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• Skye Rodgers
• November 2, 2021
• 4 minutes read

The Top Remote Clinical Research Jobs

If you’re interested in contributing to medical advances that prevent and treat diseases, a job in clinical research could be right for you. Careers in this field involve designing, conducting, and monitoring complex clinical trials of new drugs or medical devices while ensuring that Good Clinical Practices (GCP) are followed.

While some clinical research jobs were virtual prior to the COVID-19 pandemic, the pandemic drove the development of remote and electronic tools that have greatly boosted their availability. These tools have solved critical problems and increased the feasibility of remote project monitoring and administration. These include the ability to obtain informed consent from test subjects remotely and conduct virtual monitoring visits.

Advances in technology combined with a continuing high demand for qualified clinical researchers mean that opportunities for remote employment in clinical research have never been better.

Everything You Need to Know About Remote Clinical Research Jobs

Depending on the area of specialization, jobs in this field involve a wide variety of activities. Responsibilities can include:

• Project Management
• Grant Writing
• Recruiting Test Subjects
• Research Clinical Staff
• Gathering And Analyzing Data
• Conducting Trial Close-Outs
• Preparing Detailed Documentation
• Technical Writing

However, these positions do not include most clinical laboratory technologists and technician jobs. Usually conducted in a laboratory, these positions are responsible for collecting samples and performing tests to analyze body fluids, tissue, and other substances.

How to Become a Remote Clinical Researcher

There are a wide variety of paths to becoming a clinical researcher. Many come from other healthcare fields, including registered nurses. However, it is not necessary to enter the field this way, and some positions will only require a high school diploma for consideration. There are also a growing number of educational opportunities available for interested individuals, from apprenticeships to college degrees.

For example, a good place to find reputable college programs is via the Consortium of Academic Programs in Clinical Research (CoAPCR) or the growing number that are being accredited by the Commission on Accreditation of Allied Health Education Programs (CAAHEP) for clinical research. Other promising options include apprenticeship programs such as the one offered by the Pharmaceutical Product Development (PPD) that targets veterans and transitioning military with clinical experience.

Perhaps the most accessible form of training and career path guidance is available from the Association of Clinical Research Professionals (ACRP) and the Society of Clinical Research Associates (SOCRA) . These professional associations offer a full range of training and certifications to help individuals get started and progress in clinical research careers.

Salary Information

Payscale reports the average base salary for a clinical research assistant (CRA), a common entry-level position, is about $67,500 annually. With promotions to clinical project manager or clinical trial manager, base pay can rise to $98,000+.

Common Remote Clinical Research Jobs

There are a variety of different remote clinical research jobs available. The types of positions available can depend on the size and complexity of the project. For example, larger projects will require more specialization in one area, such as subject recruitment, while smaller projects will afford an opportunity to complete a wider variety of tasks. In addition, jobs are available at all career levels. While demand for clinical research jobs is high, most of these positions are full time. There are very few part-time remote clinical research jobs available.

Entry-Level Remote Clinical Research Jobs

Entry-level jobseekers in clinical research are benefiting from increased demand. Previously, positions would require a certain number of years of experience to be considered for positions. Today, employers are moving more toward competency-based hiring. So if you can demonstrate the necessary skills, you will be considered.

The best place to begin a search for entry-level positions is via the professional associations noted above. In addition, the ACRP offers an easy-to-use tool to help individuals make a job search plan. This comprehensive tool includes identifying career paths, skills gaps, education opportunities, and job search assistance. A few common job titles for entry-level positions include:

• Remote Clinical Research Assistant (CRA)
• Telecommute Clinical Trial Assistant (CTA)
• Virtual Clinical Research Associate
• Remote Clinical Research Coordinator

Mid/Senior-Level Remote Clinical Research Jobs

Due to good advancement opportunities in clinical research, individuals can progress from a CRA position in a variety of career paths. These include project and trial management, data management, and regulatory affairs. Job titles for more senior positions can include:

• Virtual Clinical Research Project Manager
• Remote Clinical Research Trial Manager
• Telecommute Clinical Data Manager
• Manager of Regulatory Affairs

Companies Hiring for Remote Clinical Research Jobs

Remote clinical research jobs are offered by several different types of organizations, including pharmaceutical companies, medical device manufacturers, contract research organizations (CROs), research universities, and hospitals. Below are examples of companies that frequently hire for these positions:

Syneos Health

Syneos Health is a biopharmaceutical company that helps its clients develop solutions, commercialize therapies, and reduce risk.

ICON provides outsourced clinical testing services. They work with clients in the pharmaceutical, biotech, and medical device industries to complete wide-scale clinical trials.

