Pharma has a new face. A mass move towards the prioritisation of operational resilience is changing the shape of the pharmaceutical industry, and opportunities await. Emerging from a three-year high, the delayed funding, supply chain insecurity, and soaring demand for talent have taken their toll on the life sciences.Still, the recession-resistant industry soldiers on, and it’s never short on innovation. A range of influences exert pressure on the pharma space, and decision-makers will need to embrace new methodologies to compete.Whether that’s:Technological Maturity – Pharma has been slow to adopt new tech (tech 4.0) in the past, but this is changing. The transformative impact of AI-powered IoT tech, blockchain, extended reality (EX) and curative therapies are becoming difficult to ignore.Flexible Working – employee expectations have changed. Remote working is no longer a trend but rather a concrete change. The majority of pharma companies have adopted some form of hybrid working, giving rise to a new era of operational complexity. Developing a robust flexible working infrastructure will strengthen organisational competitiveness.Retraining, Upskilling, and Transferrable Skills – as companies scramble to draw from a wider talent pool, a solution to the candidate shortage lies in transferrable skills. Retraining and upskilling, and expanding the scope of the talent search can help plug gaps while simultaneously lowering the attrition rate.Searching, Securing, and Retaining TalentAlongside the fierce competition for talent, pharma companies must navigate the persistent issue of poor retention. Burnout is a key culprit, surfacing time and again across the pharma space. A recent global survey from O.C. Tanner discovered that nearly 50% of employees working in Biopharma found their work exhausting, with 30% reporting feelings of emotional frustration.Talent management should be woven into the fabric of operational strategy to have a hope of improving long-term outlook. Salaries alone won’t solve the issue, not when candidates have so many other options available.What Can You Do About It?Create Access to Learning and Development – Stagnant careers do not benefit anybody, least of all the employees. L&D is a way to bypass this stagnation and accelerate a culture that thrives on innovation.Establish Resource Groups – In many ways, all business productivity is a by-product of company culture. It’s a cornerstone of the life sciences that often sits neglected. Employee-led resource groups, diversity and inclusion initiatives, flexible working time and wellness benefits all contribute towards a more desirable workplace.Optimise your recruitment process – Tackling the problem at an earlier stage in the talent acquisition process can go some way to preventing burnout later on down the line. Clear role responsibilities, expectations, transparent career pathways, and a supportive culture can all be precedents set (and upheld) by hiring managers at the beginning of the talent pipeline.Specialist SupportThe team at BioTalent have had the opportunity to support many pharma companies during periods of tough growth. As specialist recruiters, we have the tools, knowledge, and network to deliver more than just talent, we can provide our clients with the means to embed sustainable, long-term change.If you need any help navigating through the choppy waters of the modern pharma space, our specialist recruitment consultants can provide it. Get in touch with the team here to find out more.

Breakthroughs in the life sciences have the habit of changing lives for the better, but it’s not just the end-user that benefits. The industry sports boundless opportunities for those wishing to make an impact, many of them life-changing.Times are changing, and industry access is more widely available today than it has been in decades. You don’t need a PhD to explore the latest BioTech jobs, nor do you need a lifetime of experience to take on a data science & AI career.Whether you’re hoping to enter the industry for the first time or make a career switch, it’s worth thinking about just how life-changing careers in the life sciences can be.Hands-On ImpactThe BioTalent team talk to hundreds of candidates, many of whom want little more than to work a hands-on role at the leading edge of innovation. For a chance to work closely with life-saving science, areas like biopharma, medtech, research & development, and clinical trials are worth delving into.From drug discovery to the development of sustainable fuels, there are opportunities to pioneer products that change the shape of the future, contributing to a healthier, happier humanity.The meteoric rise of mRNA tech is a prime example in recent history – Moderna’s first clinical batch of COVID vaccines was rolled out in just 25 days following regulatory approval of the mRNA-led methodology. By embarking on a career in the life sciences, you could be part of a ground-breaking journey just like this one.Global OpportunitiesAn increasingly globalised industry, the life sciences present plenty of opportunities for international work. Be it fieldwork or openings for remote careers, the life sciences space is no stranger to international collaboration. If you’re hoping to move around and experience a range of scientific perspectives and methodologies, it could be the best move.Typical roles that involve travel include compliance monitoring, audit reporting, CQV engineering, biologists, and statistical analysts, although it’s common for most roles to incorporate some form of travel (the industry is famed for its international conferences).Interdepartmental collaboration is often an essential part of life sciences jobs too, so you will likely have the opportunity to explore new career paths once you’re inside the industry, and they can take you to some incredible places.Competitive CompensationLife sciences careers tend to come with a substantial wage premium, partly thanks to the overwhelming talent demand we’re seeing recently. Alongside the base salaries, professionals in this industry can expect to enjoy a slew of benefits, such as stock options, bonuses, healthcare coverage, and many upskilling opportunities.SpecialisationSpeaking of upskilling, the life sciences are home to some of the most highly specialised professionals in the working world. If you’re hoping to hone your skills and direct your experience towards a particular area, where better to look than emergent fields in the life sciences?Bioprocessing & MSAT (Manufacturing Science & Technology) jobs are prime examples – much of the science is brand new, presenting an opportunity for ambitious individuals to truly make their mark.Support from BioTalentOur expert recruitment consultants are equipped to help anyone who wants to explore jobs in the life sciences. If you want to talk about all things careers, life sciences, or the current layout of the wider industry, reach out to the team today.​

