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Researcher Job Description

Researchers are employed in almost every industry to recognize patterns, locate, analyze, and interpret data. They may work in academia, science, medicine, finance, and other sectors, with varying duties depending on their research goals. Researchers use the internet, books, published articles, or surveys and interviews to gather data.

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Researcher Job Description Template

We are looking to hire a dependable researcher to work on various company projects. The researcher's duties include aligning methodologies with research goals, using a range of tools to acquire information and interpret data, writing up reports and presenting findings and schedules to management and other stakeholders, identifying trends and patterns, conducting fieldwork and tests when required, as well as protecting databases and confidential information. You should be able to deliver presentations and communicate effectively at all levels.

To be successful as a researcher, you should be resourceful, and demonstrate excellent time management and patience. Outstanding researchers are passionate about their subject matter and able to meet strict deadlines.

Researcher Responsibilities:

• Interpreting research specifications and developing a work plan that satisfies requirements.
• Conducting desktop research, and using books, journal articles, newspaper sources, questionnaires, surveys, polls, and interviews to gather data.
• Analyzing and interpreting patterns and trends.
• Recording findings by taking written notes and using appropriate software.
• Maintaining and protecting electronic databases.
• Assisting management with budget and time schedules.
• Anticipating research issues and promptly resolving them.
• Promptly reporting any problems to the relevant stakeholders.
• Following a strict code of ethics and protecting any confidential information at all times.
• Writing proposals and delivering presentations when required.

Researcher Requirements:

• A bachelor's degree in research or similar.
• Master's degree preferable.
• Proven experience in a research field.
• Sound understanding of research methodologies.
• Proficiency in MS Office.
• Strong statistical and mathematical aptitude.
• Strong problem-solving skills.
• Practical experience in database management.
• Attention to detail and exceptional written, verbal, and telephonic communication skills.

Related Articles:

Research specialist job description, research analyst job description, research assistant job description, researcher interview questions, research specialist interview questions, research assistant interview questions, research analyst interview questions.

What They Do

What does a Researcher do?

A researcher is responsible for collating, organizing, and verifying necessary information for a specific subject. Researchers' duties include analyzing data, gathering and comparing resources, ensuring facts, sharing findings with the whole research team, adhering to required methodologies, performing fieldwork as needed, and keeping critical information confidential. Researchers must be knowledgeable about the current market trends and align findings with the research goals. A researcher must show strong communication skills , as well as strong attention to detail and time-management skills to meet deadlines under minimal supervision.

• Responsibilities
• Skills And Traits
• Comparisions
• Types of Researcher

Researcher responsibilities

Researchers are responsible for conducting research projects, demonstrating new laboratory processes, and utilizing various techniques such as fluorescent microscopy and gel electrophoresis. They also analyze data using advanced statistical models and present results at conferences and seminars. In addition, researchers identify enhancements to user-interface design and conduct chemical and physical laboratory tests. According to Phillis Sheppard Ph.D. , E. Rhodes and Leona B. Carpenter Chair Professor of Religion, Psychology, and Culture and Womanist Thought at Vanderbilt University, researchers should also "plan for retirement now; do not wait until you are making the salary of your fantasies" and "position yourself. Write and publish directly and clearly in your field of study and adjacent areas."

Here are examples of responsibilities from real researcher resumes:

• Manage social media publications to spread awareness and notifications on Facebook.
• Perform cellular assays, DNA extractions, PCR, and sequencing to identify cellulase- producing soil bacteria.
• Implement data visualization tools by Java.
• Present research findings to select professors and professionals at scholar conferences.
• Master techniques in biomedical science research methods.
• Collaborate with doctorates in the field of immunology.
• Utilize CRISPR technology to genetically modify muscle stem cells.
• Develop auditing and monitoring tools for protocol and FDA compliance.
• Train in a clean room for lithography and etching techniques.
• Discover that CD98 is required for clonal expansion and adaptive immunity.
• Assist with patient recruitment efforts as approved per IRB and sponsor/CRO.
• Identify in vitro and in vivo biomarkers for patient selection and efficacy.
• Analyze protein binding and recognition of non-coding RNA in crRNA production stage CRISPR system.
• Analyze micro-wear polishes on Neanderthal stone tools using AFM, SEM and optical microscopy.
• Culture cancer cells, isolate RNA, design and perform multiple RT-PCR reactions for RNA quantification

Researcher skills and personality traits

We calculated that 12 % of Researchers are proficient in Python , Lab Equipment , and C++ . They’re also known for soft skills such as Observation skills , Communication skills , and Analytical skills .

We break down the percentage of Researchers that have these skills listed on their resume here:

Created computer vision-tracking system related to swarming behavior using Raspberry Pi technology and Python.

Learned proper laboratory etiquette and proper use of lab equipment in order to develop an understanding of crystallized proteins.

Created a C++ program to model molecular Bose-Einstein condensates Published in Physical Review A

Designed data analysis, sample collection and reporting processes to support the evaluation of ragweed pollen contributions to ambient particulate matter.

Developed user-friendly TLM measurement program in LabVIEW that resulted in 80-95% increase in time efficiency for semiconductor characterization data collection.

Conducted independent research into ultra-high R value thermal barriers for domestic home insulation and commercial applications.

Common skills that a researcher uses to do their job include "python," "lab equipment," and "c++." You can find details on the most important researcher responsibilities below.

Observation skills. To carry out their duties, the most important skill for a researcher to have is observation skills. Their role and responsibilities require that "medical scientists conduct experiments that require monitoring samples and other health-related data." Researchers often use observation skills in their day-to-day job, as shown by this real resume: "conducted on-site interviews, collected observations, developed coding booklets from data, organized data collection packets. "

Communication skills. Many researcher duties rely on communication skills. "medical scientists must be able to explain their research in nontechnical ways," so a researcher will need this skill often in their role. This resume example is just one of many ways researcher responsibilities rely on communication skills: "implemented multiple telosb motes communication(emitter, forwarder and base station), data collection in nesc. "

Most common researcher skills

The three companies that hire the most researchers are:

• Meta 57 researchers jobs
• Pearson 49 researchers jobs
• University of Washington 30 researchers jobs

Choose from 10+ customizable researcher resume templates

Compare different researchers

Researcher vs. postdoctoral associate.

A postdoctoral associate is responsible for researching to support scientific claims and theories by collecting evidence and information to answer scientific questions. Postdoctoral associates must have excellent communication skills , both oral and written, to interact with people and document investigation findings. They also utilize laboratory tools and equipment for scientific researches, conduct field investigations, and interview participants. A postdoctoral associate designs comprehensive research models to discuss results with the panel and the team efficiently and accurately.

There are some key differences in the responsibilities of each position. For example, researcher responsibilities require skills like "lab equipment," "conduct research," "linux," and "sociology anthropology." Meanwhile a typical postdoctoral associate has skills in areas such as "patients," "tip," "biomedical," and "crispr." This difference in skills reveals the differences in what each career does.

Researcher vs. Doctoral student

A doctoral fellow is a physician that has completed studies and receives a fellowship to cover his/her or her expenses while completing his/her or her medical dissertation. A doctor fellow undergoes this fellowship to get additional training for their chosen sub-specialty. During the fellowship period, a fellow can act as an attending physician or consultant physician with other physicians' direct supervision in the sub-specialty field.

Each career also uses different skills, according to real researcher resumes. While researcher responsibilities can utilize skills like "lab equipment," "conduct research," "sociology anthropology," and "research data," doctoral students use skills like "java," "protein expression," "scholar," and "gene expression."

What technology do you think will become more important and prevalent for Researchers in the next 3-5 years?

Dean, La Sierra University

• All kinds of digital stuff
• Technology that allows us to have alternatives to the screen; screen technology lets us shrink to two-dimensional beings.

Researcher vs. Doctoral fellow

A fellow's responsibility will depend on the organization or industry where one belongs. However, most of the time, a fellow's duty will revolve around conducting research and analysis, presiding discussions and attending dialogues, handle lectures while complying with the guidelines or tasks set by supervisors, and assist in various projects and activities. Furthermore, a fellow must adhere to the institution or organization's policies and regulations at all times, meet all the requirements and outputs involved, and coordinate with every person in the workforce.

There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a researcher is likely to be skilled in "lab equipment," "conduct research," "linux," and "sociology anthropology," while a typical doctoral fellow is skilled in "patients," "research projects," "cell biology," and "immunology."

Researcher vs. Fellow

Types of researcher.

• Graduate Research Student
• Research Fellow

Research Technician

Research scientist.

• Doctoral Fellow

Updated April 25, 2024

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

What a Researcher Does FAQs

Is a researcher a job, what does a researcher study, what is the role of a researcher, search for researcher jobs, what similar roles do.

• What an Assistant Research Scientist Does
• What a Doctoral Fellow Does
• What a Fellow Does
• What a Graduate Research Student Does
• What a Laboratory Internship Does
• What a Laboratory Researcher Does
• What a Market Researcher Does
• What an PHD Researcher Does
• What a Postdoctoral Associate Does
• What a Postdoctoral Research Associate Does
• What a Postdoctoral Scholar Does
• What a Research Associate Does
• What a Research Fellow Does
• What a Research Internship Does
• What a Research Laboratory Technician Does

Researcher Related Careers

• Assistant Research Scientist
• Doctoral Student
• Graduate Researcher
• Laboratory Internship
• Laboratory Researcher
• Market Researcher
• PHD Researcher
• Postdoctoral Associate
• Postdoctoral Research Associate
• Postdoctoral Scholar
• Research Associate

Researcher Related Jobs

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Research Scientist Job Description [Updated for 2024]

In the world of scientific research, the need for research scientists has never been more critical.

