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Familiarity and demonstrated experience with antibody/protein-based therapeutics. Aditum Bio intends to obtain an office location in Cambridge in Q4 2024; the position would be fully remote until a Cambridge office opening.
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Our immediate focus is on the areas where the clinical activity of antibody inhibitors of integrins is precedented, thus enabling a rapid path to clinical proof-of-concept. Evidence Generation: Oversee the development and execution of clinical trials, real-world evidence studies, and other research initiatives to generate data that supports product differentiation and value.
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Using proprietary technologies, Genoskin creates human skin models that replicate in vivo conditions, providing a reliable alternative to animal testing and helping to de-risk drug development.
$75,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Work closely with team members to produce and validate new direct conjugated antibody product lots for off the shelf products or to support custom products by performing scientific experiments including but not limited to bioconjugation of antibodies, flow cytometry, western blotting, immunoprecipitation, ELISA experiments and cellular assays with direct supervision.
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Genoskin is a Franco-American biotech company with research facilities in Toulouse, France, and Salem, MA. The company creates, develops and specializes in first-in-human data generation for drug & vaccine developers as well as cosmetic companies and academic institutions.
$65,000 a yearFull-timeExpandApply NowActive JobUpdated 6+ months ago
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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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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
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