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Help advance the future of computer science

Our teams are innovating at the cutting edge of their fields in order to tackle challenges and build products that impact billions of people every day.

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The research conducted at google has broadened dramatically, becoming more important to our mission than ever before..

We aim to create a research environment rich in opportunities for product impact, to build a product environment that actively benefits from research, and to provide our staff the freedom to work on important research problems that go beyond immediate product needs.

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From Accra to Zürich, to our home base in Mountain View and beyond, we’re looking for talented, creative computer scientists to drive our work forward.

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Our teams in Atlanta focus on theoretical and application aspects of computer science with a strong focus on machine learning and the algorithmic foundations and theoretical underpinnings of deep learning, with applications to natural language understanding, machine perception, robotics, and ubiquitous computing and sensing.

Our teams in Cambridge work closely with academics at local universities as well as collaborators at local institutes with a goal to impact both Google’s products and general scientific progress. We accomplish this by releasing open source tools, publishing our work and sharing our findings with the academic community.

More boardshorts than boardroom, high tech meets high tide at Google L.A. Our engineers work on such high-impact products as Ads, Chrome, and YouTube, while our sales teams push the limits of digital advertising for top-tier clients. Take advantage of our picture-perfect SoCal weather by hitting the rock wall and elevate team strategy sessions with a game of oversized chess on the roof deck. In-house coffee and juice bars provide pick-me-ups, and beach breaks double as brainstorm sessions when you borrow one of our 4-seat surrey bikes, beach cruisers, or surfboards and head to the boardwalk.

Google Research in Montreal performs both open-ended and applied research, in numerous areas including reinforcement learning, meta-learning, optimization, program synthesis, generative modeling, machine translation, and more. We also support the local academic community and have several academic collaborations, including with Mila – Quebec Artificial Intelligence Institute.

Our headquarters has come a long way from its humble roots in a Menlo Park garage, but our innovative Silicon Valley spirit is stronger than ever. On our largest campus, we work on cutting-edge products that are changing the way billions of people use technology. Onsite benefits like fitness and wellness centers embody our philosophy that taking care of Googlers is good for all of us. Build team skills with a group cooking class or coffee tasting, ride a gBike to one of our cafés, or work up a sweat in a group class. Here at the Googleplex, we’re looking for innovators, collaborators, and blue-sky thinkers. We’re looking for you.

We work in close collaboration with academia, with a goal to impact both Google’s products and general scientific progress. We accomplish this in two ways: by releasing software libraries, a way to build research findings into products and services, and through publishing our work and sharing our findings with the academic community.

Our team in Pittsburgh conducts research in natural language processing, machine learning, image and video understanding, and optimization, and our impacts range from academic paper publications to software systems used throughout Google. We collaborate closely with research and applied groups in many areas, and also work closely with Carnegie Mellon University and other organizations in the extremely strong computer science community in Pittsburgh.

As our company headquarters, Mountain View and the surrounding offices in Sunnyvale, San Francisco, and San Bruno are home to many of our world-class research teams and the innovative projects they work on.

Our research teams in Seattle and Kirkland work on a wide range of disciplines — from quantum computing to applied science to federated learning and health. In doing the above, and more, a large focus of our work also focuses on advancing the state of the art in machine learning.

Nestled between the Santa Cruz Mountains and the San Francisco Bay, with San Jose to the south, San Francisco to the north, and NASA right next door, you’ll find one of Google’s largest and newest global campuses in Sunnyvale. Here in the heart of the original Silicon Valley innovation is happening everywhere—from our Cloud team developing exciting new products and services, to moving into our latest office spaces which include interconnected building projects, the creation of green spaces connecting campuses with the community, and the creative restoration of local habitats. We love growing in Sunnyvale—and you will too.

We develop novel neural network architectures and learning algorithms, with applications to computer vision, natural language and speech processing, medical image analysis, and computer architecture and software.

Europe, Middle East, and Africa

Google Research teams in Accra collaborate with global research teams to lead many sustainability initiatives of particular interest to Africa. We implement theoretical and applied artificial intelligence with a strong focus on machine learning and algorithmic foundations to tackle some global challenges, such as food security, disaster management, remote sensing, among others.

Researchers in our Amsterdam office push the boundaries of what is possible in many domains, including natural language understanding, computer vision and audio, reinforcement learning and machine learning for the natural sciences.

In Berlin, our teams work on a range of topics from foundational to more applied and involve data comprised of text, images, video, audio and more. We are engaging and collaborating closely with Berlin’s vibrant academic and startup communities.

We work on machine learning, natural language understanding and machine perception, from foundational research to AI innovations, in search, healthcare, and crisis response.

We work on natural language understanding and conversational dialog, text-to-speech, (on-device) machine learning, human-centered AI research and user research as well as healthcare.

We work on problems in quantum computing as well as speech and language processing, and collaborate closely with Google’s product teams across the world.

The Nairobi Research Center is dedicated to advancing research in Food Security and Agriculture. Located in the vibrant capital of Kenya, the center brings together a diverse team of experts that address global food challenges through the development of cutting-edge solutions that shape a brighter future for generations to come.

We tackle big challenges across several fields at the intersection of computer science, statistics and applied mathematics while collaborating closely with a strong academic community.

We solve big challenges in computer science, with a focus on machine learning, natural language understanding, machine perception, algorithms and data compression.

Asia-Pacific

Google Research Australia aims to advance the state-of-the-art in machine learning, in areas such as Fundamental Machine Learning, Natural Language Understanding, and Systems Programming. We aim to apply our research in ways that benefit Australia, Google and global society.

We are interested in advancing the state of the art and applications in areas like Machine Learning, Natural Language Understanding, Computer Vision, Software Engineering and Multi-agent Systems.

We are interested in advancing the state of the art and applications in areas like machine learning, speech, and natural language processing.

Meet the teams driving innovation

Our teams advance the state of the art through research, systems engineering, and collaboration across Google.

Our impact reaches billions

Google Research tackles challenges that define the technology of today and tomorrow.

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Find your research career at Google

Our researchers are embedded in teams across computer science, to discover, invent, and build at the largest scale.

Our research-focused software engineers are embedded throughout the company, allowing them to setup large-scale tests and deploy promising ideas quickly and broadly.

Work across data mining, natural language processing, hardware and software performance analysis, improving compilation techniques for mobile platforms, core search, and much more.

Internships take place throughout the year, and we encourage students from a range of disciplines, including CS, Electrical Engineering, Mathematics, and Physics to apply to work with us.

Collaboration is essential for progress

We’re proud to work with academic and research institutions that push the boundaries of AI and computer science.

Measuring and improving the accuracy, safety, speed, and efficiency of AI technologies.

