NIH Alumni: Where are they now? Assistant Professor

July 27, 2015

**TWO-PART SERIES — Part 2: Job Search**

Name: Veronica Irvin

Job Title & Organization:  Assistant Professor; Oregon State University, College of Public Health

Location: Corvallis, Oregon

What was your job search like?
I really did want to get back to academia but I was also realistic that I might not be able to. I definitely had other career options in mind because I knew how difficult it was to find a tenure-track faculty position. Not only that, my position is actually hard money, which is even harder to find.

So, I tried to keep my options open in terms of career field, but I was also willing to move anywhere in the country. If you are fixed on a certain geographic area, that can be limiting. While I was at the NIH, I really focused on publications. I didn’t have any grants going to the university. Coming from the NIH, there was only one mechanism that I could apply through which was the K’s and the university was very forgiving of that because they also realized that by being at the NIH, I was aware of the grant process. So, during my postdoc, I focused on publications and that did matter quite a bit. I know that is what everyone says but it really is that way. It is just easier for them to see what you have done and to count. I also think that networking is important, but networking only takes you so far. My postdoc advisor could help me look at job postings and let me know if he knew anybody in that department or university and what that might actually mean when you look at the job descriptions. He helped me decipher the nuances between them and would help point me to his contacts at universities and on search committees.

Can you tell us about your timeline? How early did you begin your job search?
I attended almost every single training that I could from OITE. I cannot say how helpful they were. Specifically, I went to one that Sharon Milgram facilitated on Applying for Tenure Track Positions. She had mentioned that you should apply one year before you are ready, and I think that is some of the best advice I have ever been given. You have to apply to tenure track positions in the fall, almost one year prior to starting. So, I applied one year before I was ready and it was a great experience because you have to write your research statement and teaching philosophy. It was a great activity to sit down and realize where my holes were and how I wanted to try and focus my next year’s work in my postdoc. It took a lot of time to put together an application for a tenure track position, so I was glad that I started a year out. My postdoc advisor told me that you should consider this: every position that you apply for is one less paper you will get because of the amount of time you have to spend tailoring your application for that university and the job description. I think that helped me a lot because I went online and read a lot about OSU and I knew people who worked there, so I asked them a lot about it. So, applying one year before you are ready is really useful because you get to see what goes into preparing a tenure track application and then it still gives you a year to fill in the holes that you see in your application for the next year. And what happened for me is I actually ended up getting the job during my first year of applying. When I wrote the application, I never thought I was actually going to get this job but I was still so happy I did it because it really did help me focus.

You mentioned publications mattered a lot in your academic job search. Does that mean the quantity, quality or both?
I know this is hard to hear but for a research position or for a research-intensive university, it is still so true. Everyone says both, but it is hard to do it all. First of all, it is really hard to get into really good journals. For example, I don’t have any papers in Science or Nature or JAMA and you don’t necessarily have to have that. I think that one paper in JAMA or Science will help you tremendously. So, I had multiple papers in the next level journal and I still think that they were very good journals but they weren’t the top seven. For me, it was having multiple papers in journals that matched the research disciplines I was focusing on.

What was the interview like?
So, everything happened very quickly for me. This university posted early, the due date was October 15th. I was called within a week for references and then a week later for a phone interview. I did a phone interview with four to five individuals probably a month after I applied and then I heard back two weeks later for an in-person interview.

I flew out in January for the two-day interview process. Essentially, it was from 7:30 am to 7:00 pm each day. I met with someone for breakfast, lunch and dinner. In between meals, every moment was scheduled with meeting and interviews. I started off with the search committee and then the directors of the school. Then I did a presentation about my research which was an hour total. Next, I had an interview with the dean and I also met with a bunch of different faculty from within my school. The deans and directors asked a lot of questions about productivity and what courses I could teach and ideas for the future. The other faculty I met with were really trying to assess if I was going to be a good colleague. These interviews were a lot more low key and more about trying to see if you have common research interests. My feeling about those interviews was that they were trying to see if I was going to be a good fit and if I was going to be able to contribute to meetings and communicate with them. Some concerns could arise if there was nobody that you could collaborate with on your research. If that was the case, then that could be a hiring downside.

