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Found 275 jobs

Silver endowed chair (developmental psychiatry)(open rank faculty).

• Tampa, Florida
• University of South Florida - Department of Psychiatry & Behavioral Neurosciences

The Robert A. Silver Endowed Chair in Developmental Neurobiology leads an internationally recognized, competitively funded research program...

View details Silver Endowed Chair (Developmental Psychiatry)(Open Rank Faculty)

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Staff Scientist - Genetics and Genomics

• Houston, Texas (US)
• Hiring up to $80,000
• Baylor College of Medicine (BCM)

View details Staff Scientist - Genetics and Genomics

• 11 days ago
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Research Associate - Brain Cancer

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• 14 days ago
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Research Associate - Genomics

• Hiring up to $70,000

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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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• 20 days ago
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Lead Researcher – Department of Bone Marrow Transplantation & Cellular Therapy

• Memphis, Tennessee
• Commensurate with experience
• St. Jude Children's Research Hospital (St. Jude)

View details Lead Researcher – Department of Bone Marrow Transplantation & Cellular Therapy

• 24 days ago
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Researcher in the Center for In Vivo Imaging and Therapy

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Scientist or Lead Researcher (Protein Engineering, Hematology, Shengdar Q. Tsai Lab)

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Lead OR Senior Researcher - Flow Cytometry

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Senior or Lead Researcher - Neurobehavioral Core

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Senior Scientist in Microbial Pathogenesis

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Senior Researcher in Flow Cytometry and Cell Sorting Core

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Lead Researcher or Scientist in Hematology - Wlodarski Lab (Bone Marrow Failure Program)

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Lead Researcher in Flow Cytometry and Cell Sorting Core

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High Throughput Screening Scientist in Chemical Biology & Therapeutics

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Senior Researcher in Compound Management

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Principal Scientist, Structural Biology and Biophysics (Blue Sky Kinases)

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Scientist – Protein Biochemist – Kellogg Lab

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Senior Researcher in Structural Biology – Scott Blanchard Lab

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Lead Researcher - Babu Lab

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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.

Our mission and philosophy

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.

Explore our locations

Offices around the world.

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.

North America

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.

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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Careers at NORC

Join Our Team

Add your talents to a widely respected organization whose research is trusted by millions. 

Corporate Careers

Advance your career with us. NORC offers a diverse range of roles in research, IT, finance, HR, contracts, communications, and administrative positions.

Field Interviewers

Join our team of field interviewers to conduct in-person survey interviews. Our field interviewers work remotely to meet survey respondents where they are.

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Join our team of phone interviewers to conduct survey interviews from NORC call centers. Our phone interviewers solicit survey responses from people across the globe.

Internship Program

Our nine-week internship program provides hands-on experience in social science research for students completing undergraduate, master’s degrees, and PhD programs.

“If you are at all contemplating an ‘alt-academic’ career in the social sciences, definitely apply to this internship!”

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Our research informs policies and products that make life better for people across the country and around the world.

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We support employees as lifelong learners, providing the time and resources to develop new skills.  

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NORC provides competitive benefits and salary packages tailored to position and employee experience.

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Join a world-class team that will push you to reach your fullest potential and do your best work.

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Careers at Brookhaven

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Student Assistant -- Quantum Dynamics

The Coherent Hard X-ray Scattering (CHX) beamline at NSLSII is dedicated to studies of nanometer-scale dynamics in materials using x-ray photon correlation spectroscopy (XPCS) with a state-of-the-art diffraction and detection system for fast dynamics. It has an order of magnitude higher coherent flux and two orders of magnitude wider dynamic range compared to any other beamlines in the US. 

Brookhaven National Laboratory and the Energy and Photon Sciences Directorate are committed to your success. We offer a supportive work environment and the resources necessary for you to succeed.

POSITION DESCRIPTION

The summer student will be based at the CHX beamline at NSLS-II and study quantum dynamics in topological condensed matter systems using coherent x-rays. 

Essential Duties and Responsibilities:

• Work together with the members of the CHX and study dynamics in strongly correlated electron systems using coherent hard x-rays. • Analyze the prepare data for scientific publications and talks.  