As science and technology push the boundaries of our knowledge, the demand for innovative thinkers who can design, conduct, and interpret scientific research is growing.

But let’s delve deeper: What’s really expected from a research scientist?

Whether you are:

• A job aspirant seeking to understand the core of this role,
• A hiring manager drawing up the profile of the perfect candidate,
• Or simply fascinated by the inner dynamics of scientific research,

You’ve come to the right place.

Today, we present a comprehensive research scientist job description template, tailored for straightforward posting on job boards or career sites.

Let’s dive right in.

Research Scientist Duties and Responsibilities

Research Scientists conduct in-depth studies and analyses in their chosen field, applying their expert knowledge to generate new insights, develop innovative solutions, or contribute to theoretical understanding.

They work in a variety of environments, including universities, government agencies, non-profit research institutes, and private sector companies.

The duties and responsibilities of a Research Scientist include:

• Designing and conducting scientific experiments and studies
• Collecting, analyzing, and interpreting data accurately
• Writing and publishing research papers, reports, reviews and summaries
• Presenting research findings to colleagues, stakeholders, and at academic conferences
• Developing research aims and objectives, as well as detailed research proposals
• Applying for and managing research funding and resources
• Collaborating with other scientists, researchers, and institutions
• Staying up-to-date with the latest scientific developments and techniques in their field
• Supervising junior staff and students, including providing training and guidance
• Ensuring compliance with health and safety regulations in the laboratory

Research Scientist Job Description Template

We are seeking a dedicated and innovative Research Scientist to join our team.

The Research Scientist will be responsible for designing and executing studies, interpreting data, formulating reports, and making recommendations based upon the research findings.

The role involves applying various research methodologies, including both qualitative and quantitative methods, to gather data, analyze findings, and develop conclusions and recommendations.

The successful candidate should have a strong background in scientific research, a meticulous approach to their work and the ability to work both independently and as part of a team.

Responsibilities

• Plan and conduct scientific experiments to create research models
• Design methodologies for data collection and analysis
• Analyze and interpret patterns and trends
• Record all data and results in specified forms (paper and electronic) with accuracy and responsibility
• Maintain and manage lab equipment
• Ensure that all safety guidelines are always followed strictly
• Supervise junior staff including technicians
• Publish research findings in scientific journals and present them at scientific meetings
• Contribute to the development of research grants and proposals
• Keep up to date with recent scientific and research developments

Qualifications

• Ph.D. in a relevant scientific field such as Biology, Chemistry, Physics, etc.
• Proven experience as a Research Scientist
• Experience designing, conducting and analyzing scientific experiments
• Proficient in data analysis software and scientific methodologies
• Excellent analytical and problem-solving skills
• Ability to work in a team and to manage a small team
• Excellent written and verbal communication skills
• Ability to multitask, prioritize, and manage time efficiently
• Health insurance
• Dental insurance
• Retirement plan
• Paid time off
• Professional development opportunities
• Access to cutting-edge research tools and equipment

Additional Information

• Job Title: Research Scientist
• Work Environment: Laboratory setting with some office-based work. Some travel may be required for field research or conferences.
• Reporting Structure: Reports to the Head of Research or Research Director.
• Salary: Salary is based upon candidate experience and qualifications, as well as market and business considerations.
• Pay Range: $72,850 minimum to $120,290 maximum
• Location: [City, State] (specify the location or indicate if remote)
• Employment Type: Full-time
• Equal Opportunity Statement: We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
• Application Instructions: Please submit your resume, a cover letter outlining your qualifications and experience, and a list of your published works to [email address or application portal].

What Does a Research Scientist Do?

Research Scientists typically work in a variety of settings such as universities, private research firms, government agencies, non-profit organizations, and healthcare institutions.

Their work largely involves conducting a thorough study and research in their respective fields.

Research Scientists design and conduct experiments, make observations, record and analyze data, and interpret results.

They form hypotheses and develop testable predictions.

They often use complex laboratory equipment and techniques like electron microscopes, gas chromatographs and conduct DNA sequencing to gather data.

They may also be responsible for creating and testing medical treatments or developing new technologies.

One of their key responsibilities is to write research papers and present their findings, either at conferences or in peer-reviewed scientific journals.

Research Scientists also often collaborate with other scientists or researchers to blend findings or to conduct larger studies.

They may also lead research teams and ensure all members are trained to use lab equipment or other tools safely.

In addition, they are often tasked with seeking funding for their research, which can involve writing and submitting detailed grant proposals.

As a Research Scientist, a significant part of the job involves continual learning, as they need to keep up-to-date with the latest scientific developments and continually refine their own hypotheses and techniques.

Research Scientist Qualifications and Skills

Research Scientists must possess a robust combination of technical knowledge, analytical abilities, and soft skills to conduct in-depth studies and investigations.

Their qualifications and skills may include:

• Strong background in research methodologies, data analysis, and the interpretation of findings to provide valuable insights.
• Technical expertise in their chosen field of study to conduct relevant experiments, generate accurate data, and draw valid conclusions.
• Proficiency in using scientific software and tools for data gathering, analysis, and presentation.
• Exceptional problem-solving skills to identify and overcome challenges in research processes.
• Excellent written and verbal communication skills to articulate research findings, write comprehensive reports, and present results to a variety of audiences.
• Ability to work both independently and collaboratively as part of a team, showcasing strong interpersonal skills.
• Detail-oriented nature and high degree of accuracy to ensure validity and reliability of research findings.
• Time management skills to effectively balance multiple projects and meet deadlines.

Research Scientist Experience Requirements

Entry-level research scientists typically require at least a few years of experience in a laboratory setting, often gained through internships, work-study programs, or positions as laboratory assistants during their undergraduate or postgraduate studies.

Those with a Master’s degree may have additional years of research experience, often as part of their degree program.

Many research roles do require a PhD, which involves several years of focused research and contributes significantly to a candidate’s practical experience in the field.

For more senior roles, candidates may be required to have 5 to 10 years of experience in research, demonstrating extensive knowledge in their specific field of study.

This experience can often be gained through post-doctoral research positions, or roles as research associates or research fellows.

Research Scientists with more than 10 years of experience often have a track record of published research in reputable scientific journals.

They may also have experience leading a research team, securing funding for research projects, or working on interdisciplinary research collaborations, making them suitable for positions as senior researchers or research directors.

Research Scientist Education and Training Requirements

Research Scientists generally hold a bachelor’s degree in a scientific field such as biology, chemistry, physics, or environmental science.

Fundamental coursework in statistics, mathematics, computer science and experimental laboratory classes are essential in this role.

Many research positions require a master’s degree or, more commonly, a Ph.D. in their specific field of study.

The Ph.D. process includes extensive research in a specific area which often leads to the publication of the candidate’s findings.

In addition to formal education, Research Scientists need strong analytical skills, problem-solving abilities, and a knack for detailed observation.

Postdoctoral work, which provides practical lab experience and research publication opportunities, is highly valued in this field.

Moreover, continuing education is crucial for a Research Scientist to keep up with technological advancements and breakthroughs in their area of study.

Certifications, while not usually required, may be beneficial depending on the specific field of research.

Lastly, Research Scientists often need to secure research funding, so experience with grant writing and applications can be advantageous.

Research Scientist Salary Expectations

A Research Scientist earns an average salary of $79,617 (USD) per year.

This salary can vary greatly based on the scientist’s specific field of research, years of experience, qualifications, and geographic location.

Certain specialized fields may also offer higher salaries.

Research Scientist Job Description FAQs

What skills does a research scientist need.

Research Scientists require a strong background in scientific knowledge, with the ability to design and conduct experiments, analyze data, and interpret results.

They should have excellent problem-solving and critical thinking skills to tackle complex research questions.

Good written and oral communication skills are essential for writing research papers, presenting findings, and collaborating with colleagues.

Do research scientists need a degree?

Yes, Research Scientists usually require a minimum of a Master’s degree in their area of specialty, such as Biology, Chemistry, Physics, or related field.

However, many research roles often require a Ph.D. It is also beneficial for Research Scientists to have postdoctoral experience in a research setting.

What should you look for in a research scientist’s resume?

In a Research Scientist’s resume, look for a strong educational background in a relevant field, experience conducting experiments, and a history of published research.

Other valuable information includes specialized technical skills, such as proficiency in laboratory techniques or programming languages, grants and awards, and any experience mentoring or managing others in a lab setting.

What qualities make a good research scientist?

A good Research Scientist is curious and passionate about learning.

They are highly analytical and have excellent problem-solving abilities.

They have the capacity to work independently, but also effectively collaborate with a team.

Persistence and patience are necessary traits as research can be a long, arduous process.

Good Research Scientists are also ethical and committed to maintaining the integrity of their work.

Is it difficult to hire research scientists?

Hiring Research Scientists can be challenging due to the specialized knowledge and skills required for the role.

Also, the demand for experienced Research Scientists often exceeds the supply, particularly in cutting-edge fields.

However, offering competitive salaries, professional development opportunities, and a stimulating research environment can attract top candidates.

And there you have it.

Today, we’ve unveiled the true essence of being a research scientist .

It’s not just about conducting experiments.

It’s about shaping the future through scientific discovery and innovation, one research study at a time.

