2013CareerDirectory

TheEmployerSourcebookforScientists

Produced by the Science/AAAS Custom Publishing Office

For your career in science, theres only one

Introduction
Thanksforpickingupacopyofthe2013CareerDirectory.Ourgoal,withthisbookletaswell asallthecareerresourcesfromScience,istobringyouuseful,relevantinformationtohelp younavigatethejobsearchprocessandmanageyourdevelopmentinawaythatleadsyou toatrulyrewardingcareer. Tothatend,wehaveteamedupwithsomegreatorganizationstobringyouinformation aboutthelatestcareeropportunitiesinmanydifferentfields.Theprofilesshown here will giveyouasenseofthe types of organizations thatareacceptingresumesandthekindsof positionstheyoffer. Wevealsoincludedsomearticlesto help you improve your resume as well as some general tips and advice on job searching. Inadditiontothecompaniesfeatured inthisbook,youcansearchhundredsofadditional jobpostingsonourwebsite ScienceCareers.orgallforfree.

Accessthelatestjobsandthemostrelevant careerinformationacrosstheglobeon ScienceCareers.org.Allservicesarefree.

Searchthousandsofjoblistings Createjobalertsbasedonyourcriteria Getcareeradvicefromexpertsonourcareerforum Viewwebinarsandbooklets Postyourresume/CVinoursearchabledatabase Accesshelpfulhowtoguides.

Contents

Tooling Up: Interview Intangibles

David G. Jensen........................................................................ 4

Tooling Up: Resume Wisdom

David G. Jensen........................................................................ 6

Writing a Winning Cover Letter

John K. Borchardt................................................................ 8

Job Search Essentials

Science Careers................................................................ 11

VisitScienceCareers.orgtoday toadvanceyourcareer.

Employer Profiles
Contact Singapore.......................................................... 12 FAPESP.................................................................................... 14 Harvard Department of Molecular and Cellular Biology.............................. 16 Howard Hughes Medical Institute Janelia Farm Research Campus............................. 18
Editor: Allison Pritchard Copy Editor: Yuse Lajiminmuhip Design: Mary Ellen Crowley Titles and affiliations for authors and for sources quoted were correct at the time of original publication. 2013 by The American Association for the Advancement of Science. All rights reserved. 1 February 2013

Monsanto.............................................................................. 20 NUSNational University of Singapore......... 22 NIBRNovartis Institutes for Biomedical Research.................................................... 24 DuPont Pioneer................................................................. 26

Photo credits:
Cover clockwise from top left: iStockphoto.com/Sproetniek iStockphoto.com/beemore iStockphoto.com/nicolas_ iStockphoto.com/grebcha

p. 3 iStockphoto.com/Sproetniek p. 4 iStockphoto.com/Dean Mitchell p. 6 iStockphoto.com/malerapaso p. 7 iStockphoto.com/monkeybusinessimages p. 8 iStockphoto.com/YinYang p. 10 iStockphoto.com/ArtisticCaptures

Tooling Up: Interview Intangibles

By David G. JensenJune 15, 2012

Four nonverbal factors influence first impressions: vocal quality, body posture, eye contact, and facial expressions.

Job interviewing requires a set of skills that we use for a relatively short time, and they grow rusty when we dont use them. When it becomes necessary to gear up for a new job search, we bring them out and polish them up. The problem with that approach is that while its easy enough to communicate the obvious points about yourself during the interviewwhy youre a good fit for the company, why your experience and education prepare you well for the kind of work they dothere are more subtle things you need to convey during an interview. Call them the intangibles. And when it comes to conveying intangibles, skills tend to become rusty with disuse. When you walk into the interview room, youd better be attuned to those intangibles. Otherwise, you may find yourself failing to get a job youre well qualified for. And in a brutal job market like this one, who can afford to miss out on jobs theyre qualified for? Recruitersincluding meare always amazed at the number of professionals who seem ideal when we prescreen them but walk away without a job offer. Why does that happen? Usually, its those intangibles.

only for the job they need you to do on day one, but also for the job you would be doing in your next move up the ladder. You need to be a good match for both. Judging a persons leadership ability is another area where interviewers often make gut-level decisions: Do you seem like someone who can handle increasing responsibility for people and important projects? It is up to you to point out relevant experiences that indicate your abilities. Provide examples that demonstrate your receptiveness to changing environments and increasing responsibility. A big part of the judgment will come down to the inter- viewers intuition. Youll do well on this criterion if you convey a sense of confidence, self-awareness, and attentiveness to others. Motivation and enthusiasm No one likes phony enthusiasm, so please dont think I am trying to pump you up for the interview. On the other hand, no company hires people who come across as critical or negative. Even worse is the person who answers a question and then just sits there and awaits the next one, without enthusiasm. Many companies in our business sector are run by first-rank entrepreneurs. These people tend to be passionate about what they do. They have given up security and an easier pace for the excitement of bringing their ideas to fruition. If you fail to project sincere enthusiasm for the workyour work and theirsyoure not likely to receive a job offer. In the academic world, people tend to be emotionally reserved. Even breakthroughs are communicated dispassionately, and few people wear their hearts on their sleeves. Scientists coming out of academia may struggle to adjust. And yet, if you dig down into the passion that got you into science in the first place, you can find enthusiasm for what your prospective employer is doing. Express interest. Smile and tell them youd like to work for them, assuming thats the case. If its not the case, try a different company. This isnt about salesmanship; its about emotional engagement with your work. Just make sure your prospective employer senses your enthusiasm. General competence and adaptability On first glance, competence may seem amenable to objective measurement. But broad competence cant easily be judged just by looking at your publications and other accomplishments. You may have done well in your previous role, but does that mean youll do well in a new one? Can you demonstrate a pattern of mastery in a range of projects and environments? Do you have the ability to help the company meet many different types of professional challenges? One vice president of research for a major biotechnology company told me a few years ago, I hire people who are critical thinkers, who can separate what is important from what is not important. We need broad competence as opposed to exclusively a high level of knowledge in a particular scientific niche. I want people on my team who will be able to contribute for the long haul. In todays market, your hiring manager will be looking for a near-perfect match in those niche skills as well, but its just as important to be broadly competent. You just dont know where youll be in the organization in a year or two. The speed of change is increasing all the time.