Is there anything you wish you had known going into this interview?
No, because I had asked a lot of people about their experiences interviewing and I also practiced interviewing at the OITE. I also went over my research presentation with people who had interviewed and/or worked in academia, so I wasn’t really surprised by anything in the interview process. But one question that others had warned me about getting and which I actually got in my interview was, “How do you bring diversity into the classroom? How do you bring diversity to your research?” Diversity was undefined and vague.

In hindsight, would you have changed anything about your search? Any last bits of advice?
My job search worked really well and I was fortunate to get a job during my first year of applying, but even if that hadn’t happened, I am so happy I started a year out. I can’t say how helpful that was in focusing me during my last year of my postdoc. I took the advice of applying a year before I was really ready, so everything felt like practice to me. Actually, during my interview, I felt really calm because I didn’t think I was going to get the job and I thought it was just good practice. My postdoc advisor gave me great advice before I flew out for the interview, he said, “Just have fun.” At this stage, they aren’t flying you if they really don’t like you and they aren’t trying to embarrass you. It helped take the stress off because I met so many people during my interview and there was no way I could know everybody’s research background.

In terms of advice: I would try to talk to faculty at the university within the same college or school who have the same dean because they will have a sense about how decisions are made regarding teaching load and money goes within the college/school. Talk to people (of course they can’t be on the search committee) to see what advice they would give. Once you have a phone interview, you will know who is on the search committee. I would look for other people and call or email them, or even better ask colleagues for referrals. That way you can know what kind of support they got their first year and it will make it clearer for you.

***

Last week, we posted Part 1 – Job Overview.

 


NIH Alumni: Where are they now? Assistant Professor

July 22, 2015

**TWO-PART SERIES — Part 1: Job Overview**

Name: Veronica Irvin

Job Title & Organization:  Assistant Professor; Oregon State University, College of Public Health

Location: Corvallis, Oregon

How long you’ve been in your current job: Started in September 2014, so I’m in my second term.

What is your role as an Assistant Professor like?
It’s a tenured track position, broken up between teaching, advising, research, scholarship and service. The first few years I have a reduced teaching load to get introduced to the system and develop my course syllabi.

What courses are you teaching?
This term I am teaching Program Evaluation for MPH students where they design an evaluation plan for a real-world health program. They work with a stakeholder in the community at a health department, a non-profit or a community organization, who is implementing a health program. The students design an evaluation that fits around the needs and the timing of the project, including some of their outcomes. It gives the students experience working within the community and a realistic picture about what timing and financial constraints are in a real-world setting.

The other course is a writing class for undergraduate students. In our university, they want to give students a chance to learn writing not only from the English Department but also learn what is common in your specific genre or discipline. Seniors will actually do a writing course with non-English department faculty to learn writing methods. The university actually provided me with a course on how to learn about teaching writing.

How did you come to choose this as the next step after your postdoc? Has a tenure track faculty position always been your goal?
I have always been leaning toward academia. That is where I was from prior to my postdoc. I really enjoyed my postdoc at the NIH and I was really thinking about whether I wanted to stay in more of an administrative role within research or go back to academia. In academia, I really liked the idea of working with students one-on-one and I liked the prospect of having a little bit more freedom about what your research will focus on. I really did miss working with students which is what I had done prior to the NIH as a graduate student.

What do you consider the most important skills that you utilize in this role?
Definitely writing skills and it is important to listen and understand the priorities of not only the students you are working with but also with the community organizations you are engaging. If I really want a student to have another opportunity with a community organization or a clinic, I really have to stop and think, “Why would this clinic want this student?” I need to make sure it wouldn’t be a time burden for them and analyze the benefit that each party could receive from this partnership.