With our ready-to-use research scientist job description template and authentic examples, you’re equipped to take the next step.

But why limit yourself?

Explore further with our job description generator . It’s your next step to fine-tuned job listings or enhancing your resume to excellence.

Always remember:

Every research finding contributes to a larger body of knowledge.

Let’s shape the future of science. Together.

Reasons to Become a Research Scientist (Lead Scientific Breakthroughs)

How to Become a Research Scientist (Complete Guide)

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The Editorial Team at InterviewGuy.com is composed of certified interview coaches, seasoned HR professionals, and industry insiders. With decades of collective expertise and access to an unparalleled database of interview questions, we are dedicated to empowering job seekers. Our content meets real-time industry demands, ensuring readers receive timely, accurate, and actionable advice. We value our readers' insights and encourage feedback, corrections, and questions to maintain the highest level of accuracy and relevance.

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Researcher Job Description

• Job descriptions
• Education and Training

Job summary 1

We are looking for a candidate to serve as a Researcher. You will be responsible for monitoring regulatory and legislative developments on a wide range of issues and conducting research and analysis. Work may include researching and writing on long-term projects, or producing short, timely memos describing hearings or meetings. Subject areas will be varied, but work on financial services and environmental issues will predominate. Qualified candidates must have strong research and writing skills.

Duties & Responsibilities 1

• Conduct research and analysis on regulatory and legislative developments
• Respond to internal and external inquiries
• Draft comment letters and position pieces
• Attend meetings and hearings to provide updates to the group and internal stakeholders
• Stay apprised of emerging regulatory issues and legislative developments

Requirements & Skills 1

• 3 to 5 years of relevant regulatory or government relations experience
• Knowledge and understanding of the regulatory and policy issues surrounding financial market participants
• Familiarity with the agency rulemaking and legislative process
• Written and oral communications skills and demonstrated analytical and problem-solving skills
• Willingness to collaborate with a wide variety of internal professionals, including engineers, software developers, product development, sales, marketing, and other teams

Job summary 2

Researcher conducts or supports research and evaluation studies, contributing to a portfolio of mid-to large-scale research and evaluation projects primarily of K-12 educational initiatives. They assist in building and maintaining client relationships, assist in large-scale proposal responses, and may lead responses to small-scale RFPs or client requests.

Duties & Responsibilities 2

• Contributes to existing projects to ensure delivery of high-quality, on-time, and on-budget research and evaluation services to clients.
• Collects, analyzes, and interprets quantitative and qualitative data and produces client deliverables such as reports or presentations.
• Demonstrates knowledge of evaluation and research theories and methods and applies them to projects.
• Contributes to or leads literature reviews on relevant educational topics.
• Maintains and develops current and potential internal and external client relationships.
• Contributes toward generating opportunities for new work through relationship-building with existing and potential clients.
• Assists senior staff to identify, explore, and develop proposals for potential funding sources.
• Uses appropriate and effective communication internally and externally.
• Performs quality assurance activities such as proofing data collection instruments, data analyses, grant applications, and research reports.
• Prioritizes among multiple responsibilities and takes the initiative in work.
• Works as an effective, collaborative team member to ensure the successful completion of assigned tasks.

Requirements & Skills 2

• Knowledge and understanding of significant issues in education
• Knowledge of the steps in research and evaluation design
• Strong technical writing skills and writing for non-technical audiences
• Quantitative and qualitative analytical skills, with strong preference given to candidates with exceptional quantitative or qualitative skills
• Proficiency using SAS, SPSS, STATA, and/or R; proficiency with Microsoft suite of products including Word, Excel, Outlook, and Access
• Proficiency with online survey software
• Ability to learn new software programs quickly with little assistance
• General knowledge of instrument design. Ability to create instruments based on extant ones
• Skill in preparing complex data sets for analysis, including cleaning, sorting, aggregating, disaggregating, and recording data
• Organizational and project management skills
• Ability to work effectively in a team environment
• Ability to prioritize multiple responsibilities and to take initiative in work
• Ability to work well with a variety of people
• Demonstrated skill in collecting and analyzing interview, observation, and focus group data
• Awareness of emerging qualitative data collection methods
• Demonstrated capacity to conduct literature reviews for both technical and non-technical audiences
• Demonstrated interest in specific topics/content in the Pre-K-20 education arena
• Demonstrated intellectual curiosity about educational contexts, policies, research, and evaluation
• Master’s degree with at least five years of relevant work experience

Job summary 3

We seek to add staff members at the Researcher level to support research and evidence-building activities across various issue areas.

Duties & Responsibilities 3

• Develop trusting relationships with project partners by being responsive and communicating clearly and appropriately about project-related issues.
• Use expertise in content and methodology to inform and strengthen project design, deliverables, and actionable dissemination.
• Complete a variety of analytic tasks, including data management and analysis, based on a project plan, recommending deviations from the plan as appropriate.
• Gather primary data, if relevant for a project, such as developing surveys and conducting focus groups or interviews.
• Conduct literature reviews.
• Project manage the timely creation, quality checks, and reviews of deliverables.
• Coordinate with external consultants (e.g., subject matter experts, graphic designers, and statisticians) about project timelines and needs.
• Facilitate internal and external check-ins and meetings to meet project goals.
• Effectively communicate orally and in writing to a lay audience about technical analytic and policy issues. Develop data visualizations and content for layered communication such as executive summaries, factsheets, and social media messaging.

Requirements & Skills 3

• Demonstrated passion for improving government performance and addressing complex social problems.
• Excellence in both written and oral communications.
• Experience with technical writing for research audiences, policy memos for policymakers and practitioners, and slide decks.
• Exceptional organizational skills and creativity in problem-solving.
• Solid quantitative and qualitative analytical skills. Experience generating and/or using data to drive insights and action.
• Demonstrated knowledge of, and relevant experience with, research and evaluation in culturally diverse communities and health/social equity.
• Self-motivated with an orientation towards results and a track record of driving results with limited supervisory direction.
• Eagerness to learn, attention to detail, and ability to balance competing priorities and tight deadlines.
• Masters in public policy, public health, mental health, sociology, economics, criminal justice, law, statistics, or a related field.

Job summary 4

As a Researcher, you will collect, curate and analyze information to support our content. Additionally, you will partner with writers and collaborate with various stakeholders throughout the content organization, track important digital and media trends, and disseminate those trends, data, and insights across the company.

Duties & Responsibilities 4

• Track digital media and industry sources covering a variety of topics
• Collect, analyze, and select quantitative and qualitative research for charts, articles, and reports
• Identify current trends and stories in the digital marketplace
• Discover and vet new sources of information
• Establish and develop relationships with research sources and investment relations contacts at key companies
• Manage a calendar of information release dates
• Depending on the coverage area, translate research reports into English

Requirements & Skills 4

• Writing and/or researching experience (e.g., market research, analyst relations, equity research, journalism, consulting).
• Regional/country or topic-specific market knowledge through schooling and/or previous professional experience.
• Depending on the coverage area/market, additional language skills.

Job summary 5

The Researcher position is responsible for tracking and recording commercial real estate market transactions. Responsibilities include searching for, validating, and entering data into our proprietary database and ensuring ongoing data integrity. We are seeking candidates who can display initiative and attention to detail to keep Company’s unique transaction database real-time and accurate.

Duties & Responsibilities 5

• Monitoring and interpretation of various news sources for real estate transactions, followed by the creation or updating of those transactions in the database.
• Examining and analyzing a range of third-party data feeds of real estate transactions, followed by inputting or revising transactions in the database.
• Research missing information from existing transactions.
• Various research tasks as needed.

Requirements & Skills 5

• Attention to detail with strong verbal and written communication skills.
• Strong experience in the Microsoft Office suite.
• Affinity for research and working with data.
• Ability to work independently and within a team environment.
• 1-2 years of experience preferred.

Job summary 6

The Researcher will work closely with all team members to help facilitate several essential components of the recruitment process. Primary clients are in the software and high-technology space. This position is ideal for an individual who is adept at information discovery is highly organized, and can readily employ several approaches to achieve superb results.

Duties & Responsibilities 6

• Compile lists of competitor companies that will most likely produce strong candidates for an array of open positions
• Identify and maintain profiles of individuals currently working with relevant organizations who are well-matched to the requirements of a particular search or maybe a strong overall fit for a future opening
• Contact select professionals and corporations as needed

Requirements & Skills 6

• Exceptional oral and written communication skills
• Strong research, planning, and organizational abilities
• Strong Office, database, and internet skills
• BA/BS highly desired. An appropriate combination of education and work experience will be considered

Job summary 7

As a Researcher, you’ll be designing the financial algorithms that drive our portfolio advice and retirement forecasts, which provide clients with optimized investment portfolios and help them plan for their financial needs in retirement.

Duties & Responsibilities 7

• Evaluate and improve investment models, portfolio optimization algorithms, and forecasting algorithms
• Accurately document product specifications, with particular attention to integrating new product features with existing product components
• Collaborate with product marketing and user experience teams to understand customer needs and design new services
• Coordinate with engineering and QA teams during implementation and testing to ensure algorithms and enhancements are being correctly implemented
• Conduct new research to improve our models and understand investor behavior and investment outcomes
• Collect new data as necessary
• Present results to audiences both inside and outside the company

Requirements & Skills 7

• Ph.D. in Finance / Economics or equivalent with a strong research track record
• Strong empirical research skills and background in statistics
• Very effective interpersonal and communication skills (oral and written)
• High energy, entrepreneurial attitude, and team-oriented approach
• Programming ability in Matlab, Python, and SQL a plus

Job summary 8

We are seeking a full-time staff Researcher. This position will also work cross-functionally with other team members (e.g., communications, events, and HR) and support them via data analyses and data visualizations. The Researcher’s role will ultimately enhance brand identity, improve internal decision-making processes, and raise our public profile. The ideal candidate for this position is a strong writer, project manager, and self-starter, and has experience with both qualitative and quantitative research.