POSITION REQUIREMENTS

Required Knowledge, Skills, and Abilities:

• PhD candidate in physics, materials science, physical chemistry or related field. • Good understanding of the physics of quantum materials • Experience in x-ray scattering or related techniques • Knowledge of programming languages, such as Python

Preferred Knowledge, Skills, and Abilities:

• Experience in synchrotron-based experiments • Experience in coherent x-rays or/and resonant x-ray scattering

• Brookhaven Laboratory is committed to providing fair, equitable and competitive compensation. The salary range for this position is $23.00 - $28.75 p/h. Salary offers will be commensurate with the final candidate’s qualification, education and experience and considered with the internal peer group.

Brookhaven employees are subject to restrictions related to participation in Foreign Government Talent Recruitment Programs, as defined and detailed in United States Department of Energy Order 486.1A. You will be asked to disclose any such participation at the time of hire for review by Brookhaven. The full text of the Order may be found at: https://www.directives.doe.gov/directives-documents/400-series/0486.1-BOrder-a/@@images/file

Equal Opportunity/Affirmative Action Employer

Brookhaven Science Associates is an equal opportunity employer that values inclusion and diversity at our Lab. We are committed to ensuring that all qualified applicants receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a veteran, disability or any other federal, state or local protected class. BSA takes affirmative action in support of its policy and to advance in employment individuals who are minorities, women, protected veterans, and individuals with disabilities. We ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

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Brookhaven strives to assist employees to better manage their complex personal and professional lives. We celebrate our inclusive culture, progressive policies, programs, and active community involvement.

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The prestigious Gertrude and Maurice Goldhaber Distinguished Fellowships are awarded to scientists with exceptional talent and credentials.

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Collaborate with world-class experts at the frontiers of science. Research at Brookhaven has led to seven Nobel Prize-winning discoveries, and many Lab scientists have been honored with prestigious awards.

The Brookhaven Experience

Brookhaven Lab and its world-class research facilities are at the forefront of scientific discovery, and 60 miles east of midtown Manhattan. Employment at Brookhaven Lab comes with many benefits.

Everywhere Is Within Reach

Brookhaven Lab is located just miles from Long Island’s beautiful beaches, vineyards, restaurants, shopping, schools, and more. Plus, New York City and three major airports are within 60 miles of our gate.

We know that benefits are an important part of your employment. Our benefits programs address both the immediate needs of your family, such as insurance coverage, and long term needs like retirement savings.

Long Island, Where you BeLONG.

Long Island is a special place to be. A place where those who call it home share a sincere pride in its uniqueness. Wherever your intrique may take you, you can find where you BeLong on Long Island.

Analyst / Associate – Equity Research, ASEAN Financials, Global Research, Singapore

Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities and shareholders every day.

One of the keys to driving Responsible Growth is being a great place to work for our teammates around the world. We’re devoted to being a diverse and inclusive workplace for everyone. We hire individuals with a broad range of backgrounds and experiences and invest heavily in our teammates and their families by offering competitive benefits to support their physical, emotional, and financial well-being.

Bank of America believes both in the importance of working together and offering flexibility to our employees. We use a multi-faceted approach for flexibility, depending on the various roles in our organization.

Working at Bank of America will give you a great career with opportunities to learn, grow and make an impact, along with the power to make a difference. Join us!

This job is responsible for assisting with the recommendation process related to the buying, selling, or holding of financial securities and/or studying the role of government in the economy. Key responsibilities include performing financial and statistical analyses, conducting research, preparing reports, helping to originate, structuring and modeling transactions, and assessing market trends. Job expectations may include rotating through a specific product area or sector to gain exposure to the business.

Responsibilities:

This is a role in our Equity Research team for the ASEAN Financials sector in Singapore. The individual will work on a team with a Senior Analyst responsible for all aspects of the research process from idea generation to client communications, including but not limited to the following:

• Perform complex financial modeling & valuation work.
• Write regular industry and company reports and company initiations from scratch.
• Develop and maintain databases integral to our research product.
• Develop strong industry knowledge and business judgment.
• Work with Senior Analyst to explore key industry themes.
• Build relationships and facilitate information flow with contacts at covered companies.
• Participate and contribute to client meetings and events.
• Closely follow and understand market, industry and company specific activity, and relay to analyst.
• Seek out new, value-added, and/or unusual sources of information.
• Interact regularly with clients, both internal and external.

