Postdoctoral Outlooks: Reflections

19.04.2026

General Introduction

As the academic world becomes increasingly competitive, with PhD students from CEE countries at a disadvantage in terms of information, training, and prospects for obtaining a postdoctoral position in Western Europe, this document aims to provide some guidance for the journey. It is based on my own experience with academia and should be taken as such, as a sharing of experiences which may be of help to other early-career researchers and to prepare PhD students for what may be ahead of them. The contextual purpose of this text is also to breach the gap between the experiences of PhD students and early-career researchers and the norms and expectations of academic institutions. And therefore, before getting to some of the practical points of the postdoctoral life in academia, a summary of the situation is in order.

Anti-inbreeding policies

Firstly, it is important to note that the practice of securing positions at Czech universities has changed significantly in recent years. The practice of inbreeding (employing own graduates) at Czech universities - prevalent for many decades - has been in the spotlight and at the centre of critique since the CERGE-EI study from 2020 [1, 2]. A 2021 report on inbreeding in Czech higher education by the Ministry of Education, Youth and Sports later recommended implementing tools and solutions for Czech universities, including, for example, distinguishing between mobility and professional experience abroad in job opening selection procedures [3]. The outcomes of this debate stem from research conducted both in Czechia and abroad which distinguishes (with somewhat strangely sounding typology) between categories of employees called "pure inbreds", "mobile inbreds", "silver-corded inbreds", "adherents", and "non-inbreds" (see more about the typology by Horta 2013 in Kohoutek et al. 2023: 290 [4]).

Since then, this debate has had a practical impact. As of early 2026, many Czech universities now practice what is generally understood as an "anti-inbreeding policy", stating a rule: do not hire early-career researchers (shortly after their PhD studies) for a position at the same department (or even university) where they have previously studied. However, since a position at the university often involves not only conducting research but also teaching (mostly in Czech), this, taken together with insufficient salaries in Czech academia, prevents people with PhDs from abroad from being hired in large numbers. The "anti-inbreeding policy", therefore, often includes a formulation that the character of "inbreeding" is reversed in the case of at least a year-long or six-months-long academic (professional, not only in a form of mobility) experience outside Czechia. This rule is relatively new, and although it is not enforced across all faculties and at all times, it is increasingly accepted as the norm rather than an exception. For example, the Faculty of Social Studies or Faculty of Arts at Masaryk University already implement anti-inbreeding policies in their strategic plans for research and doctoral studies [5, 6].

There are many reasons behind this policy, among them being efforts: 1) to diversify the skills and knowledge that departments embody, 2) to eliminate nepotism, 3) to break departments' academic isolation, 4) to replicate practices coming from prestige universities and, therefore, be seen as more credible, 5) to make departments more eligible for grant funding which often requires experience abroad, and 6) to place the responsibility for this type of academic career on individuals, who have to, so to speak, get into the wide world and fight over their place in academia with thousands of other early-career researchers. I am deliberately omitting the usual justifications here, such as acquiring new knowledge, skills, and professional networks; improving one's research and teaching abilities and productivity; transferring know-how; and generally enhancing the quality of an individual's academic work. All of these are part of the academic day-to-day activities, but they are not the primary reasons why the anti-inbreeding policies came into being. They are post-hoc legitimisations.

Shrinking academia

Secondly, the academic world is getting smaller each year - especially in the social sciences and humanities. Research funding is being cut worldwide, and many departments are declining in numbers or disappearing altogether. In the US, according to Nature's article in 2026, more than 7,800 research grants have been "terminated or frozen, with some 25,000 scientists and personnel gone from agencies that oversee research. Proposed budget cuts of 35% — amounting to US$32 billion."[7] In the UK, studies suggest that Brexit severely damaged higher education in the long run [8], and the new policy decision of the current government may lead to "an estimated £3.7 billion reduction in funding to higher education providers in England from 2024-25 to 2029-30" [9]. Overall, political and economic instability in many Western countries has reduced the number of open postdoctoral positions and increased competition. Moreover, as long-term positions at universities are often already occupied by professors - and, in the case of Czechia, this position is until retirement age - there are only very few opportunities to secure a permanent position. This situation will become even more dire in the years to come, as the number of university students is expected to decline as smaller population cohorts reach age 18. Since universities obtain funding based on the number of students they teach, their budgets will decrease, as will the need for more university teachers.

For PhD students coming to the end of their studies, this is a reality they have to face. Moreover, their journey to academia may end very quickly, as they are immediately outside the institution the moment they finish their studies, if they do not already have a position on a grant project. Also, the housing crisis in the Czech Republic, alongside insufficient support for research and higher education, can create challenging conditions for early-career researchers aiming to stay in academia [10]. However, if they are not discouraged by the odds and wish to proceed with a research career, there is one important distinction between several postdoctoral positions that they need to be aware of.

