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The Associate Director, Strategy & Execution will support the US Rare Disease Franchise to ensure that the franchise is best positioned to deliver on its strategy and business priorities.
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The Executive Director, Regulatory Affairs will develop and execute global regulatory strategic and tactical guidance for the development of innovative new drugs in rare disease ensuring fast to market global product registrations, product promotion, maintenance of products and processes in regulatory compliance with local regulations.
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Our recent acquisition of Renaissance Pharmaceuticals is a significant milestone for Essential Pharma, the groups second product for treatment of a rare disease, and the first development-stage asset in our portfolio.
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As Global Health Economics and Value Assessment (HEVA) Associate in our Global Rare Disease HEVA team in Sanofi’s Rare Disease franchise, you’ll plan and generate robust health economics and value-based research.
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Deliver high quality ad hoc analyses to MS / Neurology leadership (or Rare Disease) that offer clear recommendations in support of brand strategy. Keywords: Analytics, Insights, Rare Disease or Neuroscience, Forecasting.
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Entry level MSL candidates with strong clinical backgrounds in rare disease, hematology, and/or allergy will also be considered. Hematology/Oncology, Allergy or Rare Disease experience strongly preferred.
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Providence St. Vincent Hospital is seeking an experienced, compassionate, and collaborative Pediatric Infectious Disease Physician to join their Pediatric Specialties team in Portland, Oregon. Home of the Portland Trail Blazers, "Rip City" offers residents a high quality of life, an incredibly diverse array of dining options and a thriving job market.
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Collaborates with and facilitates advocacy coalitions for specific public policy goals, including rare disease awareness and disease-specific policy issues. In partnership with cross-functional partners, integrate Vertex's state/regional patient advocacy strategy and identify additional opportunities to increase rare disease awareness and disease burden awareness.
$258,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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About Orsini Specialty Pharmacy "Providing compassionate care since 1987, Orsini is a leader in rare disease and gene therapy pharmacy solutions, built to simplify how patients connect to advanced medicines.
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To achieve its mission of improving people’s quality of life by acting responsibly towards society and the environment, the Group research, develops and markets innovative drugs in its three therapeutic areas: AIR (products and services that promote respiration, from new-born to adult populations), RARE (treatment for patients with rare and ultra-rare diseases) and CARE (products and services that support special care and consumer-facing self-care.
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We are an innovate global healthcare company, committed to transforming the lives of people with immune challenges, rare disease and blood disorders, cancers, and neurological disorders.
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This one-year fellowship opportunity is for physicians to be mentored in the translational neuroscience program headed by Elizabeth Berry-Kravis, MD, PhD. As the leading investigator in multiple NIH-funded research programs and industry-and foundation-sponsored clinical trials, Dr. Berry-Kravis has established Rush University Medical Center as an international destination for rare disease treatment and research in the area of pediatric neurodevelopmental and neurogenetic conditions.
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The Legal Director also works with DC government, DC courts, provider agencies, and the broader DC community to ensure that people with developmental disabilities have access to high-quality representation.
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Proven track record of successful reimbursement negotiations with European Health Technology Assessment (HTA) bodies and pricing authorities for rare disease therapies. Experience successfully creating and executing HEOR plans and tactics in rare disease.
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5+ years industry or consulting experience in evidence synthesis work, or, more broadly in market access/ HEOR, across multiple project types and disease areas. As a company, we deliver services across many RWE and HEOR applications and a wide range of therapeutic areas with an emphasis on uncompromising quality, scientific rigor, and flexible solutions.
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quality director rare disease jobs Title: associate
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.
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.