In a worst-case scenario, your ideal candidate eclipses the competition, sails through the interview stage, expresses their desire to join your company, and turns down the job offer. This frustrating phenomenon is (unfortunately) par for the course in the recruitment world, but when it’s happening frequently, something’s not working. It could be your employer brand.Reputation is revealing. A Glassdoor study revealed that 84% of job seekers say a company’s reputation matters, labelling the era as one of ‘unprecedented transparency.’ Access to information has never been easier – it’s good news for those with a sturdy employer brand, and awful for those without.As organisations across the life sciences vie for talent, demand is sky-high. Competing for the best on the market means standing out (in the right way). Here are some tips on how to build a better reputation.Respond to Your ReviewsWhether they’re good, bad, or somewhere in between, reviews are there to be seen, and so are your responses. Responding to reviews allows you to show potential candidates that you care about what people have to say.The best responses can even turn negative reviews into positive outcomes for your business. Is a disgruntled employee leaving a bad review? You’ve got the chance to address their pain points and showcase your active approach to problem-solving.Streamline Your Interview ProcessIs your interview process infinitely long? Word of a terrible candidate experience gets around quickly, potentially hindering your chances of attracting talent in the future. Specialist recruiters are equipped to help you mitigate this and improve your end-to-end process, so make sure to leverage their skill sets.On the other side of the coin, a streamlined recruitment process is an enticing prospect for a candidate, particularly one who wants to get started as soon as possible (speed being a critical advantage in the recruitment space). Communication is the bedrock of a good process, so remember to keep an open dialogue with your candidate.Build a Personal BrandCandidates are doing their due diligence. They will likely scope out your hiring managers and team members online, and if they do, what kind of personal brands are they going to find? Strong personal brands not only distinguish your people as thought leaders in their field, but they can illuminate your company culture.In many ways, employee personal brands are far more representative of a business than the overarching company brand.Leverage the Power of EventsThere is no shortage of incredible communities and events in the life sciences. At BioTalent, we know the power that a strong community has in the recruitment space. It creates access to opportunities for underrepresented individuals, drives equity in the life sciences, enriches brand footprints and establishes safe spaces for highly engaged talent (It’s partly why we established the Race in STEM community).Leverage the power of events to get involved with the wider industry and make your presence known in your niche. It’s a great way to meet potential clients, candidates, investors, and even business partners that might have otherwise been invisible to you.As diversity-led recruitment specialists, we’re invested in our community network. If you need help with any aspect of the hiring process, reach out to the team today – we have the network, the people, and the passion needed to nurture change makers.

​The rising tide of tech is transforming the shape of life sciences, but a historic lack of digital maturity has sparked concerns about the speed of progress. Supply chain management in the biopharmaceutical space is a prime example – industry growth is driving demand for increasingly complex logistical solutions, and digital agility could be the answer (for the 86% of biopharma leaders planning to invest in it). Breakthroughs are still commonplace, and there’s been no shortage of exciting news recently. Here are some of the eye-catching developments made in the world of the life sciences recently. Moderna and Merck & Co Granted PRIME DesignationModerna and Merck & Co are taking the fight to Melanoma, the deadliest form of skin cancer – the European Medical Association (EMA) have granted the Priority Medicines designation to their personalised cancer vaccine, the mRNA-4157/V940, alongside Keytruda. The PRIME designation is given to medicines that focus on solving major unmet medical needs, enhancing the level of support given to the drug developers, not least of all an expedited time-to-market. It represents a new avenue of positive patient outcomes in an area that typically lacks therapeutic options, a positive step forward in the personalised medicine space,Tubulis and Bristol Myers Squibb (BMS) Join Forces to Develop ADCsTubulis are in the process of ushering in a new biopharmaceutical era through their unique approach to Antibody-Drug-Conjugate Design. By leveraging a vast collaborative network of industry specialists, Tubulis are poised to make an even bigger impression on the future of ADC drug development. On April 20th, Tubulis joined forces with Bristol Myers Squibb, a titan of the biopharmaceutical industry and regular inhabitant of the Fortune 500 list, to form a strategic licence agreement. The potential deal value is over $1 billion and involves an upfront payment of $22.75 million, as revealed on Tubulis’ website. Breakthroughs in Biocomputing?Biocomputing (the design and manufacturing of computers with biochemical integrants) witnessed a breakthrough recently in the form of ‘organoid intelligence,’ also known as, ‘intelligence in a dish.’A team led by John Hopkins University Baltimore raised a proposal for a new biological computer powered by millions of human brain cells (The Financial Times), and with it, they’ve stumbled on some important ethical questions, mainly regarding the consciousness, and, consequentially, the handling of the brain cells. While it may be many years in the future until we see anything like a biocomputer, organoids are very much in use now, primarily in biomedical research where they’re being used to detect drug toxicity, analyse organ development and help identify accurate methods of personalised drug treatment in patients. Ethics in A.I. Ethics in A.I. might be the most pressing topic of the era. Geoffrey Hinton (hailed as ‘the godfather of A.I.’) recently left his job at Google, carrying with him an unsettling warning for the future of the space: ‘No one will know what’s true anymore.’The life sciences stand to benefit immensely from A.I., provided that biased systems can be mitigated, and we’ve seen its positive effects already, from leading-edge disease detection systems to AI-enabled prosthetics. If you’re interested in learning more about the latest goings on, follow the BioTalent team on LinkedIn for regular industry updates and insights! Our specialist recruitment consultants are equipped with industry knowledge to help you uncover the best opportunities on the market.  

