SAFE Labs

CNIDevoLab_2025: We keep the process as fair as possible. We always welcome direct inquiries from applicants, even if no open position is officially available yet.

For open job offers, applications need to be sent through the CNRS portal – we strongly encourage applicants to also directly contact the PIs for more information. The CNRS recruitment system does not allow for blind screening, however all CVs are read with the same interest and dedication, usually by at least two people.

For selections, we will evaluate both the applicant CV and the motivation letter. For this reason, we strongly encourage perspective applicants, at any stage, to avoid submitting “generic” letters, and even more letters that have been clearly written with the preponderant help of artificial intelligence tools.

After selecting candidates, we will proceed with the interview process, which is carried by a small committee. During the interview, we will generally ask the candidate to prepare a short presentation describing previous experiences. All applicants through the CNRS portal will receive an answer: in case of a negative outcome, depending on the number of applicants for a given position, this might be an automatic one.

For perspective PhD students, please keep in mind that a slightly different system is in place. Most students join the lab through a fellowship granted by the PhD School Complexity of Life, which runs an annual competition, usually in July. Each PI will select only one candidate to present to the competition, and usually a project pre-proposal is posted on the dedicate portal (adum.fr) in February/March. Candidates are strongly encouraged to directly contact the PI, as no automatic emails are sent from the portal. The PI will make the selection, and directly discuss with the applicant in order to better define the proposed project. The chosen candidate will then submit the official candidature through the adum.fr portal, usually by the end of May. Candidates that are allowed to proceed to the competition, which features an interview with scientists affiliated to Sorbonne University, will be notified in June. The interview includes a presentation of usually 15 minutes describing past research and proposed project, followed by questions for about 10 minutes.

OttLab_2025: As much as possible, hiring should not depend on personal biases such as the applicant’s name or appearance or other personal characteristics. We strive to minimize such biases by using pre-defined job advertisement and recruiting processes and making hiring decisions based on a selection committee.

ReinhardLab_2025: Hiring should not depend on personal biases, applicant names or other similar aspects. On one hand, the Italian recruitment system restricts to some degree the possibility for e.g. blind screening; on the other hand, academic work is based on often long hours in very close collaboration and hence, to some degree, personality and “fit” are important criteria to make sure that the new team member is happy but also that the existing team dynamics aren’t interrupted. In summary, to hire fairly and equitably is not easy. Given those considerations, the steps that are taken by the PI to make hiring as fair as possible are the following:

• All CVs are read and evaluated with the same interest and dedication, independently of applicants’ names or affiliations.
• Reasons for or against candidates are documented (although not publicly).
• Postdoc candidates are informed about the types of questions that will be asked during the interview.

CoenLab_2025: People As described above, some lab members will join the lab through routes with an external interview process, including PhD programmes and postdoctoral fellowships. In other cases, when Pip directly advertises a position, he strives to maintain a fair and equitable interview process. Interview panels will be chosen to reflect the position being advertised., and in accordance with guidelines from UCL.

In brief, the entire process lasts ~2 months and consists of:

1. Position advertised by Pip (~4 weeks)
2. Initial review by interview panel members (~1 week)
3. Candidates notified of 1st round results. Either:
   • Invited for a panel interview
   • Notified they were not suitable for the role
4. Initial interviews of selected candidates (~1-2 weeks)
5. Candidates notified of 2nd round results. Either:
   • Invited for further interaction with the lab
   • Notified they were not suitable for the role
6. Depending on role, candidate(s) may (~1-2 weeks):
   • Meet individual lab members (virtually)
   • Visit the lab (if possible for all remaining candidates)
   • Give a scientific talk to the Coen Lab (and others)
   • Present a paper to the lab
7. Candidates notified of final results. Either:
   • Offered the position
   • Notified they were not suitable for the role

AeryJonesLab_2026: Candidates are solicited from public job postings. After screening CVs, I invite a subset to 1-on-1 Zoom interviews, then speak over Zoom with references of a further subset. I use the same set of Zoom interview questions for all candidates and share them with the candidate in advance. For technicians, we have a final round of interviews with select current lab members before making an offer. For postdocs, we invite them to a full-day onsite interview including a seminar, meeting 1-on-1 with lab members and other relevant people, and a meal with lab members before making an offer.

I decide to invite candidates to join the lab based on the following criteria:

• Do I have sufficient funding for them and their project?
• Do their research interests mesh well with the lab’s direction?
• Do other lab members approve of them joining the lab?
• Is there a lab member who would be a good fit as their paired mentor and is able to do so?
• Do I think they would mesh well with our lab’s culture and dynamics?
• Have them demonstrated growth and resilience in their prior work, showing a potential for growth and future scientific excellence?