Research Fellow (112033-0826)

Informal Queries

• For informal queries, please contact Ed Smith (Assistant Professor) at Ed.g.smith@warwick.ac.uk.

Project Title: NSF/BIO: The role of gene copy number variation in host-microbe interactions

Funder: BBSRC

We are seeking to appoint a Research Fellow to join a new project on “The role of gene copy number variation in host-microbe interactions”, supported by a BBRSC/NSF research grant. This collaboration with the Reitzel Lab at UNC Charlotte will address how immune gene copy number variation alters host responses to immune stimuli, shapes the microbiome, and governs host-pathogen interactions.

In this role, you will lead on aspects of the wider project that are aligned to your research expertise. You’ll be expected to integrate multi-omic datasets, perform whole organism experiments, and undertake subsequent molecular analyses.

About the group/team

You will join the Smith Lab in the School of Life Sciences at Warwick University (please see https://warwick.ac.uk/fac/sci/lifesci/people/esmith/ and https://www.edwardgsmith.com )

We and the wider University of Warwick environment offer substantial opportunities for professional development including regular opportunities to attend international conferences.

We are looking for someone with expertise in organismal biology or evolutionary ecology but we also welcome applications from people with backgrounds in developmental biology, immunology, genomics, or bioinformatics. You will have expertise in linking genomic variation to phenotype and a keen interest in structural variation and/or pangenomics. This should be supported by hands-on experience with 'omics' datasets (ideally including long-read sequencing data) and a background working with invertebrates or non-model species. Experience generating transgenic lines would be an advantage.

You are equally comfortable with wet-lab and computational work. You are a creative and independent researcher with strong problem-solving skills, able to work both as part of a collaborative team and on your own initiative.

For details on the experience and skills required, please refer to the job description attached as a PDF below.

PhD Status

If you are near submission of your PhD, or have not yet had it conferred, any offers of employment will be made at Research Assistant level, at the highest spinal point of pay grade 5 (£34,610 per annum).

Upon receipt of evidence confirming the successful award of your PhD, you will be promoted to Research Fellow, at the lowest spinal point of grade 6 (£35,608 per annum).

School of Life Sciences

For further information about the School of Life Sciences please see our website at

http://www2.warwick.ac.uk/fac/sci/lifesci

We believe that collegiality, openness, inclusivity and diversity are essential for an excellent research and teaching environment. Our workplace ethic has enabled us to gain the Athena SWAN Silver award. We are dedicated to building a diverse and inclusive workplace and encourage applications from all groups with protected characteristics traditionally under-represented in STEM fields. As part of our ongoing commitment to addressing gender equality under the Athena Swan chartermark, we would particularly encourage and welcome applications from female academics.

We are a world-leading research-intensive university founded in 1965. We are ranked 74th in the world and 9th in the UK.* Additionally, 92% of our research is rated world-leading or internationally excellent.**

Find out more about us at warwick.ac.uk/about/.

* World University Ranking 2026, Complete University Guide 2026

** Research Excellence Framework 2021

Closing Deadline: Sunday 6th September 2026 at 11:55pm (UK Time)* 

To apply, please click APPLY below and submit an application form by the closing deadline. 

You will be asked to include a CV and Cover Letter. These documents should:

• Outline employment and education history (including your most recent employment).
• Demonstrate how you meet the essential and desirable criteria in the Job Description using clear examples.

Please ensure your application clearly evidences the essential criteria, as the hiring panel may not be able to shortlist your application if these are not demonstrated.**

• Interview Date: To be confirmed 
• Start Date: 1st October 2026

* Applications must be submitted through the warwick-careers.tal.net portal before the closing deadline. We recommend completing your application form in good time, as the advert will automatically close at the deadline.

** You are welcome to include any career breaks, such as parental leave, caring responsibilities, or long-term sickness absence. For guidance on how to format a cover letter, see here.

We provide a comprehensive range of benefits, including:

• An attractive pension scheme.
• 30 days holiday plus University Christmas closure.
• Generous parental/adoption leave policy.
• Onsite childcare facilities.
• Excellent learning and development opportunities.

We recognise the importance of a healthy work/life balance and offer access to flexible working arrangements.

Where possible, we offer hybrid working arrangements that combine office-based and remote working. Opportunities for hybrid working will depend on the requirements of the role, business needs of the department and can be discussed during the recruitment process.

For more information, see here.

We are proud to be a Living Wage employer.

Equality, Diversity, & Inclusion

Warwick is committed to fostering a diverse, inclusive and respectful community where everyone can thrive. We welcome applications from all backgrounds, cultures, and communities, and actively encourage candidates from underrepresented groups to apply.

Find out more about our Social Inclusion work at Warwick.

Find out more about our awards and accreditations.

We are also one of the six founder institutions of the EUTOPIA European University Alliance.

Safeguarding & DBS

The University of Warwick is committed to safeguarding and promoting the welfare of all those we work with.

• Roles involving regulated activity are subject to a Disclosure and Barring Service (DBS) check at the appropriate level, in line with the DBS Code of Practice.
• The University will ensure that anyone subject to a barring order does not undertake any work with the barred group (children and/or adults).
• All employees, volunteers, and partners are expected to share our commitment to safeguarding.

Rehabilitation of Ex-Offenders

The University will not discriminate against applicants who make a disclosure relating to a conviction.

Disclosures at application stage are only visible to the DBS team, not to hiring panels. This ensures fairness and removes bias from the shortlisting process.