What about soft skills?
How to write effective emails and how to have a one-on-one discussion with a student are some skills I use a lot. Many times, things come up in a student’s personal life which they have to come and talk to you about. Or, it can be a discussion on grades and having to explain why they may or may not get an ‘A.’ So, I think those conversation skills and being able to respond to emails whether it is department-wide or between you and a student are very important.

What is your favorite aspect of your current job?
I really enjoy engaging with the students and working to tailor the program for each student. There are some students who want to do more statistics/design versus students that want to do more community outreach/organization. It helps to tailor their courses and research experiences to help them be better prepared to land a job.

The university is the number one employer in the community so there are a lot of bonds between the university and the community, which is great. For me, it has been a process of starting slow and trying to make and establish those connections. That has taken a few months and I am still not quite there yet, but relationship building can take time.

What has been the hardest aspect about transitioning into this career?
Moving the research that I was doing at the NIH and trying to get it started up here. Finding out what will and what won’t work here has been challenging. One of the challenges is that we are located in a smaller city so for a lot of health promotion or public health research, you are now working with a smaller representation of the population. I have been trying to adapt whether I can do some of the research from OSU but with a population that lives elsewhere or can I tailor some of my research questions to match the population that lives here.

How has the orientation to this role been? What has the process been like for new faculty and how have you been supported?
There are lots of orientations and at our university, they gave us no teaching the first term in order to give us time to go to all of these new meetings, whether it was meeting with the IRB or others.

But it is important to note that I asked about this during my interview. It is important to ask good questions during your interview. My university actually has a formal mentoring program for new assistant professors. So, when I came in the fall, they worked with me to identify two faculty members who I wanted to work with for either teaching or research. So, I meet with them separately at least once every other month. The goal is to become tenured in five years, so they also help you make sure you are on the right track for that. I speak with my mentors about what I have done and my goals for the rest of the year so that I can make sure I have had a successful first year on the track to becoming tenured.

***

Next week, we will post Part 2 – Job Search.


Skype First Impressions

July 8, 2015

Do you have a Skype interview coming up? In a previous blog post, we went into great detail about how to prepare for a Skype interview. 

Now, here is a quick video with some tips on how to look your best on interview day. Don’t have time to watch the video? Check out the pre-interview checklist here as well as these four key tips on how to look and sound your best.

  1. Find a quiet place with no distracting sounds.
    Turn off your phone ringer. Mute the TV.  This can be hard to do if you are interviewing at home with kids or pets running around, but it is imperative to plan accordingly for uninterrupted interview time. Make sure you also keep other programs closed on your desktop that might ding alerts about calendar reminders or emails.
  2. Locate a good background and keep the camera at eye level and an arm’s length away.
    Think about your surroundings and what will be visible on the screen.  It is best to be positioned in front of a wall free of clutter or personal items.
  3. Good lighting is imperative.
    Make sure your lighting is aimed at you and not behind you; otherwise you will appear as simply a silhouette.
  4. Make sure YOU look good.
    Convey the right first impression and dress as you would for an in-person interview.  Even if that means a blouse and blazer on top and pajamas on the bottom.

Do you have other suggestions from your own experience? Let us know with a comment below.


How Rude! Minding Your Manners at Work

June 29, 2015

We have all seen rude behavior at work. The co-worker who becomes absorbed into their phone mid-meeting or the colleague who doesn’t clean up after themselves in a shared space. What do you consider rude work behavior and do you feel it is on the rise?

A growing number of psychologists do and they are conducting research on incivility in the workplace. Polls are finding that most Americans feel civility has declined, not just making the workplace unpleasant but ultimately having an impact on work productivity and well-being — even beyond the cubicle.

A professor from Georgetown University, Christine Porath, wrote a recent NY Times op-ed, “No Time to Be Nice at Work”. The author remembers seeing her “athletic dad” in the hospital with electrodes strapped to his chest. She couldn’t help but wonder how this had happened and she believed it was related to work stress as “for years he endured two uncivil bosses.”