Working to advance fire modeling tools and fire spread prediction algorithms.

Anthropic, Google, Microsoft and OpenAI are launching the Frontier Model Forum, an industry body focused on ensuring safe and responsible development of frontier AI models.

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Nature Careers offers clinical research positions for every career stage, including researcher and Postdoc positions, as well as Faculty members and Head of Department, all over the world.

Postdoctoral Fellowships: Immuno-Oncology

• Hong Kong (HK)
• A highly competitive salary will be offered, in addition to annual leave and medical benefits.
• Centre for Oncology and Immunology

We currently have multiple postdoctoral fellowship positions available within our multidisciplinary research teams based In Hong Kong.

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Global Talent Recruitment (Scientist Positions)

• Beijing, China
• Competitive salaries, which can be further negotiated for particularly outstanding individuals.
• Changping Laboratory

Global Talent Gathering for Innovation, Changping Laboratory Recruiting Overseas High-Level Talents.

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Global Talent Recruitment of Xinxiang Medical University in 2024

• Xinxiang, Henan, China
• It will be remunerated on a case-by-case basis and equipped with academic teams.
• Xinxiang Medical University

Top-notch talents, leading talents in science and technology, and young and middle-aged outstanding talents.

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Zhejiang Provincial Hospital of Chinese Medicine on Open Recruitment of Medical Talents and Postdocs

• Hangzhou, Zhejiang, China
• Competitive salary
• The First Affiliated Hospital of Zhejiang Chinese Medical University

Director of Clinical Department, Professor, Researcher, Post-doctor

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Faculty(Group Leaders or Principal Investigators) and Postdoc positions

• Competitive salary and housing allowance etc. (All you can bid!)
• The Stomatology Hospital, School of Stomatology, Zhejiang University School of Medicine(ZJUSS)

Faculty and Postdoc positions are open all year.

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Postdoc Fellowships

• Bethesda, Maryland
• Starting stipend for new Postdocs $62,600 Ph.D., M.D.
• NIH National Cancer Institute (NCI)

Train with world-renowned cancer researchers at NIH? Consider joining the Center for Cancer Research (CCR) at the National Cancer Institute

View details Postdoc Fellowships

• 16 days ago
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Faculty Recruitment, Westlake University School of Medicine

• internationally competitive salary and a fringe benefits package
• Westlake University

Faculty positions are open at four distinct ranks: Assistant Professor, Associate Professor, Full Professor, and Chair Professor.

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Clinician Researcher/Group Leader in Cancer Cell Therapies

• Herston, Brisbane (AU)
• A competitive remuneration package to be negotiated with the right candidate
• QIMR Berghofer

An excellent opportunity is available for a Group Leader with expertise in cellular therapies to join the Cancer Research program at QIMR Berghofer.

View details Clinician Researcher/Group Leader in Cancer Cell Therapies

• 19 days ago
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High-Level Talents at the First Affiliated Hospital of Nanchang University

• Nanchang, Jiangxi, China
• The First Affiliated Hospital of Nanchang University

For clinical medicine and basic medicine; basic research of emerging inter-disciplines and medical big data.

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• 24 days ago
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Two Junior Research Group Leaders (f/d/m) for Photonics

• 07743, Jena (DE)
• "-"
• Friedrich-Schiller-Universität Jena

Friedrich Schiller University is a traditional University with a strong research profile based in the heart of Germany. As a University covering al...

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• 29 days ago
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W1 professorship for "Congenital and adaptive lymphocyte regulation"

• Kiel, Schleswig-Holstein (DE)
• Universität Kiel - Medizinische Fakultät

Kiel University (CAU) and the University of Lübeck (UzL) are striving to increase the proportion of qualified female scientists in research and tea...

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• 33 days ago
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Position Recruitment of Guangzhou Medical University

• Guangzhou, Guangdong, China
• Very competitive salary with funds
• Guangzhou Medical University

Seeking talents around the world.

View details Position Recruitment of Guangzhou Medical University

• 34 days ago
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Qiushi Chair Professor

• Attractive salary packages are offered, negotiable based on individual qualifications and needs.
• Zhejiang University

Distinguished scholars with notable achievements and extensive international influence.

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• 43 days ago
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ZJU 100 Young Professor

• Competitive salary and comprehensive support in housing, research funding, and team building

Promising young scholars who can independently establish and develop a research direction.

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Postdoctoral Research Associate position at University of Oklahoma Health Sciences Center

• Oklahoma City, Oklahoma
• University of Oklahoma Health Sciences Center

Postdoctoral Research Associate position at University of Oklahoma Health Sciences Center   The Kamiya Mehla lab at the newly established Departmen...

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• 46 days ago
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Call for Global Talents Recruitment Information of Nankai University

• Tianjin, China
• Competitive salary with research funds
• Nankai University

Nankai University welcomes global outstanding talents to join for common development.

View details Call for Global Talents Recruitment Information of Nankai University

• 51 days ago
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Director of Research

• Chennai, Tamil Nadu (IN)
• Open to negotiation
• Cancer Institute (W.I.A)

Applications are invited for the post of Director of Research at Cancer Institute (WIA), Chennai, India.

View details Director of Research

• 3 days left
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Postdoctoral Fellow 2 - CV Regeneration - Altamirano

• Houston, Texas (US)
• Houston Methodist

Overview At Houston Methodist, the Postdoctoral Fellow position is responsible for performing basic research duties under the supervision/direction...

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Research Associate II -CV Regeneration - Altamirano

Overview At Houston Methodist, the Research Associate II position is responsible for conducting advanced laboratory experiments on research project...

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Chief Medical Officer

• Bratislava (SK)
• 120 000 eur/per annum
• MultiplexDX, s.r.o.

CMO will lead and oversee the implementation of prospective clinical validation of innovative breast cancer diagnostic test.

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Office of Research & Economic Development

Physical Address: Morrill Hall 105

Mailing Address: 875 Perimeter Drive MS 3010 University of Idaho Moscow, ID 83844-3010

Phone: 208-885-5663

Email: [email protected]

Research and Faculty Development

Phone: 208-885-1144

Email: [email protected]

Web: Office of Research and Faculty Development

Office of Research Assurances

Morrill Hall Room 414 Moscow, ID  83844

Mailing Address: 875 Perimeter Dr., MS 3010 Moscow, ID  83844-3010

Phone: 208-885-2258

Email: [email protected]

Web: ORA Website

Office of Sponsored Programs

Morrill Hall Room 209 Moscow, ID  83843

Mailing Address: 875 Perimeter Dr., MS 3020 Moscow, ID  83844-3020

Phone: 208-885-6651

Fax: 208-885-4990

Email: [email protected]

Web: OSP Website

Office of Technology Transfer - Moscow

Physical Address: Morrill Hall 105 Moscow, ID 83844-3003

Mailing Address: 875 Perimeter Drive MS 3003 Moscow, ID 83844-3003

Email: [email protected]

Research Job Opportunities

We invite you to learn more about the opportunities to work with the Office of Research and Economic Development team. We encourage you to visit our unit websites to find out more about the integral work being completed by our offices.

