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Sail Biomedicines is seeking a highly motivated and innovative Associate Director, Drug Substance Process Development to be the subject matter expert and leader of RNA manufacturing processes, including upstream and downstream activities.
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We are seeking an experienced Scientist/Engineer, Drug Product Process Development at our Germantown, MD location to join us in our mission to serve patients with our next generation of innovative Gene Therapies.
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We are currently accepting applications for Alcohol and Drug Counselor Intern (ADC Intern) at our Residential program in Eden Prairie. The ADC Intern must participate in weekly clinical supervision provided by a Licensed Alcohol and Drug Counselor Supervisor.
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Molecular biology techniques desired include: general cell culture techniques, tissue culture and related wet lab techniques (i.e. western blotting, functional assays), preparing samples for sequencing, drug development, murine modeling and flow cytomery.
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Spearhead the development and strategy of our client’s computational platform, integrating novel computational techniques and GPCR structural biology to aid drug discovery and development.
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Playing a critical role as the subject matter expert (SME) and technical lead of Drug Product within PDM function, the position will be responsible for preformulation studies, formulation and process development, drug delivery design, optimization, scale-up and manufacturing in support of Revolution Medicines pipeline compound development and clinical programs.
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Playing a critical role as the subject matter expert (SME) and project lead of Pharmaceutical Development within CMC function, the position will be responsible for preformulation studies, formulation and process development, drug delivery design, optimization, scale-up and manufacturing in support of Revolution Medicines pipeline compound development and clinical programs.
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Our scientists develop key technical and business solutions across the portfolio using their deep technical expertise to speed up testing of the clinical hypothesis and overall drug development.
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Experience in the development of computational tools for drug design. BIOVIA is looking for a motivated Machine Learning Engineer – Drug Discovery to join our Discovery Studio team in San Diego, CA, or Waltham, MA in an onsite/hybrid role.
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Minimum of Bachelors degree in Life Sciences, Healthcare, or relevant field/ equivalent qualification with 8 years of experience working in Drug Safety/Pharmacovigilance Operations. Prior experience in Pre-marketing Drug Safety/Pharmacovigilance Operations.
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The Scientist II will provide technical leadership in complex in vivo workflows, identification and validation of new drug targets, advancing novel therapies, and developing technologies to accelerate scientific research.
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Averhealth is currently looking for a Female Drug Screening Representative for our Boise testing location. As a Drug Screening Representative, you will be working in a Patient Care Center performing an observed collection of urine samples from our patients.
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PhD in Pharmaceutical Sciences, Biophysics, Biochemistry or a relevant discipline and 5 years of industry experience preferably in vaccine formulation development, or at least in biologics such as proteins or protein conjugates.
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The Alcohol and Drug Counselor is responsible for delivering quality treatment to justice involved individuals with varying levels of substance use/abuse issues, and who are using a variety of addictive substances.
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Eight (8) years of experience in pharmaceutical drug safety/pharmacovigilance case processing including branded and generic products and all case types (spontaneous, clinical trial and litigation.
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Title: drug development Company: Confluence Discovery Technologies
FEATURED BLOG POSTS
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.