Variable Hours Research Assistant

University of Oxford
Oxford
11 months ago
Applications closed

Related Jobs

View all jobs

AI & Data Science Manager / Senior Manager

AI & Data Science Manager / Senior Manager

AI & Data Science Manager / Senior Manager

frog -Managing Consultant - Data Science (Customer Data)

frog - Senior Consultant - Data Science (Customer Data)

AI & Data Science Manager / Senior Manager

Oxford Internet Institute, 1 St Giles, Oxford, OX1 3JS The Oxford Internet Institute – founded in 2001 - is a multidisciplinary research and teaching department of the University of Oxford, dedicated to the social science of the Internet. We have an exciting opportunity to join the Digital Wellbeing Group at the Oxford Internet Institute, University of Oxford. This is a fixed-term, variable hours role, starting from 1 April 2025 and ending on 28 December 2025. The successful candidate will be expected to work an average of 9 hours per week (with some weeks varying from 0 to 20 hours) but to a maximum of 350 hours total for the duration. The work is based in Oxford but there may some opportunity for occasional remote working in the UK only. In this role, you will assist in designing and managing a randomized controlled trial aimed at uncovering the causal impacts of reducing gaming on physical activity levels, sleep quality, and overall wellbeing in young adults. You will work closely with Dr. Tamás Andrei Földes, Dr. Nick Ballou, and Dr Sabrina Norwood, utilizing advanced data collection tools and sophisticated statistical analyses to contribute to groundbreaking findings in the field of digital behaviour research. You will be responsible for:

Developing and implementing the study protocol, including participant recruitment, randomization, and retention strategies.  Coordinating the study timeline, ensuring all phases (monitoring, intervention, and follow-up) are executed smoothly.  Overseeing the deployment and maintenance of actigraphy devices and a digital media use time tracker for tracking physical activity, sleep patterns, and technology usage.  Administering daily surveys and ensuring accurate and timely data entry, maintaining data integrity and confidentiality.  Providing technical support for participants in case of problems with the data collection systems  Such other comparable duties as may be required by Dr Földes, Dr Ballou and Dr Norwood 

You will have: • a bachelor’s degree in Psychology, Public Health, Behavioural Science, Data Science, or a related field.• experience designing and conducting randomized controlled trials with human participants.• be proficient in participant recruitment, compensation, and retention.• be proficient in administering surveys and managing data collection. It is essential that the successful candidate have a strong understanding of ethical research standards and open science practices, along with excellent organisational skills for managing timelines and budgets.

Subscribe to Future Tech Insights for the latest jobs & insights, direct to your inbox.

By subscribing, you agree to our privacy policy and terms of service.

Industry Insights

Discover insightful articles, industry insights, expert tips, and curated resources.

Maths for AI Jobs: The Only Topics You Actually Need (& How to Learn Them)

If you are a software engineer, data scientist or analyst looking to move into AI or you are a UK undergraduate or postgraduate in computer science, maths, engineering or a related subject applying for AI roles, the maths can feel like the biggest barrier. Job descriptions say “strong maths” or “solid fundamentals” but rarely spell out what that means day to day. The good news is you do not need a full maths degree worth of theory to start applying. For most UK roles like Machine Learning Engineer, AI Engineer, Data Scientist, Applied Scientist, NLP Engineer or Computer Vision Engineer, the maths you actually use again & again is concentrated in a handful of topics: Linear algebra essentials Probability & statistics for uncertainty & evaluation Calculus essentials for gradients & backprop Optimisation basics for training & tuning A small amount of discrete maths for practical reasoning This guide turns vague requirements into a clear checklist, a 6-week learning plan & portfolio projects that prove you can translate maths into working code.

Neurodiversity in AI Careers: Turning Different Thinking into a Superpower

The AI industry moves quickly, breaks rules & rewards people who see the world differently. That makes it a natural home for many neurodivergent people – including those with ADHD, autism & dyslexia. If you’re neurodivergent & considering a career in artificial intelligence, you might have been told your brain is “too much”, “too scattered” or “too different” for a technical field. In reality, many of the strengths that come with ADHD, autism & dyslexia map beautifully onto AI work – from spotting patterns in data to creative problem-solving & deep focus. This guide is written for AI job seekers in the UK. We’ll explore: What neurodiversity means in an AI context How ADHD, autism & dyslexia strengths match specific AI roles Practical workplace adjustments you can ask for under UK law How to talk about your neurodivergence during applications & interviews By the end, you’ll have a clearer picture of where you might thrive in AI – & how to set yourself up for success.

AI Hiring Trends 2026: What to Watch Out For (For Job Seekers & Recruiters)

As we head into 2026, the AI hiring market in the UK is going through one of its biggest shake-ups yet. Economic conditions are still tight, some employers are cutting headcount, & AI itself is automating whole chunks of work. At the same time, demand for strong AI talent is still rising, salaries for in-demand skills remain high, & new roles are emerging around AI safety, governance & automation. Whether you are an AI job seeker planning your next move or a recruiter trying to build teams in a volatile market, understanding the key AI hiring trends for 2026 will help you stay ahead. This guide breaks down the most important trends to watch, what they mean in practice, & how to adapt – with practical actions for both candidates & hiring teams.