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COVID vaccine required - Medical exemption acceptable Flu vaccine required - medical exemptions are acceptable. Our recruiters have access to travel nursing, nurse leadership and allied healthcare positions in all 50 states.
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We look for Science - Biotechnology, Pharmaceutical Technology, Biomedical Engineering, Microbiology etc. We look for Science - Biotechnology, Pharmaceutical Technology, Biomedical Engineering, Microbiology etc.
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In less than a year, we were able to develop our COVID-19 mRNA vaccine to the highest scientific and ethical standards – by far the fastest vaccine development in the history of medicine.
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Bachelor's degree in life sciences (Chemistry, Biology, Microbiology, Biochemistry, etc.) Familiarity with SAP CRM / or Blue Mountain RAM / ProCal is an asset. With offices in Caguas, PR, Boston, MA & San Francisco, CA and we serve life sciences clients in six global markets: United States, Puerto Rico, Dominican Republic, Mexico, Germany, Canada, and South America.
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Minimum of one year experience in a chemistry or microbiology lab. Great opportunity to gain entry-level industry experience in an R&D analytical chemistry lab! Perform general wet chemistry techniques.
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Mammograms, colonoscopies) and occasionally books follow up appointments (e.g., well child visits, vaccine booster visits). CHA is also a teaching hospital, with several primary care centers hosting CHA’s Harvard Internal Medicine residency and Tufts Family Medicine residency.
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Bachelor’ s degree or higher in Chemistry/Biology/Microbiology/Computer Science/Information Systems/Engineering or related discipline. Advanced knowledge of pharmaceutical, manufacturing and laboratory systems.
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Perform and evaluate complex laboratory tests in various areas of the clinical including but not limited to hematology, clinical chemistry, urinalysis, coagulation, and microbiology requiring how to operate complex precision instrumentation and a variety of automated and electronic equipment.
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Please note that effective October 1, 2021, as a condition of employment at Tufts Medical Center, all employees and new hires must have received their complete dose of the COVID-19 vaccine, unless they have been granted an exemption.
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Boston Scientific continues to evaluate its policies and protocols regarding the COVID-19 vaccine and will comply with all applicable state and federal law and healthcare credentialing requirements.
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Initiates vaccine programs for flu and covid-19 vaccine. Collaborates with medical staff and leadership to provide care to employees as needed and within scope of Occupational Health Service Works in collaboration with CNO to manage and create department budget.
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Extensive experience in computational protein design, structural informatics, in vitro evolution, design of vaccines and antibodies for nucleic acid delivery, computational algorithm development, protein biochemistry and biophysics, and animal studies and vaccine evaluation.
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Please note that the employer reserves its rights to mandate additional vaccine requirements at any time. This position is a part of PerkinElmer's corporate accounting group at the company's corporate headquarters, so additional duties could include, but are not limited to, consolidations of other businesses within the PerkinElmer, Inc. portfolio, and special projects.
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Maintain awareness and knowledge of Vaccine ecosystem by understanding trends, companies and key stakeholders. Vaccine experience preferred. Watch our ALL IN video ( and check out our Diversity Equity and Inclusion actions at sanofi.com.
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Educates all staff designated as high risk for HIV/HBV exposure as to the risks associated with their position and the availability of the Hepatitis vaccine. Acts as safety coordinator for employee injuries, provides evaluation, triage, education, and/or nursing care to injured workers.
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vaccine microbiology jobs in Cambridge, MA
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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.
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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?
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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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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.