In part, her hunch was confirmed by a study published in 2012 which showed that stressful jobs increase the risk of cardiovascular disease by 38%. Another poll of 800 workers on the receiving end of bad behavior found that half intentionally decreased work effort, 65% admitted performance decline and 12% quit.

AARP compiled a list of the top work offenses, including:

  1. Not saying hello
    Ignoring or not acknowledging a co-worker
  2. Acting superior
    This could include belittling someone’s ideas or suggestions in a meeting
  3. Inappropriate work language
    Using profanity or offensive comments
  4. Gossipping
    Some may call it venting, but talking about people behind their backs only leads to a toxic work environment
  5. Having sharp elbows
    Being overly ambitious or driven without regard for others in your lab/office
  6. Misusing email
    Either in frequency or in tone. Emails can often be misread, so if discussing a sensitive topic, have a conversation in person

They chose to stop at six, but what would you add to this list? Leave a comment below with what you think is the worst work offense.

Rude behavior often falls outside the scope of basic workplace policies, making it difficult (but not impossible) to remedy the behavior. To be fair, most people don’t know they are being rude. They may be so preoccupied with work that they forget their behavior has an impact on others. So, what can you do if a co-worker is being rude?

  1. Call them out on it.
    If possible, address the inappropriate behavior in the moment. A bad behavior unaddressed will most likely become a pattern. If you need time to collect your thoughts, then do so, but ultimately you need to have that conversation.
  1. Have a goal for the conversation.
    You will need to convey what you want to happen going forward. What is the behavior that needs to be addressed? What are your expectations post-conversation? Think about this on your own so you can articulate it to your colleague. For example, does your co-worker constantly interrupt you? Say so as diplomatically as you can and note that you expect this behavior to be curtailed going forward.
  2. Thank your co-worker for listening to you.
    This should be a respectful conversation not a confrontation. Return this respect by allowing them to voice explanations or any of their own concerns.
  3. Move on.
    Hopefully, now that the issue has been addressed, it will be resolved. Don’t let feelings of resentment linger; however, if you continue having issues, seek help from managers or mentors. You don’t have to endure an uncomfortable work environment. If you are at the NIH, there are many offices to help you, including: the Ombudsman, CIVIL, and EAP.

 


Résumé Font: What Does It Say about You?

June 17, 2015

Image of four font choices: Times New Roman, Georgia, Arial, CalibriYour résumé often creates an employer’s very first impression of you as a candidate. Undoubtedly, you have labored over how to format the content effectively, and you have worked to highlight your accomplishments while using strong, active verbs.

But, have you thought about your font? Perhaps you should, especially considering that a Bloomberg article recently described Times New Roman as the “typeface equivalent of wearing sweatpants to an interview”. That is a pretty harsh review for a classic font that has often been considered a safe choice.

The only real rule about your chosen font regards size. Your résumé font size should be between 10 and 12. This obviously excludes headings like your name, which should be the largest font on your document, and subheadings like your “Education” and “Experience” sections, which are usually between the sizes of 12 and 14. Do not go smaller than 10 point font on your résumé, even if you are trying to fit everything on one page!

Ultimately though, your résumé font is your own style choice and there are hundreds from which to choose. There may be no firm rules about resume font styles, but you should probably stick with the two most recommended font families – Serif and Sans Serif. At this moment, you might be asking yourself, “Wait, fonts have families?” Yes, apparently they do, and a website called Weemss includes a nice infographic on “The Psychology of Fonts” with an overview of all the font families, the associated fonts, and then a list of properties commonly associated with each font. What was their take on Times New Roman? It suggests that you are “reliable”.