Please note, these job postings reside within the University of Idaho Careers  page. The Careers page is maintained by Human Resources and if any posting details are changed, the Careers page will be updated before this page.

For the most current list of job opportunities, refer to the University of Idaho Human Resources job board .

For additional information, email Kathleen Skovgard .

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Geological mapping laboratory manager, idaho geological survey, position overview:.

The Geologic Mapping Lab Manager of the Idaho Geological Survey (IGS) manages and oversees all aspects of the geologic mapping and GIS lab, leading the implementation and development of core capabilities of the lab, including supervision of the production of geologic maps, publications, and data management across a range of software and platforms.

The position is responsible for all aspects of the daily operations of the lab, including production and revision of maps. It supervises lab staff, which includes GIS Analysts and Digital Cartographers; assists the geological staff with mapping solutions, GIS-related applications, vector graphics, and other computer applications; and advises and assists with the development and integration of new technologies, such as drones and other surveying and mapping techniques. The position also assists with the submission and management of grants in collaboration with the geologic mapping program coordinator.

Limited travel is required as needed to attend professional or technical meetings and for visits to the IGS office in Boise.

Establishing or maintaining a research portfolio compatible with the position’s time commitments and with the IGS mandate and priorities is encouraged but not required.

The position is stationed at the Moscow campus of University of Idaho and reports to the IGS Director.

Duties may include:

• Supervising scientific/technical staff.
• Interfacing with geologic staff on IGS research projects.
• Establishing work priorities, procedures, and performance standards; hiring, training, evaluating staff; assigning, and reviewing work.
• Providing technical revisions of maps and publications, effectively acting as principal map editor.
• Coordinating with the University of Idaho Office of Information Technology (OIT) to ensure continuity in the server functionalities and management of Windows network domain and active directory.
• Maintaining and purchasing of lab software and hardware and advising the IGS director on technology needs.
• Co-managing of the IGS website.
• Providing technical support within the area of responsibility.
• Making managerial decisions that directly affect the efficiency, cost, reputation, and service quality of the Idaho Geological Survey.
• Other duties as assigned.

Ideal Candidate:

• Broad geoscience background
• Experience supervising subordinate staff to achieve team objectives
• An ability to take on large, multi-faceted projects
• Innovative problem-solving abilities
• Ability to communicate information and ideas clearly and concisely both verbally and in writing
• Leadership qualities that motivate others to achieve
• Ability to navigate and manage competing deadlines

Why You Should Join Our Team:

You will work closely with a dedicated, enthusiastic, and talented team of geoscientists who are passionate about Idaho’s geology. You will play a fundamental role in the mission of the Idaho Geological Survey. You will have a chance to perform a very impactful job in service of the state, its constituents, and the nation, with direct influence and application to energy, resources, resiliency, and economy. You will earn ample vacation and sick leave, be able to enjoy a flexible schedule and maintain a work-life balance. You will gain full access to the great outdoors that Idaho has to offer and the unique culture of the Inland Northwest region. The position is housed on University of Idaho campus in Moscow, ID , a family-friendly community that merges the progressive vibes of the university culture with the small-town, outdoors feel of the beautiful Palouse .

Manage the Digital Mapping and GIS Laboratory (DML) by (Estimated effort: 70%) :

• Providing leadership and management of the lab and direct supervision of lab staff (GIS Analysts, Digital Cartographers, and others working on IGS projects).
• Assigning technical tasks to lab and other staff and setting project priorities.
• Supervising the development of lab procedures, computer scripts, and software code as needed to maintain compliance with agency and industry protocols and providing training to IGS staff as needed.
• Supervising all map production tasks and serving as principal map editor to ensure high quality and compliance to standards of map and database products.
• Overseeing publication and web delivery of map products and other IGS publications.
• Supervising and conducting a range of simple to complex GIS and geospatial tasks, GIS digitization, and production and editing of vector graphics.
• Overseeing archiving of IGS projects at the end of performance period, in collaboration with authors and database manager.
• Implementing strategies and best practices for centralizing data repository and data sharing.
• Coordinating and communicating with Information Technology contractors to maintain file servers and the IGS domain.
• Coordinating with the Director to develop and implement computer maintenance and replacement strategies and purchasing computers, servers, peripherals, and software as needed.
• Maintaining the Active Directory for Windows Server and the IGS Windows network domain (e.g., creating users, and managing and enforcing permissions).
• Maintaining, updating, and installing hardware and software and assisting staff on computer and software maintenance and finding solutions to problems.

Support research and program development by (Estimated effort: 15%) :

• Assisting staff in grant preparation and submission; providing input and guidance on all aspects of the grant process, with emphasis on STATEMAP announcements.
• Assist with submitting grant deliverables.
• Helping build partnerships and collaborations with academia and industry.

Assist with Survey publications and publication sales by (Estimated effort: 10%) :

• Coordinating and assisting IGS staff with the publication process.
• Overseeing the editing and revising of publications, including layout and supporting figures.
• Assigning publication identifier numbers.
• Coordinating with administrative staff to ensure delivery of Survey publications to the Idaho State Commission for Libraries and other agencies per requirements.

Co-manage the IGS website by (Estimated effort: 5%) :

• Coordinating with Administrative staff and Database manager on website management, maintenance, and content updates.
• Coordinating with IGS staff on research projects that have website requirements and assisting with web content design and construction.
• Ensuring the collection and interpretation of website statistics.

Requirements

Required experience:.

• Strong understanding of general geology, with emphasis on geologic mapping concepts and procedures.
• Interpreting and analyzing geologic maps.
• Using ESRI ArcGIS software applications.
• Using computer software and applications for vector graphics and illustrations.
• Supervising and managing technical staff.
• Managing multiple projects concurrently.
• Two years of post-degree experience with geologic and/or geospatial data. Graduate teaching or research assistantships will be considered up to one year and postdoctoral fellowships will be considered up to one year and six months.

Required Education:

• Master’s Degree in Geology or Earth Sciences.

Required Other:

• Must possess a valid driver’s license and be able to meet policy requirements for driving university-owned vehicles.

Physical Requirements and Working Conditions:

• Ability to carry and/or otherwise move equipment weighing as much as 35 pounds.
• Requires occasional overnight travel.