Stanford University

Stanford University is a private, non-profit research university that conducts a wide variety of clinical research at its eighteen independent laboratories, centers, and institutes.

Conclusion                                                                        

On the whole, clinical research careers are increasingly accessible for individuals wanting to work remotely thanks to advances developed during the pandemic. Even though the pandemic also hindered industry growth, it is quickly recovering, and candidates for positions in this field are in high demand. If you have been looking for a career in healthcare while working remotely, clinical research could be a perfect fit.

Which of these remote clinical research jobs have sparked your interest? What excites you about the prospect? Connect with Virtual Vocations on  Facebook ,  Twitter ,  LinkedIn ,  Instagram , and  YouTube  to share your thoughts and tips. We’d love to hear from you!

Joining  Virtual Vocations  grants you access to our hand-picked remote jobs database. Learn  how our service works , browse job leads by  location and career category , or search hundreds of hand-screened remote jobs to find legitimate work-at-home job leads that match your skills and background.  Register for free  or  contact us  for more information on our service guarantee. Check out our menu of Career Services provided by our team of certified professionals, including resume and career coaching services for remote jobseekers. Resume assessments and writing, LinkedIn profile enhancement, and cover letter writing are available to maximize the success of your remote job applications.  Discounts on all services available to subscription members,  become one now.

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Amazon Work From Home Jobs: What They Are & How To Get Hired

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Amazon Work From Home Jobs

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4. Most industries support some flexibility, but digital innovators demand it

The opportunity to work flexibly differs by industry and role within industries and has implications for companies competing for talent. For example, the vast majority of employed people in computer and mathematical occupations report having remote-work options, and 77 percent report being willing to work fully remotely. Because of rapid digital transformations across industries , even those with lower overall work-from-home patterns may find that the technologists they employ demand it.

A surprisingly broad array of professions offer remote-work arrangements. Half of respondents working in educational instruction and library occupations and 45 percent of healthcare practitioners and workers in technical occupations say they do some remote work, perhaps reflecting the rise of online education and telemedicine. Even food preparation and transportation professionals said they do some work from home.

5. Job seekers highly value having autonomy over where and when they work

The survey asked people if they had hunted for a job recently or were planning to hunt for one. Unsurprisingly, the most common rationale for a job hunt was a desire for greater pay or more hours, followed by a search for better career opportunities. The third-most-popular reason was looking for a flexible working arrangement.

Prior McKinsey research has shown that for those that left the workforce during the early phases of the COVID-19 pandemic, workplace flexibility was a top reason that they accepted new jobs . Employers should be aware that when a candidate is deciding between job offers with similar compensation, the opportunity to work flexibly can become the deciding factor.

6. Employees working flexibly report obstacles to peak performance

The survey asked respondents to identify what made it hard to perform their jobs effectively. Those working in a flexible model were most likely to report multiple obstacles, followed by those working fully remotely, and then by those working in the office. Our research doesn’t illuminate the cause and effect here: it could be that people who face barriers are more likely to spend some time working from home. It could also be that workers who experience both on-site and at-home work are exposed to the challenges of each and the costs of regularly switching contexts.

Some obstacles were reported at much higher rates by specific groups: for example, about 55 percent of 18- to 34-year-olds offered the option to work fully remotely say mental-health issues  impacted their ability to perform effectively, though only 17 percent of people aged 55 to 64 said the same. Workers with children at home  who were offered full-time remote-work options were far more likely than their peers without children to report that problems with physical health or a hostile work environment had a moderate or major impact on their job.

The results of the American Opportunity Survey reflect sweeping changes in the US workforce, including the equivalent of 92 million workers offered flexible work, 80 million workers engaged in flexible work, and a large number of respondents citing a search for flexible work as a major motivator to find a new job.

Competition for top performers and digital innovators demands that employers understand how much flexibility their talent pool is accustomed to and expects. Employers are wise to invest in technology, adapt policies, and train employees to create workplaces that integrate people working remotely and on-site (without overcompensating by requiring that workers spend too much time in video meetings ). The survey results identify obstacles to optimal performance that underscore a need for employers to support workers with issues that interfere with effective work. Companies will want to be thoughtful about which roles can be done partly or fully remotely—and be open to the idea that there could be more of these than is immediately apparent. Employers can define the right metrics and track them to make sure the new flexible model is working.

At a more macro level, a world in which millions of people no longer routinely commute has meaningful implications for the commercial core in big urban centers and for commercial real estate overall. Likewise, such a world implies a different calculus for where Americans will live and what types of homes they will occupy. As technology emerges that eliminates the residual barriers to more distributed and asynchronous work, it could become possible to move more types of jobs overseas, with potentially significant consequences.

