OOFOS’ Post

WE'RE HIRING! We're recruiting candidates for a new Innovation Team (i-Team) here in #Pittsburgh, PA - a Director and Civic Designer. To identify candidates for this exciting opportunity, the Bloomberg Center for Public Innovation has partnered with Koya Partners, an executive search firm, as well as Johns Hopkins University.   ABOUT THE DIRECTOR: Innovation in local government can transform culture and deliver exceptional results for residents; the Director is responsible for leading a dynamic and successful i-team in executing innovative projects and ideas. To learn more about the role or to express interest, please visit the job posting here: https://lnkd.in/e2KiGCDw. You can also make a nomination of candidates using this link as well. In your nomination email, please include as much of the following in your email as possible: (1) your name; (2) the full name of the person you are suggesting;(3) your relationship to the person you are suggesting; (4) any contact information you may have.   ABOUT THE CIVIC DESIGNER: Innovation in local government can transform culture and deliver exceptional results for residents. The Civic Designer guides the i-team and stakeholders through a design-based innovation process, including research, ideation, and delivery, in order to achieve that ambitious impact. To learn more about this opportunity, please visit the Johns Hopkins Career website here: https://lnkd.in/e6tzmzXW. Potential candidates should apply directly through the portal.  #Innovation #Hiring #CityGovernment #localgovernment

🔬 Scientific Hiring Spotlight: Unleashing Talent in the Lab! 🔬 Today, let's shine a spotlight on the art and science of hiring in the scientific realm. 1. Precision in Process: In scientific hiring, precision is key. Just like in the lab, our recruitment process demands accuracy, ensuring we select the right candidates to drive innovation. How do you maintain precision in your hiring process? 2. The Talent Molecule: Every lab needs the right mix of talents. From analytical wizards to experimental enthusiasts, building a diverse team fuels breakthroughs. What's your secret recipe for assembling a dynamic scientific team? 3. Navigating the Talent Petri Dish: The talent pool is our Petri dish, and each candidate is a unique culture. How do you ensure a seamless fit between your organizational DNA and the aspirations of potential hires? 4. Thursday Challenge: Share a hiring success story or a challenging scenario you've navigated in the scientific hiring space. Let's learn from each other! 💡 Tag your scientific hiring comrades, and let's foster a community of knowledge exchange. #ScientificHiring #TalentInnovation #ThursdayThoughts

Let our recruiting experts at Scientific Search help you with your next big career move!!

The best person to hire a scientist is another scientist. But that’s a problem for companies looking to bring on a CSO – if they already had one, they wouldn’t be hiring. So, how do you vet a CSO when you’re not a scientist yourself? One (of three) essential components of finding a successful CSO is being able to evaluate candidates' experience and track record. Here’s how I would do it: First, I'd look for a blend of academic and industry experience. Your candidate should be comfortable in both worlds, with both academic credentials and hands-on industry experience. Next, evaluate their publication record. Not just how many papers they’ve published, but where they’ve published and the impact of their work. (High-quality publications in reputable journals are a good indicator.) Learn about their experience in translating research into business outcomes. Your CSO should be able to turn scientific findings into actionable business strategies- ask them for examples of how they've done this in the past. And don’t forget to ask about their ability to secure funding or partnerships. A good CSO has a track record of obtaining grants or building strategic partnerships. I’ll share a few more guidelines for finding your perfect CSO match in the coming weeks, but in the meantime: If you’re in the process of hiring a CSO and need expert advice, I’m offering 30-minute consultation calls. See the scheduler link in my profile. Come ready to talk about your science budget and how you plan to integrate science into your business strategy- I’ll help you figure out how to find what (or rather, who) you’re looking for. #businessstrategy #hiring #chiefscienceofficer

🇨🇦 We're hiring! 🇨🇦 https://lnkd.in/gTumkDRJ If you have a PhD in Behavioral Science and love the qualitative side of unearthing the complexities that make us human, check out the job description in the link below to see if we're a good fit. https://lnkd.in/gTumkDRJ #Hiring #BehavioralScience

What do you get when you combine: A task master and an organisational freak! + A Recruitment professional with 20+ years experience! + A PHD Neuroscientist who can code! The Hub #thehub #hiring #Job #jobs #career #work #help #support #jobsearch

#openposition alert at Vellore Institute of Technology for project scientist and project associate. To #stayinformed on the latest #jobopenings & #openpositions by #connecting with me on LinkedIn! #jobs #openpositions #Biotechjobs #microbiologyjobs #lifesciencejobs #MolecularBiologyJobs #careeroppurtunities #Labopportunities #ResearchJobs #LifeSciCareers #clinicalresearch #opportunities2024 #postdoc

Evolving Trends in Life Science 🧬: The Hiring Perspective Navigating the winds of change in life science commercialization can be both daunting and exhilarating—especially when it comes to making those crucial hiring decisions. Previously, it was mostly about technical know-how. Fast forward to 2024, and the landscape's shifted. 1️⃣ Firstly, cross-functionality is king. With the blurring lines between biotech, pharma, and tech sectors, we're looking for chameleons —pros who can adapt, pivot, and innovate. Think bioinformatics experts mingling with AI, or marketing mavens fluent in genomics. 2️⃣ Secondly, the 'soft' skills are now hard currency 💷. Communication, leadership, and the ability to foster a culture of continuous learning are vital. After all, the brightest minds are nurtured, not just hired. In my 3 years of life science recruitment, I've seen a real appetite for candidates who bring more to the table than just a stellar CV. They're the ones who understand the patient journey end-to-end and the importance of strategic partnerships and collaborations 🤝. Your thoughts? How do you see emerging trends sculpting the hiring arena in your space? Drop a comment, keen to hear everyone's thoughts! #LifeSciences #HiringTrends #Commercialization

Are you overlooking the power of unconventional programs in your hiring process? The University of Texas's online Master's in AI is breaking ground by preparing graduates to solve real-world business problems. This unique approach to education emphasizes practical applications of AI over theory alone. Hiring Managers, ask yourself: Are your applicants ready to roll up their sleeves and dive into the challenges your company faces? These graduates don't necessarily have traditional Computer Science degrees, but the reality is that they may bring more to the table than you think. Their diverse backgrounds coupled with practical AI skills could provide the innovative solutions your business needs. Don't let traditional hiring mindsets limit your company's potential. Expanding your recruitment perspective can bring unexpected benefits to your team. For personalized assistance in sourcing the best talent, consider reaching out to us at Periscope Search Group. #hiring #toronto #recruiting

I would like to share that my research group, MINDS (Multi-scale Intelligent Networked Decision Systems), has multiple open Ph.D. positions. If interested, please email me with your resume and a brief research statement. "-Nothing is more powerful than our MINDS!"