Fonts in the Serif font family have tails on the ends of their letters; whereas, the Sans Serif fonts are missing the tails. Popular Serif fonts include: Georgia, Garamond, and even the “sweatpants equivalent” Times New Roman. Popular Sans Serif fonts include: Arial, Verdana, and Helvetica. In the same article that bashed Times New Roman, Helvetica came out as a winner. It was touted as the clear choice for professional fonts. The only problem is that the latest version of Microsoft Word doesn’t list Helvetica as a drop down option. You actually have to manually type it in, but then it does seem to be recognized.

For your résumé, it is best to sidestep fun or overly stylized options. They can come across as juvenile and, worse, some are hard to read. Avoid any fancy script-type font; save that for your wedding invitation. And, time and again, Comic Sans showed up on almost every list of poor font choices.

Now, go open up your résumé. Which font did you use? What fonts tend to be your favorites? Let us know by commenting below.


FROM THE ARCHIVE – Families and Science: Can They Mix?

June 10, 2015

stick familyAre you thinking about starting a family? Or, perhaps you have children and know all too well the challenges of finding your own work-life balance.

The OITE Career Blog is reposting a three part series from the archive about having a family during one’s scientific training. In this series, we asked grad students, postdocs, and clinical fellows questions about parenthood in an attempt to compile a list of pros/cons and general advice.

Question #1: Why was this a good time for you to start a family?
https://oitecareersblog.wordpress.com/2011/08/18/families-and-science-can-they-mix/

Question # 2: What were the challenges you faced?
https://oitecareersblog.wordpress.com/2011/08/29/families-and-training-part-2/

Question # 3: Do you have any advice for NIH trainees thinking about starting a family?
https://oitecareersblog.wordpress.com/2011/09/02/families-and-training-finale/

For those of you at the NIH, there is an affinity support group, Mom-Dad-Docs. If interested in learning more about this group, contact Ulli Klenke.

What other questions would you like to see answered on this topic? Comment below and let us know.


NIH Alumni: Where are they now? Project Manager

June 1, 2015

Name: Martha Sklavos, PhD, PMP

Job Title & Organization: Associate Research Project Manager, MedImmune

Location: Gaithersburg, MD

How long you’ve been in your current job: 8 months

Postdoc Advisor, IC (when at NIH): Dr. Ligia Pinto

What do you do as a Research Project Manager?
I perform strategic management of drug projects within the preclinical drug development pipeline for MedImmune, but I do this by wearing several hats. I use my problem-solving and critical thinking skills every day to identify risks and opportunities to deliver on project based goals and work with several other people on the project team. There are three project leads: myself (research project manager) a scientific co-lead (oncology, infectious disease, etc) and a protein engineering co-lead. The rest of the team is comprised by functional team representatives (toxicology, translational medicine, PK, etc). The research project team must engage senior management to execute the project plan in alignment with the overarching strategy of the therapeutic area (oncology, infectious disease, etc). Thus, I’m an organizer, facilitator, mediator, and a scientific consultant. My role is to see the long-view of the project and steer the team to appreciate long-term (clinical) as well as short term (research-driven) project goals. I often comment on the science and brainstorm and give suggestions, but I am no longer at the bench at all.

I optimize delivery by challenging team members on assumptions for time, costs, and risks for each project. I am accountable for efficient milestone achievement (steps in project progression to the clinic), monitoring and mitigation of changes to plan and budget, risk assessment, and reporting progress to stakeholders. I am the hub of project information and I must be a model of collaboration. A desirable trait for a research project manager is a person who can get along with everyone because teamwork is EVERYTHING in industry. You cannot accomplish anything on your own, unlike academia. You are no longer operating in a vacuum or on an island and everyone is dependent on one another to achieve project goals.

What are the most important skills that you utilize in your current position?
This isn’t a direct skill like graphing data but it really is communication. Everything is communication – you are emailing, having phone calls, going to in-person meetings, having teleconferences, and video conferences every day. It is a meeting culture here. Sometimes I have meetings all day, which is good but can also be a challenge because you still need time to process and do the work that came out of this meeting. Most of the time, I am running those meetings, so my day is intense in that it requires full engagement.