​What is it like to work at BioTalent? We caught up with Louise Cleland, Senior Consultant, to discuss her career growth and job highlights.​How did you get started at BioTalent?For about six months during the pandemic, I had been actively searching for a job in the recruitment industry. After interviewing with several companies, I finally discovered Trinnovo Group, which includes BioTalent. What stood out to me about this organisation was the opportunity to work across a diverse range of industries. As someone with a particular interest in life sciences, I was drawn to the prospect of pursuing this field. I felt persistent in achieving this. In my conversations with other companies, I didn't feel a strong connection or positive energy during the interviews. The atmosphere seemed intense, and I sensed that the work environment could be competitive and cut-throat.What drew you to apply?One thing that really caught my attention was the emphasis on diversity and inclusion, which was a unique feature I had not encountered in my previous job search.I was also drawn to the growth opportunities available within the company. It was important to me to work for an organisation where I could continuously develop and progress in my career. The strength of the company's life sciences division further piqued my interest, as it was an area that was rapidly expanding, and I was eager to be a part of that growth.During the interview process, I was pleasantly surprised by the welcoming and conversational atmosphere. It was the first time I had experienced such a relaxed and friendly interview, which put me at ease and made me feel comfortable.​​In what ways has enabled BioTalent your career growth?I have been with the company for nearly two years now, having started as a trainee with no prior experience in recruitment. I was fortunate to participate in the Fast Futures Programme, which provided me with the necessary training to progress from a Trainee to a Senior and soon to be a Principal. My growth within the company is a testament to the support and opportunities available to employees.​At our company, we have the autonomy to take charge of our own desk and pursue our passions, especially in niche areas of markets. This is something that is actively encouraged, and it has allowed me to focus on what I am most passionate about.One of the standout features of our company is the regular visits from industry experts who provide us with hands-on training and insights into our markets. This has been instrumental in expanding my knowledge of medical devices, RA, and QA. It has also enabled us to stand out in a highly competitive market.​​​Why do you like working for BioTalent?Diversity and inclusion are topics that I am incredibly passionate about, and it's evident how this translates into my work. The supportive and nurturing environment of the company has played a significant role in this.The entire team is like a family, and we are all friends who enjoy hanging out outside of work. Being able to be ourselves without fear of judgment has been a crucial factor for me. I appreciate that if I have an idea for an event or a conference that will expand my knowledge and benefit my work, it is actively encouraged.Working with such fantastic people has enabled me to grow tremendously as a person, and I am more confident in my abilities. Learning from some of the best in the industry has been an invaluable experience, and I am grateful for the opportunity to work alongside them.​What advice would you give to anyone considering a career at BioTalent?At our company, we believe in embracing your unique self and not feeling the need to change anything about yourself. This approach is actively encouraged as it fosters an environment where everyone can be their authentic selves.​It's essential to embrace every opportunity that comes your way, even if it means stepping out of your comfort zone. I have grown so much since starting with the company and am now much more confident in my abilities. I would encourage everyone to embrace discomfort as it can lead to incredible growth and opportunities to thrive.​Would you like to work alongside Louise and the team? Find out more about working for BioTalent and the wider Trinnovo Group. You can also get in touch with our in-house talent lead, Rachel Gallaher at rachel.gallaher@trinnovo.com.

​BioTalent welcomed the ever-insightful Indy Ahluwalia to the office! Thank you Indy for sharing your expert thoughts on the pharmacovigilance space – it’s important that we learn from the brightest minds in the business, it helps us to stay consistent in providing a bespoke, informed service for our clients and candidates.In a hugely engaging session, we talked about the complex history and importance of drug safety, why it gets overlooked, where it fits in the product life cycle, and where advancements in AI can take pharmacovigilance next. (And of course, the wonders of ChatGPT).If you're looking for your next PV role, why not get in touch? Check out our jobs section to discover our live roles. #NurtureChangemakers#BioTalent

​The working world is a bustling interconnected network – organisations have a lot more on the line when it comes to building an employer brand nowadays, and it means they can’t afford to throw away their hard work by offering a poor candidate experience. News travels fast, especially bad news. A lacklustre recruitment process could hinder your chances of securing the best talent on the market. Thankfully, there are plenty of things you can do to bolster your recruiting efforts. The life sciences move fast. From the talent to the tech and everything in between. Here’s why your recruitment might need a bit of work (and how to do it).1. It’s too SlowSpeed and remuneration are typically the mainstay features of recruitment. At BioTalent, we’ve seen great companies lose out to top talent because they just didn’t move fast enough. There will likely always be demand for niche talent in the life sciences, it comes with working at the cutting-edge of innovation. High demand tends to translate into plenty of options for the candidate. If someone is in a hurry to move roles, they won’t wait around for a lengthy process. If they aren’t in a hurry to move, a speedy process is still a powerful tool – it can boost response rates, improve your talent pipeline, reduce the number of dropouts, and signify candidate investment. Tips to Improve – Use a specialist recruiter, automate your onboarding process, combine interview stages, use clear and concise job ads, make applying as easy as possible, and always communicate.2. There’s a Lack of CommunicationPoor communication can stunt a recruitment process like nothing else. Whether that’s a lack of candidate feedback or poor knowledge sharing with your recruiter, communication can’t be neglected at any stage of the process.Candidates deserve feedback and they need to be kept in the loop. If you’re not able to communicate their progress, a competitor will. Moreover, people expect feedback. Whether that’s application confirmation, interview reports, or even general check-ins. A good recruiter can enrich this part of the process with ease, provided you can let them know the details. ·      Tips to Improve – Prioritise transparency and feedback, leverage the right channels of communication (what does the candidate prefer?), personalise your comms, provide regular updates, articulate and stick to a timeline. 3.    It’s not InclusiveAn inclusive employer brand starts long before you start the talent hunt, it starts with your messaging. Is your company’s online presence showcasing inclusive, accessible language? The same can be said of your job ads – biased and coded language can turn applicants away before you even have a chance to meet them. The process itself needs to be accessible too. Are you prepared to make reasonable adjustments? Some interviews fail because they don’t accommodate the needs of the candidate. Everyone deserves an equitable chance to excel in their prospective role. Tips to Improve – Use a bias decoding tool to write better job ads, write a diversity and inclusion statement, commit to regular bias training, measure progress with data, increase representation amongst your hiring managers, set diversity targets, and update your D&I policy to better reflect the current landscape. 4.    It Doesn’t Attract the Right CandidatesAre you struggling to reach the right people? The cost of a bad hire might be more than you initially thought – according to HR News, a bad hire can cost a business £114,000 per employee on average. There’s also the damaged morale and the stunted business growth to consider, and in a highly competitive talent market like the life sciences, avoiding hiring mistakes has never been so important. Golden opportunities await those that can navigate the talent shortages and match the right people with roles they can thrive in. Tips to Improve – Write more specific job ads, showcase your company values and mission, widen your search (transferrable skills are invaluable in emergent areas like bioprocessing), promote your culture, get creative with your perks, keep communication open, get to know your candidates better, and consider employees from alternative academic backgrounds5.    You’re Looking in the Same Old NetworksHiring managers who leverage the same old networks won’t come up with the results as quickly as a specialist life sciences recruitment partner will. Plus, you’re having to compete inside the same talent pool. Many employers fall into the location-first trap approach too, and while this is certainly a main consideration, it might be worth shifting focus to a skills-first search if you can’t find candidates. Tips to Improve – Use a specialist recruiter with access to a wider talent network, source overseas talent, look outside your hiring manager’s network, and utilise marketing to make your brand stand out from competitors in the right way. Support from BioTalentHere at BioTalent, we use a people-first approach to hiring in the life sciences, underpinned by our diversity, equity, inclusion, and belonging methodology. By drawing from our unique community networks, we can create access to underrepresented, hard-to-reach talent that you won’t find anywhere else. We can pinpoint the right talent at the right time, even if that time falls smack bang in the middle of a candidate shortage. Our specialist consultants have the means, passion, tools, and network to tailor a solution to your talent challenges. If you have any questions at all, reach out to the team for support here.