Requirements:

• A minimum of 1-3 years’ work experience in a relevant analytical/financial markets role. Prior sell side or buy side equity research experience preferred.
• A solid understanding of equity research, valuation and financial markets, plus a proven track record of high quality analytical research, written product and strong communication skills.
• Important to this role is an inquiring nature and ability to think logically whilst expressing your views both clearly and in an engaging manner.
• Strong modelling and database skills are also essential.
• Demonstrated ability to write high quality, evidence-based projects or reports.
• Willing to promote your ideas and work to a variety of stakeholders.
• Consulting Skills: Ability to provide business-related added value, including innovative approaches and new or improved solutions.
• Creative Thinking: Ability to generate new ideas and possibilities, and to see business opportunities from a novel perspective.
• Flexibility: The capacity to adapt approach in light of shifting priorities or changing conditions.
• Team Orientation / Teamwork / Collaboration: The willingness to work as a member of a team.
• Self-starter: the ability to pro-actively identify required analysis and complete projects with limited supervision.

Hours Per Week:

Weekly Schedule:

Referral Bonus Amount:

Learn more about this role

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From the military to the workforce: How to leverage veterans’ skills

US employers face multiple challenges when it comes to filling jobs and retaining workers, including a shortage of skilled labor and an aging workforce. To meet the moment in this era of technological change, some companies are broadening their hiring lens beyond the traditional college résumé. They are evaluating candidates on their capacity to learn , their intrinsic capabilities, and their transferable skills.

About the authors

This article is a collaborative effort by Scott Blackburn , Michael Kim, Charlie Lewis , Hannah Oh, and Kallman Parry.

This is where military veterans can make a difference. Veterans represent a source of labor potential that is untapped relative to the breadth of experience and depth of skills  that they acquire and develop during their service. Members of the military receive technical training, operate under pressure in austere environments, and develop strong interpersonal skills throughout their service, making them well qualified for numerous civilian occupations. While not every military role is directly transferrable to a civilian job, most skills are—including those that correspond to US industries experiencing labor shortages, such as infrastructure and manufacturing.

And veterans aren’t the only ones who stand to benefit from a longer look by employers: the economic opportunity of unleashing the value of veterans’ work experience through skills-based hiring could reach almost $15 billion over a ten-year period, new McKinsey research shows.

In this article, we explore the complex employment picture for military veterans , including in jobs and industries that will be most affected by automation and generative AI . We look at actions the military can take to help service members prepare for their transition to civilian work. We focus particularly on enlisted veterans, who make up the majority of those shifting out each year but who tend to fare worse in the labor market because employers don’t recognize their technical skills. We then discuss ways that the military and the private sector can close the veteran opportunity gap by improving employment outcomes.

The veteran employment landscape

Military veterans are not a homogeneous demographic, nor is their labor profile. Veterans’ work experiences differ by age, skills, and educational degrees. Our research shows that, in the aggregate, veterans with bachelor’s degrees and those skilled through alternate routes (known as STARs 1 According to the not-for-profit Opportunity@Work, STARs are individuals who are at least 25 years old, are currently active in the workforce, and who have a high school diploma but no bachelor’s degree. ) outearn their nonveteran peers (Exhibit 1).

Veteran STARs are, on average, eight years older and earn $3.91 more per hour than civilian STARs, though they tend to cluster in fewer, technical occupations. The largest veteran STAR group is aged 45 to 54; this cohort has the highest median hourly wage ($26.44) of all STAR groups. The group with the highest median hourly wage overall ($42.58) is made up of veterans aged 55 to 64 and with a bachelor’s degree or higher.

The roles with the highest representation of veterans are often analogs of military specialties. These roles include aircraft pilots, flight engineers, and aircraft mechanics and service technicians, as well as detectives and criminal investigators. Veterans are also well-represented in middle- to high-wage occupations that are accessible from low-wage jobs and rarely require an undergraduate degree. These roles include occupational-health and safety specialists and technicians, crane and tower operators, paramedics, and construction and building inspectors.

When viewed as a monolith, veterans are doing relatively well. But when broken down into subsets, many veterans are struggling to find jobs that use, recognize, and compensate them commensurate with their level of military experience. This is especially true for those who have difficulty translating their experience to civilian employment opportunities—in particular, veterans without a four-year degree, who represent 61 percent of all employed veterans. 2 Opportunity@Work analysis of the Integrated Public Use Microdata Series (IPUMS) 2021 Annual Social and Economic Supplement (ASEC) to the Current Population Survey (CPS).