What Intangibles?
Some scientists think that the interview is all about education, experience, and the technical fit between you and the job requirements. Those things are very important, of course. No manager wants to teach technical skills; they are too busy, and they have too many other excellent candidates to choose from. So it is important to make a strong case for those more obvious, tangible qualifications. However, even if you do well on the tangible factors, you still wont get hired unless you also do well on the intangibles. Specifically, you need to make a strong first impression, develop good personal chemistry with your interviewer, and demonstrate motivation, enthusiasm, general competence, and advancement potential. First impressions Like the old saying goes, first impressions do matter. Acting on first impressions may be hard to defend, but hiring managers do it all the time. They go with their gut. Youll make your first impression in the first few minutes (sometimes seconds) of your interview, and once made, that impression is very hard to change. (Read about the science of first impressions in this previous Tooling Up column at: bit.ly/WmLder) Four nonverbal factors influence first impressions: vocal quality, body posture, eye contact, and facial expressions. Much has been written about this, so Ill keep it short: Make sure your attitude and appearance project self- confidence, professionalism, and eager interest. Really practice that handshakea fifth nonverbal factor that makes a big difference. If you are a frequent hand-shaker, and strong, dont make it a bone-crusher. The worst thing is a limp, fingertips-only handshake. Personal chemistry In this context, personal chemistry refers to the feeling your prospective colleagues and bosses have about what it will be like to work with you. You want people to see you as an easy person to work with and somewhat like them, or at least compatible. Do they walk away picturing themselves working alongside youand liking it? Personal chemistry matters for your job performance; if you enjoy good personal chemistry with the people around you, the whole team will accomplish more. Company managers also view people who get along well with the team who facilitate good personal chemistryas having a greater potential for advancement. Advancement potential Whether you eventually choose the scientific or the management track, company managers tend to evaluateat great lengthyour potential for upward movement in their organization. Youre being hired not
4

Charge Ahead
The weight each company gives classic versus intangible interview factors varies widely, but intangibles always matter. A candidate who scores lower in the classic decision factors could still come out ahead by scoring well on the hidden factors. This is what is known as interviewing well. If you are headed to an interview for a position where your fit isnt perfect, dont let it keep you from charging ahead. Score well on the intangibles and you just may walk away with the job offer.
5

Tooling Up: Resume Wisdom

By David G. JensenOctober 19, 2012

As a hiring manager studies your resume, you want thoughts like this to go through her (or his) mind: Here is someone who knows his way around. He knows what we need and hes prepared to give it to us.

For years Ive maintainedand its still truethat its a mistake to get hung up on perfecting your resume or CV. Its a fact of life that networking at a conference or attending an informational interview isnt within the comfort zone of many scientists. So when they enter the industrial job market, they find it easy to obsess over fine details of their marketing documents: formatting, deciding what tense to use, and other such details. I know it sounds old-fashioned in an age when you can connect in so many ways with the outside world via your keyboarde-mail, chat, Skype, social mediabut I still believe that most of the time you spend perched before a glowing monitor, alone in a darkened room, is wasted. Get out of that dark room and go shake some hands. The Resume vs. the Industry CV Its important to interject, at the outset, that when I write resume what I really meanbecause were dealing with scientists and science jobs in industryis what I call an industry CV. I used the term resume in the title because its familiar to private-sector job seekers, and because many companies confuse the issue by writing Send Resume in their ads even when they are not looking for a one- or two-page short-form document. (There are times when a oneor two-page resume is appropriate even for scientists, such as when theyre seeking nonscientific positions in sales, marketing, business development, or even technical support or medical communications.) As Ive written before, the industry CV is a sort of a resume/CV hybrid. Its much more compact than an academic CV (which tends to list everything youve ever done related to your science and career) but more thorough than a resume (which is extremely short and designed to catch peoples attention). Opinions varythere are no fixed rules about these thingsbut I believe this document should be three to four pages long and should list the most important facts about your scientific education and experience and the highlights of your career (including, for example, three to six representative scientific publications). Very Good Beats Perfect Your industry CV should avoid putting off the people who are reviewing it. Your goal with this document is to get past the initial review and pique the interest of a hiring manager. So be sure to proofread it carefully and banish all misspelled words, subject-verb disagreements, and other obvious flaws. But youll never have the perfect document! A very good industry CV is better than a perfect one because it gets you out networking and seeking job leads within a few days. Striving for perfection? CV preparation isnt the best outlet for your OCD. Still, you probably want to do better than just OK. Your goal should be to produce a document that demonstrates knowledge, experience, and good judgment. Just like the choices you make about what to wear to your interview, the choices you make in putting together your industry CV (or resume) communicate a lot about what kind of person you are. Building a Wise Resume Im advocating what one poster on the Science Careers Forum called a wise resume. As a hiring manager studies your resume, you want thoughts like this to go through her (or his) mind: Here is someone who knows his way around. He knows what we need and hes prepared to give it to us.

