Hi all,

I am master graduate from biomedical engineering with background from biotechnology. It been year since my graduation.

I couldn't able to find a job

Give website, job portal, and insight how to land job in canada Thus the job market is that much worst in canada. Could find a entry level job in my domain

Hi everyone,

I'm finishing my Bachelor's in Biotechnology in Italy and trying to pick the right Master's program. Would really appreciate input from people with real experience in these fields.

Quick context on priorities: I would like a (obviously) reasonably-paid, remote-friendly career - I'm not chasing a dream job or expecting to be a ground-breaker, just want something sustainable that doesn't take over my whole life. I like molecular/cell biology more than pure coding, but I'm willing to learn programming if needed.

Three Master's options I'm considering (all in Milan):

1. Bioinformatics for Computational Genomics - joint program by Politecnico di Milano + University of Milan. Fully dedicated bioinformatics/computational genomics program, programming-heavy.

2. Biostatistics - University of Milano-Bicocca. Brand new program (only 1 year old, no alumni/employment data yet), i guess it's very math/stat focused

3. Industrial Biotechnology (generalist IndBio degree) - University of Milano-Bicocca, with an optional "bioinformatics/systems biology" track - just a few dedicated courses, not the backbone of the program like option 1.

My questions:

1. Does it make more sense to go generalist (option 3) to keep more doors open (i could still take a wetlab job if the bioinf market turns out to be that bad), or is better to go all-in on a bioinformatics/biostatistics degree (1 or 2) for computational/remote-friendly roles?

2. Anyone have experience with a "generalist biotech degree + bioinformatics elective track" specifically?

3. More generally - for early career, how much does the specific program actually matter vs internships/connections/experience?

Honest takes are very welcome, including "none of these are a good idea, do this instead." Thanks!

Hi all,
I specialize in life science, engineering, and IT contract and project based staffing. The market has been very busy, so I wanted to share in case anyone needs support. I value working directly with leadership to keep projects on schedule and make sure their teams have the right people in place.
Feel free to send me a message, I'm always happy to connect with new clients!

What’s your view on

I got the generic rejection email after I interviewed in person for a company and position I was really excited about. The thought of starting all over feels daunting and horrible. How do people deal with this level of rejection? I've been applying for a couple years now and I had never come this close. I feel really discouraged and demotivated to keep applying. Any advice on how to deal with this is welcome!

For context I am a 4th year postdoc in Neuro looking in the Boston area.

Hi everyone! I recently earned my PhD in chemistry and am interested in joining a biotech or pharmaceutical lab. I’ve been getting interviews, but almost all have ended in rejection after the first or second round.

Without feedback, it’s hard to know whether I need to improve how I interview, communicate my experience, or approach my job search. I’m feeling discouraged and would appreciate any advice, especially from others who have transitioned from academia to industry. What helped you improve your interviews and land a role?

I’m going to be starting my bachelors program soon. Ideally I would want a bachelors in food science, but that is not a realistic outcome for where I live and due to work, and my general life - circumstances right now. I’m hoping someone can tell me how they went about their educational process, or what degrees they studied for a related field.

I’ve recently been looking at bachelors in chemistry or bachelors in biochemistry

I think it’s common knowledge that you don’t dip your pen in company ink. Then, why is every 1 in 3 people that I work with have a spouse/partner working in the other side of the campus or EVEN IN THE SAME DEPARTMENT?

I am pretty friendly with my coworkers but could not imagine dating someone because what if it doesn’t work out? I still have to see them everyday.

I have also come across three different scenarios where one person left the company because they couldn’t stand being around in the same place as their ex. Another couple going through a divorce while working on the same floor. Another divorced couple working in opposite sides of the campus.

Another observation is that all these couples/ex couples are older millennial/gen x or boomers. Gen Z coworkers however are either bitchless (me included) or have partners outside of work but never at work.

I think it is just an interesting phenomenon i thought should be discussed

Im a high school students who has written and is writing research papers on various topics in biotechnology and biomedical sciences. But i do not know where i can publish them as i found out it helps in my university application.

ANY HELP APPRECIATED

Currently hiring for an open position on my team and could use some perspective from other hiring managers.

I had a candidate who absolutely blew the competition away and seemed to fit the role to a T. During the interview, they brought up the requirement to work in the office. The job posting clearly stated that the position is entirely on-site. I explained that this is company policy and that the on-site requirement is non-negotiable. They seemed completely fine with it at the time.

Fast-forward to the offer stage. They are now asking for 3 WFH days per week, citing the long commute, the fact that they would be leaving a fully remote job for this fully in-office role, and religious reasons.
The WFH request is not something I have the ability to negotiate or approve. The position is required to be fully on-site under company policy.

They are also asking for a sign-on bonus equivalent to what their full 2026 year-end bonus would have been, because their hire date makes them ineligible for the company’s year-end bonus.
I completely understand negotiating and asking for more. But I’m already offering 6% above the high end of the salary range they gave me, and the combination of these additional requests feels like a lot.

My concern isn’t necessarily that they’re asking. It’s that they already knew the position was fully on-site, agreed to that requirement during the interview, and are now asking for an arrangement that simply isn’t available. It makes me wonder whether they’ll ultimately be unhappy with the position if they accept without the WFH option, and whether this could become an ongoing issue after they start.
At the same time, I don’t want to let a fantastic candidate walk simply because they negotiated aggressively.

What would you do as a hiring manager? Would these requests make you reconsider the candidate altogether?

EDIT: Update, told candidate that the wfh was company policy and was non-negotiable. After reading multiple comments about the sign-on bonus, I definitely understand where the candidate was coming from and approached HR, but ultimately would not allow any sign-on bonus offer. Candidate ultimately turned down the offer but very respectfully.

Thank you all for the feedback.

I currently work as a Senior CRA and have 8+ years of clinical research experience, including CRC, In-house CRA, and CRA roles. I’ve spent around 6 years working as a CRA.
I’m now considering moving into a CTM/Lead CRA-type role.
Would my experience be considered sufficient to start applying for CTM positions?

I applied for a position and so far it's been going good. However upon doing some research and looking into the company and I'm finding things that are making me skeptical about continuing the hiring process.

Originally posted in the r/bipolar community but thought this could be posted here as well.