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Relative to the use of Exact Sciences’ products, including clinical and select health economics and outcomes research data (HEOR). Some experience communicating health economics and outcomes research (HEOR) data.
$165,000 - $247,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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OPEN Health is a flexible global organization that solves complex healthcare challenges across HEOR and market access, medical communications and creative omnichannel campaigns. Senior Research Analysts, Psychometrics, in the Patient Centered Outcomes (PCO) team, are essential contributors working across a range of projects which are conducted for our pharmaceutical clients, primarily.
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An in-depth knowledge of the health care market as well as experience with clinical trials. Collaborate with clients and thought leaders on a national, regional and local level to obtain clinical insights that support medical research associated with new and existing products.
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The Research Analyst will be responsible for surveying a portfolio of oilfield services market segments (for example: "Wireline" and "Drilling Fluids") and suppliers (for example: "BJ services" and "Halliburton"), and presenting key findings in the form of reports, presentations and through our online news service.
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Gilead Sciences, Inc. is a research-based bio-pharmaceutical company that discovers, develops and commercializes innovative medicines in areas of unmet medical need. Provide HEOR expertise to inform, support and strengthen commercialization activities including clinical development, marketing, and market access.
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This position requires excellent interpersonal and matrix leadership skills to support effective partnerships with key internal and external stakeholders including global/regional/local HEOR leaders, Department Heads, TA Heads, CMT Leads, Development, Regulatory Affairs, and Market Access.
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Collaborating closely with the Medical Team and the Market Access team, the MVL engages in scientific exchange and enters strategic discussions with health care decision makers as they relate to medical/clinical and health economic and outcome research (HEOR) data with payers, policy makers, and other decision makers and influencers.
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Works cross-functionally with Market Access, Brand Marketing, NPC, Medical, Market Research, HEOR and other members of the organization to ensure seamless alignment. Responsible for facilitating Market Research in the LTC space in conjunction with colleagues from market research and New Product Commercialization.
$151,800 - $220,050 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Interact with Regional Market Access/Health Economics / Outcomes Research and Medical Affairs teams to coordinate and develop real world evidence generation in support of their access programs.
$135,000 - $232,300 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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MD, PhD, MPH, PharmD, RN or PA with at least 5 years’ experience in Epidemiology, Health Economics Outcomes Research (HEOR), or/and Health Systems Research. with partnerships from other parts of Medical Affairs, Publications and Scientific Communications, Pharmacovigilance, Clinical Development, Market Access, and Commercial functions.
$190,000 - $286,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Our company specializes in market research and is currently seeking individuals for remote work-from-home computer positions. If you're enthusiastic about contributing to market research efforts and aiding businesses in their growth journey, we encourage you to submit your application today.
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Business development strategies cover capturing new EPA contracts, recompeting existing contracts, capturing task order competitions on multiple award contract, marketing initiatives that target new programs and clients, and other strategies to expand Tetra Tech’s support to the U.S. EPA. The market sector covers programs and initiatives across the U.S. EPA organization including EPA headquarters, regional, and research and development offices.
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This includes concept testing, tracking studies, choice modeling, risk analysis, advertising research, online surveys, and focus groups. By joining our team, you'll play a crucial role in helping businesses comprehend their market dynamics and identifying their next potential customers-all from the comfort of your home office.
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This team works on cutting-edge optical sensor research involving innovative design, selection, and implementation of emerging optoelectronic components, as well as system integration, testing, and troubleshooting.
$106,000 - $149,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Conducts bi-annual competitive market research and provide the regional sales team with all data (i.e., including rates, apartment sizes, services, and amenities) necessary to complete an accurate ranking and analysis of designated competitors in the communities' market.
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market research jobs Title: corporate recruiter Company: Alliance Data
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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.