It doesnt take much time to prepare a wise CVassuming you have the wisdom. The problem is that wisdom takes a lifetime to achieve; that, anyway, is the clich. Fortunately, you can compensate for the lack of experiencepartlywith good judgment and attention to detail. In case it isnt obvious: A wise CV displays insight into a particular position and the needs of the employer, and every position (and every employer) is unique. So, every industry CV you send out should also be unique. I cant teach you a recruiting lifetimes worth of resume wisdom, but I can give you an idea of what your objective should be once youve decided to go beyondhopefully not too far beyondgood enough. Heres what a wise industry CV is all about: A wise industry CV shows insight into what a particular employer is looking for. Old-school resume advice tells you to start with an Objective statement. Wrong! Wise documents use a succinct Qualified By or Summary statement that focuses on your fit for the position instead of rambling on about your career goals. This is the section you customize the most for each targeted position. Your good judgment should be visible. Should you lead with education or your employment history? Most Science Careers readers, who are near the beginning of their scientific careers, will lead with educationbut not always. If youre a microbiologist applying for a cell-culture position, for example, and your primary training is in another field, youll want to lead with experience. Make the right decision. A wise CV anticipates the needs of the reader. For example, never make a hiring manager scramble for your phone number or e-mail address. They should be highly visible and in a plain, readable font at the top of your document. Put all your contact info there, including your home address, home and business phone numbers (unless you dont want to be contacted at work), and cell phone number.

Focus on aspects of your work experience or education that are most valuable for the open position. If you understand the opportunitywhat youll be doing and what the company needs from youthen you can accurately highlight the aspects of your training and experience that are most relevant to the employers needs. Understand the concept of resume real estate. The first pageand especially the first half of the first page is expensive, prime territory. Keep this in mind when deciding what to put where. Focus on the soft skills that are critical for the position, as well as your technical fit. Again, this requires insight into what it would take to be successful in the job. Dont know? Ask questions. Perhaps you have a contact at the company, or mentors, advisers, and networking contacts you can query. You can even try posting your question on our Science Careers Forum. Once youve got a fix on the soft skills required for the job, highlight that relevant experience on your industry CV.

Make It Easy for the Hiring Manager In every aspect of the job search, the key is to demonstrate that youre a good fit for those job leads you turn up. (Im assuming that you are a good fit; if youre not, youre wasting your time by faking it.) People early in their careers probably will need to do some research, because they dont have a lifetime of experience to draw on. Once youve understood what the job requiresbeyond whats obvious from the job description shape your industry CV accordingly. If you do this well, the hiring manager will find what she needs while also noticing that youve done an artful job of making her job easier. Thats one mark of an outstanding employee.
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Writing a Winning Cover Letter

By John K. BorchardtMarch 10, 2006

So how do you write a cover letter that will do you justice and earn an interview? First you need a plan.

Your curriculum vitae cover letter is both an introduction and a sales pitch. It should show what sets this individual apart from all others, advises Professor Jeffrey Stansbury, chair of the faculty search committee at the Department of Craniofacial Biology of the University of Colorado School of Dentistry in Denver. Like any good sales pitch, your cover letter should motivate the customer to learn more about the productin this case, you. A good cover letter, like a good sales pitch, has several characteristics. First, like a good doctor, it does no harm; it avoids making a negative impression. Second, it demonstrates that the product suits the consumersyour future employersspecific needs. Third, it assures the customer that the quality of the product (you!) is superb. Accomplishing all this is easier said than done. So how do you write a cover letter that will do you justice and earn an interview? First you need a plan.

While many people applying for academic positions tend to think that the review process is an evaluation of their previous workhow good is it?the issue that is as important is the match, says Whitmire. How will this person fit in here? The former is necessary, but the decision to interview will often be made upon research area or some other measure of fit to the departments needs at that moment in time.

Planning
Begin by learning about the department in general and the open position in particular. Department Web sites are a good starting point, but dont stop there; go beyond the public information and seek a sense of perspective. It is best if candidates speak with their advisers/mentors to get some feel for the institution where they wish to apply, Whitmire suggests. Close senior colleagues can serve the same purpose. Read beyond the job ad and figure out what theyre really looking for. Once youve got a fix on the institution, the department, and the open position, ask yourself what abilities or special qualities a candidate needs to excel in that position. Then determine which of your qualifications and accomplishments will particularly interest this department. Think about your research plans, past research accomplishments, special projects, and previous employment. What evidence can you put forward that your background and plans prepare you well for this opening? How well do your research interests match those described in the advertisement? How well will they complement the work of the current faculty? How will your presence there make the department better? All this information will determine what to emphasize in your cover letter.

The Objective
A successful candidate impresses the committee right off with the cover letter and makes the committee members actually want to dig through the CV and recommendation letters to pull out the details that start to validate the positive claims, says Stansbury. It also provides a glimpse into the applicants personality and gives some guidance as to whether or not they can communicate in an organized, effective way. One of the most important jobs of any good sales pitch is to avoid doing harm. Some cover letters, says Robert Horvitz, chair of MITs biology department search committee, may inadvertently convey negative impressions of a candidate, especially if they look sloppy or indicate an inability to communicate in English. These things can kill someones chances, adds Kenton Whitmire, chair of the chemistry department at Rice University in Houston, Texas. Horvitz adds that cover letters should be neat and professional and fit on one page. Whitmire would allow applicants a bit more room; the letter, he says, should be no longer than one to two pages. To keep it short, the cover letter should not reproduce the information in the CV, publications list, or other documents provided, says Whitmire, but it should be used as a vehicle to highlight those things that the candidate believes will make him/her a good match for the position at hand.