Of the roughly 150,000 active-duty service members who transition from the military each year, 3 Demographics report , US Department of Defense, 2021. approximately 90,500 earn less in their first year after being discharged than they did on active duty, resulting in billions of dollars of lost economic value (Exhibit 2). 4 Integrated Public Use Microdata Series (IPUMS) 2022 Annual Social and Economic Supplement (ASEC) to the Current Population Survey (CPS), as well as data analysis of the US Census Bureau’s Veteran Employment Outcomes. And while some categories of veterans fare better than others—including former officers, as well as Special Forces and personnel who specialized in intelligence, IT, and cyber operations—veterans across categories are, on average, entering the civilian workforce at lower median wages than they had in the military.

Enlisted service members are disproportionately affected: veteran STARs tend to occupy lower-paying and more physically demanding roles than veterans with bachelor’s degrees, indicating that they may be hampered by not having a four-year degree.

Our methodology

To understand the lost economic opportunity associated with the lower wages for transitioning enlisted service members, we grouped junior enlisted service members who had undervalued occupational skills and noncommissioned officers (NCOs) who had undervalued managerial skills. We identified the one-year postdischarge salary for each category as a baseline, then assigned best-fit skills-based careers to each category. We narrowed the field of choices by factoring in required education, preparation needed, and projected annual job openings. Based on those choices, we identified salaries and calculated projected future earnings. We then determined the economic difference between current and potential salaries for all categories. Top careers included registered nurses; electricians; first-line supervisors of mechanics, installers, and repairers; industrial-machinery mechanics; and municipal and forest firefighters.

The cohort of enlisted veterans postdischarge excludes occupational groups (intelligence, Special Operations forces, and IT) that earn roughly equal to or greater than their last year of active-duty regular military compensation. The comparison of actual and potential average salary for enlisted veterans postdischarge is based on the latest data set to track income relative to military occupation from the US Census Bureau’s Veteran Employment Outcomes, which covers army veterans who left active-duty service between 2000 and 2015. 1 “Veteran Employee Outcomes,” US Census Bureau, accessed October 24, 2023. Actual earnings are from the Department of Labor; future-earnings projections are based on the 2023 Bureau of Labor Statistics annual wage increase and converted to 2018 dollars to match the Department of Labor data set. We also referred to the Department of Defense’s digital employment tool, Occupational Information Network, or O*NET; a 2023 RAND report on service members’ knowledge, skills, and abilities 2 Elizabeth Hastings Roer, Jeffrey B. Wenger, and Jonathan P. Wong, Military-to-civilian occupational matching: Using the O*NET to provide match recommendations for the US Navy, Marine Corps, and Air Force , RAND, 2023. ; and an internal survey of veterans working at McKinsey that matched the RAND findings.

McKinsey analyzed what the total potential loss of annual earnings for a cohort of 90,500 transitioning enlisted service members would mean in terms of lost overall economic potential (Exhibit 3). The research, which combined labor data and a skills-based analysis, found that the economic potential of improving employment outcomes for a single cohort of transitioning veterans could be almost $15 billion over a ten-year period (see sidebar, “Our methodology”). This presents a significant opportunity for the military, the private sector, and not-for-profit organizations supporting veterans as employers seek workers with ready-made skills.

How veterans’ skills apply to jobs—now and in the future

In the broad economic context, McKinsey research on the US labor market shows a disconnect  between available jobs and people qualified to fill them. Two industries in particular stand out: infrastructure and manufacturing.

The Bipartisan Infrastructure Law (BIL) is expected to create hundreds of thousands of additional jobs on projects ranging from roads, bridges, and waterways to clean energy and electric vehicles. However, a labor crunch in construction jobs exists across sectors, occupations, and geographies . In manufacturing, McKinsey analysis suggests that reviving the industry —in which the bulk of employees don’t need four-year degrees—could boost GDP and add up to 1.5 million jobs. 5 “ Delivering the US manufacturing renaissance ,” McKinsey, August 29, 2022.

Veterans map well to these high-demand jobs. To identify the specific actions that can help improve veterans’ employment outcomes in these industries and others, the research matched military specialties and skills to their full spectrum of civilian occupations. The goal was to identify high-potential pathways that are likely to improve veterans’ livelihoods based on skill overlap. 6 To focus the analysis and gain an understanding of the distribution of veterans across occupations, their education attainment levels, and incomes today, we examined employment and demographic data from external sources such as the US Bureau of Labor Statistics and the US Census Bureau, in addition to analysis from internal sources such as the McKinsey Global Institute. For the purposes of this research, veterans’ livelihood represents their overall well-being, as well as the strength of their means to provide essentials (for example, food, shelter, clothing, healthcare) to support themselves and their families. Our ratings of veterans’ occupational skills were based on a 2023 RAND survey of more than 5,100 veterans and augmented with a small sample of McKinsey veteran employees. For more, see Elizabeth Hastings Roer, Jeffrey B. Wenger, and Jonathan P. Wong, Military-to-civilian occupational matching: Using the O*NET to provide match recommendations for the US Navy, Marine Corps, and Air Force , RAND, 2023.