There are two major paths in academia: tenure track and independent researcher. People on the tenure track have to go through a public tender, and if accepted, they become part of the department's core team with teaching and research obligations. In Czechia, they are expected to write a habilitation thesis (docentura) and, in some cases, to become full professors (appointed by the president). Independent researchers, on the other hand, apply for postdoctoral positions for a fixed term, often funded by a grant project, or serve as external lecturers at multiple faculties simultaneously. The condition of public tender may or may not apply to them. The second position is often the one that early-career researchers apply to.

Postdoctoral positions: the path of an independent researcher

Looking at the positions that early-career researchers may apply for, there are several types. Apart from tenure-track positions, which often do not hire researchers without substantial postdoctoral experience, there are two major paths for the independent researcher. First is the fellowship type, and the second is the open position type.

The fellowship type means that the early-career researcher may apply for a number of different research schemes and fellowships that are regularly opened worldwide. These positions are usually for up to 3 years and focus on the applicant's research proposal. Some are limited by the number of years after obtaining a PhD, and others by the applicant's state of origin. Among the most well-known are Marie Skłodowska-Curie Actions (MSCA), the Humboldt Fellowship, the Max Weber Fellowship, the Fulbright Fellowship, or smaller ones such as the Jan Patočka Fellowship. The applicants are expected to develop a relationship with another department, co-write an application for a research project, and provide extensive reasoning why the institution should financially support their project. After these fellowships end, the researchers have to look for a position elsewhere; however, as some of these fellowships are quite competitive and highly regarded, they can significantly enhance their academic career in the future.

The open position type requires applying for either teaching or research positions at other universities which are generally posted on online platforms such as Euraxess, EUcalls, HigherEdJobs, or most likely on university websites, LinkedIn, or in newsletters from research institutions. These calls are for positions up to 5 years, often to work as a team member for a specific research grant (ERC) or very rarely for teaching positions.

Early-career researchers who need to leave their home university and want to stay in academia will probably end up on one of these two paths, neither of which is easier than the other. Both involve a great deal of uncertainty, relocation, and finding work in a different country every three years, which makes it difficult to form and maintain friendships and family relationships. There are indeed other opportunities, such as submitting grant applications in Czechia (GAČR or TAČR); however, the chance of having a successful grant application just after a PhD is very slim. Also, some may be lucky and apply for a new position at any Czech research institution or university. The need for professional experience abroad will, nevertheless, probably catch up with them in the future.

Postdoctoral Fellowships

Before applying for specific fellowships, researchers should consider several points that may enhance their chances of success, many of which begin at the PhD level.

Networking abroad: Many fellowships are built on cooperation with established departments and researchers who act as supervisors. Before applying, applicants must form a relationship with a potential supervisor, co-write the application, and obtain letters of recommendation. All of these will be much easier to secure if a relationship was established during PhD studies, for example, during a mobility period. Having co-authored an article with your potential supervisor or completed an internship at the department will also strengthen the application.
Project proposals: During the postdoctoral period, early-career researchers must apply for numerous fellowships - one may not be enough. Since some fellowships require research projects co-written with a specific supervisor, it is generally understood that applicants will not reuse these co-written applications for other fellowships at different departments, as the supervisor has already invested considerable time and energy into the project. Therefore, researchers are expected to have several research projects in mind that they can quickly adapt into fellowship applications at any time. This requires skills and preparation that should be cultivated during PhD studies.
Feasibility demonstration: Every project must demonstrate that the researcher can successfully achieve its aims and outcomes within the specified timeline. Such a demonstration has many layers: one is the overall structure and reasoning of the project (being neither overly nor insufficiently ambitious), and another relates to the applicants themselves - their skills, experience, and CV in general. Feasibility is most often assessed through the applicant's publication record. If they propose using a specific method, they should be able to prove they have already published materials using this method. If they promise to publish in high-tier journals (which is essential in today's fellowship market), they should be able to demonstrate their ability to write and publish such articles. This means that for many fellowships, substantial work must be completed before applying. This is one reason why many PhD programs focus on providing students with experience in writing articles and presenting at conferences. If early-career researchers from Czechia are expected to enter the academic market in the West, they will inevitably compete with early-career researchers from Cambridge, EHESS, or German universities, which in some ways have a stronger starting position in terms of feasibility. Therefore, if Czech universities want to prepare their students for the inevitable consequences of the anti-inbreeding policies, the PhD programs should openly reflect that.
Experience with research management/cooperation: Although this skill set is less critical at the early-career stage, having experience leading, co-leading or managing projects, journals, or academic groups - or at least participating in such activities - is beneficial. Leadership and project management are extensions of feasibility demonstration, focused on organizing conferences and symposia, coordinating European research networks and groups, or applying for research grants as part of a team. These experiences may be enhanced through active position in COST Actions on a selected topic. These are projects to which any PhD student or researcher may apply.
Teaching experience: Typically, research fellowships do not emphasize teaching experience - this is more important for positions with teaching responsibilities. However, experience with leading diploma theses and teaching is a bonus for the future.