Writing the Body of the Letter

Your research accomplishments and plans should constitute the body of your cover letter for a research university position. At institutions where teaching is the primary emphasis, your primary focus should be your teaching experience, philosophy, and goalsand the suitability of your research program to a teaching-focused environment. An outline of plans for teaching and research needs to be specific to be meaningful, says Stansbury. Focus on your most important two or three examples of proposed research projects and innovative teaching plans such as developing novel courses. These examples should change from one cover letter to another as you customize your letters for different jobs.

The Match
An effective cover letter doesnt just emphasize your best qualities; it also shows how well those qualities are likely to mesh with the open position. Applicants should begin by reading advertisements for faculty positions carefully and be sure that their background and goals are appropriate for the position in question. You lose credibility if you cant make a case that you fit the ad, says Whitmire.If the cover letter is to be effective, it must definitely be tailored to the particular institution. Theres no excuse for not writing a cover letter that shows how your education, experience, and interests fit with what the institution is seeking, warns Julia Miller Vick, co-author of the Academic Job Search Handbook (University of Pennsylvania Press, July 2001). Not doing this would reflect laziness, observes Horvath. At best, adds Vick, a form letter or one that is generic doesnt accomplish much and leaves how the application is reviewed completely up to the reviewing committee. At worst, a generic cover letter can make you seem undesirable.
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The Opening
After the body of your cover letter has been drafted, you come to the most critical step: writing an attention-getting introduction. Salespeople call this having a handle. Your handle is what you offer that makes you especially well qualified for a particular faculty opening. For example, summarizing how well your research interests match those the department advertised provides an effective letter opening. The opening paragraph should be short but more than just one sentence. After youve captured the readers attention with the handle, clearly but briefly summarize your most importantand relevantqualifications. Anything less than a sharp focus, and your readers will quickly lose interest and move on to the next manila folder.

Set your letter aside for a day or two before editing it again. The detachment you gain from this short break will help you see what youve written more clearly.

Job Search Essentials

Closing the Letter

End your letter decisively. Dont let it meander to an indefinite or weak close. A strong close projects an image of you as an assertive, confident, and decisive person. It never hurts to close by requesting an interview.

Questions to Ask Yourself

What do you like to do? What energizes you? Do you want to do lab work/research? Where do you want to work? What do you want to wear to work? How often do you want to change projects? What sorts of hours do you want to work? Are you willing to travel? What sort of funding situation do you want to be in? What nonscience interests or skills do you want to use? How important is your income level? Job security? What sort of stress levels do you want to deal with? Would you like to work independently or as part of a team?

Questions to Ask in an Informational Interview

What attracted you to this field? What do you like most or least about this position or field? Describe a typical day or week. What steps did you take to break into this field? What skills are most helpful in your job? How can I develop them? To what professional associations do you belong? What advice would you give somebody interested in your line of work?

Editing
Make your cover letter an example of your best writing by editing it carefully. It must be easy to read. Focus and clarity of expression in your letter imply focus and clarity of thoughtvery desirable qualities in a faculty member. Then return to the critical issuewhether your research interests, other qualifications, and personality meet the search committees requirements. Anything that doesnt accentuate the match should be ruthlessly deleted. Then set your letter aside for a day or two before editing it again. The detachment you gain from this short break will help you see what youve written more clearly. Detachment makes it easier to determine whether your paragraphs flow smoothly from one to the next. The logic that seemed so obvious when you were writing may seem much less so a day or two later. Carefully review both your cover letter and CV to be sure the information in them is perfectly consistent. Often, a committee wont bother to try to resolve any discrepancies they find; theyll just move on to the next application. Finally, Whitmire advises, be sure to have your cover letter reviewed by someone [who] can be trusted and who has experience. Often, getting a second opinion about how something sounds to the readeri.e., what they got from reading the letter, not what you intended in writing itcan be very valuable.

Questions to Ask at an Interview

What does the job entail? What are the opportunities for advancement? How will you help with my professional development? What are the future goals for the organization? What are the roles of different team members? Tell me about the culture of the organization.

Questions You Might Be Asked at an Interview

Tell me about yourself. What are your strengths? What are your weaknesses? Why this organization? Why this job? What can you do for us? Why are you leaving research? (if applicable)

Differences Between CVs and Resumes

CVs
Longer & comprehensive Full listing of background and research Flexible (shorter in industry) Full list of publications, presentations, research, service Academic jobs, industry research, fellowships, grants

Resumes
Tailored summary Brief snapshot of skills and experiences 12 pages Transferable skills and experiences Nonresearch jobs outside of academia 11

Depth Length Critical elements

Used for 10

CONTACT SINGAPORE

Employer Profile: ContactSingapore

Key Recruitment Areas Clinician Scientists Translational Researchers in life sciences and drug discovery (animal models, biomarkers, imaging techniques) Innovation Scientists (candidates with industrial research experience especially in areas of Chemical Engineering, Biology and Material Science) Computer Scientists and Engineers Faculty candidates (Assistant, Associate, and Full Professor positions in medical and engineering fields)

