapies, including novel modalities such as Cell & Gene Therapy and mRNA.
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Exposure to biopharma approach to drug discovery, commercial evaluation of investments in the biotech space, or clinical strategy. This position will be responsible for identifying and curating therapeutics projects from the Northwestern ecosystem to enable their evaluation for entry into the Lakeside Discovery translator.
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Our client develops life-changing medicines for patients using advanced structure-based and computational drug discovery technology. The company's platform combines the latest advancements in visualization of molecular interactions, computational chemistry, and data integration to design orally available, superior small molecule medicines that overcome current limitations of biologic and peptide drugs.
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Biomere-west is a preclinical CRO located in Richmond, CA. We are focused on providing a personalized and customer-focused approach to preclinical services, early stage drug discovery and development services for the pharmaceutical and biotechnology industries.
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Experience in scientific disciplines related to drug discovery and development, including biology, chemistry, toxicology, and pharmacology. Experience in the development and application of computational approaches in drug discoveryExperience in leading teamsPreferred Qualifications:If you have the following characteristics, it would be a plus:Experience in leading teams that positively impacted progression of the discovery portfolio via leading in a matrix setting at all levels and leveraging Subject Matter Experts to define standards and ensure fit for purpose solutions.
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In addition, we are proud of the leading-edge science coming out of our discovery labs, including early-stage research programs that leverage our extensive ion channel expertise and drug discovery capabilities to identify validated drug targets and develop new product candidates.
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This position supports the company's Discovery Research function to advance preclinical drug development scientific initiatives. This position plans and executes in vivo and/or in vitro laboratory research to complete science-based projects under the direction of a supervisor.
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B.S. / M.S. in Biology (or Immunology/Pharmacology/ or related) with at least 3- 5 years of industry /CRO drug discovery experience. Ability to managing assigned projects, independently design, plan, and execute in vivo experiments, conduct ex vivo analysis or in vitro experiments to address drug mechanism-of-action and disease-focused hypotheses, troubleshoot experiments as needed, analyze, interpret data, and plan follow up experiments.
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You will have the opportunity to apply your knowledge in computational biology, machine learning, computer science, and statistics to develop and improve algorithms for analysis of multidimensional biomedical data and provide creative solutions to cutting-edge problems in genomics and drug discovery.
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Reno, NV, US, 89511 For 70 years, Charles River employees have worked together to assist in the discovery, development and safe manufacture of new drug therapies. We have built upon our foundation of laboratory animal medicine and science to develop a diverse portfolio of discovery and safety assessment services, both Good Laboratory Practice (GLP) and non-GLP, to support clients from target identification through preclinical development.
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We are seeking a Principal Scientist to propel our data science, helping to build world-class platform capabilities in analytics and machine learning supporting biological discovery and drug development programs.
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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.
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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.