The analysis found that enlisted veterans are highly rated on occupational skills associated with trades such as electricians, mechanics, and construction professionals. For example, veterans were consistently rated higher on technical skills such as installation, equipment maintenance, repairing, and troubleshooting than the threshold required for the average civilian occupation.

Conversely, enlisted veterans were rated lower on “softer” occupational skills associated with management, sales, and office and administrative-support roles, such as reading comprehension, persuasion, and negotiation, suggesting real or perceived deficiencies in interpersonal skills that are required to succeed in business environments. However, these lower ratings tended to improve with military rank and the accompanying experience that rank brings, as both midlevel and senior noncommissioned officers (NCOs) scored above average on all occupational skills. 7 Melissa A. Bradley et al., Helping soldiers leverage army knowledge, skills, and abilities in civilian jobs , RAND, 2017.

Veterans overall score higher on service orientation, which the analysis defined as “actively looking for ways to help other people,” than the threshold for the average civilian occupation. However, this skill may not fully capture inherent veteran strengths, such as dependability, punctuality, discipline, and integrity.

While the typical veteran tool kit favors technical ability over verbal and written communication, veterans can consider developing and refining their soft skills to allow for better access to high-potential “gateway” roles , while continuing to pursue in-demand occupations that require technical skills. 8 “New research finds workers without four-year degrees not realizing wage gains despite having the skills for higher-wage work; identifies 51 job roles that unlock economic mobility,” Opportunity@Work press release, accessed October 30, 2023. These roles create a bridge between frontline work and destination roles, which require higher-level skills training and academic credentials.

The top 15 occupations that employ veterans today are generally expected to experience strong positive labor demand change and low change-of-work activities in the coming years as digitization and other technological changes take hold  (Exhibit 4). These occupations include nursing (expected to experience a 41 percent increase in labor demand); laborers and freight, stock, and material movers (a 26 percent increase); construction laborers (a 22 percent increase); and truck drivers (a 12 percent increase). Veterans can continue to pursue these occupations at even higher rates.

On the other hand, certain occupations that employ veterans are at risk of displacement due to declining job demand and adoption of automation, as well as the acceleration of generative AI in these occupations. This includes retail salespeople (expected to experience a 23 percent decrease in labor demand), supervisors of office and administrative-support workers (a 20 percent decrease), and customer service representatives (a 14 percent decrease).

Transitioning veterans can consider avoiding these roles, and veterans already in these occupations can continue to focus on upskilling, while taking advantage of reskilling opportunities to move into more secure occupations. Veterans looking to move into more senior positions can also use generative AI tools to their own advantage to help boost their capabilities and output.

Veterans looking to move into more senior positions can use generative AI tools to their own advantage to help boost their capabilities and output.

Several gateway occupations offer high potential to improve veterans’ livelihoods, including heating, ventilation, and air-conditioning (HVAC) mechanics and installers, human resources specialists, and industrial-machinery mechanics. However, these occupations are being accessed by less than 2 percent of employed veterans today (Exhibit 5).

Closing the opportunity gap: Actions stakeholders can take

We’ve looked at the skills that many veterans offer and the potential roles that a majority of veterans pursue, including gateway jobs for those without four-year degrees. To carve out better pathways and help make transitions more successful for those who need more support, the military services and employers can consider the following interventions.

The military: Recruit, retain, retrain

The military can address three recruiting and retention challenges by communicating the value of service and how skills developed in the military can translate to future careers.

Reverse declining interest in military service. The US military itself is facing a recruiting crisis that is likely to worsen if the value proposition of employment beyond military service doesn’t improve. 9 Ben Kesling, “The military recruiting crisis: Even veterans don’t want their families to join,” Wall Street Journal , June 30, 2023. The general population is largely unaware of the benefits of service, with 50 percent of young people saying they know little to nothing about military service and its unique professional-development offerings. 10 “Facts and figures,” US Army Recruiting Command, accessed August 29, 2023.