Location: Singapore Primary Contact Details: Tze Min Lim 55 E 59th Street, Suite 21B New York, NY 10036 E-mail: newyork@contactsingapore.sg THE DOT IS HOT Phone: (1) 212 421 2869 Chew Wee Ng 250A Twin Dolphin Drive Redwood City, CA 94065-1402 E-mail: sanfrancisco@contactsingapore.sg Phone: (1) 650 591 9102

www.contactsingapore.sg

About Us
Contact Singapore is a one-stop resource for individuals who are looking to explore opportunities in Singapore. It aims to engage overseas Singaporeans and global talent to work, invest, and live in Singapore. Contact Singapore actively links Singapore-based employers with global talent and provides updates on career opportunities and industry developments in Singapore. Singapore is the worlds most prolific research location based on output per capita. In terms of funding, Singapore tops the world in spending on science and technology, with a budget of SGD 13.5 billion (approx. USD 10 billion). Some of the factors contributing to Singapores ideal position in grooming research expertise is the adoption of English as the language of instruction coupled with an Asian languagean excellent combination for driving strategic collaborations and innovations in the regionand a rigorous system for the protection of intellectual property. Read more about Singapores research industry at http://www.contactsingapore.sg/industries/research/

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Postdoc and research

opportunities
in Brazil
Location: So Paulo, SP, Brazil Primary Contact Details: Rua Pio XI, 1500 Alto da Lapa 05468-901 So Paulo SP Brazil Phone: +55-11-3838-4000
Key Research Areas Earth Sciences Engineering Exact Sciences Life Sciences Physical Sciences Social Sciences

Employer Profile: FAPESP

www.fapesp.br

About Us
Fifty percent of all science created in Brazil is produced in the State of So Paulo. The state hosts three of the most important Latin American universities: USP, UNICAMP and UNESP. Other univer- sities and 19 research institutes are also located in So Paulo, among them the renowned Instituto Tecnolgico de Aeronutica (ITA), Instituto Nacional de Pesquisas Espaciais (INPE) and Laboratrio Nacional de Luz Sncrotron, besides most of Brazilian Industrial P&D. The So Paulo Research Foundation (FAPESP), one of the leading Brazilian agencies dedicated to the support of research, has ongoing programs and support mechanisms to bring researchers from abroad to excellence centers in So Paulo. The Young Investigators Awards is part of FAPESPs strategy to strengthen the State research institutions, favoring the creation of new research groups. See more about it at www.fapesp.br/yia. FAPESP Post-Doctoral Fellowship is aimed at distinguished researchers with a recent doctorate degree and a successful research track record. The fellowship enables the development of research within higher education and research institutions in So Paulo. Postdoc fellowships are available when calls for applications are issued internationally, or as individual fellowships requested on demand. In the first case, positions are advertised at www.fapesp.br/oportunidades/ and candidates are selected through international competition. In the second, the proposal must represent an addition to a pre-existent research group and should be developed in association with faculty in higher edu- cation and research institutions in So Paulo. More information at www.fapesp.br/en/5427.n/5427.

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Employer Profile: HarvardDepartmentofMolecularandCellularBiology

Key Recruitment Areas

Location: Cambridge, MA, USA Primary Contact Details: Department of Molecular and Cellular Biology Harvard University 52 Oxford Street Cambridge, MA 02138

The scientific questions explored in the department span a wide range that include as diverse topics as Biochemistry and Biophysics, Genetics and Genomics; Development and Cell Biology, Immunology and Molecular Evolution as well as Neurobiology and Structural Biology.

www.mcb.harvard.edu/postdocs
About Us
Greetings and welcome to the Department of Molecular and Cellular Biology (MCB), at the main Cambridge campus of Harvard University. We are a collegial and energetic community of researchers dedicated to providing a rich educational environment for our undergraduates, graduate students, and postdoctoral fellows, while keeping our faculty research at the highest levels of excellence. Each individual laboratory benefits greatly from close interactions and collaborations with colleagues working next door on related questions in sometimes surprisingly different fields. It is this crossdisciplinarity, coupled to an atmosphere filled with genuine enthusiasm and a deep-rooted passion for scientific discovery, that makes MCB such an exciting place to do research in and to explore the many unsolved questions in biology. An additional benefit of working here at the Biolabs is the close proximity to our sister departments of Organismic and Evolutionary Biology, Chemistry and Chemical Biology, Physics, the School of Engineering and Applied Sciences and Psychology. Many collaborative projects between laboratories at MCB and these departments provide a compelling demonstration that the interaction of scientists in distinctly different areas of expertise can result in groundbreaking new discoveries that wouldnt be possible in a scientific monoculture. A defining feature of life at MCB is the collegial, supportive atmosphere and the high level of interaction among students, faculty, and postdoctoral fellows on a scientific level as well as culturally and socially. The department is composed of people from a wide range of places in the Unites States as well as a significant fraction of scientists from abroad, which gives rise to a distinct international and cosmopolitan flair. A wide range of scientific lectures, conferences, and cultural events bring people together on almost a daily basis. Although our facultys research represents traditional and interdisciplinary fields of biology, the departments growth and development in recent years also reflects the revolution occurring in biology that benefits from new genome-wide approaches, powerful new computer and microscope tools, and cross-fertilization of discoveries in biology and other science and engineering disciplines. As a community, the department comprises 40-some faculty, 115 graduate students, and 150+ postdoctoral fellows, housed in two buildings. Were located in the science neighborhood of the campus, which includes a number of other science departments.

