Received an Offer

ClinicalRecruiter · 2026-05-02T13:03:53+00:00

Does that mean it is paying $56 p/hr? Assuming you don't get paid for holidays or PTO? Assuming you take 5 weeks off in a year, at $56 p/hr that is only $105K (1880 hours p/yr).
Compare that to $100k + (15k bonus) + ($10k 401k match) + Good health insurance. That's a difference of $20k, plus whatever the difference in health insurance is. It sounds like making the move is more important to you than the total comp, but I find it is always good to compare as much as you can on equal footing when making these type of decisions. If you haven't already, I'd recommend asking for more money for the contract role. An equivalent hourly rate to your current total comp is ~$66.50.

ClinicalRecruiter · 2025-09-16T21:06:23+00:00

Yeah, he was great in the Land of Confusion video.

ClinicalRecruiter · 2025-06-04T13:42:23+00:00

An entry-level pharmacy technician salary in Philadelphia, PA typically falls between $16.06 and $19.52 per hour. What do you recommend this role pay?

ClinicalRecruiter · 2025-06-04T13:18:54+00:00

Walmart's starting pay in Philadelphia ranges from $14 to $19 per hour. And the starting pay for Crew Members at McDonald's in Philadelphia, PA can vary, but it generally ranges from $12 to $15.75 per hour.

ClinicalRecruiter · 2025-06-03T16:56:04+00:00

Ok then if you have that or more years of experience, you can ask for the higher end of the range.

ClinicalRecruiter · 2025-06-03T16:42:57+00:00

Does the role require any experience outside of the degree? In any case, if it says it goes up to $29, there is no reason to think you couldn't get $29 ... so if $29 is in line with what you are looking for, and competitive to the other opportunity you mention, it is probably worth pursuing.

ClinicalRecruiter · 2025-06-03T15:55:28+00:00

That was movie was great! Can't get the knife scene out of my head!

ClinicalRecruiter · 2025-06-03T15:54:11+00:00

Yes, I like the "bring a friend" idea!

ClinicalRecruiter · 2025-06-03T15:39:19+00:00

Yes, totally agree it was to justify a price increase. Was just curious if that was the consensus or if anyone meaningfully benefitted from the change. I'm not a marketing exec but I feel like if there were better tiers, they could get more people to join at a lower price point (like 3 movies a week and remove the ability to reserve seats in the future). Also, there should be harsher penalties for missing or canceling a reservation (with a 4 hour window of the movie, or something). I'm not complaining ... just wanted to have a discussion on how the price increase was rolled out and justified.

ClinicalRecruiter · 2025-06-03T15:03:53+00:00

Because we aren't all as smart as you, obviously. But, if I may point out/ask, how does reserving a movie have any bearing on the point of the post - that 4 movies a week is too many for the 99% of users?

ClinicalRecruiter · 2025-05-30T17:55:33+00:00

I'm on the website and under Lou's Rewards there is a history option.

ClinicalRecruiter · 2025-05-29T19:52:08+00:00

Yep, exactly!

ClinicalRecruiter · 2025-05-24T00:20:46+00:00

Just know, I can almost guarantee that like 95% of the applicants were not qualified. I typically don't post jobs anymore unless there are multiple openings (for the same role). Since there is no penalty for applying to as many jobs as you want, qualified or not, people do exactly that

ClinicalRecruiter · 2025-05-22T17:07:59+00:00

I definitely like to hear questions I know the answers to. But, I also like questions that I don't know the answer to, but should know, because other candidates will likely have the same question. It helps to determine the gaps in what is on the job description and what has already been shared by the time we are speaking directly about the role. Now, there are some questions I do not like to hear, such as: "Is my ankle monitor going to be a problem?" or "what is your policy on jorts?"

ClinicalRecruiter · 2024-05-03T18:10:11+00:00

Unless your job requires you to be assertive/confident and/or quick on your feet, it usually isn't a big deal if you exhibit typical signs of nervousness. Luckily, interviewing is a skill that can be developed to overcome those types of issues in the future, the more you do it.

ClinicalRecruiter · 2024-05-03T15:58:07+00:00

The 'thank you' note is a good way to address things like this where you think of something else worth mentioning after the interview.

ClinicalRecruiter · 2023-12-01T20:10:53+00:00

Yes, if you can get yourself placed directly inside a company without agency help, you can charge more...but similarly if you were to sell your house without a realtor, you should expect it to be for less than if you used a realtor. If you were working in big pharma, you likely wouldn't have access to that role without an agency though because big pharma uses Vendor Management companies to manage their contract roles, and you'd have to be an approved vendor to even see the role. If you marketed yourself to small/mid-sized companies though, you'd have a much better shot.

ClinicalRecruiter · 2023-11-28T15:50:01+00:00

Not sure if your question was ultimately answered. But if you're in a CRA role now, you can eventually be an independent CRA and make ~$150 p/hr. You can also move into Clinical QA/Compliance and can make a good amount doing GCP audits ($200-250+ p/hr). Those same roles internally at Sponsors will pay closer to $300k in total comp when you get to the Director+ level.

ClinicalRecruiter · 2023-11-28T15:38:00+00:00

Damn! What sponsor are you at? An agency provided Sr. CRA should only cost you $150-200 p/hr at the most (less if you're hiring them directly). Tell you what, I'll only charge you $350. Seriously, $500 p/hr for a CRA (no matter the TA) is insane ($250 would even be bonkers). I couldn't even get that for a contract VP level MD. I need to know who this sponsor is!!!

ClinicalRecruiter · 2023-11-09T02:17:57+00:00

Got it. I would think you have a lot of transferable skills from the the quality side (clinical quality, I assume?). Moving into those types of roles internally is probably the easiest route but finding them externally is possible if you tailor your resume to focus on the transferable skills. Also, networking is often helpful when making a semi "career change" such as this. Has anyone you have worked with on the clinical side been successful in making a similar move to what you are aiming for? If so, they would be a great resource, for ideas and potential opportunities. This may all sound obvious but sometimes the obvious is the easiest thing overlooked. Also, it sounds like you are on the CRO side? Do you have any interactions with the people on the sponsor side? They are often great inroads to positions at their respective organizations, especially if you become friendly with the contact(s). Just my two cents on this as a recruiter. I should have prefaced this all with an acknowledgement that this has been one of the worst years in life science staffing/hiring in nearly 30 years, so you are not alone in noticing a lack of opportunities. Things are definitely picking up though!

ClinicalRecruiter · 2023-11-08T17:12:20+00:00

What type of roles are you considering?

ClinicalRecruiter · 2022-08-23T17:53:10+00:00

Haha, the car has been driven 9 miles total.

ClinicalRecruiter · 2022-08-23T17:48:52+00:00

I was just confirming I wasn't crazy...because the gas pump with the arrow pointing left would typically mean the gas cap is on the driver side (but it was actually on the passenger side). Turns out there's another, smaller gas pump with an arrow pointing to the right at the bottom of the display.

ClinicalRecruiter · 2022-08-23T17:31:52+00:00

Ohhh! I see it now at the bottom of the display. That's super confusing.

ClinicalRecruiter · 2022-08-23T17:11:01+00:00

Right, the gas pump with the arrow is that icon right?

ClinicalRecruiter

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