Duties & Responsibilities 8

• Manage research projects, including recruiting advisory boards, creating and managing a research calendar, and supervising interns.
• Serve as lead author of white papers.
• Research, collect, analyze, create, and store data related to Company’s programs and its dual missions.
• Oversee data presented across surveys, and studies to identify meaningful results.
• Perform quantitative and qualitative data analysis.
• Write grant proposals for research funding.
• Collaborate with and supervise research teams.
• Assist in the preparation of data reports, board presentations, publications, marketing collaterals, and other educational materials.
• Promote research results through academics, think tanks, and other public avenues.
• Conduct outreach to academic institutions and think tanks.

Requirements & Skills 8

• Graduate degree in political science, sociology, or related field. The Ph.D. degree is strongly preferred;
• Experience publishing academic or think tank quality papers.
• Experience with grant writing.
• Extensive knowledge of data analysis software programs.
• Good problem-solving and analytical skills, ability to resolve issues.
• Exceptional writing, proofreading, and copy-editing skills.
• Strong interpersonal and presentation skills.
• Attention to detail, and a propensity to approach problems from creative angles.
• Outstanding prioritization and project management skills.

Job summary 9

We're looking for a Researcher to lead research projects and help evolve research operations at our Company. This role reports directly to the Director of Research on the design team. You'll collaborate across design, product, engineering, data science, operations, marketing, and sales. Your research insights, from customer and market research, will influence product and business decisions.

Duties & Responsibilities 9

• Conducting strategic research that informs the company vision and product roadmap.
• Using a variety of communication tools to share research insights across the company.
• Working with design leadership to inform and improve uplevel research processes.
• Coaching and mentoring, promoting research and customer-centricity processes and tools and best practices
• Lead research and customer-centricity workshops with cross-functional teams to increase understanding of customers, and target markets, and track research from findings and insights to action and impact.

Requirements & Skills 9

• 8+ years of experience using qualitative and quantitative research, preferably with data and analytics, to inform product and business decisions for B2B and B2C, and B2B2C.
• 1+ years coaching and mentoring, enabling others to conduct their research
• Experience with UX metrics and benchmarking
• Organized and focused on efficient research planning and operations
• Management and use of multiple research tools and vendors, including but not limited to Qualtrics, an unmoderated usability testing tool, and panel providers
• Experience collaborating across an organization
• Outstanding communicator and facilitator for presenting, speaking, and leading workshops and training.

Job summary 10

We are looking for a Researcher.

Duties & Responsibilities 10

• Development and performance evaluation of 5G NR-V2X PC5 (PHY/MAC layers) for V2X safety applications
• Surveying and contributing to V2X standardizations in SAE and 3GPP
• Development of novel mmWave communication scheduling algorithm for V2V and V2I sensor sharing services
• Prepare technical reports
• Create academic publications and invention disclosures

Requirements & Skills 10

• Research and development experience of wireless communications in vehicular environments
• Strong knowledge of wireless communication at PHY and MAC layers such as radio propagation, modulation, channel coding, and channel access mechanism
• Solid understanding of standardized communication technologies such as 5G NR-V2X PC5, LTE-V2X PC5, IEEE 802.11p/DSRC, IEEE 802.11ad
• Excellent coding skills with MATLAB and ns-3
• Deep learning is a plus
• Capability to learn and explore new research areas
• Demonstrated ability to work independently as well as within a highly motivated team environment
• Well-developed interpersonal and communication skills, including the ability to respond professionally in all types of situations

Frequently asked questions

What does a researcher do.

A researcher is responsible for conducting research studies and experiments in various fields to discover new knowledge, solve problems, or advance existing knowledge. The specific duties of a researcher may vary depending on the field, but some common responsibilities may include:

Developing research plans and protocols

Conducting literature reviews and collecting data through experiments, surveys, or interviews

Analyzing and interpreting research data using statistical and other methods

Reporting on research findings in written or oral form

Collaborating with other researchers, stakeholders, or clients Managing research budgets and timelines

Ensuring compliance with ethical guidelines and regulations.

What skills are needed for a researcher?

The specific skills needed for a researcher may vary depending on the field, but some common skills may include:

Strong analytical and critical thinking skills

Proficiency in research methods and techniques

Familiarity with statistical software and data analysis tools

Excellent written and verbal communication skills

Attention to detail and accuracy in data collection and analysis

Project management and organizational skills

Adaptability and the ability to work independently or as part of a team.

What qualities make a good researcher?

Some of the qualities that make a good researcher may include:

Curiosity and a desire to learn and discover new knowledge

Persistence and the ability to work through challenges and setbacks

Creativity and the ability to develop new ideas and approaches to research questions

Ethical conduct and the ability to adhere to research guidelines and regulations

Flexibility and the ability to adapt to changing research needs and priorities

Collaboration and the ability to work effectively with other researchers, stakeholders, or clients.

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Table of Contents

Responsibilities, requirements, salary ranges for research writers, how to go beyond the template and write the perfect research writer job ad, similar roles to research writers, get more research writer job descriptions inspiration, pre-employment testing is difficult—you can make it easy, hire the top 1% fast with workello’s pre-hire assessments, research writer job description template.

We are looking for a Research Writer capable of conducting in-depth research on different subjects, presenting complex information in lay terminology, and writing informative and engaging content adapted to our target audiences. Our ideal candidate has significant experience in [subject matter], a natural storytelling ability, and the skill to explain and use complex (scientific) data to create articles and blog posts attractive to the general readership.

• Research and write a variety of long-form content pieces (mainly blog posts and articles for our website) as scheduled in our content calendar 
• Proofread and edit technical documents, presentation materials, and brochures
• Collaborate with the design team to support written content with creative and engaging graphic ideas
• Assist in creating content series templates and establishing standard operating procedures 
• Compile, summarize, and present scientific data in reports, documents, and case studies
• Provide writing training, assistance, and clarifications on the subject matter to junior staff
• Master’s degree in English, Communications, Journalism, [subject matter area], or another relevant field
• [XY] years of experience as a Research Writer (or a similar role)
• Excellent English skills 
• Impeccable writing and proofreading skills
• Strong ability to present complex information as easy-to-understand and attention-grabbing stories
• Thorough understanding of the industry-specific terminology
• Excellent teamwork and communication skills
• Experience with the most popular content management systems (WordPress, Joomla, Wix, etc.) is a plus  

Salary ranges for Research Writers vary depending on numerous factors, including work experience, certifications, and area of expertise. Here’s how the average annual salary of a Research Writer can differ in several major U.S. cities, according to Glassdoor :

If you aren’t certain how to write a job description that represents the role you’re hiring for perfectly, the best tip that we can share is—be specific and detailed. 

Analyze the needs of your writing team, define the tasks this position should entail in your company, and think about what skills your ideal candidate possesses.

You can customize and improve your Research Writer job ad by specifying the following:

• Number of words the Research Writer will need to submit daily
• Any deadlines the writer will be expected to meet—daily, weekly, or monthly
• Certifications/degrees the candidate should have
• Years of experience as a Research Writer or in a similar role

Is a Research Writer not the only open position you want to hire for? In that case, you can use our ready-made templates to hire more qualified writing staff hassle-free. You can steer clear of any ambiguities when drafting your job ad by consulting the table below and getting the exact job description template for the specific writer you want to recruit:

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• Content Quality Analyst
• Course Writer
• Content Review Analyst
• Senior Writer
• Content Writer
• Magazine Writer
• Technical Writer
• Blog Writer
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• Policy Writer

If you need more help tailoring your Research Writer job description, you can always look at other ads companies use to recruit for similar roles. You can find a few excellent job description examples on the websites listed below:

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With every job listing, you get a bundle of applications from unqualified candidates—with writing positions, the number of such candidates grows exponentially.

It’s difficult to understand how good someone is at writing from their portfolio alone—nobody shares their worst examples and unedited work. You need to introduce pre-hire testing to gauge your candidates’ skill set. If they can’t write a stellar test , how can they create high-quality content?

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Research Staff Job Description

Research staff duties & responsibilities.

To write an effective research staff job description, begin by listing detailed duties, responsibilities and expectations. We have included research staff job description templates that you can modify and use.

Sample responsibilities for this position include:

Research Staff Qualifications

Qualifications for a job description may include education, certification, and experience.

Licensing or Certifications for Research Staff

List any licenses or certifications required by the position: IATA, CJSTC, CPR, AALAS, BSL, AAALAC, AAUS, BLS, JD, CPA

Education for Research Staff

Typically a job would require a certain level of education.