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RD H Ue G HE S E D IC IN TU TE| | J JA RM RES EA RC HcCAMP US H o wH aO rWA d H ug H s M eM di c a l AL ins tSTI itu te aN nELI elA i aFA Fa rM re se ar H caM pus HO WA R D H U G H E S M E D I C AL I N S TI TU TE | JA N ELI A FA RM RES EA RC H CAMP U S

Employer Profile: HowardHughesMedicalInstitute

Key Recruitment Areas Biology Chemistry Computational Biology Engineering Genetics Mathematics Neurobiology Physics Computational Neuroscience

Location: Ashburn, VA, USA Primary Contact Details: HHMI Janelia Farm Research Campus 19700 Helix Drive Ashburn, Virginia 20147

www.janelia.org/careers

EXTRAORDINARY EXTRAORDINARY smaLL Groups, BiG ideas SCIENTIFIC OPPORTUNITIES SCIENTIFIC OPPORTUNITIES Janelia Farm research campus HHMIs Ja nelia Farm Research Campus is a pioneering biomedical
Group Leaders and FeLLows: Junior FeLLows: and december 1

About Us
The Howard Hughes Medical Institute (HHMI) is a philanthropy serving society through biomedical research and science education. Located outside Washington, DC, the HHMI Janelia Farm Research Campus gathers scientists in a highly collaborative environment to solve important problems in basic scientific and technical research. In keeping with Janelias mission, researchers focus on: The identification of principles that govern information processing by neuronal circuits. The development of imaging technologies and computational methods for image analysis. Janelias culture provides scientists academic freedom to pursue long-term projects of high significance by working across disciplines and blending expertise. Labs are internally funded, allowing scientists to undertake ambitious research without teaching, fundraising, or administrative responsibilities. Janelia scientists devote their energy and creativity to developing transformative research programs that might be difficult to carry out elsewhere. Scientists receive excellent professional and personal benefits at Janelia, including the opportunity to work alongside renowned scientists and access unparalleled scientific and technical facilities. HHMIs Janelia Farm Research Campus invites applications from scientists at all career stages, from those just finishing their graduate degrees to senior, established scientists. Visit our website to find out more and apply.

r esears ch cn omp x rm whe ess ntiCa stsmpus from di ers e di sci pg lin eom s us e em HHMI Ja eliale Fa Rre ecie arch is v a pion ee rin bi edic al erging We invite applications from bold, imaginative scientists who are passionate a n d inno a tive le tech no lr o gie s to nvef st igatdi ev bi lo ys most ch alle nm gie nr g re s e a rch v c omp xw he e scie ntists rom eo rs eg di sci pline s us ee ging in their pursuit of important questions in basic biomedical research. pro ms. a in vitle app licia ions from bolld, im ginatich vea s cie ntn ists. andble inno vaJa tivn eeli tech no os gie s to ntv estig ate bi ogy samost lle ngi g problems. Janelia invites applications from bold, imaginative scientists.
TWo applicaTion deadlines per yearJuly 15 and november 15 Four applicaTion deadlines per yearmarch 1, June 1, sepTember 1,

Janelia Farm Research Campus

Find out more and apply: www.janelia.org/sciencecareers

Photos by Matt Staley Photos by Matt Staley

The howard hughes medical institute is an equal opportunity employer.

Find out more and apply: Find out ag nd ly : www .janmor eliae .or /ca app ree rs www.janelia.org/careers

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Janelia_sciencecareersdirectory_011112.indd 1

Employer Profile: Monsanto

Location: St. Louis, MO, USA with offices in over 60 countries Primary Contact Details: 800 North Lindbergh Blvd. St. Louis, MO 63167

Monsanto has a very open culture that encourages new ideas and different points of view. I enjoy the opportunity to work with so many different people. Lucy, Research Scientist

www.monsanto.com/careers

Key Recruitment Areas We seek experienced scientific professionals in the following areas of R&D: Agronomy Biochemistry Bioinformatics/Genomics Chemistry Crop/Field Research Developmental Biology Engineering and Automation High Throughout Sequencing Plant Breeding and Genetics Plant Molecular Biology Plant Pathology/Entomology/Nematology Plant Physiology Protein Biochemistry Regulatory Affairs Statistical/Quantitative Genetics

Collaborating. Inspiring. Leading.

Some challenges are no match for Monsanto products or for Monsanto professionals. Thats because every day, we invest at least $3 million in research and give you the chance to take novel approaches to timeless agricultural problems. By incorporating cutting-edge technology and your experience, youll give farmers around the world the ability to grow more crops with less resources. This is where your ideas could push the limits of agricultural technology and maybe even change the world. Are you ready for a challenge?