Another beneficial skill would be the ability to deal with change and ambiguity because it is a constantly changing and shifting environment. Each week can look different. The nice thing about being a project manager is that you are really plugged into upper-level management and upper-level decisions. Part of your job is to help take strategy or revisions back to your project teams to relay that information and field questions. You are plugged in to what is really going on in the company.

In industry, team members share a common goal. In academia, I found this wasn’t even the case with certain co-authors! When I was managing my projects in academia it could be quite difficult, let alone the authorship aspect, to figure out. In industry, while people are all working on different projects, the teams that they are working on are all striving toward a common goal and everybody is very motivated and invested.

Because I am not directly at the bench anymore, I have a little bit more flexibility. I can work from home if I need to, which is nice. After all, it is hard to do bench work from home! In industry, they know happy people are productive, so they support flexibility if say the weather is bad or you have a sick child. If you are running a meeting, there are avenues you can use to run a meeting remotely as well. There is built in technology if life happens and you can’t get into the office to run the meeting in-person.

What is your favorite aspect of your current job?
My favorite part is that I love being a problem solver and I love being a scientific consultant. I really enjoy being able to look at data and add to the science even though I am no longer performing the experiments. This could mean suggesting a different mouse model or that they look at a different marker on a cell that they didn’t consider. Before I knew this position existed, I was struggling because I knew I wanted to go into industry, but wasn’t sure there was a place for me and I would have to either be the hands doing the science or fully on the business side of the science. I was attracted to industry because it is bench to bedside, which can be difficult to see/achieve in academia. It wasn’t until I went to an NIH career fair event, where I listened to a panelist who was a Research Project Manager speak about their job. That is when the light bulb went off for me as it combined many aspects of what I wanted.

What has been the hardest aspect about transitioning into this career?

For me, I was fortunate enough in my postdoc (even though I was still the hands at the bench) that I still did a lot of project management for my studies which involved inter-disciplinary teams. I had an advantage in that I was already working cross-functionally with biostatisticians, epidemiologists, and clinicians and I was the immunologist that was also the project manager. I had a little edge coming from that experience, but what has been different is the industry atmosphere which is a thousand percent different than academia. It is instrumental that you can work and be productive within a team, and that you can functionally and productively work with people with very different personalities. It is also really important for this role to be a problem solver and a critical thinker.

What was your job search like?
It was a process because even though I knew I wanted to go into industry, I wasn’t exactly sure what I wanted to be doing; plus, I knew it was difficult to get into. So, the NIH Career Symposium actually helped give me some focus and helped me narrow my net. Then, I was able to seek out research project managers and ask them about their jobs to see if that is really what I wanted to do.

A lot of people have the misconception that industry scientists are kind of a second-class scientist pool. Make no mistake about it – that is not true at all. Industry wants top talent, from the scientists to the project managers and all the way up. Once I decided that this was really what I wanted to do, I knew I had to make myself competitive for this hiring process and it was suggested to me that I get a PMP, which is a project management professional certificate to help me show intent. I had never been in industry before and they wanted someone with 5-10 years of industry experience, so I knew that was going to be a hurdle that I had to overcome. Showing the intent by getting this certification, which was a process in itself, was extremely important.

I also took advantage of as many NIH and OITE services that I could – I came in for resume reviews and I went to a lot of events, like the Translational Science Training Program and Workplace Dynamics. Workplace Dynamics has proven to be especially helpful given how much I work in teams now.