Employers hiring for the research staff job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Doctorate Degree in Education, Nursing, Management, Computer Science, Science, Engineering, Electrical Engineering, Technical, Physics, Mathematics

Skills for Research Staff

Desired skills for research staff include:

Desired experience for research staff includes:

Research Staff Examples

• Microsoft Word (.docx) .DOCX
• PDF Document (.pdf) .PDF
• Image File (.png) .PNG
• International collaborative efforts
• Implementing those algorithms, starting from a floating point model
• Assist with and coordinate active center projects, events, and initiatives (may include data collection management, analysis, reporting, presentation, organizing meetings and events)
• Contribute to the development and deliver appropriate Global EGS / EDS to support NPD and LCM within the assigned platforms, with collaborative relationships with all relevant Clinical R&D partners and cross-functional partners (R&D, Global Strategic Marketing, Medical Affairs, Regulatory Affairs, Health Economics and Market Access)
• Be responsible for delivery of assigned clinical programs, through effective partnership with the Clinical Operations and BSDM teams, to enable optimized engagement leading to delivery of clinical project commitments (deliver on time, within budget and in compliance with regulations and SOP)
• Develop strong collaborative relationships with the study core team and others to ensure study progress for assigned projects and that issues are identified and communicated to leaders
• Critically assess the literature and drafting Clinical Evaluation Reports (CERs) for new products
• Support clinical scientific discussions with regulatory agencies / notified bodies to drive support of the clinical and regulatory strategy, including proposed clinical investigations
• Ensure registration on www.clinicaltrials.gov from study initiation through posting of results
• Be involved in other tasks to support clinical research activities as needed
• Experience managing junior scientists is desirable
• Bachelors degree in Physics/planetary science
• 5 years of relevant experience in a research environment including research activities, dissemination of research results
• Ability to produce scientific publications and communicate results
• Fluency with scientific software and programming languages
• Must be familiar with the concept of exoplanets and earth science data such as observational data from DSCOVR, life detection from distant planets
• Understand clinical research science and processes along with an understanding of product development processes, team dynamics, related healthcare market environment, clinical trends, and global clinical trial regulations
• Provide scientifically strategic and scientific clinical research input across NPD and LCM projects
• Have a proven track record in delivering clinical projects within clinical / surgical research setting, on time, within budget and in compliance to SOPs and regulations
• Have ability to lead study teams to deliver critical milestones
• Have ability to collaborate across different functional areas within Clinical R&D to ensure alignment with governance processes (assigning roles and responsibilities, setting priorities, managing deliverables, etc)
• Demonstrate ability to build collaborative relationships with key internal and external partners and stakeholders
• Have ability to influence, shape and lead without direct reporting authority
• Evaluation and support of time references
• Conduct Measurements
• Perform evaluations
• PhD in Physics/planetary science
• Experience with high-end research
• Advanced knowledge of distributed computing theory and application, systems
• Strong implementation experience with languages, such as, Python, Perl, Ruby, Java, C#, Scala
• Analysis of data using statistical tools and Six Sigma Design Tools (Gauge R&R)
• Design & direct construction of test systems to simulate use for verification & durability testing
• Continue and complete research
• Further develop theoretical models
• Write research papers
• Participate in meetings with graduate students and faculty
• Co-mentor SURF student
• Research, design and implement high-dimensional visualization and analysis tools
• Interact with application teams to fit visualization tools to their analysis needs
• A comprehensive benefits package that includes leading medical, dental, vision and prescription benefits with no-cost employee premiums to you and your eligible dependents in 2017
• A competitive 401(k) Retirement Savings Plan and you’re immediately vested in thecompany matching contributions
• Shutdown over the holidays and generous (PTO)
• Others duties as requested
• Strong track record utilizing statistics is a must
• Willingness to travel to various meetings including overnight trips
• Hands-on experience with laser systems and components, preferably including fiber lasers, high-power lasers, and frequency-conversion stages, with basic optical design, system layout and alignment techniques
• Serve as an active member of study teams and provide scientific support to justify trial design and ongoing scientific analysis during protocol development
• Demonstrated experience with the use of general laboratory equipment including confocal microscopes, FACS machines, centrifuges, electrophoresis equipment, microtiter plate readers, real-time PCR machines, Experience and proficiency in injections, anesthesia, surgery, live physiological recordings, dissection, histology, and tissue processing for protein and small molecule analysis, and western blotting
• Implement algorithms on various parallel architectures
• Collaborate and interact with multi-disciplinary research teams to accomplish research goals
• Document complex research and development progress via technical reports, journal publications, and conference presentations
• Conduct independent but complimentary research interests and interact with a broad spectrum of scientists internally and externally to define and carry out the research
• Effectively apply their state-of-the-art scientific technical acumen and technical leadership capabilities to conduct research toward the development of new products in the TSA category, supporting and improving existing product offerings
• Be a creative, hands-on Scientist needed to design and develop new medical devices from concept through product launch and be capable to handle multiple projects and tasks simultaneously
• Collaborate within cross-functional/multidisciplinary teams, such as Clinical, Regulatory, Quality, Manufacturing to ensure activities toward new product development or existing product/process changes result in reliable devices to fulfill clinical needs within regulatory requirements
• Understand compiler and loader internals and create solutions that can effectively describe program capabilities
• Work closely with machine learning teams to understand how the program analysis data can be used, you are the subject matter expert for the data
• Work closely with backend and infrastructure teams to deploy your solutions in backend frameworks
• Interpret and effectively communicate complex scientific findings in one-on-one discussions, department and functional meetings
• Demonstrated knowledge and hands-on in vitro assay experience including in vitro target-specific assays (enzyme kinetic assays), clotting-based functional assays (eg
• Ability to propose new experimental designs
• Demonstrated experience with Illumina Next Generation sequencing
• Demonstrated experience performing high throughput sample pipelines
• Experience working with cell culture models
• Research state-of-the-art technology and solutions for high power and high power density inverter system including gate drive board, control board and power module as a unified subsystem
• Develop electrical circuit Design solutions for high power density components and systems which are robust, reliable and cost effective and lead FMEA activities for advanced e-PT development with internal/external customers, national laboratories, and universities
• Develop motor control Algorithm with vector control, PWM method, digital and analog signal processing, current/torque/speed control which are using C or assembly language with micro controller and/or DSP
• Deliverables / Metrics
• As part of the Hybrid Instrumentation Group, conduct leading-edge research and development with our Quadrupole, Ion Trap and Orbitrap mass analyzers
• Provide guidance and leadership to mechanical, electrical and software engineers in order to design prototypes and new products
• Participate in cross functional teams including marketing, product support and operations personnel
• Maintain substantial knowledge of state-of-the-art principles and theories, contributing to scientific literature and conferences
• As part of the New Technologies Research and Development team, conduct leading-edge research and development in the fields of API sources, ion optics, auto samplers, and sample preparation systems
• Manage and maintain required reagents, laboratory environment, and equipment needed to carry out project assignments
• Ability to diagnose problems when something in the laboratory is not working
• BA/BS in a related science and knowledge of, or experience with, the basic techniques or methods required by the position
• BA/BS in a related science and years of recent, directly related work experience following degree completion, utilizing the techniques or methods required by the position
• BA/BS degree in related science and knowledge of, or experience with, the basic techniques or methods required by the position
• BA/BS in a related science and two or more years of recent, directly related work experience following degree completion, utilizing the techniques or methods required by the position
• Practical experience with quantitative image processing

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Finding the right candidate: Developing hiring guidelines for screening applicants for clinical research coordinator positions

Elaine fisher.

1 Emory University, Atlanta, GA, USA

Rebecca S. Thomas

2 Emory Healthcare, Atlanta, GA, USA

Melinda K. Higgins

Charlie j. williams, ikseon choi.

3 University of Georgia, Athens, GA, USA

Linda A. McCauley

Associated data.

For supplementary material accompanying this paper visit https://doi.org/10.1017/cts.2021.853.

The success of any clinical research team is dependent on hiring individuals with the experience and skill set needed for a specific research project. Strategies to improve the ability of human resource (HR) recruiters to screen and advance qualified candidates for a project will result in improved initiation and execution of the project.

Objective/Goals:

HR recruiters play a critical role in matching research applicants to the posted job descriptions and presenting a list of top candidates to the PI/hiring manager for interview and hiring consideration.

Methods/Study Population:

Creating guidelines to screen for applicant qualification based on resumes when clinical research positions have multiple levels of expertise required is a complex process of discovery, moving from subjective rationale for rating individual resumes to a more structured less biased evaluation process. To improve the hiring process of the research workforce, we successfully developed guidelines for categorizing research coordinator applications by level from beginner to advanced.

Results/Anticipated Results:

Through guideline development, we provide a framework to reduce bias and improve the matching of applicant resumes to job levels for improved selection of top candidates to advance for interviewing. Improved applicant to job matching offers an advantage to reduce hiring time, anticipate training needs, and shorten the timeline to active project engagement. These guidelines can form the basis for initial screening and ultimately matching individual qualities to project-specific needs.

Introduction

Clinical research coordinators (CRCs) are responsible for overseeing the day-to-day operations of clinical research trials and studies. Recruiting and hiring a qualified individual to coordinate research studies can be the key to the successful launch and execution of many research projects. There are currently an estimated 56,700 CRCs in the USA with the job market expected to grow by 9.9% between 2016 and 2026. Projecting over the next 10 years, the estimation is that the USA will need 11,200 CRCs, 5,600 additional CRCs plus the retirement of 5,600 existing CRCs [ 1 ].

