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About the Opportunity: Reporting to the President of World Science U (WSU) and Executive Director of Education, or in their absence, the Director of Education, the WSS program Manager oversees daily operations of the WSS program, working intimately with world-renowned scientists and coordinating with the WSF media team to produce and film high quality courses.
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Job Title: Medical Science Liaison (MSL) - Rare Disease. Minimum of 1 year of experience as a Medical Science Liaison (MSL) in the pharmaceutical or biotechnology industry. We are seeking a highly motivated and experienced Medical Science Liaison (MSL) to join our client's team focused on rare diseases.
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Work closely with other members of Cell Science team and downstream Process Development team to develop and execute multiple projects under tight timelines. Sr. Associate Scientist/Scientist - Cell Science.
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BS in Chemistry, Food Chemistry, Food Science, Food Engineering, Chemical Engineering, or similar disciplines. MS in Chemistry, Food Chemistry, Food Science, Food Engineering, Chemical Engineering, or similar disciplines.
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You will partner with our Global Data Science teams to design, develop, deploy and operate machine learning driven applications and data pipelines. Collaborating with Data Science to deliver state of the art ML products.
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Medical Science Liaison (MSL) - Epilepsy/CNS/Neurology - Southern Territory. The Medical Science Liaison (MSL) will provide non-promotional scientific, educational, and research support for the company's CNS portfolio in the Southern territory, which includes Kansas, Missouri, Arkansas, Louisiana, Mississippi, and Tennessee.
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2+ years of relevant R&D experience, including but not limited to polymer chemistry, protein formulations, foaming systems, chemical formulation, surfactant chemistry, material science and/or green chemistry.
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The Department of Data Science (DS) at New Jersey Institute of Technology (NJIT) seeks candidates to fill Adjunct Professor positions. Adjunct Instructor - Data Science. Successful candidates must have an MS degree in Data Science or Computer Science or a closely related area (a PhD degree is preferred.
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A masters degree from an accredited college or university in one of the following areas of study: environmental or chemical engineering, limnology, environmental science, marine science, geology, biology, earth science, chemistry, physics, or health science; or 2.
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PhD degree in Plant Science, Biotechnology, or a related field, with at-least 3-5 years of experience. This position offers an exciting opportunity to contribute to the development of innovative solutions in plant science.
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The Application Scientist will be responsible for conducting research and development (R&D) using atomic force microscopes (AFMs) with a focus on materials science. Background in semiconductor materials science and research.
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The Graduate Center's commitment to research and scholarship for the public good is exemplified by its more than 30 centers, institutes, and initiatives, including its Advanced Science Research Center (ASRC), a 200,000 square-foot facility in upper Manhattan, designed to promote collaboration among scientists in five areas of global research and innovation: nanoscience, photonics, structural biology, neuroscience, and environmental sciences.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Registration to practice before the USPTO is preferred, but willing to consider training an exceptional candidate with strong computer science background who wishes to become a Patent Agent or ultimately attend law school to become a Patent Attorney.
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Working knowledge or coursework in data science and knowledge of data science languages such as R, SQL, and Python. Bachelor's Degree (BS/BA), 1-2 years of experience in data science, data analytics, or paid media as an intern or full-time.
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Requirements: Requires a Master’s in Statistics, Computer Science, Data Science, Machine Learning, Applied Math, Operations Research, Economics, or a related field plus two (2) years of experience as a Data Scientist, Data Engineer, or other occupation/position/job title involving research and data analysis.
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science job Title: chef Company: Dow in Jersey City, NJ
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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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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.
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.