​The life sciences are driven by the ebb and flow of innovation, piloted by technological advancements, regulatory red tape, and an elite talent pool. Many emerging life science companies are operating in uncharted territory – sectors like Bioprocessing & MSAT are pushing the limits of scientific knowledge, contributing to even wider skill gaps. In many cases, the tech being used across the industry is not too dissimilar, it’s just the market outcome (and the end user) that differs. For employers to fill skill gaps, they’ll need to look beyond industry experience and shift focus to candidates with transferrable skills. What do some of those skills look like? Digital SkillsThe world’s digital transformation has driven demand for tech talent sky-high, and the life sciences are no exception. The industry is now forced to (or rather, able to) compete with a range of sectors for a chance to hire from the same talent pool. Widening the search criteria and sourcing digital tech talent from other sectors is not lowering the bar, it’s expanding the number of options available. Candidates with a strong background in digital tech will have a penchant for critical thinking, problem-solving, and communication, making them a compelling target even without direct experience in the life sciences. Analytical ReasoningBig data is a mainstay of the life sciences. Its transformative power has been leveraged in nearly every cornerstone of the industry (the average clinical trials generate 3 million data points). Professionals in this space with the ability to analyse and interpret data efficiently are extremely valuable. Employers can assess analytical skills by looking at an applicant's educational background, previous work experience, and ability to solve complex problems during an interview.AdaptabilityWorking at the leading edge of innovation demands adaptability. Candidates with the ability to wear many hats, solve new problems under pressure, and think critically and creatively are a must in the life sciences. To find adaptable candidates (and any great candidate in general) you must be an adaptable employer. The new generation of candidates has different wants and needs, and at a time when they have more options available than ever before, setting yourself apart from the competition with a strong employer value proposition is critical. It’s worth looking out for candidates who: ·      Have demonstrable experience working in diverse teams·      Are naturally curious·      Present strong interpersonal skills·      Can remain resilient in the face of ever-changing challengesWhat Do You Need to Offer as an Employer?Targeting transferrable talent isn’t enough on its own – the responsibility falls on life sciences companies to inspire candidates to make the move in the first place. Is your business making a positive impact on wider society? Can you offer a purpose-driven role that enables your employees to make a difference in the future of the life sciences? If you need support with your hiring process, we’re here to help you. BioTalent’s consultants have the reach and the passion needed to deliver talent into hard-to-fill roles. If you have any questions about our diversity-led hiring methodology, or you need some advice when it comes to attracting and retaining candidates with transferrable skills, get in touch with the team here.

​Are there big moves being made in the UK's artificial intelligence space? It certainly looks like it. The DSIT (Department for Science, Innovation, and Technology) recently unveiled plans to ‘turbocharge’ growth in the sector – the policy paper, ‘A pro-innovation approach to AI regulation,’ emphasises collaboration and adaptability in a new context-driven framework.While the introduction of new legislation looks unlikely to happen anytime soon, the paper is a hopeful (and timely) indicator of what’s to come. This represents an exciting new era for the life sciences, as the AI grey spot has long been a point of contention in the development of new medical technologies. Here’s what we might be able to expect from the proposed changes. Innovation at PaceTechnology has a habit of outrunning compliance frameworks. When regulations fail to keep up, it’s not uncommon to see innovation suffer. This is perhaps most obvious when looking at the ongoing communication challenges between manufacturers and notified bodies, an issue that the EU’s MDR reforms are aiming to resolve.By delegating trust and responsibility among the expertise of existing regulators, the proposed ‘principles-based’ framework could allow for greater flexibility, creating more space for innovation in the process. A Stronger Regulatory NarrativeMoving away from the wild west era of AI will likely require a stronger regulatory narrative – establishing said narrative with government support could be part of the wider solution. Building public trust in AI is a major objective for the new framework, and it will need to minimise confusion to achieve it. AI-led healthcare solutions remain a difficult subject for many, with trust sitting at the centre of it. Be it the lack of trust from patients or the hesitancy from EHR (electronic health record) vendors to buy into AI systems, transparency and clarity must improve. Business OpportunitiesFrom predictive treatment to product acquisition, AI has already enriched many areas throughout the life sciences. Shifting the focus to the use case for AI rather than the technology itself could encourage further investment. This potentially opens up a possibility for what the DSIT is calling a ‘cross-cutting policy,’ a means to navigate around the limits of the current system. The Talent ChallengeFor stakeholders to benefit from the new framework in any meaningful way, they will need to ensure they have the right people on board. With any big changes, talent can be the difference between success and failure. We’ve seen it happen already – in December of last year, some organisations were forced to pull products from the market because they couldn’t cope with the costs of MDR compliance. If you’re hoping to prepare your business for the future of AI, BioTalent’s specialist staffing consultants are here to help. Whether you need to fill roles, benefit from talent guidance, or uncover insight into the shape of the current market, reach out to the team today to find out more.