About Us
Monsantoisoneoftheworldsleadingagriculturaltechnologycompanies.Wereacompany committedtoinnovation,focusedonworkingwithfarmerstohelpthemproducemorewithless resources,andweofferexceptionalcareers.WhenyoutakeyourcareertoMonsanto,youll joinateamwhereyourskills,yourideas,andyourknow-howcandomorethancontributetothe bottomline.Youllhelpourcustomersprovidethefood,fuel,andclothingthegrowingworldneeds. AtMonsanto,wedevelopbetterseedsforfarmersthroughamixtureoftraditionalbreedingand world-classbiotechnologies.Weareagloballeaderinagriculturalbiotechnologyspendingmore than$3millioneverydayinresearch. Hereyoullfindaplacewhereyoucanbeproudtowork,grow,andmakeadifferenceeveryday. AtMonsanto,yourepartofsomethingbiggerthanyourself.Yourepartoftheinnovations thathelpagriculturemeetourgrowingworldsneeds.
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Learn more and apply: jobs.monsanto.com/Science

Monsanto is an equal opportunity employer; we value a diverse combination of ideas, perspectives and cultures. EEO/AA EMPLOYER M/F/D/V 2012 Monsanto Company

Employer Profile: National University of Singapore

Key Recruitment Areas NGS invites students who: possess a keen interest in integrative research enjoy taking an analytical approach to problems seek to deepen their knowledge are curious about major issues in related subject will adhere to the highest ethical standards in research appreciate the importance of developing excellent communication skills can function well as part of a team will serve as role models to future generations of researchers to join our Ph.D.-cum-scholarship programmes. Please refer to NGS visual on the adjoining page for details.

Location: Singapore Primary Contact Details: Hotline: 65-6516 1480 Facsimile: 65-6464 1148 Email: ngsenquiry@nus.edu.sg NUS Graduate School for Integrative Sciences and Engineering National University of Singapore Centre for Life Sciences, #05-01 28 Medical Drive Singapore 117456 Phone number: 065 6516 1480

www.ngs.nus.edu.sg
About Us

National University of Singapore Graduate School for Integrative Sciences and Engineering (NGS) was established to promote integrative research Ph.D. research and education that transcend traditional disciplinary boundaries. Our multi-disciplinary environment affords exceptionally gifted, motivated students tremendous flexibility. If they choose to, students can explore the possibility of dipping into fields of research and study beyond the disciplines they originate from. Our students have access to a world-class infrastructure, and receive research supervision from distinguished academics from two different fields of their choosing (or more if their research needs require it).The curriculum is tailor-made by and to each individual students needs and interests, and thus affords opportunities for integrative learning. Such a totality in research and education effectively nurtures their critical thinking skills, and enables them to creatively advance their Ph.D. projects. NGS facilitates a truly international Ph.D. research experience. We have tight links with the relevant Faculties/Schools at NUS, and the various research institutes of the Agency for Science, Technology and Research (A*STAR). NGS has also built synergistic, complementary partnerships with a select number of world-leading overseas research institutes and knowledge organisations in the USA, the UK, Continental Europe, Japan, China, and Australia. Thus, NGS is able to offer gifted students the opportunity to engage in globally progressive research in superb research facilities both within Singapore and further afield. NGS recognizes that solving many of the most challenging problems in science and engineering requires an integrative research approach. We thus embrace graduates trained in a wide spectrum of relevant subject areas, and who have the talent to see that true innovation knows no artificial boundaries. We invite graduates with a passion and aptitude for research to join us and embark on cross-disciplinary research at the forefront of science, engineering, computing, and related aspects of medicine.

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Employer Profile: NIBR-NovartisInstitutesforBioMedicalResearch

Locations: Novartis Institutes for BioMedical Research Headquarters: Cambridge, Massachusetts, USA Global sites include: Basel, Switzerland; Emeryville and La Jolla, California, USA; East Hanover, New Jersey, USA; Fort Worth, Texas, USA; Horsham, UK; Shanghai, China; Singapore; and Siena, Italy

Key Recruitment Areas In our Disease Areas, we are committed to understanding the underlying molecular basis of disease, which has enabled us to deepen our knowledge, and turn scientific insights into medical breakthroughs. B.S. through Ph.D. degree in science with focus on Biology, Chemistry, and Biochemistry.

A Culture of Collaboration
At Novartis Institutes for BioMedical Research (NIBR), the global research organization of Novartis, our ambition is to transfor m drug discovery and develop breakthrough medicines that change patient treatment. Our culture of science is open and entrepreneurial; we are focused on clearly sharing our views and opinions while listening to the views of others. By hiring the best academic, biotech, and phar maceutical-trained scientists, we have fostered an atmosphere for drug discovery where creativity thrives. Our research is driven by rigorous science and unmet medical need, not the market size. We have created a dynamic and flexible culture that values each associates diverse background, unique style and wealth of experience. NIBR has sites in Cambridge, MA (headquarters); Emeryville and La Jolla, CA; East Hanover, NJ; Basel, Switzerland; Fort Worth, TX; Horsham, United Kingdom; Shanghai, China, Singapore, and Siena, Italy. Disease research focus includes autoimmunity/ transplantation/inflammatory disease, oncolog y, cardiovascular and metabolic diseases, gastrointestinal diseases, infectious diseases, musculoskeletal diseases, ophthalmolog y, neuroscience, and respiratory diseases. NIBR is home to the following platfor m technologies: Analytical and Imaging Sciences, Biologics, Global Discovery Chemistry, Developmental & Molecular Pathways, Center for Proteomic Chemistry, and Epigenetics. Our Pre- clinical/Clinical areas include Translational Medicine with Biomarker Development and Clinical Sciences & Innovation, Preclinical Safety, and Drug Metabolism and Phar macokinetics. For immediate consideration, please visit the Career section at www.nibr.com/careers.