Additional Preferred Qualifications:

• Map publication experience
• Proven experience with conducting geologic mapping.
• Demonstrated work experience with overseeing IT contractors.
• Working with GeMS databases
• Demonstrated experience with teaching GIS and database skills to technical staff.
• Applied GIS/geology work experience with a state or federal geologic survey.
• Proven working experience with Lidar applications in the field of geology.
• Ph.D. in Geology or closely related field with an emphasis in geospatial and GIS applications of geology.
• GIS Certificate or equivalent.
• Experience supervising geologists, GIS, and digital cartographic staff.
• Familiarity with the geology of Idaho.
• Working knowledge of SQL database scripting language.
• Working knowledge of computer IT systems including MS Active Directory and managing local domains.
• Proven and advanced knowledge/work experience with Python programming.
• Managing PC computer networks and servers.
• Managing and designing databases.

Special Instructions to Applicants:

Apply through the University of Idaho Careers Page .

Please address all the minimum requirements in the Letter of Qualification. The preferential review date for this position was April 29. This position remains open until filled and may continue to review applications past this date.

For more information, please contact Claudio Berti at [email protected] .

Assistant Laboratory Manager, IAMP

Position overview.

This is a position that will be associated with University of Idaho’s project titled Innovative Agriculture and Marketing Partnership (IAMP). A large component of the project is the measurement, monitoring, reporting and verification (MMRV) of agronomic management to reduce greenhouse gas emissions. Included in this work is the analysis of soils and plant organic matter. The laboratory assistant will work with a team of students and project faculty to accomplish MMRV goals over the grant period. The position is located in the lab Biogeochemistry Core at U of I and affiliated with SWS. Reports to the Biogeochemistry Core Facility Leader on behalf of the user group which includes representatives of other departments in CALS, Engineering and Science.

The Assistant Laboratory Manager works with the Biogeochemistry Lab Manager to manage sample flow through and data quality with a focus on the Innovative Agriculture and Marketing Partnership samples (IAMP). The assistant will help to maintain and conduct analyses using analytical instrumentation within the Biogeochemistry Core Facility. Prepares reports of sample analyses.

• Operate, troubleshoot and maintain analytical instruments including greenhouse gas analyzers, elemental analyzers and flow injection analyzers
• Prepare standard solutions for instrument calibration, operation and analyses
• Interpret test results and compare with determined standards and limits
• Collect and organize laboratory data
• Upload data to data repositories as required
• Develop reference files, comparison charts and graphs on research data
• Maintain compliance with laboratory safety regulations
• Maintain schedule of users and clients and coordinate use of the instruments to maximize use and accessibility to members of the instrument user group
• Other duties as assigned

Sample preparation and analysis by (Estimated effort: 60%) :

• Grinding soil and plant samples
• Preparing reagents for nutrient extractions
• Weighing sample material for analyses
• Following Environmental Health and Safety regulations on chemical disposal

Maintenance of instrumentation by (Estimated effort: 20%) :

• Exchanging spent solid and liquid reagents with new reagents
• Following protocols in cleaning instrumentation
• Performing periodic cleaning of sensitive instrumentation with supervision
• Ordering new materials for instrumentation

Preparing data reports by (Estimated effort: 20%) :

• Collecting data from instruments and uploading to lab database
• Performing quality assurance and quality control of data from analysis
• Sending results to investigators with a report of internal precision
• High School Diploma or equivalent
• Experience working with instrumentation in a laboratory setting
• Collecting and recording data following pre-established procedures or protocols
• Accomplishing goals or completion of projects in a team environment
• Using computer software and applications for word processing, developing spreadsheets, email and internet research

Physical Requirements and Working Conditions

• Ability to lift, carry or otherwise move up to 50 pounds

Preferred Qualifications

• Bachelor’s Degree
• Hands-on research experience through coursework, employment, internships, fellowships or similar educational opportunity

Additional information

• Apply through the University of Idaho Careers page .
• In your application, please address all the minimum requirements in the Letter of Qualification. The preferential review date for this position was May 13. This position remains open until filled and may continue to review applications past this date.

Institutional Program Implementation Specialist

Under the direction of the Office of Research and Economic Development Business Officer and alongside assigned project Principal Investigator(s), the Institutional Program Implementation Specialist will provide post-award performance, project and fiscal management of sponsored programs as assigned, with a focus on large and/or complex awards.

The Institutional Program Implementation Specialist will lead project management efforts and provide support to the Principal Investigators (PI), Research Administrators (RA), and project or program teams in the fiscal management, implementation and execution of complex sponsored project efforts. Post-Award responsibilities include creating comprehensive project implementation plans, managing budgets and program expenditures, project and task timelines and technical aspects of strategic sponsored projects in coordination with department personnel and PIs. This position will function as a liaison to facilitate a thorough understanding of each project or program team’s needs and performance and technical goals to strengthen and enhance existing support within the university and identify areas where additional support is needed.

• Lead, organize and track project communications with all stakeholders, including externally funded partners, sub-recipients and contractors
• Participate in setting meeting goals and outcomes
• Lead project management efforts by documenting scope and timelines, track progress towards key deliverables, draft meeting notes/records and facilitate the flow of information to project participants; may independently plan and complete assigned projects, events and programs with a defined scope
• Input sponsored program components into a project management software program and create a comprehensive timeline including internal and external partner tasks
• Coordinate complex travel, meeting and event arrangements for project leadership and other individuals
• Coordinate office operations, delegate work and provide input on performance evaluations
• Coordinate personnel actions
• Coordinate the purchasing of identified goods and services
• Monitor transactions and coordinate timely adjustments to ensure allowability of expenditures
• Develop and deliver project reports to internal and external stakeholders
• Ad hoc reporting including budget projections and monitoring
• Coordinate award closeout activities

Project Performance Management (Estimated effort: 55%) :

• Review of project Request for Proposal (RFP), Fully Executed Award and compliance requirements of both
• Lead project management efforts by developing and documenting scope and timelines, tracking progress towards key deliverables, drafting meeting notes/records and facilitating the flow of information to project participants; may independently plan and complete assigned projects, events and programs with a defined scope
• Contribute to the development of appropriate contract types, agreement mechanisms and strategies
• Lead initial program award “kick-off” and monthly, quarterly and annual program review sessions with the project team to ensure cost, schedule and technical performance goals are achieved
• Provide training and ongoing guidance to project participants, including faculty, administrative staff, central administration and external partners as project needs require
• Proactively identify project issues and work with stakeholders to find solutions
• Identify areas of project risk and implement appropriate risk mitigation strategies
• Ensure projects are compliant with university policy and regulatory requirements in areas such as Export Control, Restricted Research, Conflict of Interest, Research Security, Human Subjects, Animal Research, Environmental Health and Safety, etc.
• Develop and disseminate information continually to all pertinent parties concerning the fulfillment of project goals and objectives
• Delegate and monitor project workloads across the workforce to ensure timely, accurate and professional execution of project goals
• Provide guidance and/or support to project administration personnel related to personnel functions relative to the project
• Coordinate and execute the development, delivery and submission of performance reports as required by the sponsor and/or university