Lynne is an experienced project and people manager with extensive knowledge of the life science commercial construction industry across multiple decades. She is an innovator and entrepreneur of solutions for the life science industry that increase project successes with fully digitized high-purity process piping in the field as well as new-to-market copper welding to improve outcomes. Lynne has just joined a team brining orbital copper welding to the marketplace. This will support increased worker safety (eyes and lungs) as well as increased performance. This is revolutionary in a variety of ways. Lynee is excited to be working with Critical Systems Inc, based in Boise ID to bring this to the market.What did you study and what got you into your profession?I studied at Randolph Macon Woman’s College. I took drafting and carpentry I was drawn to construction from a very young age, and enjoyed working with my hands and seeing the results of my labor come to life, I still do this to this day, I still get just as excited about projects today. My focus was Industrial Organizational Psychology with a Physiology Minor. What has been your biggest career achievement?I was a member of the amazing team that brought to life from a napkin list. This facility housed the world’s first ex-vivo lung perfusion process that makes typically discarded lungs and renders them transplantable at the end of their process. This facility facilitated many transplants from our first facility when we brought to life the second facility with Mayo, Jacksonville Florida Campus. When we cut the ribbon on the building, sitting in the first row was a proud and healthy recipient to enjoy the opening of the Florida facility. What is your current place of work and role?El sea is an Owner’s Representation firm supporting projects only in the life sciences and technology. My focus is now supporting Critical Systems, Inc. as their Director of Orbital Technologies. Critical Systems, Inc. currently supplies a large percentage of the countries stainless orbital welding machines to the skilled labor force. We are bringing to the market cutting edge welding technology solutions to practicing welders by introducing equipment with training.What advice would you give to your younger self?Trust your gut, hone that instinct and listen when it ‘warns’ you. Develop your own life advancement plan that includes a career advancement in addition to the other items in your life, family, friends, hobbies, and enjoyment it all fits together and you get to write your own adventure!There are unique challenges faced by female commercial construction project managers, and to provide them with resources specifically tailored to their needs. This could include offering networking opportunities, mentorship programs, or access to career development resources that can help them build successful careers in this field. Finally, it is important to recognize the importance of resilience and perseverance in the face of obstacles. As a female commercial construction project manager, you may have to deal with resistance from clients or coworkers who may not understand your unique professional situation. However, by maintaining an optimistic attitude and striving to continuously improve your skillset, you can achieve success. With dedication and hard work, there is no limit to what you can accomplish. What does an equitable space look like? How can this create an impact?Digitization and technology are equalizing space in terms of brute strength. An equitable work environment for the future of the workforce in science and technology should prioritize diversity, inclusion, and equity in a kind and compassionate way. This looks like an environment where people from all backgrounds can contribute their skills, ideas, and perspectives without fear of discrimination or exclusion. Employers are taking steps to ensure that everyone is given a fair chance to succeed, regardless of race, gender, sexual orientation, or any other factor. Mentoring and training around how to manage tough emotional situations at work should happen as you onboard employees, from day one having an open line of communication with a safe leader. Leaders are instituting hiring practices that actively seek out talent from minority populations, cultivating an environment of respect and understanding between employees with different backgrounds, and providing educational opportunities for all workers to increase their knowledge and skillsets.Additionally, employers should consider the implications of automation on the future workforce and focus on providing ‘upskilling’ opportunities to ensure workers are prepared for potential job changes. By creating a work environment that values diversity, inclusion, and equity, employers can create an environment where all employees feel valued and respected, as well as give everyone an equal opportunity to succeed. ​

​The life sciences are bustling with innovation – ambitious startups seek to solve the world’s toughest healthcare challenges, technological evolution is accelerating, and big data looks set to transform personalised medicine forever. It’s an exciting time for those looking to scale a business, but a tricky one too. In ultra-specialised niches, the right recruitment process can be the difference between success and failure. When you’re trying to scale a startup in the life sciences, pouring time and money into talent acquisition isn’t always an option. This is where a great recruiter can shine. As your business grows, you’ll need to make sure your people are equipped to grow with it. Here are just a few ways a recruiter can support your scale-up process.Keep the PaceAs one of the world’s fastest-growing sectors, the life sciences are a hotbed for career opportunities. For startups to match the pace of the industry, they need to identify, attract, and secure their candidates as soon as possible. Great talent doesn’t stay on the market long, especially not when they’ve got more options than ever before. Recruiters can reduce your lead time, giving you the edge over the competition in the process. A willingness to hire quickly might seem like screaming desperation, but in many cases, it plays to your strengths as an employer. It shows your candidate that: ·      You’re ready to invest in their professional development ·      They will have a critical position in your company·      Your internal processes are efficient·      You’re engaged and committed to the candidate's experienceA specialised recruiter will have the means, tools, passion, network, and industry know-how to dramatically shorten the time it takes to source candidates, and if you need support with your internal process at any point, you just need to ask. Building Your Employer Brand A strong employer brand is a powerful tool in the never-ending talent hunt, and it’s part of the process that many businesses struggle to conquer. In some cases, it’s a major barrier to successful growth, particularly when your company is yet to establish any kind of presence. Your recruiter can be the brand champion your company needs to attract candidates. A committed recruiter should know your company down to the molecular level, from the team culture to the core values and mission statement. How exactly does this help you scale your startup? ·      A brand champion can help you establish credibility in your niche, making your company more attractive to both candidates and potential investors.·      Your brand can be the means through which you compete for the best candidates available.·      Your reputation as an employer can play a pivotal role in the life of your business. News of a bad name gets around quickly, as does a good one (the bad one probably gets around faster though).·      A great employer brand turns your employees into advocates. It’s an ideal form of organic marketing goodness.·      Your scaling, so you’ll need people who are willing to scale and grow with you. An adept recruiter can tell your story to the people who need to hear it, and in a way that resonates.Streamline Your Internal ProcessesYour internal processes provide the sturdy foundations on which your business stands. It’s essential that these processes are effective and optimised, enabling you to maximise your time and budget. Recruitment is one of these processes. Your staffing agency can align your hiring goals with your long-term company objectives without losing sight of your ideal candidate. From the way you interview to your diversity, equity, inclusion, and belonging policy, a recruiter can do a deep dive into what works (and what doesn’t).Seasoned recruiters have seen many, many hiring processes throughout their weird and wonderful careers, and they should know what a winning one looks like. It usually has characteristics that look like this:·      Short lead times ·      Clearly defined job specifications and inclusive ads·      A strong foundation of clear communication·      Hiring managers with unconscious bias training·      Equitable assessment conditionsScaling a business is no mean feat. The two most powerful aspects in any scaling process are money and people, two areas in which a dependable recruiter excels. If you’re hoping to scale a business soon, reach out to the team at BioTalent, our specialist recruitment consultants can be the difference you need to thrive.   

