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The primary roles of the Clinical Nurse Specialist include: practitioner, educator, leader, consultant and researcher. It is comprised of eight hospital campuses (Ballard, Edmonds, Everett, Centralia, Cherry Hill (Seattle), First Hill (Seattle), Issaquah and Olympia); emergency rooms and specialty centers in Redmond (East King County) and the Mill Creek area in Everett; and Providence Swedish Medical Group, a network of 190+ primary care and specialty care locations throughout the Puget Sound.
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368,000 - $420,000 for Sr. Distinguished Applied Researcher. $389,900 - $444,900 for Sr. Distinguished Applied Researcher. Sr. Distinguished Applied Researcher. PhD in Computer Science, Machine Learning, Computer Engineering, Applied Mathematics, Electrical Engineering or related fields.
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The postdoctoral researcher will be expected to develop into a senior participant on a project team involving graduate and undergraduate student research. This research is an extension of a long history of research on nitrogen cycling in central Montana agricultural landscapes by project co-PIs and is strongly motivated by the potential for these anaerobic bacterial communities to meaningfully influence greenhouse gas emissions of agricultural stream corridor ecosystems.
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Mayo Clinic is top-ranked in more specialties than any other care provider according to U.S. News & World Report.
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Mixed Methods UX Researcher. Senior Human Factors Researcher (Biosensors) page is loaded. Senior Human Factors Researcher (Biosensors) Eye tracking/gsr/ biosensor experience. B.A/B.S. in a human behavior related field, such as human-computer interaction, psychology, sociology, communication, information science, media studies, computer science, or economics.
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From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state.
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A postdoctoral fellow position is available in the newly established Dr. Yang Lius lab in the Department of Integrative Biology and Pharmacology, the University of Texas Health Science Center at Houston (UTHealth).
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The Department of Pediatrics at the University of California, San Francisco, and UCSF Benioff Children's Hospitals are recruiting candidates for appointment within the Professional Researcher Series at the Assistant, Associate, or Full rank.
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VCU School of Medicine is searching for a Post-Doctoral researcher withexpertise and interests to join a research team focused on high throughput humanand pathogen genomics. The successful applicant will be an experienced molecular biologist comfortablewith wet lab aspects of high throughput sequencing.
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276,000 - $315,000 for Applied Researcher II. $292,400 - $333,700 for Applied Researcher II. Applied Researcher II. This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI.
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Systems Planning Corporation (SPC), a subsidiary company of GAI Consultants, Inc., is seeking an experienced researcher to conduct rare, threatened, and endangered (RTE) bat studies on development projects throughout the Northeast, Midwest, and Southeast.
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As an AnaVation Vulnerability Researcher, you'll be at the forefront of identifying and mitigating vulnerabilities in complex software, contributing to our mission to secure the digital landscape.
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The Zhou lab at the Buck Institute has an opening for a Postdoctoral Researcher or Research Associate to study the connection between cellular and organismal aging, neuroscience & behavior, as well as age-related diseases (e.g., AD and ALS) using fruit flies as a model.
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The postdoctoral researcher will be working in a multidisciplinary team environment to support cognitive neuroimaging research. UA has a new MRI research facility with a Siemens Prisma scanner, an EEG system, biospecimen collection space, a fullscale mock scanner and behavioral testing rooms.
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7 - 12 years: Work experience in natural resources, biology, or wildlife-related field. GAI Consultants, Inc. is committed to diversity, equity, and inclusion through fostering a workforce that represents different communities, cultures, and viewpoints.
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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.
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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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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.