Project Fiscal Management (Estimated effort: 40%) :

• Function as primary contact for all post-award program activities, including reporting and budget management
• Working collaboratively with the Office of Sponsored Programs (OSP) to ensure the award setup accurately reflects the terms and conditions of the award as well as anticipated spending
• Function as liaison to OSP and assist with reporting and compliance inquiries and submissions
• Advise the project participants and teams on fiscal concerns and provide prudent corrective actions
• Audit project expenditures
• Advise project participants of the allowability of expenditures
• Facilitate and coordinate budget activities of the project
• Communicate regularly with project participants and OSP regarding grant activity, including developing and presenting financial reports
• Support and assist the Office of Research and Economic Development (ORED) in organizing, planning and implementing the project management approaches, tools, templates and best practices. Activities include development of recommended processes and procedures and training and support to employees

Other (Estimated effort: 5%) :

• Provide back-up and coverage in the ORED Fiscal Operations unit as needed
• Train and support other positions within ORED as assigned
• Serve on committees as appropriate and as appointed by supervisor
• Execute responsibility for other duties, projects and business in a collaborative and collegial way as assigned
• Two years of experience with funding-related proposal development, funding management or grant management
• One year of experience independently managing projects that involve multiple stakeholders which required providing training to personnel and stakeholders
• Serving as a liaison between internal and external entities and individuals to coordinate activities and resolve issues
• One year leading a team or teams
• Analyzing information from a variety of sources, including identifying problems, defining alternatives and assisting in implementing recommendations

Certification

• Project Management Professional
• Three or more years of experience in a sponsored programs-related support position doing work related to compliance with the regulatory principles that govern sponsored funding, preferably at an institution of higher education, non-profit or federal entity
• One year of experience working at a matrixed organization, such as an institution of higher education (IHE), preferably working in or with university research administration or management
• Experience managing conflict with the skills necessary to bring parties with disparate views toward mutually beneficial outcomes that promote long-term relationship-building

Knowledge and Skills

• Demonstrated ability to organize work effectively, conceptualize and prioritize objectives and exercise independent judgment based on an understanding of university policies and objectives
• Edit and write business correspondence using proper grammar and punctuation as demonstrated in application materials
• Knowledge of and experience applying accounting theory, principles and practices
• Knowledge of 2 CFR 200, federal and state regulations that govern sponsored projects and/or knowledge of U of I policies pertaining to sponsored funding
• Experience with project management software
• An open-minded and multidimensional approach to problem-solving
• Ability to evaluate internal controls and understand organizational risk, implementing appropriate policies or procedures to ensure compliance
• Collaborative, team-oriented leadership style and assessing where improvements are needed, making appropriate connections and building synergies
• Extensive proficiency in Word, Excel and PowerPoint

Research Associate I, Aquaculture

This position will perform aquaculture-related research and outreach in support of a funded USDA-FAS project, “Bolstering fish culture education, extension and outreach in Georgia”, providing, among other things, expertise and consultation in fish trout culture, farm best management practices and fish husbandry protocols. Further efforts will involve research and fish husbandry as part of collaborative teams within the Aquaculture Research Institute at the Hagerman Fish Culture Experiment Station, Hagerman, Idaho. Standard statistical methods will be applied to the data and interpreted for stakeholder understanding and publication.

This position performs research activities and analysis; implements and evaluates research procedures and data. Records observations and measurements then reports results. Responsible for analyzing and preparing results for publication. Works under general supervision with a certain degree of creativity and latitude. May supervise junior research personnel.

• Provide technical support in planning and/or designing of scientific projects, studies, or applications
• Plan and conduct research and analysis of scientific data
• Identify and evaluate scientific samples and determine need for further testing
• Develop recommendations and/or provide solutions, standards and protocols to a wide range of difficult problems
• Plan, design, develop, monitor and/or evaluate portions of a scientific project, study, or application
• Provide scientific evaluations/assessments
• Research, implement, standardize and evaluate new procedures
• Maintain detailed records of results and prepare written reports acceptable to the Principal Investigator and funding agencies

Aquaculture Extension and Education (Estimated effort: 50%) :

• Assist with and support the organization of extension and educational materials for domestic and international Extension initiatives
• Develop recommendations and/or provide solutions, standards and protocol to a wide range of difficult problems
• Participate in train-the-trainer events to promote aquaculture education

Aquaculture Research (Estimated effort: 25%) :

• Provide technical support to assist in planning, design, execution and reporting of scientific data related to finfish aquaculture
• Maintain detailed records of results and prepares written reports acceptable to the Principal Investigator and funding agencies
• Train new staff and students on internal laboratory SOPs

Startups Break New Ground at 2024 Industry Growth Forum

A total of 364 startup attendees met with 257 investors at NREL's 29th annual Industry Growth Forum, where the theme was "Breaking Ground."

The National Renewable Energy Laboratory (NREL) is transforming energy through research, development, commercialization, and deployment of renewable energy and energy efficiency technologies.

Partner with us to accelerate the transition of renewable energy and energy efficiency technologies to the marketplace.

Data and Tools

Find NREL-developed data sets, maps, models, and tools used for the analysis of energy and energy efficiency technologies.

Explore our current job postings, which include research positions and other career opportunities in a variety of fields.

Energy Basics

Learn about the basics of our research areas—bioenergy, geothermal, hydrogen, solar, transportation, wind, and water.

Power System Model Results Made Easier

May 31, 2024

5G and Microgrids Might Be a Great Match

Ice Breaker: Q&A With Director of NREL's Alaska Campus

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May 30, 2024

Popular Publications

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Research Areas

Advanced Manufacturing

Chemistry and Nanoscience

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You Need New Skills to Make a Career Pivot. Here’s How to Find the Time to Build Them.

• Elizabeth Grace Saunders

Even when you have a full-time job.

With any significant change in your career comes the need for new skills. But that’s even more true when you want a radical career change. In these situations, it’s going to take more than listening to a few webinars to build the knowledge you need get to where you want to go. You must set aside a significant amount of time for self-directed learning, formal training, or even a second job to gain the skills for the big leap.