To celebrate women's month, we are sharing some of our inspirational community members here at BioTalent.​Nahed Souadkia is a pharmacist with a Master in Pharmacy from the University of Nottingham. She obtained her PhD in Pharmacy from the University of Nottingham in 2010. Her research focused on understanding the mechanisms by which neglected tropical organisms bypassed the human immune systemtoinvade the body. She enjoyed having facetoface interactions with her patients while working as a pharmacist but her passionforpatient safety led hertoa new area: drug safety and pharmacovigilance.Nahed is proud of her career progression within the field of drug safety and pharmacovigilance. She appreciates every opportunitytolearn, which not only helped her become an expert in her field, but also benefited the roles she was in. Nahed takes pride in the quality of her work which translated intotransferable skills allowing hertoestablish compliant pharmacovigilance systems. Her leadership and experience inspire her teamtofollow in her steps and adopt a patient-centric culture.Nahed is currently acting as Pharmacovigilance Manager at CLINUVEL Pharmaceuticals Ltd. She continuestolearn on the job and expand her knowledge and expertise with the evolving pharmacovigilance world, something she would advise anyone interested in this field. Nahed believes that providing everyone with opportunitiestolearn and develop on a professional and personal level, by encouraging an equitable working space and embracing diversity, will help organisations retain talent and improve employee loyalty and commitment.

​From the digital overhaul to the glaring skills gap, the life sciences have challenges to contend with on all sides, and a talent-shaped hole is getting bigger as a result. The growing need for highly skilled business-critical talent has been exacerbated by the COVID tailwind, leaving even the biggest brands in business struggling to fill positions. In an industry built on innovation, the life sciences are under pressure to keep up with evolving tech – the right people must be there to pilot the sector to success. It’s not all doom and gloom. The life sciences are growing, investment opportunities are there, and there are ways to better navigate talent shortages. If you’re hoping to attract and retain top-flight professionals, here are some of our top tips. Build a Better Brand StoryWhy should a candidate choose your brand specifically? Building a better brand story helps you stand out, so it’s worth thinking about what you want to show your prospective employees, after all, they’re the ones who will be part of your journey. Have you built a game-changing new medical device? Did your team work on the COVID vaccine? Did you toil away with a skeleton crew of one until you broke the global market? Your progression reflects the opportunity to progress, your achievements represent your people’s achievements. Make sure to humanise your brand and lead with an authentic voice too, as it tends to resonate with those seeking a value-based role change. A strong mission statement can help your cause too, and the life sciences are home to some of the most important missions you’ll find anywhere. Focus on Diversity, Equity, Inclusion and Belonging Inclusive and diverse workplaces are attractive. They boost satisfaction rates, improve productivity, and contribute towards a much better brand value proposition for attracting new candidates. The life sciences are poised to solve tomorrow’s problems, but they need diversity of thought to do it in a way that reflects the needs of the population they serve. The life sciences have a representation problem – setting yourself apart as an inclusive employer (and ensuring you take the measures necessary to validate your claims) can grant you access to a much wider talent pool.Access to a wider talent pool is a key aspect of navigating shortages, and there are candidates out there. Use a Specialised RecruiterSpecialised recruiters have both the knowledge and the network to reach further than your hiring managers. At BioTalent, we underpin our entire hiring methodology with a DEIB-focused approach to the market, ensuring that we have the widest reach. Our specialist recruitment consultants have the passion, means and tools necessary to make a positive impact through recruitment, on both our clients and the communities we serve. If you have any questions about our mission or methodology, get in touch with the team today, we’re here to make a difference. Showcase Your Amazing PeoplePeople buy from people, and if it’s careers that you’re selling, it’s worth showing off how good it is to work for your company!Your social media presence can have a big role to play in this regard, as can any content you generate as a brand. Your candidate journey starts long before the application stage, so make sure the first thing they see is positive.    

​To celebrate women's month, we will be sharing some of our inspirational community members here at BioTalent.Meet Tamara Herceg. Tamara initially studied at University of Rijeka, Faculty of Economics, Croatia. She then started her drug safety journey in Clinical Hospital, Center Zagreb, and that experience inspired her to pursue a career in healthcare. Tamara had great leaders on this journey who motivated and inspired her, while simultaneously learning a great deal. ​This year’s International Women’s Day theme is ‘Embracing Equity,’ and we were keen to hear Tamara’s thoughts on how we can create an equitable space at work.‘For me, an equitable space is one where everyone is treated fairly, with dignity, respect and have equal opportunities. Individuals from diverse backgrounds are recognized for their perspectives, contributions and their differences are welcomed and not ignored.'

There’s never a dull day at BioTalent! The team are delighted to have attended the MHRA Symposium in the flesh this year, the place to be for the latest insights and updates into the UK’s pharmacovigilance landscape. With the proposed Consultation on Point of Care Manufacturing framework looking set to shake up life sciences soon, this year’s Symposium represented the perfect opportunity for BioTalent to connect and learn from future-focussed professionals. We heard from the ever-insightful: Christine GrayJames Pound Shirley StaggEwan NortonGraham CowellIan JacksonIan ReesJo ParkinJulio BenitezA big thank you to everyone who spoke, it’s great to see the Symposium back to its in-person form after a long three years! We were particularly enthralled by the engaging and entertaining talk on IAG processes and Compliance, and the critical importance of critical thinking. Events are instrumental in helping us build our networks and learn more from one another, it’s part of what makes our journey so exciting – if you want to join the conversation, we’re always happy to meet new people. Get in touch with the team today, we can find you an opportunity that enriches your working future. 

