SAFE Labs

IRIBHMComputationalLabs_2026:

We will interview candidates with 2 PIs whenever possible. The same procedure and a predefined set of questions is used for all candidates.

BowdishLab_2026:

In general I will have very few “ready-funded” positions for post-docs. All interested post-docs will be required to find their own funding in the foreseeable future; however, if you are interested in working in my lab, you are welcome to contact me. You will be asked to present your current work to my group, meet with both me and my lab and I will require a c.v., statement of research interests, plan for obtaining external funding and references.

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.

MitsumeLab_2026:

本研究室では非常に多岐にわたる研究テーマを展開しているので、研究室配属の際には例年、合同の説明会は行わず、研究室の全体的な内容は全て動画の形式 (本ページの下部に動画リンクがあります) で公開します。この、研究室のコンセプト・運営方針を伝える「動画コンテンツ」に加えて、各学生さんたちが興味のある研究内容を説明するために個別面談 (30分くらい。友人含め2〜4人程度であれば同時参加可。対面・オンラインの双方対応可) を行います。この個別面談は配属に必須となるので、できる限りフェーズ1開始前までに 3 の個別面談を済ませるようにしていただければと思います。ただし、個別面談は配属の優先度には関係しない (GPA のみで判断) ので、研究内容に興味があれば、気軽にご参加ください。また、個別面談では博士課程への進学とそれに際する給与待遇等を含む、大学院進学や将来のキャリアプランに関しても質問してもらって OK です。

希望者が枠数を超えた場合の配属基準

個人的には学業成績 (受動的な知識のインプット) と研究適性 (能動的なインプットとアウトプット) はかなり別競技だと思っていますが、公正な配属を実現する上で、客観的かつ定量的な指標が必要だと思いますので、学類の原則に従いGPA のみで判断します。

その他、研究室体験・相談のためのコンテンツ

slack 上の三目研所属学生による相談窓口: 三目研究室では slack というビジネス向けチャットツールを用いて、研究室所属メンバーとのコミュニケーションを行っています。この slack の中に、学生さん向け相談窓口のチャンネル ( #_lab_introduction ) を作成しました。このチャンネルは三目が見れない設定にしており、所属学生 (卒研生・大学院生) のみが参加していますので、学生さん視点からみた客観的な研究室の様子を知ることができると思います。気軽に質問してみてください。

English translation:

Because our lab covers a very wide range of research topics, we do not hold a joint information session at lab allocation each year. Instead, everything about the lab as a whole is published as videos (the video links are at the bottom of this page). In addition to this “video content”, which explains the lab’s concept and how it is run, we hold individual meetings (about 30 minutes; 2-4 people, including friends, can join together; in person or online) to explain the research topics each student is interested in. This individual meeting is required for allocation, so please try to complete it before Phase 1 begins if at all possible. However, the individual meeting has no bearing on allocation priority (which is decided by GPA alone), so if you are interested in the research, feel free to come along. In the individual meeting you are also welcome to ask about going on to graduate school and about future career plans, including doctoral study and the salary and support that come with it.

Allocation criteria when applicants exceed the number of places

Personally, I think academic grades (passive input of knowledge) and research aptitude (active input and output) are quite different contests, but fair allocation needs an objective and quantitative measure, so, following the college’s rules, the decision is made on GPA alone.

Other content for experiencing the lab and asking questions

Consultation channel on Slack run by Mitsume Lab students: the Mitsume Lab uses Slack, a business chat tool, to communicate with lab members. In this Slack we have created a consultation channel for prospective students (#_lab_introduction). The channel is set up so that Mitsume cannot see it, and only the lab’s students (undergraduate thesis students and graduate students) are in it, so you can get an objective picture of the lab from a student’s point of view. Feel free to ask questions.