Can you tell me more about the PMP?
The actual PMP material and exam is structured as if you work on a construction job rather than in scientific/clinical project management. Even though it was a departure from a research project manager’s subject matter, it was helpful because a lot of the general concepts will be used every day as a pre-clinical or clinical research manager. For me, that was key because even when I was interviewing, I had several people directly ask me, “Are you applying for academic jobs?” They wanted to make sure that I was committed and that I didn’t view this as a backup plan. Having a PMP allowed me to be taken seriously and get an interview. The PMP is not a very simple process. First, you need credit hours of project management coursework that is either vetted through a university or through the project management institute. I was able to take an online course through GW’s School of Business. That accounted for the majority of the credits that I needed. I was also very fortunate because I was a Leidos postdoc. Leidos has an entire Project Management Office with the full support of project management instructors who are basically on retainer. They have frequent seminars which were a huge help. When I first went in to learn about the test, the whole office there worked to explain it and show it to me and point me to other resources. They had a two-day boot camp for studying for the exam which I was able to complete. That was absolutely one of the best resources available to me.

In order to actually be able to sit for the exam, you need 4500 hours of project management experiences. Your grad student and post-doc hours qualify because you are working on thesis and research projects and, of course, you were managing your progression (http://www.pmi.org/certification/project-management-professional-pmp.aspx). Again, Leidos had instructors that I could send information to. I would write a little blurb and they would give me feedback about how I had classified my experiences. You had to classify them under headings like planning, execution, monitoring, controlling, and different aspects of project management. Plus, you also had to put references down because they can audit you.

After all of this, then you can take the exam. I believe the exam was around $500 and that part I had to pay out of pocket but it was clearly well worth it to prove my interest in my career path and actually has set me ahead of some who have been in industry for years. My company wants their project managers to have PMPs, even those who have been doing it for years without the credential. The exam was four hours long and all multiple choice questions. It is intense. The instruction manual was about 400-500 pages long. It is like learning another language, or at least it was to me, with the different terminology and way of thinking. It is set in a perfect project management world where everybody always does everything according to process.

What was your interview like?
I had five interviews – two phone and three face-to-face. I got hired for my background in science but more so they wanted to make sure that I was going to be capable of soft skills like conflict management and working with different personality types. At the interviews, they asked over and over again about situations where I resolved a conflict, or a situation when you weren’t happy with an outcome and what would you have done differently. Also, it was no secret that I had no industry experience but. I tried to parlay any examples that I had which could relate to drug development into my answers. In the interview, they are really looking for a good mind with the knowledge and they can teach you the rest.

In hindsight, would you have changed anything about your search?
I just wish I had known earlier what I wanted to do. I think my postdoc was a huge benefit giving me that extra experience but there are people in my position who don’t have a PhD and haven’t done postdocs at all. So, they aren’t necessarily required and I think it is good to know that. While it would be nice if you have an extra ten papers on your resume, I don’t think that was a deciding factor. Doing a shorter postdoc won’t be held against you. For me, I am glad I did it because I felt like I had to get all of the science and bench research out of my system before I moved on.

Any last bits of advice?
Network like it’s your job! Your next job will depend on it. I stayed in touch with a contact I made from an NIH Career Fair and I followed up and spoke to her every few months. Now I sit next to her. She was the contact who told me about my job opening. I had no intention of interviewing at the time I learned of the job opening, but an opportunity came up and I couldn’t pass it up.

Another thing that was really helpful for me was the Healthcare Business Women’s Association (HBA). I had no idea they existed until I saw them on an NIH message board on LinkedIN. They have women in science scholarships and they will support your membership to HBA for a year and you get your own mentor. There are women like me who were pretty early in their careers, but there are also women who are professors who have PhDs, or women who have MBAs, there is a whole range of members.

They believe in making contacts and in networking through volunteering, so I planned a Breast Cancer Event with a group of amazing women and through them I was able to meet so many people from different places (MedImmune, Pfizer, AstraZeneca, FDA, etc.) and now we all go to know each other by working together so its networking without the awkwardness because you have a shared experience. Networking can sometimes be extremely awkward but this wasn’t at all because everybody was very supportive and we got to develop relationships by working on a project together. I’m sure postdocs are sick of hearing that they should be networking but the key here is that it shouldn’t be random – it should be very focused. If you are interested in industry, HBA should be at the top of your list.


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