In time, the full impact of flexible working will be revealed. Meanwhile, these data give us early insight into how the working world is evolving.

For more on the imperative for flexible work and how organizations can respond, please see McKinsey.com/featured-insights/ Future-of-the-workplace .

André Dua is a senior partner in McKinsey’s Miami office;  Kweilin Ellingrud is a senior partner in the Minneapolis office;  Phil Kirschner is a senior expert in the New York office, where Adrian Kwok is an associate partner and Ryan Luby is a senior expert; Rob Palter is a senior partner in the Toronto office; and Sarah Pemberton is a manager in the Hong Kong office.

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Mentorship, skill building, meaningful work: Schwartz Business School Research Internship provides invaluable opportunities

Diving into critical, sometimes overlooked, areas of research this summer was a remarkable opportunity, say three Gerald Schwartz School of Business students—Emily Head, Landyn Pitts and Abby Steen—each recipient of the Schwartz Business School Research Internship Award.

The $8,500 award, which provides up to 14 weeks of research work under the mentorship of a StFX faculty member, offers business students an opportunity to enhance their learning by engaging in research on topics that matter to industry and to society.

The three students focused their work on topics that included the gaps in corporate social responsibility reporting relevant to Indigenous communities and the extraction industry; tax evasion through roundtripping and how it changed during COVID-19; and how female soccer players are valued to determine their salaries.

INCREDIBLY MEANINGFUL

“This research opportunity has been incredibly meaningful to me as it allowed me to dive deep into a critical and often overlooked area, how the extraction industry impacts Indigenous communities and how corporate social responsibility (CSR) reporting can sometimes obscure the real issues,” says Emily Head, a fourth year honours management and leadership student from Eastern Passage, NS, who worked under the supervision of Dr. Brad Long.

Ms. Head conducted research titled "The Story Not Told: Gaps in Corporate Social Responsibility Reporting Relevant to Indigenous Communities and the Extraction Industry."

“My research specifically focused on the extraction of minerals and ores essential for the energy transition, such as lithium, cobalt, and nickel. These resources are critical for renewable energy technologies but are often extracted from lands near Indigenous communities, leading to significant environmental and social conflicts,” she says.

“By utilizing the Global Atlas of Environmental Justice (EJAtlas), I aimed to build a comprehensive database that highlighted these conflicts and exposed the gaps in CSR reporting related to the extraction industry’s impact on Indigenous communities.

“It was a chance to contribute to the ongoing discourse on CSR and to highlight the stories that are often pushed under the rug.”

Ms. Head says the experience will benefit her significantly as she plans to pursue a master’s in environmental studies in sustainability management and or public administration.

“The skills and knowledge I gained through this research will serve as a strong foundation for my future academic endeavours, especially in understanding the intersections between corporate behavior, environmental conflicts, and Indigenous rights.

“What stands out to me most is the profound gap between what is reported in CSR documents and the actual impacts felt by Indigenous communities. A significant aspect of this research was uncovering the lack of genuine Indigenous governance in the decision-making processes of the extraction industry. Despite the presence of agreements and CSR initiatives, Indigenous voices and governance structures are often sidelined or insufficiently recognized. This marginalization leads to conflicts and a disconnect between corporate actions and the needs and rights of Indigenous communities. The absence of robust Indigenous governance in these processes underscores the need for more inclusive and equitable approaches that truly empower Indigenous communities to govern their own lands and resources,” she says.

ENHANCED KNOWLEDGE, CONFIDENCE

Landyn Pitts of Antigonish, NS, a fourth year honours finance student who is also taking a minor in math, says the experience enhanced her knowledge, confidence, and discipline, which she will carry forward in her academic and career pursuits.

She researched tax evasion through roundtripping and how it changed with the COVID-19 pandemic. Working under the supervision of Dr. Bhavik Parikh, they considered factors such as relationships between countries, government styles, tax policies, and pandemic regulations/restrictions.

“Dr. Parikh’s mentorship and the connections that I have been fortunate to make have broadened my perspectives on potential career paths and future opportunities,” she says.

Ms. Pitts says as a student-athlete, dedicating this summer to research allowed her to immerse herself in her thesis work, and that Dr. Parikh's support, along with this opportunity, has made completing her honours achievable.

“For me, a highlight of this experience was finding a balance between working independently and collaborating with others. I was encouraged to problem-solve and use critical thinking while also being able to discuss and work as a team with Dr. Parikh.”