There are a few strategies to be effective for consistently making time for acquiring new career skills. First, accept the time commitment; you may need to scale back on nonessential activities. Second, research what’s required for your new field, whether it’s formal licensing, independent working, or side hustle work. Third, layer in learning onto activities you’re already doing throughout your day. Fourth, designate specific times you’ll dedicate to skill-building — and stick to it. Finally, modify your work schedule, if needed.

Sometimes you don’t just want a new job, you want a radical career change . Perhaps you’ve been in finance and now want to be an acupuncturist, you’re a marketer eager to lead a startup, or you’re an educator looking to shift into catering and event planning.

• ES Elizabeth Grace Saunders is a time management coach and the founder of Real Life E Time Coaching & Speaking . She is the author of How to Invest Your Time Like Money and Divine Time Management . Find out more at RealLifeE.com .

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Want a high-paying remote job? This research says good luck finding it

It’s getting harder to find high-paying jobs that are remote or hybrid roles, according to the career site Ladder which is geared toward professionals looking for six-figure salaries.

A year ago, about 10% of career opportunities that paid $250,000 annually were remote and 6% were listed as hybrid. Now, only 4% of those high-paying jobs are remote and fewer than 1% of them are hybrid, according to Ladder’s research .

Ultimately, it seems if you want higher pay it will require higher commitment, Ladder said.

“Given the inflationary pressures on wages, this information impacts more people than you might think,” said John Mullinix, Ladders director of growth marketing, on the company’s website.

The buying power of a $100,000 job in 1994 is equivalent to a $212,000 job in today’s market, based on the U.S. Bureau of Labor Statistics calculator, which means more Americans are searching for higher-paying careers.

“It’s clear $100,000 is no longer the gold standard salary,” Mullinix said.

Jobs / Employment

Remote work has significantly shifted employee expectations

Companies were forced to make many of their roles remote or hybrid in 2020 to adhere to safety regulations during the COVID-19 pandemic. Many of those roles stayed remote long after the pandemic ended, with some companies finding it saved money on office leases and provided a better work-life balance for employees.

Ladder had even previously reported that "remote work is here to stay" in 2021.

Some studies showed more remote jobs could be beneficial to the environment by decreasing the number of cars on the road producing carbon emissions — but the same study said it would force public transit systems to lose out on revenue.

Even with more people opting for remote or hybrid roles today, it’s an ongoing tug-of-war over whether working from home sparks productivity or inhibits it for employees at every level .

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A new future of work: The race to deploy AI and raise skills in Europe and beyond

At a glance.

Amid tightening labor markets and a slowdown in productivity growth, Europe and the United States face shifts in labor demand, spurred by AI and automation. Our updated modeling of the future of work finds that demand for workers in STEM-related, healthcare, and other high-skill professions would rise, while demand for occupations such as office workers, production workers, and customer service representatives would decline. By 2030, in a midpoint adoption scenario, up to 30 percent of current hours worked could be automated, accelerated by generative AI (gen AI). Efforts to achieve net-zero emissions, an aging workforce, and growth in e-commerce, as well as infrastructure and technology spending and overall economic growth, could also shift employment demand.

By 2030, Europe could require up to 12 million occupational transitions, double the prepandemic pace. In the United States, required transitions could reach almost 12 million, in line with the prepandemic norm. Both regions navigated even higher levels of labor market shifts at the height of the COVID-19 period, suggesting that they can handle this scale of future job transitions. The pace of occupational change is broadly similar among countries in Europe, although the specific mix reflects their economic variations.

Businesses will need a major skills upgrade. Demand for technological and social and emotional skills could rise as demand for physical and manual and higher cognitive skills stabilizes. Surveyed executives in Europe and the United States expressed a need not only for advanced IT and data analytics but also for critical thinking, creativity, and teaching and training—skills they report as currently being in short supply. Companies plan to focus on retraining workers, more than hiring or subcontracting, to meet skill needs.

Workers with lower wages face challenges of redeployment as demand reweights toward occupations with higher wages in both Europe and the United States. Occupations with lower wages are likely to see reductions in demand, and workers will need to acquire new skills to transition to better-paying work. If that doesn’t happen, there is a risk of a more polarized labor market, with more higher-wage jobs than workers and too many workers for existing lower-wage jobs.

Choices made today could revive productivity growth while creating better societal outcomes. Embracing the path of accelerated technology adoption with proactive worker redeployment could help Europe achieve an annual productivity growth rate of up to 3 percent through 2030. However, slow adoption would limit that to 0.3 percent, closer to today’s level of productivity growth in Western Europe. Slow worker redeployment would leave millions unable to participate productively in the future of work.

Demand will change for a range of occupations through 2030, including growth in STEM- and healthcare-related occupations, among others

This report focuses on labor markets in nine major economies in the European Union along with the United Kingdom, in comparison with the United States. Technology, including most recently the rise of gen AI, along with other factors, will spur changes in the pattern of labor demand through 2030. Our study, which uses an updated version of the McKinsey Global Institute future of work model, seeks to quantify the occupational transitions that will be required and the changing nature of demand for different types of jobs and skills.

Our methodology

We used methodology consistent with other McKinsey Global Institute reports on the future of work to model trends of job changes at the level of occupations, activities, and skills. For this report, we focused our analysis on the 2022–30 period.

Our model estimates net changes in employment demand by sector and occupation; we also estimate occupational transitions, or the net number of workers that need to change in each type of occupation, based on which occupations face declining demand by 2030 relative to current employment in 2022. We included ten countries in Europe: nine EU members—the Czech Republic, Denmark, France, Germany, Italy, Netherlands, Poland, Spain, and Sweden—and the United Kingdom. For the United States, we build on estimates published in our 2023 report Generative AI and the future of work in America.

We included multiple drivers in our modeling: automation potential, net-zero transition, e-commerce growth, remote work adoption, increases in income, aging populations, technology investments, and infrastructure investments.

Two scenarios are used to bookend the work-automation model: “late” and “early.” For Europe, we modeled a “faster” scenario and a “slower” one. For the faster scenario, we use the midpoint—the arithmetical average between our late and early scenarios. For the slower scenario, we use a “mid late” trajectory, an arithmetical average between a late adoption scenario and the midpoint scenario. For the United States, we use the midpoint scenario, based on our earlier research.

We also estimate the productivity effects of automation, using GDP per full-time-equivalent (FTE) employee as the measure of productivity. We assumed that workers displaced by automation rejoin the workforce at 2022 productivity levels, net of automation, and in line with the expected 2030 occupational mix.