There are several specific fellowships for early-career researchers that offer position at universities abroad. Among the most well-known are the following:

Fellowship Type	Location	Period	About
Marie Skłodowska-Curie Actions (MSCA)	Global/Europe	1-2 years	MSCA Postdoctoral Fellowships are among the most prestigious and competitive funding schemes in Europe. They offer financial support to researchers of any nationality to conduct research projects at institutions around the world. These two-year fellowships (with the possibility of a third year for global fellowships) require a collaborative proposal written jointly with a supervisor at the host institution. Without a supervisor from the host institution, the application cannot be opened in the EU system. This proposal must demonstrate the project's scientific excellence, impact and quality of implementation, with a specific focus on career development and knowledge transfer. Researchers may apply if they have obtained a PhD and have no more than eight years' experience in research from the date their PhD was awarded. Due to their high reputation and substantial funding, MSCA fellowships are extremely competitive, with success rates typically around 10%. They also provide an excellent foundation for any subsequent grant scheme under the Horizon Europe.
Humbolt Fellowship	Germany	6-24 months	The Alexander von Humboldt Foundation offers research fellowships to highly qualified early-career researchers of all nationalities and disciplines, enabling them to conduct self-designed research projects at institutions throughout Germany. These fellowships are highly flexible, lasting between six and 24 months (with the possibility of extension), and, unlike many other fellowships, Humboldt fellowships have no fixed application deadlines and can be submitted at any time. Applicants must identify and contact a host researcher in Germany who agrees to supervise their project.
Max Weber Fellowship	Italy - Florence	1 year	The Max Weber Programme at the European University Institute (EUI) in Florence offers postdoctoral fellowships, primarily in the social sciences and humanities. These highly competitive one-year fellowships (renewable for a second year) provide an opportunity to develop a doctoral dissertation into publications while being part of an international academic community. The programme emphasises interdisciplinary exchange and offers numerous seminars, workshops and professionalisation activities. Applications usually require a detailed research plan, the doctoral thesis, any publications or work in progress, and letters of recommendation. This fellowship is particularly valuable for researchers seeking to transition from their PhD work to establishing an independent research profile.
The Institute for Human Sciences (IWM) Fellowships	Austria	3-9 months	The Institute for Human Sciences in Vienna offers various fellowship programmes for postdoctoral researchers in the humanities and social sciences, typically ranging from three to nine months in duration. The most interesting of these for Czech PhD candidates or early-career researchers is the five-month Jan Patočka Fellowship at the IWM.
Fulbright Fellowship	USA	3-10 months	The Fulbright Programme offers postdoctoral research opportunities for scholars from around the world to conduct research at US institutions. These fellowships typically last between three and ten months, covering travel, living expenses and research costs. Applicants must propose a research project to be conducted at a host institution in the US and secure an invitation from an academic supervisor. The programme values academic excellence, the potential for cultural exchange, and applicants' plans to share their experience of the US upon returning to their home country. For early-career Czech researchers with a maximum of five years' experience since obtaining their PhD, applications are processed through the Fulbright Commission in the Czech Republic.
The Newton International Fellowship	Great Britain	2 years	Administered by the Royal Society, the British Academy and the Academy of Medical Sciences, the Newton International Fellowship provides funding for outstanding early-career postdoctoral researchers from outside the UK to conduct research at UK institutions. These two-year fellowships are open to researchers in all disciplines, and applications are assessed by the relevant academy based on the research field. Applicants must have completed their PhD within the last five years and must secure a host institution and supervisor willing to support their research project.
Max Planck Postdoc Program	Germany	3 years	The Max Planck Postdoc Programme offers early-career researchers a variety of opportunities to further their scientific careers. The programme comprises several components designed to enhance participants' careers, including a minimum three-year contract (with the possibility of extension), career development workshops and coaching offered through the Planck Academy, and a mentoring programme in which postdocs receive additional support from a second mentor alongside their supervisor. Positions are advertised twice a year, on 1 March and 1 September. Each call for applications will remain open for six weeks.