WMPLab_2026:

1. 書類審査

• 提出書類をもとに審査を行います。
• 採否にかかわらず、結果は順次、鈴木から連絡いたします。
• 書類審査通過者とは、第二次審査（面談・プレゼンテーション）の日程を調整します。

2. 面談およびプレゼンテーション（日本語）

• 第一次審査（書類審査）通過者のみ実施します。
• 実施内容（合計30分～1時間程度）
  • 【プレゼンテーション（15～30分程度）】
    • スライドを使用し、10～20分程度で発表してください。質疑応答を含めて15～30分程度を予定しています。
    • スライドには以下の内容を含めてください。
      • 自己紹介
      • これまで行った研究
      • 今後の研究計画
      • その他、アピールしたいこと
  • 【面談（15～30分程度）】
    • 提出書類に記載された事項についての質疑応答
    • 日本語でのコミュニケーション能力の確認
      • 研究活動や研究室内の議論に必要な日本語でのコミュニケーション能力を重視します。
• 実施場所・準備
  • 原則として、筑波大学内の会議室にて実施します。
    • 海外在住等の事情により来校が難しい場合に限り、オンライン（Zoom等）で実施します。
  • 対面の場合は、ラップトップPCをご持参ください。HDMIケーブルに接続できるようご準備ください。
  • 服装は自由です。普段着で構いません（スーツ等を着用する必要はありません）。
  • すでに提出済みの書類を改めて持参する必要はありません。
• 審査結果
  • 応募者全員の審査終了後、採否にかかわらず、結果は順次、鈴木から連絡いたします。
• 研究室として受入を内諾した場合
  • 希望する課程・身分に応じた出願手続を、所定の期日までにご自身で行ってください。
  • Web出願にリファレンス番号が必要な方には、鈴木から番号をお知らせします。発行までに数日かかる場合があります。

3. 大学院入試（大学院進学希望者のみ）

• 本研究室を志望して大学院入試に出願する場合は、事前に鈴木の受入内諾が必要です。
• 出願時に必要な研究計画書は、事前に指導教員が確認します。
• 入試の詳細については、情報理工学位プログラムWebページの入試情報を随時確認してください。
• 大学院入試に合格し、入学後、正式に本研究室への配属となります。

English translation:

1. Document screening

• Applicants are screened on the basis of the documents submitted.
• Whether or not you are accepted, Suzuki will contact you with the result in due course.
• For those who pass the document screening, we will arrange a date for the second stage (interview and presentation).

2. Interview and presentation (in Japanese)

• Only for those who pass the first stage (document screening).
• Content (about 30 minutes to 1 hour in total)
  • [Presentation (about 15-30 minutes)]
    • Please give a talk of about 10-20 minutes using slides. Including questions, we expect it to take about 15-30 minutes.
    • Please include the following in your slides:
      • Self-introduction
      • Research you have done so far
      • Future research plans
      • Anything else you would like to highlight
  • [Interview (about 15-30 minutes)]
    • Questions and answers about what is in your submitted documents
    • Check of communication skills in Japanese
      • We put a lot of weight on the Japanese communication skills needed for research and for discussions in the lab.
• Location and preparation
  • As a rule, held in a meeting room at the University of Tsukuba.
    • Held online (Zoom etc.) only when it is difficult to come in person, for example because you live overseas.
  • If in person, please bring a laptop, ready to connect with an HDMI cable.
  • Dress is up to you. Everyday clothes are fine (no need to wear a suit etc.).
  • You don’t need to bring the documents you have already submitted.
• Results
  • Once all applicants have been assessed, Suzuki will contact you with the result in due course, whether or not you are accepted.
• If the lab gives you provisional approval to join the lab
  • Please complete the application procedure for your chosen programme and status yourself, by the deadline.
  • If you need a reference number for the online application, Suzuki will give you one. It may take a few days to be issued.

3. Graduate entrance exam (only for those applying to graduate school)

• If you apply to the graduate entrance exam to join this lab, you need Suzuki’s provisional approval to join the lab in advance.
• The research plan needed for the application is checked by the supervisor in advance.
• For details of the entrance exam, please check the admissions information on the Degree Programs in Computer Science web page.
• After passing the entrance exam and enrolling, you are formally assigned to this lab.