To shift perceptions and to help support candidates on their holistic career journey, the military can train recruiters to promote how service-developed skills can lead to well-compensated civilian careers and improved livelihoods, including how different military specialties map to various civilian occupations. As discussed earlier, there are several high-potential career pathways that are open to veterans that will continue be viable even as AI adoption increases. Recruiters who can communicate the value of military service in the context of these pathways could improve interest levels over the longer term.

The US Department of Defense (DOD) and service branches can launch a public relations campaign that highlights how the military develops desirable skills during service and provides support, education, and training opportunities during and beyond the transition. These programs include the GI Bill, tuition and credentials assistance, leadership academies, military occupation-related training, and SkillBridge, which allows transitioning service members to intern with civilian employers during the last 90 to 180 days of their service. 11 For more, see Army Credentialing Opportunities Online (Army COOL), US Army; “Education and training,” US Department of Veterans Affairs; “Tuition assistance,” US Army; and “What is SkillBridge?,” US Department of Defense, all sources accessed October 23, 2023.

Reduce disparities in commercial-sector employment opportunities . As noted earlier, the military has effective transition programs aimed at increasing the presence of veterans in the tech space and elsewhere. In one example of a successful transition, a naval flight officer looking for a civilian job emphasized her experiences in combat, as a NATO instructor, and in leading teams. Through the DOD SkillBridge program, she found a role focusing on public sector sales at a tech start-up. Starting as a customer success manager, she was promoted three times to a director-level role at the company, which is now a unicorn.

However, in many cases the digital career tools available to those transitioning to civilian work are inconsistent and often focus on literal job translations, neglecting inputs beyond military occupational specialties, such as rank, education, and formal training. For instance, recruiters from the Army and the Marine Corps receive different career recommendations from a widely used digital tool, the DOD’s Occupational Information Network, or O*NET, which transitioning service members are encouraged to use to evaluate potential careers.

Service members with critical skills, such as cyber-operations specialists and unpiloted-aerial-systems operators, are more likely to leave for commercial opportunities after their first enlistment, while other specialties are less in demand because of a lack of clear occupational analogs. The services could adopt reenlistment incentives that amplify the value of more military experience for skill development, rather than providing potentially ineffective financial incentives for service members so they stay for an additional enlistment.

For instance, promoting the long-term NCO tool kit, with a focus on leadership of personnel and resources, could improve both retention and recruiting outcomes. The services could enhance NCO leadership academies to offer upskilling and additional training, which improve the likelihood of employment in civilian occupations that offer increased earning power.

The military could also promote occupations such as nursing, which has a significant labor shortage, with more than 200,000 openings annually . Veterans with experience as medics are well suited for nursing roles. In addition, the military could offer nursing prerequisites on base as a part of its Installation Education Centers and highlight veterans in diverse nursing careers (in intensive care units, emergency rooms, and flight or transport roles).

In another individual example, an air force aerospace medical technician earned his associate’s degree in nursing while in the service, then used the GI Bill to complete his bachelor’s degree in nursing after leaving the air force. He then went on to earn his MBA and is now a healthcare consultant.

Increase job satisfaction rates. Twenty-two percent of active service members report dissatisfaction with their military experience, 12 See “Military-to-civilian occupational matching,” 2023; and “Navy readiness: Actions needed to evaluate and improve surface warfare officer career path,” US Government Accountability Office, June 17, 2021. a percentage that spikes further in certain demographics, such as the 88 percent of female Naval Surface Warfare Officers who leave within their first ten years.

To encourage younger generations to seek out military service as a career, the military can partner with more universities, trade associations, and employers to diversify the service member experience and to allow service members to pursue opportunities outside their specialty while still contributing to the capabilities of their service.

The private sector: Build a talent model around skills

As the United States invests in infrastructure- and climate-related projects, the labor shortage the country is currently experiencing may only grow . And as generative AI and other technologies take off, productivity changes will likely affect the occupations that veterans pursue and the skills that transitioning service members will need to be competitive for employment.

To help expand talent pools , corporate leaders should take note that 60 percent of American workers over the age of 25 don’t hold a four-year degree. 13 “Hire for the skills it takes to do the job,” Opportunity@Work, accessed October 24, 2023. That roughly matches the percentage of those transitioning out of the military who don’t have a bachelor’s degree.