Individual Fellowships in Czechia

Czech academia and research institutions offer a few individual fellowships or follow-ups to the large foreign ones mentioned above. Their issue is usually a need for co-financing from a home Czech department and the requirement that the researcher remain an employee of the Czech university system; therefore, these fellowships offer only mobility, not professional employment abroad. They need to be consulted with the home department.

Fellowship Type	Period	About
Postdoc Individual Fellowship - Outgoing (GAČR)	3 years (2 abroad + 1 in Czechia)	Grant projects are expected to last three years, during which time the principal investigator spends the first two years abroad and the final year at their home institution, which co-funds their salary. These types of fellowships are therefore often offered to early-career researchers who already have a position at the department, and they are expected to share their new experiences with the home institution. Projects are expected to follow basic research, the scientific objectives and methodology of which are determined by the applicant and submitted through the GRIS platform.
OP JAK MSCA Fellowships CZ	1-2 years	This fellowship offers financing for incoming and outgoing researchers who applied for Marie Skłodowska-Curie Actions "fellowship" projects and received an evaluation of at least 70% of the total number of points, but who, due to insufficient financial resources in the given call, could not be funded. The fellowship is also co-financed by the researcher's home Czech department, and the researcher remains an employee of the Czech institution. However, this call will probably end in 2026.

Conclusion

This short essay is in no way a comprehensive list of all fellowships and opportunities available to early-career researchers today. Its aim is to provide an introduction to the topic for PhD students and researchers seeking more information on their options and the intricacies of academic life. As shown in the list above, there are many opportunities for conducting research abroad for researchers after their PhD studies; however, many of them are limited by the number of years after obtaining a degree, essentially establishing a race against time that can be stressful and painful to navigate, as it is often filled with rejection letters and uncertainty about the future. If the Czech academic system wants to enforce the anti-inbreeding policy more extensively, all PhD students should be informed and prepared for the road ahead.

References

[1] Macháček, V. and Srholec, M. (2020). Odkud se rekrutují výzkumníci na univerzitách? Studie 1/2020. Think-tank IDEA při NHÚ AV ČR. https://idea.cerge-ei.cz/files/RekrutovaniVyzkumniku/
[2] Keményová, Z. (2020). Na jedné univerzitě celý život. Jak vysoké školy brzdí v pokroku inbreeding. Universitas. https://www.universitas.cz/tema/4794-na-jedne-univerzite-cely-zivot-vysoke-skoly-brzdi-v-pokroku-inbreeding-ukazala-studie
[3] Hanuš, K., Kohoutek, J. and Sekerák, M. (2021). Akademický inbreeding v ČR: Limity, řešení a výzvy. Centrum pro studium vysokého školství, v.v.i. https://www.csvs.cz/wp-content/uploads/csvs-2021-akademicky-inbreeding_studie_final.pdf
[4] Kohoutek, J., Hanuš, K., and Sekerák, M. (2023). Academic Inbreeding at Universities in the Czech Republic: Beyond Immobile Inbred Employees? Minerva 62, pp. 287-304. https://doi.org/10.1007/S11024-023-09515-X
[5] „Kontrakt“ – Strategie pro výzkum a doktorské studium (2022–2027). Filozofická fakulta Masarykovy univerzity. https://is.muni.cz/do/rect/metodika/VaV/vyzkum/kontrakty/Kontrakt04_Filozoficka_fakulta.pdf
[6] „Kontrakt“ – Strategie pro výzkum a doktorské studium (2022–2027). Fakulta Sociálních Studií Masarykovy univerzity. https://is.muni.cz/do/rect/metodika/VaV/vyzkum/kontrakty/Kontrakt09_Fakulta_socialnich_studii.pdf
[7] Kozlov, M., Tollefson, J., and Garisto, D. (2026). US science after a year of Trump. Nature, 649, pp. 812-815. https://www.nature.com/immersive/d41586-026-00088-9/index.html
[8] Highman, L., Marginson, S., and Papatsiba, V. (2023). Higher education and research: multiple negative effects and no new opportunities after Brexit. Contemporary Social Science, 18(2), 216–234. https://doi.org/10.1080/21582041.2023.2192044
[9] Luzajic, J. (2026). The financial impact of government policy decisions on universities. Universities UK. https://www.universitiesuk.ac.uk/latest/insights-and-analysis/financial-impact-government-policy
[10] Zabloudilová, T. (2026). „Akademickou kariéru může u nás dělat snad už jen ten, kdo vlastní byt zdědil“. Universitas. https://www.universitas.cz/tema/13684-akademickou-karieru-muze-u-nas-delat-snad-uz-jen-ten-kdo-vlastni-byt-zdedil

Fellowships's medailons co-written with ClaudeAI.

Author: Tereza Menšíková, PhD
Department for the Study of Religions FF MU / Department of Sociology FSS MU
Brno, Czechia