EXPANDED UNIVERSITY EXPERIENCE

“This opportunity has meant a lot to me by allowing me to really focus on my research over the summer and expand my knowledge on a topic that I am interested in. I am very grateful to have gotten this opportunity, and it has helped me a lot by having further motivated me to get ahead on my thesis. I also had knee surgery over the summer and this research award allowed me to feel like I had a job while working on my thesis throughout recovery,” says Abby Steen of Ottawa, ON.

The fourth year honours accounting student, who is also taking a minor in sport management, began data collection for her research. She expanded the literature reviews she had been working on throughout the final semester of her third year and created frequency tables on how female soccer players were valued (based on their performance, social media status, physical attractiveness, etc.) to ultimately determine their salaries.

She also looked at news articles, online posts, and other sources relating to pay and equity in women's professional soccer as well as stayed current on news regarding the new Canadian women's professional soccer league, the Northern Super League. Towards the end of the summer, she worked on a proposal to submit to a conference for feedback on her research thus far.

Ms. Steen, who is co-supervised by Drs. Mark MacIsaac and Rhonda McIver, says the experience impacted her by giving her an opportunity to learn more outside of the classroom and in a different manner through research. “It has helped me to develop more time management, self-discipline, and organizational skills, as well as to encourage me to balance being an independent learner while also collaborating with my supervisors. These are all skills that will benefit me both currently and in the future.

“I'd like to highlight that this is such a good opportunity for students and gives you the chance to expand your academic university experience in a personalized way.”

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StFX is located in Mi’kma’ki, the unceded ancestral territory of the Mi'kmaw people. The Mi'kmaw name for Antigonish is Nalikitquniejk, meaning ‘place where branches are torn off.’ 

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Accountant II, Research Finance (work from home Pennsylvania resident)

Job summary.

Responsible for learning accounting functions utilizing Workday grants module of the ERP system and learning the advanced features of financial software programs (Microsoft Excel and Access), while performing accounting functions in an auditable fashion for assigned areas. Performs duties to support the goals and objectives of the Geisinger Health System in its efforts to provide quality patient care and patient satisfaction. Under the direct supervision of the Research Accounting Manager with direction from the Sr. Financial Analyst.

• Handles day-to-day accounting and reporting functions for grants and contracts using Workday in addition to PC-based applications such as Excel, Word, and Access and establish technical proficiency to help other members of the research community.
• Performs monthly tasks related to the general ledger closing process for assigned areas including preparing timely journal entries with appropriate supporting documentation, performing account analysis and preparing management reports.
• Creates new awards in the grants module, creates applicable invoices and follows up on accounts receivable timely.
• Works closely with the Office of Sponsored Projects, Controllership and various research project personnel to report on award balances, especially with regard to significant gains and losses. Works with project personnel on any applicable adjustments. 
• Provides communication (written and oral) to Geisinger personnel and sponsors regarding grant & contract specifics and stipulations.
• Assist with all audits and reviews
• Recommends improvements to existing systems and assists with implementing new databases or new processes which will improve efficiency and enhance productivity.
• Participates in special workgroups or team meetings as needed. Responds to inquiries and requests as needed, assists in special projects and performs other related duties as assigned.
• Promotes the Geisinger image in all associations and conducts his/her behavior in a professional manner.

Work is typically performed in an office environment. Accountable for satisfying all job specific obligations and complying with all organization policies and procedures. The specific statements in this profile are not intended to be all-inclusive. They represent typical elements considered necessary to successfully perform the job. *Relevant experience may be a combination of related work experience and degree obtained (Associate’s Degree = 2 years; Bachelor’s Degree = 4 years).

Position Details

Internet requirements:

​ Employee required to have/supply: Cable modem, (high speed, only - No DSL or Wireless Cellular Service or Satellite Service) The minimum requirement is:

• •25 MBPS UP
• •75 MBPS DOWN
• •<150 ms Ping Required
• •<30ms Jitter Required

Computer must be connected to the internet via Ethernet cable; wifi is not permitted unless a Virtual Private Network (VPN) is used for the wifi connection

Our Purpose & Values

About geisinger.

Founded more than 100 years ago by Abigail Geisinger, the system now includes ten hospital campuses, a 550,000-member health plan, two research centers and the Geisinger Commonwealth School of Medicine. With nearly 24,000 employees and more than 1,700 employed physicians, Geisinger boosts its hometown economies in Pennsylvania by billions of dollars annually. Learn more at geisinger.org or connect with us on Facebook , Instagram , LinkedIn and Twitter .