By moving to a skills-based approach, companies can boost the number and quality of applicants  who apply to open positions. Internally, they can build skills and retrain their existing workforces to prepare people for new roles. Retention improves when workers find more opportunities to advance internally, McKinsey research shows . 14 Sandra Durth, Asmus Komm, Florian Pollner, and Angelika Reich, “ Reimagining people development to overcome talent challenges ,” McKinsey, March 3, 2023. Skills-based practices have a greater impact when they’re implemented across the whole talent journey, including in sourcing, hiring, and career development.

Companies can also set targets for veteran recruitment and hiring. One company that has pledged to hire veterans is Micron, which is building a $100 billion semiconductor plant in upstate New York. 15 Steve Lohr, “Micron pledges up to $100 billion for semiconductor factory in New York,” New York Times , October 4, 2022. Of the 9,000 people it expects to hire for the plant, Micron is aiming to hire 1,500 veterans, or 17 percent of its workforce. The company has found that veterans are a good fit for the semiconductor industry because of their experience with heavy machinery and technology, along with their disciplined mindset and team-building skills.

In the public sector, US states and local governments that are receiving BIL funding  can reserve a portion of jobs for veterans, just as they have for stakeholders such as local construction companies, engineering firms, trade schools, and others.

A hiring strategy that focuses on expanding the pool of potential talent can help communities by creating more and better job opportunities for a broader, diverse pool of workers. It can also provide upward mobility for millions of workers—including veterans—at a crucial time for the US economy.

The military can take more steps to support veterans, particularly enlisted service members, as they navigate the transition to civilian work. Companies can open their hiring practices to consider veterans for a variety of roles, not just those that match perfectly with their military skills. Together, these actions can add billions in value to the US economy as veterans moving into civilian jobs maintain or increase their earning power to support their families and build their communities.

Scott Blackburn is a senior partner in McKinsey’s Washington, DC, office, where Kallman Parry is a senior analyst; Michael Kim and Hannah Oh are consultants in the Southern California office; and Charlie Lewis is a partner in the Stamford, Connecticut, office. All are veterans of the US armed forces.

This article was edited by Barbara Tierney, a senior editor in the New York office.

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The US economy is already in a recession, and it's following the same path as China by becoming reliant on debt, veteran forecaster says

• The US economy already looks like it's in a recession, Danielle DiMartino Booth says.
• The chief strategist of QI Research pointed to weakness in the job market, with layoffs rising.
• She said that put the economy in a rocky state, especially with US debt taking looking like China's.

The US economy is already in a downturn — and it could be following in the footsteps of China as the government assumes a growing amount of debt to prop up growth, Danielle DiMartino Booth, a veteran forecaster, says.

The chief strategist of QI Research has said for months that the US economy is already in a recession , despite Wall Street's upbeat outlook for a soft landing . But a downturn is evident in the weakening job market, Booth said, pointing to recent downward revisions in monthly job-growth figures.

The job market remains on solid footing by historical standards. The economy added a more-than-expected 303,000 jobs in March, while the unemployment rate remained near a record low.

Related stories

But new payrolls were revised slightly lower for the month of February, falling to just 270,000. Meanwhile, layoffs and unemployment have inched higher in recent months, with total discharges rising to 1.7 million in February , according to the Bureau of Labor Statistics.

"These revisions, they keep pushing us back further and further from where we thought we were," Booth said in a recent interview with Fox Business . "It seems like every time companies report their earnings, they're doing it with a kicker that says, 'Hey, we're going to lay off 2,000 people or 1,500 people or whatever it is.'"

Layoffs could end up rising from 150,000 to 370,000 by the end of the year, Booth said in a previous interview. 

Other economists also foresee a weaker labor market, which raises the risk of a recession. The economy could enter a hard landing by the end of the year and cause the unemployment rate to surge to 5% , David Rosenberg, a top economist, recently said.

The economy is already in a rocky position, especially considering ballooning US debt levels, Booth added. Government debt taking makes the US economy look precariously similar to China's, she said, where state-owned enterprises once accounted for as much as 60% of GDP , according to a 2019 estimate from FactSet.

"It is not different in any way, shape, or form," Booth said of the similarities between America's and China's economies. "Right now, the public sector is sucking the life out of the private sector."

Booth added: "We have to spend less as a country to let the private sector really come out and drive the economy."

The federal debt balance is at a record high of $34.5 trillion, according to Treasury Department data. Ballooning debt levels could eventually spark various problems for the economy , experts have said, including higher inflation, greater market volatility, and a lower quality of life for Americans.