Amid tightening labor markets and a slowdown in productivity growth, Europe and the United States face shifts in labor demand, spurred not only by AI and automation but also by other trends, including efforts to achieve net-zero emissions, an aging population, infrastructure spending, technology investments, and growth in e-commerce, among others (see sidebar, “Our methodology”).

Our analysis finds that demand for occupations such as health professionals and other STEM-related professionals would grow by 17 to 30 percent between 2022 and 2030, (Exhibit 1).

By contrast, demand for workers in food services, production work, customer services, sales, and office support—all of which declined over the 2012–22 period—would continue to decline until 2030. These jobs involve a high share of repetitive tasks, data collection, and elementary data processing—all activities that automated systems can handle efficiently.

Up to 30 percent of hours worked could be automated by 2030, boosted by gen AI, leading to millions of required occupational transitions

By 2030, our analysis finds that about 27 percent of current hours worked in Europe and 30 percent of hours worked in the United States could be automated, accelerated by gen AI. Our model suggests that roughly 20 percent of hours worked could still be automated even without gen AI, implying a significant acceleration.

These trends will play out in labor markets in the form of workers needing to change occupations. By 2030, under the faster adoption scenario we modeled, Europe could require up to 12.0 million occupational transitions, affecting 6.5 percent of current employment. That is double the prepandemic pace (Exhibit 2). Under a slower scenario we modeled for Europe, the number of occupational transitions needed would amount to 8.5 million, affecting 4.6 percent of current employment. In the United States, required transitions could reach almost 12.0 million, affecting 7.5 percent of current employment. Unlike Europe, this magnitude of transitions is broadly in line with the prepandemic norm.

Both regions navigated even higher levels of labor market shifts at the height of the COVID-19 period. While these were abrupt and painful to many, given the forced nature of the shifts, the experience suggests that both regions have the ability to handle this scale of future job transitions.

Businesses will need a major skills upgrade

The occupational transitions noted above herald substantial shifts in workforce skills in a future in which automation and AI are integrated into the workplace (Exhibit 3). Workers use multiple skills to perform a given task, but for the purposes of our quantification, we identified the predominant skill used.

Demand for technological skills could see substantial growth in Europe and in the United States (increases of 25 percent and 29 percent, respectively, in hours worked by 2030 compared to 2022) under our midpoint scenario of automation adoption (which is the faster scenario for Europe).

Demand for social and emotional skills could rise by 11 percent in Europe and by 14 percent in the United States. Underlying this increase is higher demand for roles requiring interpersonal empathy and leadership skills. These skills are crucial in healthcare and managerial roles in an evolving economy that demands greater adaptability and flexibility.

Conversely, demand for work in which basic cognitive skills predominate is expected to decline by 14 percent. Basic cognitive skills are required primarily in office support or customer service roles, which are highly susceptible to being automated by AI. Among work characterized by these basic cognitive skills experiencing significant drops in demand are basic data processing and literacy, numeracy, and communication.

Demand for work in which higher cognitive skills predominate could also decline slightly, according to our analysis. While creativity is expected to remain highly sought after, with a potential increase of 12 percent by 2030, work activities characterized by other advanced cognitive skills such as advanced literacy and writing, along with quantitative and statistical skills, could decline by 19 percent.

Demand for physical and manual skills, on the other hand, could remain roughly level with the present. These skills remain the largest share of workforce skills, representing about 30 percent of total hours worked in 2022. Growth in demand for these skills between 2022 and 2030 could come from the build-out of infrastructure and higher investment in low-emissions sectors, while declines would be in line with continued automation in production work.

Business executives report skills shortages today and expect them to worsen

A survey we conducted of C-suite executives in five countries shows that companies are already grappling with skills challenges, including a skills mismatch, particularly in technological, higher cognitive, and social and emotional skills: about one-third of the more than 1,100 respondents report a shortfall in these critical areas. At the same time, a notable number of executives say they have enough employees with basic cognitive skills and, to a lesser extent, physical and manual skills.

Within technological skills, companies in our survey reported that their most significant shortages are in advanced IT skills and programming, advanced data analysis, and mathematical skills. Among higher cognitive skills, significant shortfalls are seen in critical thinking and problem structuring and in complex information processing. About 40 percent of the executives surveyed pointed to a shortage of workers with these skills, which are needed for working alongside new technologies (Exhibit 4).

Companies see retraining as key to acquiring needed skills and adapting to the new work landscape

Surveyed executives expect significant changes to their workforce skill levels and worry about not finding the right skills by 2030. More than one in four survey respondents said that failing to capture the needed skills could directly harm financial performance and indirectly impede their efforts to leverage the value from AI.

To acquire the skills they need, companies have three main options: retraining, hiring, and contracting workers. Our survey suggests that executives are looking at all three options, with retraining the most widely reported tactic planned to address the skills mismatch: on average, out of companies that mentioned retraining as one of their tactics to address skills mismatch, executives said they would retrain 32 percent of their workforce. The scale of retraining needs varies in degree. For example, respondents in the automotive industry expect 36 percent of their workforce to be retrained, compared with 28 percent in the financial services industry. Out of those who have mentioned hiring or contracting as their tactics to address the skills mismatch, executives surveyed said they would hire an average of 23 percent of their workforce and contract an average of 18 percent.

Occupational transitions will affect high-, medium-, and low-wage workers differently

All ten European countries we examined for this report may see increasing demand for top-earning occupations. By contrast, workers in the two lowest-wage-bracket occupations could be three to five times more likely to have to change occupations compared to the top wage earners, our analysis finds. The disparity is much higher in the United States, where workers in the two lowest-wage-bracket occupations are up to 14 times more likely to face occupational shifts than the highest earners. In Europe, the middle-wage population could be twice as affected by occupational transitions as the same population in United States, representing 7.3 percent of the working population who might face occupational transitions.

Enhancing human capital at the same time as deploying the technology rapidly could boost annual productivity growth

About quantumblack, ai by mckinsey.

QuantumBlack, McKinsey’s AI arm, helps companies transform using the power of technology, technical expertise, and industry experts. With thousands of practitioners at QuantumBlack (data engineers, data scientists, product managers, designers, and software engineers) and McKinsey (industry and domain experts), we are working to solve the world’s most important AI challenges. QuantumBlack Labs is our center of technology development and client innovation, which has been driving cutting-edge advancements and developments in AI through locations across the globe.

Organizations and policy makers have choices to make; the way they approach AI and automation, along with human capital augmentation, will affect economic and societal outcomes.

We have attempted to quantify at a high level the potential effects of different stances to AI deployment on productivity in Europe. Our analysis considers two dimensions. The first is the adoption rate of AI and automation technologies. We consider the faster scenario and the late scenario for technology adoption. Faster adoption would unlock greater productivity growth potential but also, potentially, more short-term labor disruption than the late scenario.