Responsibilities of a CRC vary widely depending on the type of study; number and expertise of current team members; expectations of the principal investigator (PI); and experiences, skills, and competencies a new CRC brings to the job. There is no “standard” research coordinator job; therefore, this unique nature of clinical research trials and studies can make the matching of candidates to coordinator positions challenging. Replacing a coordinator who cannot execute the job responsibilities can be a nightmare for a PI and result in a delay of the study execution. A key step in the hiring process is working with human resource (HR) recruiters to identify top candidates to interview. Fifty-two percent of talent acquisition leaders report the hardest part of recruitment is identifying the “right candidates” from a large and diverse applicant pool [ 2 ]. Too often PIs review and reject resumes of proposed applicants from the HR recruiter, sending the HR recruiter back to the applicant pool to provide additional candidates for consideration. It is particularly challenging when selecting top candidates for multi-leveled jobs. This requires screening candidate resumes for specific skills, project roles/responsibilities, and total years of experience; and for entry-level positions, being able to identify important transferrable skills to match job requirements.

The competencies needed in CRC roles are broad, ranging from a global understanding of research processes, experience meeting specific regulatory, and reporting requirements, to clerical or supervisory activities. Most organizations provide standard job descriptions that are globally written and open to interpretation by both the recruiter and applicant. Overly broad job descriptions prevent the accurate matching of candidates to specific needs of a research study. As a result, applicants may have little understanding of the position requirements and distinctions between entry-level, intermediate, and advanced positions and may apply for positions requiring a wide range of expertise, hoping the HR recruiter will be able to identify which components of their academic preparation, experiences, and skill set provide a “best fit” to earn an interview for a position.

The burden then falls on the HR recruiter to filter through often hundreds of resumes for a single CRC position to select top applicants for consideration. It is also common for HR recruiters in large academic health centers to be reviewing resumes for 50 or more diverse jobs at a time. If required skills and competencies particularly for entry-level positions are unspecified or unclear, the HR recruiter may overlook top candidates or send forward unqualified candidates. This is an inefficient use of time for the recruiter, PI, and applicant and results in hiring delays. For research-related positions, especially on federally funded grants, these inefficiencies can lead to missed project milestones.

Many PIs may be hiring research personnel for the first time and have a limited understanding of what skills and competencies are needed during the study life cycle. They may not be able to match the salary resources on the project with the competencies they desire in a research coordinator. A posting will be for an entry-level position (using the salary available) with job expectations only seen in more advanced candidates.

Resumes from job applicants may be written very broadly with little specificity on competencies of the individuals including skills that could be transferable from other non-research coordinator positions. HR recruiters are essential to the hiring process both in developing specific job descriptions and in conducting initial resume screening to judge which resumes are good matches for specific levels of research coordinator positions. Given the important responsibilities of HR recruiters in the hiring of CRCs, we conducted a project focused on improving the process of successfully recruiting candidates for research coordinator positions. The project had two goals 1) examine current HR hiring practices in a large research-intensive, academic-medical center; and 2) to develop CRC hiring guidelines for use by HR recruiters to improve the matching of top candidates to project and PI needs. This paper describes how we used a mixed method approach to understanding the most common practices for hiring CRCs and the process of developing a more streamlined process of screening and hiring CRCs for clinical research positions.

Common HR Hiring Practices

For the qualitative, exploratory phase of this project, we conducted 30-45 minute interviews with HR administration ( n = 3) and HR recruitment specialists ( n = 4) to better understand the process currently used to match CRC resumes to posted job opportunities and how candidates are advanced for consideration to PIs and potential hire. We supplemented the descriptions of their work processes with quantitative data on the volume of positions and numbers of applicant resumes HR recruiters typically screen.

Job Postings

Ideally, the PI/hiring manager submits a clearly written job description and has a direct phone conversation with the HR recruiter prior to posting the job. One HR recruiter pointed out the need to “handhold” PIs/hiring managers, often calling the PI/hiring manager to request more specific information about the job description or for assistance with screening parameters. The HR recruiter stated, “they [PI/hiring manager] usually never return my phone call.”

HR Resume Screening

Once the job is posted, applicants submit their resumes through the applicant tracking system. HR interviewees were quick to describe the laborious procedures in screening CRC resumes. One administrator remarked, “One of the chief points of pain is the front-end volume issue. This limits the HR recruiters” ability to be sourcing quality candidates rather than filtering through 300 resumes to find 30 qualified candidates.”

HR Work Volume

Between May 2019 and August 2020, our academic health center received 20,622 applicant resumes for 201 CRC job postings. The average (mean ± SD) number of applications for each CRC level posting was CRC 1, 176 ± 98; CRC 2, 117 ± 52; CRC 3, 99 ± 47; and CRC 4, 76 ± 29. The range of applications for each job opportunity ranged from 1–595 indicating a large interest from individuals seeking positions as CRCs.

The HR recruiter, typically weekly, does a first-pass for applications/resumes not meeting minimum job requirements. These applications are removed from the pool without further review. Current practice for screening the remaining resumes involves reviewing each application using traditional information retrieval techniques, that is, Boolean retrieval methods, searching open texts for key search criteria. The HR recruiter next selects 5–10 top candidates and submits the list of candidate resumes to the PI/hiring manager for review.

Assisting the PI/Hiring Manager in Candidate Selection

At the point where candidates are put forward to the PI/hiring manager for consideration, a call may come to the HR recruiter from the PI stating the candidates do not meet their needs. A repeated comment echoed by HR recruiters from conversations with the PI is the statement made by the PI, “I”ll know it [the correct candidate for the job] when I see it.” This sends the HR recruiter back to the candidate pool to select additional candidates for hiring consideration and/or the PI/hiring manager asking to see all resumes and them proceeding to independently screen candidates. Table  1 displays descriptive statistics on filling positions (days) by CRC level. Time-to-fill is defined as time of job posting to the day of candidate offer and acceptance.

Time-to-fill (days) a clinical research coordinator (CRC) position by CRC level ( n = 178)

Based on our interviews, the following HR Hiring Flow Chart, Fig.  1 , displays the laborious steps used to screen resumes and reach the goal to hire.

Hiring process flowchart.

The high volume of applications for CRC positions and the lengthy process of recruiting, screening, and hiring CRCs is inefficient giving the substantial knowledge that is known about clinical research competencies. This process can also be extremely frustrating to PIs wanting to quickly launch a funded research project. Given these complexities, the second phase of the project focused on the development of resume” screening guidelines based on applicant qualifications and experiences to ultimately improve the hiring process of CRCs.

Materials and Methods

Guideline development for screening crc qualifications by job level.

Using a retrospective approach, we obtained electronic records of resumes submitted over a 12-month period to the Human Resources Department of a large academic research-intensive institution. Between April 2018–19, 20,095 resumes were received for 225 advertised CRC positions.

Most of the applicants (90%) applied for an entry-level positions, CRC 1 (56%) or CRC 2 (34%). The majority of applicants applied to multiple positions and/or levels of positions resulting in 8032 unique individuals. For the purpose of our analysis, we reduced the sample to include only one position per applicant (5741), with the unique applicant resume included in the CRC level for the highest level of position to which they applied. Table  2 displays how the total number of applicant resumes was reduced to the final analytical sample.

Initial and final resumes by clinical research coordinator (CRC) level

A stratified sampling methodology was used to sort resumes into analytical batches of 50 resumes. Batches of 50 resumes were randomly selected from each CRC level in the proportion represented in the final unique resume pool. Thus, in each batch of 50 resumes, we included 23 CRC 1 resumes (46%), 17 CRC 2 resumes (34%), 8 CRC 3 resumes (16%), and 2 CRC 4 resumes (4%).

Two experts familiar with conducting clinical research studies and having an understanding of the skills, competencies, and possible transferrable skills appropriate for hiring to different levels for CRC positions, independently reviewed the batches of 50 stratified resumes. Blind to the level of CRC position to which the applicant applied, each reviewer provided a rating for what level of CRC position best matched the qualifications on the resume. Reviewers then met to adjudicate ratings with the final determination made by consensus. In the review process, the reviewers developed consensus on the traits associated with each level of CRC position. During the consensus process, guideline criteria evolved for assigning resumes to a level of CRC.

The process of resume evaluation and adjudication continued until moderate–good interrater agreement was achieved as determined using Fleiss Kappa [ 3 , 4 ].

Process of Developing Hiring Guidelines

Adjudication of the ratings by reviewers highlighted the need to clarify the types of academic preparation and employment experiences by CRC level, particularly at the entry level (CRC 1 & CRC 2) where no or little evidence of experience in a clinical research field was noted on the resume. Two questions emerged, 1) What constitutes a transferrable skill for candidates with no previous research experience?; and 2) When is an applicant considered “not qualified?”

For entry-level positions, two areas of transferrable skills were considered essential by reviewers, 1) academic preparation in a healthcare or scientific field; and 2) clinical experience either in a direct or indirect patient care role in a clinical setting. Academic preparation at the CRC 1 level was defined by a certificate, diploma, associate degree, or bachelor’s degree level so long as there was a focus in a scientific or health-related field. Candidates were considered “not qualified” if resumes noted only work in non-healthcare, customer-facing roles, that is, waiter, receptionist, or general office work. Table  3 shows examples jobs in healthcare, science, or clinical settings that could include skills transferable to a CRC entry-level position.

Transferrable skills: clinical settings, clinical roles, and exclusions

Exclusions: Business Analyst, Financial Navigator, Massage Therapist.