Watch: How tech layoffs could affect the economy

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Voters’ views of Trump and Biden differ sharply by religion

The U.S. electorate continues to be sharply divided along religious lines.

The latest Pew Research Center survey finds that most registered voters who are White Christians would vote for Republican Donald Trump over Democrat Joe Biden if the 2024 presidential election were held today. More than half of White Christians think Trump was a “great” or “good” president and don’t think he broke the law in an effort to change the outcome of the 2020 election.

In stark contrast, most registered voters who are Black Protestants or religious “nones” – those who self-identify as atheists, agnostics or “nothing in particular” – would vote for Biden over Trump. Large numbers in these groups also say Trump was a “terrible” president and that he broke the law trying to overturn the 2020 election results.

Pew Research Center conducted this analysis to highlight religious differences in U.S. voters’ views about the 2024 presidential election. For this analysis, we surveyed 8,709 adults – including 7,166 registered voters – from April 8 to 14, 2024. Everyone who took part in this survey is a member of the Center’s American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories.  Read more about the ATP’s methodology .

Here are the  questions used for this report , along with responses, and the  survey methodology . Here are details about sample sizes and margins of error for groups analyzed in this report.

Religion and the 2024 presidential election

While most White Christian voters say they would vote for Trump over Biden if the election were held today, there are some differences by religious tradition. Trump draws support from:  

• 81% of White evangelical Protestant voters
• 61% of White Catholics
• 57% of White Protestants who are not evangelical

By contrast, 77% of Black Protestant voters say they would vote for Biden over Trump. Most religious “nones” also say this, including:

• 87% of atheist voters
• 82% of agnostics
• 57% of those whose religion is “nothing in particular” 

These presidential preferences reflect the partisan leanings of U.S. religious groups . White Christians have been trending in a Republican direction for quite some time, while Black Protestants and religious “nones” have long been strongly Democratic.

The Center’s new survey includes responses from Jews, Muslims, Buddhists, Hindus and people from many other religious backgrounds, as well as adherents of smaller Christian groups like Hispanic Protestants and members of the Church of Jesus Christ of Latter-day Saints (widely known as Mormons). However, the survey does not include enough respondents from these smaller religious categories to be able to report on them separately.

Church attendance and voting preferences in 2024

Among Christians, support for Trump is somewhat higher among regular church attenders than non-churchgoers. Overall, 62% of Christian voters who say they go to church at least once or twice a month support Trump over Biden. Among Christians who go to church less often, 55% would vote for Trump if the election were today.

Among White evangelical Protestant voters, 84% of regular churchgoers say they would vote for Trump, compared with 77% of White evangelicals who don’t go to church regularly.

White nonevangelical Protestants are the only Christian group in which support for Trump is significantly stronger among nonattenders than among regular churchgoers.

Voters’ views of Biden and Trump as presidents

About three-quarters of White evangelical Protestant voters say Trump was a “great” (37%) or “good” (37%) president. Roughly half of White Catholics and White nonevangelical Protestants share this view.

When it comes to Biden, atheists and Black Protestants rate the current president’s performance most favorably. Roughly half of voters in each of these groups say Biden is a great or good president.

Overall, Trump gets higher marks on these questions than Biden. This is because Trump supporters are more inclined to say he was a great or good president than Biden supporters are to say the same about him.

Views of whether Trump broke the law in effort to change 2020 election outcome

People in the religious groups that are most supportive of Biden tend to think Trump broke the law in an effort to change the outcome of the 2020 election. Most atheists (83%) say this, as do 70% of Black Protestants and 63% of agnostics.

By contrast, just 16% of White evangelical Protestants say Trump broke the law trying to change the 2020 election outcome. Another 15% of White evangelicals say they think Trump did something wrong but did not break the law, while the largest share by far (47%) say Trump did nothing wrong.

Note: Here are the  questions used for this report , along with responses, and the  survey methodology .

• Donald Trump
• Election 2024
• Religion & Politics

Gregory A. Smith is an associate director of research at Pew Research Center .

In Tight Presidential Race, Voters Are Broadly Critical of Both Biden and Trump

Changing partisan coalitions in a politically divided nation, about 1 in 4 americans have unfavorable views of both biden and trump, 2024 presidential primary season was one of the shortest in the modern political era, americans more upbeat on the economy; biden’s job rating remains very low, most popular.

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ABOUT PEW RESEARCH CENTER  Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of  The Pew Charitable Trusts .

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