The second dimension we consider is the level of automated worker time that is redeployed into the economy. This represents the ability to redeploy the time gained by automation and productivity gains (for example, new tasks and job creation). This could vary depending on the success of worker training programs and strategies to match demand and supply in labor markets.

We based our analysis on two potential scenarios: either all displaced workers would be able to fully rejoin the economy at a similar productivity level as in 2022 or only some 80 percent of the automated workers’ time will be redeployed into the economy.

Exhibit 5 illustrates the various outcomes in terms of annual productivity growth rate. The top-right quadrant illustrates the highest economy-wide productivity, with an annual productivity growth rate of up to 3.1 percent. It requires fast adoption of technologies as well as full redeployment of displaced workers. The top-left quadrant also demonstrates technology adoption on a fast trajectory and shows a relatively high productivity growth rate (up to 2.5 percent). However, about 6.0 percent of total hours worked (equivalent to 10.2 million people not working) would not be redeployed in the economy. Finally, the two bottom quadrants depict the failure to adopt AI and automation, leading to limited productivity gains and translating into limited labor market disruptions.

Four priorities for companies

The adoption of automation technologies will be decisive in protecting businesses’ competitive advantage in an automation and AI era. To ensure successful deployment at a company level, business leaders can embrace four priorities.

Understand the potential. Leaders need to understand the potential of these technologies, notably including how AI and gen AI can augment and automate work. This includes estimating both the total capacity that these technologies could free up and their impact on role composition and skills requirements. Understanding this allows business leaders to frame their end-to-end strategy and adoption goals with regard to these technologies.

Plan a strategic workforce shift. Once they understand the potential of automation technologies, leaders need to plan the company’s shift toward readiness for the automation and AI era. This requires sizing the workforce and skill needs, based on strategically identified use cases, to assess the potential future talent gap. From this analysis will flow details about the extent of recruitment of new talent, upskilling, or reskilling of the current workforce that is needed, as well as where to redeploy freed capacity to more value-added tasks.

Prioritize people development. To ensure that the right talent is on hand to sustain the company strategy during all transformation phases, leaders could consider strengthening their capabilities to identify, attract, and recruit future AI and gen AI leaders in a tight market. They will also likely need to accelerate the building of AI and gen AI capabilities in the workforce. Nontechnical talent will also need training to adapt to the changing skills environment. Finally, leaders could deploy an HR strategy and operating model to fit the post–gen AI workforce.

Pursue the executive-education journey on automation technologies. Leaders also need to undertake their own education journey on automation technologies to maximize their contributions to their companies during the coming transformation. This includes empowering senior managers to explore automation technologies implications and subsequently role model to others, as well as bringing all company leaders together to create a dedicated road map to drive business and employee value.

AI and the toolbox of advanced new technologies are evolving at a breathtaking pace. For companies and policy makers, these technologies are highly compelling because they promise a range of benefits, including higher productivity, which could lift growth and prosperity. Yet, as this report has sought to illustrate, making full use of the advantages on offer will also require paying attention to the critical element of human capital. In the best-case scenario, workers’ skills will develop and adapt to new technological challenges. Achieving this goal in our new technological age will be highly challenging—but the benefits will be great.

Eric Hazan is a McKinsey senior partner based in Paris; Anu Madgavkar and Michael Chui are McKinsey Global Institute partners based in New Jersey and San Francisco, respectively; Sven Smit is chair of the McKinsey Global Institute and a McKinsey senior partner based in Amsterdam; Dana Maor is a McKinsey senior partner based in Tel Aviv; Gurneet Singh Dandona is an associate partner and a senior expert based in New York; and Roland Huyghues-Despointes is a consultant based in Paris.

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How to become a freelancer with no experience in 2024.

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Freelancers must learn business management and admin skills, in addition to their own field of ... [+] subject matter expertise

Many professionals are embarking on their freelancing journey this year for the very first time. Approximately 70 million Americans have indicated that they will start freelancing in 2024, per a recent report , while it appears that the majority of the freelancing population are constituted of Gen Z and Millennial workers.

If you are just graduating from college and embarking on your career, or are at a point in your life where you are re-evaluating your career choices and seeking to establish financial and career stability—but have not had any prior experience as a freelancer—the very idea of freelancing can be quite daunting, right?

Even if you decide to do freelance work in the very industry or role you were in previously as an employed professional, the thought of striking out on your own and becoming a self-employed contractor can provoke feelings of fear and anxiety, as if you are operating in a totally new world.

One of the most significant worries that aspiring freelancers face, is how to start freelancing when they have no previous experience in running their own business. This is usually because they are very comfortable and familiar with providing the actual service to the client, but are not comfortable with running the business admin and marketing side of things. This is due to them never having to worry about these aspects of the job when they were employed in a traditional role, or preparing for their first job out of college.

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After all, who learns freelancing as a class in college? It's very rare indeed.

Here, then, is an eight-step guide on how to become a freelancer...even when you have no background in freelancing or running a business.

1. Identify Your Skills and Interests

Undertake a self-assessment and reflect on your hobbies and interests, and any skills you might have picked up from college or a current/previous job. Has anyone told you that you have strong talent in a specific field? Leverage it.

2. Learn A High-Income Skill

If you lack formal skills, start by learning the basics in your chosen field through undertaking online courses, watching tutorials, or attending bootcamps and workshops. Platforms such as Coursera, Udemy, Google Career Certificates, and Khan Academy offer free or close-to-free courses.

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Without a solid plan, your freelance venture is doomed to fail. With the help of ChatGPT, you can create a strategy for every aspect of your business until your freelance career kicks off.

You can give ChatGPT your business idea in detail and ask it to provide you with a business plan, simple marketing strategy for you to use as a freelancer, and even a day-to-day checklist. This helps you stay motivated (which can be difficult to do if you're not accustomed to working on your own) and ensures you achieve your personal career and financial goals.

You can use ChatGPT to help you formulate your freelancing strategy

4. Build A Portfolio

It can be difficult for potential customers to choose you if you don't have any formal experience working on similar projects. For this reason, before selling your services, develop sample projects or do pro bono work for friends or non-profits, which you can compile into a portfolio. This helps establish your credibility.

5. Establish Your Online Prescence

Create a website using a drag-and-drop website builder such as Wix, and share your portfolio on your website. Include other basic, essential information, such as contact details (try to set up a professional email address for your business), FAQs, testimonials from pleased customers (these can be the friends or non-profits you did pro bono work for), and a blog section to help you establish trust with website visitors by sharing your relevant knowledge.

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6. Join A Freelancing Platform

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7. Research...Over And Over

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