‘I joined Deep Science Ventures 3.5 years ago to develop science companies designing more curative therapies from scratch which is undoubtedly the achievement in my career that I am most proud of. Joining a team of 4 crazily driven people at the time to change the UK ecosystem to establish a new way of creating deep tech start-ups is no mean feat - talk about start-up troubles on steroids!’​To celebrate women's month, we will be sharing some of our inspirational community members here at BioTalent.Meet Kerstin Papenfuss, PhD MBA. Having always been fascinated by the molecular mechanisms that create life and how we get sick when things go wrong, Kerstin started out studying Molecular Life Science. The same motivation then led her to do a PhD in Cancer Research, as she found cancer extremely fascinating. The body turns against you and the cancer exploits all the failsafe mechanisms that are there to protect us. Kerstin started her PhD at the German Cancer Research Centre and then moved to a lab at Imperial College to work on novel treatment options within the field of tumour immunology. She has since spent ten years in leadership roles at impact-driven organisations advancing medicine and therapeutics (LifeArc and Cell and Gene Therapy Catapult) while also securing an executive MBA.This year’s International Women’s Day theme is ‘Embracing Equity,’ and we were keen to hear Kerstin’s thoughts on how we can create an equitable space at work.‘If I could give one piece of advice to my younger self, it would be that rather than waiting for opportunities to present themselves, go out and make them. I feel like I have woken up to this realization a bit late and am now making it for it. The same goes for equity really, where I have only realized over the last few years how big this issue truly is, and it makes me mad and I am very driven to change this. Having worked at DSV I have learned that most problems can be cracked by looking at a problem from all different angles. But in order to do so, you have to have access to all sorts of different brains and be able to think differently. This type of thinking can only happen in a truly equitable space that fosters contributions from everyone around the table.’

​The future is STEM, but whose future is it? Parents tend to have a tough time in the STEM space – the stats are hard to ignore, particularly as a push for more inclusive workplaces drags their experience into the limelight. A recent study found that nearly half of all new mothers and a quarter of new fathers leave their full-time STEM employment after having children, a symptom of the many imbalances that prevent a move to a more equitable future. Where do these barriers to progress lie? And what can we do to start making STEM work more viable for the world’s parents? The Cost of ChildcareThe UK has among the highest childcare costs on the planet, which exacerbated by the cost of living crisis, leaves some parents with a bleak ultimatum: to give up the unsupportive STEM career that doesn’t cover the bills. For those who require the use of a part-time nursery service, these bills now average out at over £7000 per year. STEM companies have a large part to play in making drastic improvements, provided they can adopt policies that provide tangible benefits for those who need to look after young children. It’s not a cost-sink either, but rather, an investment. STEM workers tend to be highly specialised, and in a talent-short market, struggling to retain those highly specialised employees spells disaster. As recession preparation sets in, mass layoffs populate the headlines and inflated wages start dropping, people are rethinking their working life, turning their attention towards better benefits packages that don’t necessarily mean higher base salaries. Providing parents with policies that actively support their situation, be it flexible working, paid parental leave, childcare vouchers, or in some cases, on-campus childcare. Top Tip: There’s a strong business case for supporting new parents, and it’s not just that highly skilled STEM workers are hard to replace. There are ways to implement new services without sacrificing too much budget either; companies like Cisco and Next have a salary sacrifice scheme in place for example. The STEM RationaleAs with the majority of the world’s sectors, STEM has its very own working culture, and unfortunately, it’s a culture that many associate with burnout-inducing hours. It’s rooted in truth too – an article in USA Today claimed that 40% of students are leaving STEM majors within four or five years, citing the ‘sink or swim’ nature of the ultra-competitive industry as a major driver behind the high turnover rate. For parents, who (generally speaking) already face an additional layer of stress in their home life, don’t need the added pressure of poor working culture. How do we overcome it on the path to meaningful change? The example must be set by the decision-makers at the leadership level. Be it through the introduction of a new policy, offering mentorship opportunities, or simply listening to the needs of their people (perhaps not as simple as it sounds for 3 in 4 managers). Top Tip: Celebrate excellence and platform parents in the STEM world. If you can see it, you can be it, a key remedy in the battle against underrepresentation. Structural ChangeAn environment that requires its people to prioritise work above all else is a detriment not only to parents but the entire workforce. Structural change is both necessary and inevitable as today’s employees represent a great deal of sway in the current landscape. Talent shortage or not, businesses will need to place a greater emphasis on developing an equitable, inclusive workplace if they want to attract anyone, parents or otherwise. Reforming and revitalising workplace culture starts with education. From bias training to mentoring to greater representation at the leadership level, even the smallest changes can alter the wider picture for the better.STEM stands on the leading edge of progression. Technological innovation and scientific discovery are defining features of an industry that’s constantly looking towards the future, so why should its culture get left behind? Top Tip: Cultural change and structural change go hand-in-hand. The way we look at parents in STEM careers needs to improve – all the policies in the world won’t make up for the cultural barriers, namely (and somewhat ironically) being seen as less committed. Here at BioTalent, we make it our mission to build more inclusive working environments for everyone, and that includes parents. By underpinning our staffing methodology with a diversity-led approach to life, we can place people in working environments that truly suit their unique needs. If you’re looking for an opportunity to thrive, reach out to the team at BioTalent today, we’re here to help.  