Number employed: Approximately 6,000 worldwide

www.nibr.com
About Us

The Novartis Institutes for BioMedical Research (NIBR) is the global pharmaceutical research organization for Novartis committed to discovering innovative medicines to treat diseases with high unmet medical need. With more than 6,000 scientists and physicians around the world, our open and entrepreneurial culture encourages collaboration as we work to push the boundaries of science to change the practice of medicine. NIBR takes a unique approach to pharmaceutical research. At the earliest stages, research priorities are determined by patient need and disease understanding. Scientists and physicians at NIBR have broken down the boundaries between research and clinical practice and collaborate at the earliest stages of the R&D process. We believe we can better answer the demand for safer, more effective medicines by keeping our sights on both the science and the patient. To do this we use Proof-of-Concept (PoC) clinical trials, small- scale studies in well-defined patient groups used to get an early read-out on a drugs safety and effectiveness. These studies help us find and advance the most promising drug candidates. Key Attractions The Novartis clinical pipeline, which has consistently been ranked as one of the strongest in the industry, holds a broad stream of more than 100 new medicines in all stages of development. Our model of researchconnecting the laboratory to the clinic, and pursuing molecular pathways across multiple diseasesmeans that we have to be a highly collaborative organization. Every project is made up of cross-functional teams, drawn from pathways scientists, chemists, disease area specialists, biologists, pharmacologists, clinicians, and more. It is a way of working that has become a part of our research culture. Diversity makes a difference. Innovation is enabled by a diversity of expertise, perspectives and ideas from people with different cultural backgrounds and professional experiences. By fostering diversity in the NIBR workplace, we continue to strengthen a culture that is entrepreneurial, open and inclusive. We consider Diversity and Inclusion to encompass ethnicity, nationality, gender, sexual orientation, age, physical ability, religion and belief, thinking styles, education, life, and professional experiences.

Novartis is committed to embracing and leveraging diverse backgrounds, cultures, and talents to achieve competitive advantage. Novartis is an equal opportunity employer M/F/D/V.

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Employer Profile: DuPont Pioneer

Location: Johnston, IA, USA with locations in more than 100 countries worldwide Number employed: More than 12,000 worldwide Primary Contact Details: Pioneer Headquarters 7000 NW 62nd Avenue Johnston, Iowa 50131-1000 E-mail: jobs@pioneer.com Phone: (800) 247-6803 ext. 54000
Key Recruitment Areas Seeking B.S., M.S., and Ph.D. candidates in Agronomy, Biochemistry, Biology, Biotechnology, Crop Science, Genetics, Molecular Biology, Plant Breeding, Plant Science, and other agricultural and scientific related disciplines.

Be the one whomakes a difference. Be the seed.

DuPont Pioneer is the worlds leading developer of seed that contains the most advanced technologies for growing corn, soybeans and other crops. Our work is about more than creating a quality product and providing excellent service to our customers. Its about making a difference in a world where one billion people are not sure where their next meal is coming from. Our seeds become the food, fuel and ber that feed and power a growing world population. Our employees make a difference.

www.pioneer.com/careers
About Us
Challenging, cutting-edge career opportunities await you at DuPont Pioneer. We are the worlds leading source of customized solutions for farmers, livestock producers, and grain and oilseed processors. Pioneer provides access to advanced plant genetics in 100 countries worldwide. Using tested, practical, and cutting-edge innovations, you can join Pioneer in applying science and knowledge to maximize the productivity and sustainability of the worlds farmland. Every day our employees make a difference in world agriculture production. At Pioneer, our mission is to help farmers be more productiveand, we go to extraordinary lengths to maximize our customers success. Working at Pioneer is more than just a career. The work youll do is about more than just seed that becomes feed, fuel, and fiber for our world. Pioneer employees help our customers around the globe be more productive to help tackle the worlds challenges. Youll use your skills and passion to do work that has a global impact. And, with Pioneers worldwide reach and affiliation with DuPont, youll have the opportunity to work beside some of the most talented and innovative people anywhere. Pioneer can help you open the door to exciting possibilities that match your talent and passion with work that makes a difference. Key attractions Were looking for people who bring a new perspective that expands our view of our industry and our world. Pioneer employees work in an environment that offers new challenges and recognition for their work. We have talented employees that continually learn from each other, many of whom are leading experts in their field. When you join Pioneer, youll have numerous possibilities for advancement within your area of expertise and opportunities in different areas of the organization. Pioneer provides our employees with many development opportunities so you can improve your knowledge and skills. Additionally, our international presence and affiliation with our parent company, DuPont, gives you the chance to expand your career. We offer our employees an extensive compensation and benefits package, including training and development opportunities that rank among the best in our industry. Join a growing organization and be part of the team putting the best of science and service to work for farmers worldwide.

To join us, visit www.Pioneer.com/Careers.

The DuPont Oval Logo is a registered trademark of DuPont. TM SM , , Trademarks and service marks of Pioneer. 2013 PHII. 13-41

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To Advertisein Scienceornextyears EmployerSourcebook, pleasecontact:

THE AMERICAS Midwest US/Canada/ Corporate Allyson Rosen Phone: 202-326-6578 E-mail: alrosen@aaas.org East Coast US/West Coast US/ South America Tina Burks Phone: 202-326-6577 E-mail: tburks@aaas.org Europe/India/ Australia/ New Zealand/ Rest of World Lucy Nelson Phone: +44(0)1223326527 E-mail: lnelson@science-int.co.uk Japan YuriKobayashi Phone: +81-(0)90-9110-1719 E-mail: ykobayas@aaas.org www.sciencemag.jp China/Korea/ Singapore/ Taiwan/Thailand Ruolei Wu Phone: +86-1367-1015-294 E-mail: rwu@aaas.org

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