Assessment of Prior Clinical and Research Experience

All CRC positions beyond entry level were required to have some prior clinical or laboratory research experience. Laboratory or bench researchers were required to have a greater number of years of experience in research to qualify for higher CRC level jobs. While laboratory workers were viewed as having overall knowledge of the research process, lack of patient contact and experiences with basic CRC functions, for example, screening and informed consent, patient scheduling, adverse events reporting, resulted in assigning applicants to lower CRC levels.

For applicants with a doctoral degree or training as a foreign-trained doctor, further considerations were made based on evidence of having clinical research experience beyond academic preparation. For the top position, CRC 4, expertise was defined by years of clinical research experience and having attained a recognized clinical research-based certification. Certification by research-based organizations typically requires clinical research experience of 2000–3000 hours or approximately 1 to 1 ½ years of full-time work.

Analysis of Reviewer Agreement

The goal of the review of resumes by experts in clinical research was to develop consensus guidelines that could be used by HR screeners. Initial reviewer ratings were compared to the final adjudicated rating in order to determine those qualifications that had the largest range of non-agreement. Rater agreement was also determined by computing Fleiss Kappa, which assesses the interrater agreement as a measure of reliability among the various raters [ 3 ]. If raters are in complete agreement then Kappa will equal 1. If there is no agreement among reviewers, Kappa will equal 0. The relative “effect size” of the reported Kappa values is also subjectively described using ratings provided by Altman [ 5 ]: strength of agreement <0–0.20 poor, 0.21–0.40 fair, 0.41–0.60 moderate, 0.61–0.80 good, to 0.81–1.00 very good agreement.[ 5 ] The correlation between guideline revision sequence and Kappa for that batch was computed using Spearman’s rho, which is appropriate for the small number of batches and ordinal sequence. All analyses were performed using IBM SPSS v.26 (IBM, 2019).

The final dataset included a review of 300 resumes rated over six (6) batches of 50 resumes each. Of the total analyzed resumes, 14% (42) were rated as not qualified, 39% (117) as CRC 1; 23% (69) as CRC 2; 21% (64) as CRC 3; and 3% (8) as CRC 4. Over 70% of applicants applied for jobs did not match with their qualifications. Table  4 displays the results of the reviews and adjudications that occurred. In the initial review of Batch 1 with no guidelines, there was little agreement among the reviewers on if candidates were qualified for positions. This lack of agreement led to discussions on transferrable skills, level of education as scientific, health-related, and nonscientific, non-health-related degrees, and required years of clinical and research experience. Agreement on these guidelines led to subsequent improvement and consensus on identifying not-qualitied applicants. Ratings of applicants for level 2 CRC positions showed the most variability, determined in a large part bt the inability to accurately calculate the exact months/years of experience held by the applicant. Rating agreement improved with the determination of an agreed method to calculate months of experience. For applicants with multiple jobs, discrepancies occurred in totaling years of experience based on variations in job titles, limited details of roles and responsibilities, and/or clarity of time in each position.

Guideline evolution: overall agreement (Kappa) by guideline sequence

Discrepancies among reviewers for higher-level positions occurred initially when developing level requirements for PhD, foreign-trained doctors, and laboratory researchers. Rating agreement improved with the establishment of clear guidelines for evaluating the types of experience of these individuals. Additionally, the limited number of applicants for CRC 3 and CRC 4 jobs in the pool influenced lower agreement for levels CRC 3 and CRC 4. Guidelines were revised over the series of batches reviewed. Key guideline modifications were made during adjudication and overall agreement by guideline sequence improved over time (Table  4 ).

Table  5 shows that based on the final hiring guidelines that evolved from the process, good to very good agreement was achieved among raters for the CRC levels of not qualified [NQ], CRC 1, CRC 3, and CRC 4. Fair agreement was noted for level CRC 2. Inability to accurately calculate exact employment dates/experience led to the lower agreement for CRC 2.

Rater agreement by clinical research coordinator (CRC) level of batch 1 using final guidelines

CI = confidence interval.

The success of any research enterprise is dependent on the ability to recruit and screen qualified individuals who can meet the project needs and competencies expected. The skills needed to execute increasing complex study designs are increasing, and while there appears to be robust interest in careers in research, matching individuals and their qualifications to specific project needs can be a challenge [ 6 ]. The recruitment and employment of CRCs is a multi-step process, with the HR recruiter often the invisible partner in the initiation of a successful hiring process. While much work has been done on research competencies and tasks associated with CRC positions, HR recruiters may not be highly familiar with these competencies. Given the large number of applications for research positions, HR professionals need structured guidelines for screening potential candidates to ultimately improve and accelerate the hiring process. Creating guidelines can be a complex process of discovery, moving from subjective rationale for rating individual resumes to a more structured, less biased evaluation. Decisions based on subjective rationale can carry implicit bias, revealing attitudes and stereotypes about the unconscious manner in which decisions were made when reviewing resumes. In this project, by using a consensus strategy, implicit biases became explicit, highlighting beliefs that may lead to bias in candidate selection. For example, an international candidate who makes several errors in grammar and punctuation, despite having the requisite skills, competencies, and years of working in the field of clinical research, could be eliminated from consideration based on resume appearance. The iterative process of this project resulted in a more conscience awareness of the prejudices and beliefs that could result hiring bias.

Our analyses revealed that applicants often use Internet-generated resume templates that provide only a broad overview of candidate qualifications and lack consideration of discernable skills and competencies. Frequently, candidates infuse terms from the job description into the resume without evidence to support an understanding of or achievement of the required skill or competency. Providing more details in posting an available position, based on well-recognized research competencies and project-specific needs, will result in an increased capacity to quickly match qualified candidates to the position.

Our research found that many applications are from individuals who are new to the clinical research enterprise, emphasizing the need to determine skills that can be transferred from these other positions to positions in clinical research. A definition of a transferrable skill is “ a specific set of skills that don’t belong to a particular niche, industry or job; they are general skills that can be transferred between jobs, departments and industries” [ 7 ]. Widely accepted transferrable skills are communication, problem-solving, teamwork, organization, and time management skills; these skills alone are not sufficient for hire as a CRC. The importance of having experience in a direct patient care role/clinical setting provides familiarity with common medical terminology, a skill set similar to tasks required for an entry-level CRC job, and working with an interdisciplinary team of healthcare professionals. In addition to these skills, working in indirect clinical roles provides transferrable skills in patient scheduling, data collection and storage of information, and skill set development, that is, venipuncture, sample management, and shipping.

A limitation of this project is that it focused only on the initial step in the hiring process of research staff. After initial screening has been done by the HR recruiter, PIs/hiring managers need to be highly engaged in matching qualified candidates to the specific needs and focus of the research project. For example, several qualified candidates may be advanced for a particular position and the PI may choose the candidate with previous experience in a community of interest, or advanced knowledge of instruments and/or datasets being used in the project. These specific skill sets would not be identified in an initial screen by the HR recruiter. PIs and hiring managers can also rely on CRC standards that have been developed by professional organizations in making informed hiring decisions.

This study took place in an academic health center with approximately 400 CRCs employed at any given time and organized into 4 levels of skill CRC 1–4. This large number of positions and application facilitated the development of these screening guidelines. Smaller organizations and non-academic settings may require more dependence on recruiting CRCs with no previous research or healthcare experience. In those situations, transferrable skills are critical and may require more adaptability of the candidates. This may be a particular challenge in assessing individuals who have just graduated from undergraduate programs and may have limited transferable skills. The willingness of the PI to train employees in new skills may influence the hiring decision. We found delineating transferrable skills for the entry-level CRC facilitated eliminating non-qualified candidates from consideration, candidates that would likely require extensive onboarding leading to delayed project start-up. Institutions have developed unpaid research rotations and/or internships for students, that can facilitate their potential hiring after graduation.

Within many institutions, advancement in the CRC role is dictated by longevity in a research position. Hiring into the correct job level has implications for retention. If advancement requires 1–2 years of experience, an employee may choose to change jobs and leave the institution if they can advance to a higher level and increase their salary. Leaving the institution results in the loss of institutional knowledge and experience and adds to the cost of having to recruit and train a new employee. From the employee’s perspective, the cost difference on average for hiring between a CRC 1 and CRC 2 position; or CRC 3 and CRC 4 position is between $5200–6600/year. One HR administrator placed the cost to replace a CRC at $50–60K based on recruitment and hiring costs, employee orientation, and time to bring the new employee up to speed on a project.

This project emphasizes the importance relationship between the PI/hiring officer posting a position and the HR recruiter. Unfortunately, PIs may post CRC positions specifying level and salary based on the budget of the work and funds available instead of the expertise that is needed on the project. If the research project is underfunded and limited to hiring one employee, selecting an underqualified candidate at a lower CRC level of experience may jeopardize the project meeting critical milestones. One HR recruiter remarked on reviewing a PI’s list of job requirements for a CRC 1 position, “champagne taste on a beer budget.” Frustration with the mismatch of project needs, employee skill set, and PI expectations are recognized to increase job dissatisfaction and affect retention [ 8 ]. The HR recruiter can play an important role in supporting new PIs in understanding the range of CRC skills and the individuals that the project budget can afford. Many PIs are hiring research staff for the first time and these projects require substantial skills and experiences. Hiring the right candidate for the CRC position is only the first step. New PIs also need support for ongoing staff training and management with the ultimate goal of retaining staff [ 9 ].