INSIGHTLab_2026:

The INSIGHT lab has conducted the first pilot of blind selection at Tilburg University. While this approach was positively reviewed, it places an undue burden on HR due to the lack of suitable automated systems. We will continue to push for more equitable recruitment at University strategy meetings. Meanwhile - we ask applicants to avoid mentioning information in their applications that could lead to biased evaluation, including demographic and cultural background, and photographs. Only mention information that is relevant to the job at hand.

Selection panels typically consist of: The hiring PI/promotor; Other collaborators in the project/supervision team; One junior lab member. The members of interview panels are announced in the job vacancy.

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

GallianoLab_2026:

We are a small group, we share equipment, resources and office space, and frankly we spend more time with each other than with our families: we have to gel as a team. Nobody expects lifelong friendships to emerge (but kudos if they do), however being great co-workers is a must. Therefore, every person who wants to join the lab for a substantial period of time (postgrads, postdocs, long-time visitors) will be interviewed by all lab members.

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?

CobeyLab_2026:

It’s vitally important to decide before we meet a potential hire what criteria we should use to judge them: studies show that we often subconsciously rationalize biases by identifying criteria post hoc. I think academics in particular are prone to discrimination because their self-identity is so predicated on objectivity. It is useful to have a core, fixed set of questions or topics to discuss with different candidates. This doesn’t mean the conversation can’t wander, but it promotes fair comparisons.

KleinerLab_2026:

To ensure equality and fairness, most lab members will participate in the recruitment and hiring process of new lab members. At least two members of the lab will participate in the hiring process with our PI, but all members of the lab will get the opportunity to share feedback about prospective members.

For prospective members, we use the following guiding principles:

• Postdocs and employees. Employee hiring will follow relevant university guidelines, but will generally include application screening, screening interviews, and formal interviews. Postdocs are generally hired as employees and should contact our PI to express interest.
• Graduate students. We welcome graduate students from a variety of graduate programs across NC State. Prospective graduate students will participate in a formal rotation working with lab members. Rotating students are included in group activities and day to day functions such as group meetings and journal clubs. Rotations typically conclude with a final presentation to the lab.

MilliganMcClellanLab_2026:

When we are looking for students to hire in the lab (typically a month before the start of the fall and spring semesters and occasionally a month or so before the summer starts) we look through the responses to the form and the resumes and pick students to interview before selecting typically 1-2 students per term/summer session.

MsEELab_2026:

Applicants intending to join MsEE Lab will be interviewed by Pablo and all current long-term (non-undergraduate) lab members before any decisions are made. Prospective graduate students must apply to a Cornell Graduate Field, where they may be interviewed by Pablo and carry out a research rotation in the lab to consider joining. Other types of positions apply to Pablo directly. Postdoctoral candidates should expect to present their previous research in a talk, either remotely or in person, depending on lab finances and candidate location. All candidates should provide a CV and expect it to be shared with lab members. Pablo will gather feedback from all lab members individually and confidentially. Pablo will present the conclusions gained from this process and the resulting decision to the group. The timeline for this decision will be communicated to the applicant promptly.

Weecology_2026:

A typical weecology interview is one day and structured around individual (or small group) meetings with the members of the lab (including remote members). The day starts with a breakfast meeting with Ethan and/or Morgan (depending on who the person will be working most closely with), with the discussion focused on logistical and management aspects of the group. This serves as an orientation. Who are we, how do we manage our people, what is the advisor/supervisor’s role, what flexibility is there in the position, what is the hope/expectation for what the person filling the position will do/experience. The interviewee then meets with the other people in the lab and Ethan and Morgan will provide funds for lab members to take the interviewee to lunch. They will have a second meeting with their primary advisor/supervisor which will focus on the specifics of the position (staff), general research discussion (students), or a combination of the two (postdocs). The day ends with dinner with Ethan and Morgan to allow the interviewee to ask any any additional questions that they have.