Our Commitment to Diversity, Equity and Inclusion

Geisinger values who you are, where you are from, and where you are going. We seek out people of various backgrounds and cultures with unique abilities, non-traditional career paths and ambitious aspirations. We are an Affirmative Action, Equal Opportunity Employer. Women and Minorities are encouraged to apply. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability or their protected veteran status. Read more about Our Commitment to Inclusive Recruiting .

Our Vision & Values

Everything we do is about making better health easier for our patients, our members, our students, our Geisinger family and our communities.

KINDNESS : We strive to treat everyone as we would hope to be treated ourselves.

EXCELLENCE : We treasure colleagues who humbly strive for excellence.

LEARNING : We share our knowledge with the best and brightest to better prepare the caregivers for tomorrow.

INNOVATION : We constantly seek new and better ways to care for our patients, our members, our community, and the nation.

SAFETY : We provide a safe environment for our patients and members and the Geisinger family.

We offer healthcare benefits for full time and part time positions from day one, including vision, dental and domestic partners. Perhaps just as important, from senior management on down, we encourage an atmosphere of collaboration, cooperation and collegiality. We know that a diverse workforce with unique experiences and backgrounds makes our team stronger. Our patients, members and community come from a wide variety of backgrounds, and it takes a diverse workforce to make better health easier for all.

We are proud to be an affirmative action, equal opportunity employer and all qualified applicants will receive consideration for employment regardless to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran.

Our Benefits

We offer healthcare benefits for full time and part time positions from day one, including vision, dental and prescription coverage.

OUR PURPOSE & VALUES: Everything we do is about caring for our patients, our members, our students, our Geisinger family and our communities. KINDNESS: We strive to treat everyone as we would hope to be treated ourselves. EXCELLENCE: We treasure colleagues who humbly strive for excellence. LEARNING: We share our knowledge with the best and brightest to better prepare the caregivers for tomorrow. INNOVATION: We constantly seek new and better ways to care for our patients, our members, our community, and the nation. SAFETY: We provide a safe environment for our patients and members and the Geisinger family We offer healthcare benefits for full time and part time positions from day one, including vision, dental and domestic partners. Perhaps just as important, from senior management on down, we encourage an atmosphere of collaboration, cooperation and collegiality. We know that a diverse workforce with unique experiences and backgrounds makes our team stronger. Our patients, members and community come from a wide variety of backgrounds, and it takes a diverse workforce to make better health easier for all. We are proud to be an affirmative action, equal opportunity employer and all qualified applicants will receive consideration for employment regardless to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran.

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“I’ve been surprised by the community our floor has even though we can all work different days and different shifts. We celebrate successes and life events for employees and patients — that’s what makes it a fun place to work!”

Jillian Schaeffer

Nurse Assistant

A place where you can lead a healthy lifestyle and follow your dreams.

Best employer for healthy lifestyles   – National Business Group

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Java Development Work From Home Part Time Internship

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Only those candidates can apply who:

1. are available for the work from home job/internship

2. can start the work from home job/internship between 6th Sep'24 and 11th Oct'24

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About aadhvik technologies.

Causal Reasoning in Software Quality Assurance: A Systematic Review

• Giamattei, Luca
• Guerriero, Antonio
• Pietrantuono, Roberto
• Russo, Stefano

Context: Software Quality Assurance (SQA) is a fundamental part of software engineering to ensure stakeholders that software products work as expected after release in operation. Machine Learning (ML) has proven to be able to boost SQA activities and contribute to the development of quality software systems. In this context, Causal Reasoning is gaining increasing interest as a methodology to solve some of the current ML limitations. It aims to go beyond a purely data-driven approach by exploiting the use of causality for more effective SQA strategies. Objective: Provide a broad and detailed overview of the use of causal reasoning for SQA activities, in order to support researchers to access this research field, identifying room for application, main challenges and research opportunities. Methods: A systematic literature review of causal reasoning in the SQA research area. Scientific papers have been searched, classified, and analyzed according to established guidelines for software engineering secondary studies. Results: Results highlight the primary areas within SQA where causal reasoning has been applied, the predominant methodologies used, and the level of maturity of the proposed solutions. Fault localization is the activity where causal reasoning is more exploited, especially in the web services/microservices domain, but other tasks like testing are rapidly gaining popularity. Both causal inference and causal discovery are exploited, with the Pearl's graphical formulation of causality being preferred, likely due to its intuitiveness. Tools to favour their application are appearing at a fast pace - most of them after 2021. Conclusions: The findings show that causal reasoning is a valuable means for SQA tasks with respect to multiple quality attributes, especially during V&V, evolution and maintenance to ensure reliability, while it is not yet fully exploited for phases like ...

• Computer Science - Software Engineering;
• Computer Science - Artificial Intelligence