The literature is mixed regarding hiring an overqualified applicant for a position [ 10 ]. Some recruiters and PI/hiring managers believe an overqualified candidate will quickly become bored and dissatisfied with job wages, responsibilities, and career advancement, and leave the position after a short time [ 11 ]. In a tight job market, overqualified applicants may take a lower-level position to gain entry into a system or use the position as a stepping stone within an institution to other positions. Motivation of the applicant for taking a job lower than their qualification status is a key factor that should not be dismissed when selecting to interview. Maltarich, Nyberg, and Reilly posit the relationship between cognitive ability and voluntary turnover is dependent on the cognitive demands of the job [ 12 ]. Hariri et al . identified a positive relationship with creative performance in the overqualified employee citing contextual factors such as wanting to work with a specific mentor or work on an intriguing new project [ 13 ]. For these employees, creating a suitable environment is key to job satisfaction [ 14 ]. It is important to remember, resume review using the hiring guidelines provides only an initial screening, reducing the number of candidates who may be underqualified or unsuitable for the job. The interview provides the opportunity to evaluate a candidate’s fit with the job. The role of HR is to provide top candidates to the PI for consideration. The human interaction component cannot be totally removed from hiring the candidate whose talent “best matches” the needs of the project.

This project highlighted the large number of individuals who are interested in obtaining positions on clinical research projects. To recruit the most qualified individuals, investigators should view HR recruiters as partners and develop accurate resume screening methods to improve the hiring process. Regardless of the size of an organization’s research enterprise guidelines, screening guidelines for required skills and qualifications can be developed. We successfully developed guidelines for categorizing CRC applicant resumes from entry level to advanced position with the aim of improving the ability of HR to eliminate non-qualified candidates from the applicant pool. Key factors that should be included in the screening process include experience in direct/indirect clinical settings and roles, defined transferrable skills, academic degree focus, level of education, and clinical research experience. Foreign-trained PhD and MD candidates along with laboratory/bench researchers and new graduates need special consideration. Developing structured guidelines for HR recruiter use will reduce bias and improve the matching of applicant resumes to different levels of CRC jobs and can lead to improved selection of top candidates to advance to interview. Improved applicant to job matching offers an advantage to reduce hiring time, anticipate training needs, and shorten the timeline to active project engagement. While this project took place in a large academic setting, most organizations have recruiters in human resources who work to post positions, screen applicants, and sometimes receive references. Taking the time to know HR recruiters and view them as partners in the hiring process will result in overall process improvement.

Acknowledgements

Supported by the National Center for Advancing Translational Sciences of the National Institutes of Health under Award Number UL1TR002378. The content is solely the responsibility of the authors and does not necessarily represent the official views of the National Institutes of Health.

Supplementary material

Disclosures.

The authors have no conflicts of interest to declare.

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• Published: 08 May 2024

Accurate structure prediction of biomolecular interactions with AlphaFold 3

• Josh Abramson   ORCID: orcid.org/0009-0000-3496-6952 1   na1 ,
• Jonas Adler   ORCID: orcid.org/0000-0001-9928-3407 1   na1 ,
• Jack Dunger 1   na1 ,
• Richard Evans   ORCID: orcid.org/0000-0003-4675-8469 1   na1 ,
• Tim Green   ORCID: orcid.org/0000-0002-3227-1505 1   na1 ,
• Alexander Pritzel   ORCID: orcid.org/0000-0002-4233-9040 1   na1 ,
• Olaf Ronneberger   ORCID: orcid.org/0000-0002-4266-1515 1   na1 ,
• Lindsay Willmore   ORCID: orcid.org/0000-0003-4314-0778 1   na1 ,
• Andrew J. Ballard   ORCID: orcid.org/0000-0003-4956-5304 1 ,
• Joshua Bambrick   ORCID: orcid.org/0009-0003-3908-0722 2 ,
• Sebastian W. Bodenstein 1 ,
• David A. Evans 1 ,
• Chia-Chun Hung   ORCID: orcid.org/0000-0002-5264-9165 2 ,
• Michael O’Neill 1 ,
• David Reiman   ORCID: orcid.org/0000-0002-1605-7197 1 ,
• Kathryn Tunyasuvunakool   ORCID: orcid.org/0000-0002-8594-1074 1 ,
• Zachary Wu   ORCID: orcid.org/0000-0003-2429-9812 1 ,
• Akvilė Žemgulytė 1 ,
• Eirini Arvaniti 3 ,
• Charles Beattie   ORCID: orcid.org/0000-0003-1840-054X 3 ,
• Ottavia Bertolli   ORCID: orcid.org/0000-0001-8578-3216 3 ,
• Alex Bridgland 3 ,
• Alexey Cherepanov   ORCID: orcid.org/0000-0002-5227-0622 4 ,
• Miles Congreve 4 ,
• Alexander I. Cowen-Rivers 3 ,
• Andrew Cowie   ORCID: orcid.org/0000-0002-4491-1434 3 ,
• Michael Figurnov   ORCID: orcid.org/0000-0003-1386-8741 3 ,
• Fabian B. Fuchs 3 ,
• Hannah Gladman 3 ,
• Rishub Jain 3 ,
• Yousuf A. Khan   ORCID: orcid.org/0000-0003-0201-2796 3 ,
• Caroline M. R. Low 4 ,
• Kuba Perlin 3 ,
• Anna Potapenko 3 ,
• Pascal Savy 4 ,
• Sukhdeep Singh 3 ,
• Adrian Stecula   ORCID: orcid.org/0000-0001-6914-6743 4 ,
• Ashok Thillaisundaram 3 ,
• Catherine Tong   ORCID: orcid.org/0000-0001-7570-4801 4 ,
• Sergei Yakneen   ORCID: orcid.org/0000-0001-7827-9839 4 ,
• Ellen D. Zhong   ORCID: orcid.org/0000-0001-6345-1907 3 ,
• Michal Zielinski 3 ,
• Augustin Žídek   ORCID: orcid.org/0000-0002-0748-9684 3 ,
• Victor Bapst 1   na2 ,
• Pushmeet Kohli   ORCID: orcid.org/0000-0002-7466-7997 1   na2 ,
• Max Jaderberg   ORCID: orcid.org/0000-0002-9033-2695 2   na2 ,
• Demis Hassabis   ORCID: orcid.org/0000-0003-2812-9917 1 , 2   na2 &
• John M. Jumper   ORCID: orcid.org/0000-0001-6169-6580 1   na2  

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• Drug discovery
• Machine learning
• Protein structure predictions
• Structural biology

The introduction of AlphaFold 2 1 has spurred a revolution in modelling the structure of proteins and their interactions, enabling a huge range of applications in protein modelling and design 2–6 . In this paper, we describe our AlphaFold 3 model with a substantially updated diffusion-based architecture, which is capable of joint structure prediction of complexes including proteins, nucleic acids, small molecules, ions, and modified residues. The new AlphaFold model demonstrates significantly improved accuracy over many previous specialised tools: far greater accuracy on protein-ligand interactions than state of the art docking tools, much higher accuracy on protein-nucleic acid interactions than nucleic-acid-specific predictors, and significantly higher antibody-antigen prediction accuracy than AlphaFold-Multimer v2.3 7,8 . Together these results show that high accuracy modelling across biomolecular space is possible within a single unified deep learning framework.

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These authors contributed equally: Josh Abramson, Jonas Adler, Jack Dunger, Richard Evans, Tim Green, Alexander Pritzel, Olaf Ronneberger, Lindsay Willmore

These authors jointly supervised this work: Victor Bapst, Pushmeet Kohli, Max Jaderberg, Demis Hassabis, John M. Jumper

Authors and Affiliations

Core Contributor, Google DeepMind, London, UK

Josh Abramson, Jonas Adler, Jack Dunger, Richard Evans, Tim Green, Alexander Pritzel, Olaf Ronneberger, Lindsay Willmore, Andrew J. Ballard, Sebastian W. Bodenstein, David A. Evans, Michael O’Neill, David Reiman, Kathryn Tunyasuvunakool, Zachary Wu, Akvilė Žemgulytė, Victor Bapst, Pushmeet Kohli, Demis Hassabis & John M. Jumper

Core Contributor, Isomorphic Labs, London, UK

Joshua Bambrick, Chia-Chun Hung, Max Jaderberg & Demis Hassabis

Google DeepMind, London, UK

Eirini Arvaniti, Charles Beattie, Ottavia Bertolli, Alex Bridgland, Alexander I. Cowen-Rivers, Andrew Cowie, Michael Figurnov, Fabian B. Fuchs, Hannah Gladman, Rishub Jain, Yousuf A. Khan, Kuba Perlin, Anna Potapenko, Sukhdeep Singh, Ashok Thillaisundaram, Ellen D. Zhong, Michal Zielinski & Augustin Žídek

Isomorphic Labs, London, UK

Alexey Cherepanov, Miles Congreve, Caroline M. R. Low, Pascal Savy, Adrian Stecula, Catherine Tong & Sergei Yakneen

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Correspondence to Max Jaderberg , Demis Hassabis or John M. Jumper .

Supplementary information

Supplementary information.

This Supplementary Information file contains the following 9 sections: (1) Notation; (2) Data pipeline; (3) Model architecture; (4) Auxiliary heads; (5) Training and inference; (6) Evaluation; (7) Differences to AlphaFold2 and AlphaFold-Multimer; (8) Supplemental Results; and (9) Appendix: CCD Code and PDB ID tables.

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Abramson, J., Adler, J., Dunger, J. et al. Accurate structure prediction of biomolecular interactions with AlphaFold 3. Nature (2024). https://doi.org/10.1038/s41586-024-07487-w

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