​Barriers in Biotech: To PhD, or Not to PhD? The Biotech industry is evolving, and so are the candidates. Biotech makes a habit of breaking through to weird and wonderful frontiers by the minute (hello, purple tomatoes), but is the PhD barrier standing in the way of even more meaningful progression? Many seem to think so. Education is undoubtedly a foundation of opportunity, but it’s also a politically and socio-economically charged barrier, especially in the recruitment space. While it’s true that many biotech companies filter their talent search through a PhD-shaped hiring lens, it might not be the best way to go when you need to find top candidates in a tight timeframe. You don’t need a PhD to excel in biotech (some positions even favour someone without a PhD), and this is even true of some highly technical roles we’ve seen cropping up recently. What’s changed? An Expanding Biotech IndustryAs the bioeconomy emerges from its infancy, the limelight shines on biotech and its outwardly expanding borders. Biotech has made more than a few big promises, and as the demand for alternative healthcare solutions sores, organisations (and the talent they employ) will need to step up. Expansion and growth of this kind often lead to increased demand for talent, and in biotech, this tends to be hard-to-find talent too. When your prime candidates are locked out by an academic prerequisite, you’re missing out on their very real, very capable skillsets. This has led plenty of hiring managers to favour demonstrable experience as opposed to traditional qualifications, effectively widening the available talent pool in the hope of catching that hard-to-reach talent before the competition does. The Industry Moves Fast In a constantly evolving landscape, adaptability reigns supreme. What good is an outdated qualification when the holder isn’t flexible enough to keep up with the changing times? Of course, a qualification represents an incredible number of highly desirable traits and talents, including dedication, perseverance, ambition, critical thinking, a commitment to excellence, and many others, but for many, the focus is shifting to the specifics. Candidates with a background in using specific technologies and techniques, in certain areas of work (data analysis, project delivery, regulatory expertise, and computational skills being prime examples) are often the ones on the modern hiring manager’s radar, and they’re not always the kind of skills you get from a PhD program. There are Alternative Pathways Out ThereThere are now many alternative educational pathways available for those interested in working in biotechnology, including vocational training programs that offer specialized training in key areas like laboratory techniques and bioprocessing. These programs provide individuals with the knowledge and skills necessary to work in the biotechnology industry without having to pursue a PhD to begin with – good news for those wishing that this particular corner of the life sciences was a little more accessible, considering the abundance of rewarding opportunities on show. These opportunities have arisen in the form of apprenticeships, student placements, and internal training, to name just a few. PhDs Are Not Always Needed for Leadership RolesIt takes a certain kind of skillset to be a leader in the life sciences, and it’s one that’s not necessarily earned through a PhD. Many companies are recognising that traits like business acumen are just as important as technical skills or academic expertise, and in many cases, it’s changing the hiring process entirely. A Move to More Inclusive Hiring ProcessesSpeaking of processes, we love a good process here at BioTalent, specifically the inclusive ones, and we’ve noticed a shift. Candidates have more sway than ever before – they know their talents are in demand, and they know they have options. Candidates have been calling out for more inclusivity for a while, and dropping the PhD barrier is an example of this. Below is our LinkedIn data on the gender split between male and female-identifying PhD and non-PhD employees in the UK Biotech industry, indicating that PhD-restricted hiring is potentially detrimental to gender equity in the sector:Employees with a PhD: 45% Female/55% Male​Employees without a PhD: 51% Female/49% MaleThe world of tomorrow should focus on breaking barriers, not establishing them, and one of the ways to do it is to move towards more inclusive hiring practices. It shouldn’t stop there though, as businesses must follow through from the hiring and searching stages and truly support their talent in a way that empowers them to thrive once they’ve joined the team. At BioTalent, our diversity-led methodology underpins everything we do. Whether you’re hoping to hire, or you’re hoping to get hired, we can match you with an opportunity that works for you. If you want to know more about our communities, our services, our people, or our mission, get in touch with the team today – we’d love to be a part of your journey.  

​Medtech takes pride of place as one of the most exciting and innovative areas in the life sciences. While medical technology comes in countless different shapes and forms, it’s all working towards a common goal: The betterment of society’s health. As the population ages, the COVID tailwind persists, and mounting pressure on healthcare services start to take their toll, the need for new and improved medtech solutions grows.Where can medtech fit in? And what kind of role will the life sciences have in the race to meet these increasing demands? As detailed in the UK government’s 2021 Life Sciences Vision report, recent advances in the life sciences have improved the length and quality of life on a global scale. A great deal has changed in the two years since that report, including the needs of the people. Moving Away from Traditional Healthcare ModelsAdvancements in medtech has made a shift from facility to in-home healthcare (without sacrificing quality) easier than ever before. Take SugarIQ, IMB’s collaborative project with Medtronic, a diabetes management app that can make real-time predictions and provide actionable insights. There’s also Proteus, the brand responsible for the world’s first FDA-approved ingestible digital sensor, a patient-centric device designed to make the remote monitoring of drug compliance seamless. The project ultimately fell through when Proteus filed for bankruptcy in 2020, but it stands as a lesson for today’s medtech startups, one of which being the extraordinary value of sourcing and retaining top talent. These projects (and many others like them) represent the dawn of a new era in at-home medicine, and, potentially, an industry-defining move away from traditional facility-based models. Like most areas that rest at the precipice of innovation, the regulations, methodologies and infrastructures take a while to catch up with the technology. The fate of Proteus is, in many ways, a prime example. Relieving the PressureHealthcare systems remain under constant high pressure, be it the NHS or the U.S. healthcare infrastructure, we’ve seen an increase in waiting times, a lack of beds, woeful understaffing, and poor access to GPs across the board. Medtech could serve as a way to ease some of those pressures, provided there’s an increase in take up. Virtual appointments have been around for a while now, but medtech’s potential stretches far beyond the diagnosis stage, acting as a real-time, real-world personal assistant to patients everywhere. As both investment and patient confidence in medtech increases, the widespread adoption of alternative tech looks set to continually change the healthcare world forever. The Call for STEM CandidatesBehind every great innovation is an even greater team of individuals. Advancements in the medtech space have given rise to a greater need for increasingly versatile STEM candidates. On the other side of the coin, medtech represents an opportunity to overcome some of the traditional challenges attributed to recruitment, particularly the training and upskilling involved with retaining a capable, progressive workforce. Here at BioTalent, we’ve worked closely with many of the world’s medtech companies, from multi-nationals to brand-new startups with big ambitions, and we’ve been able to deliver the talent that fits their unique needs. Whether you’re looking to build a team from the ground up, or you’re in the market for a new career of your own, our diversity-led hiring methodology ensures that we always put people first when it comes to life sciences recruitment. If this sounds like something you’d be interested in, reach out to the team at BioTalent today, we’re here to support you.

It brings us great pride to announce we have reached over 100,000 followers on LinkedIn! Thank you, to our Clients, Candidates, Colleagues and Communities for your unrivalled support in helping us reach this tremendous milestone. Our CEO and Founder James Cox said:‘What an achievement by the team. BioTalent hit a major milestone this week, gathering an incredible 100,000 followers on LinkedIn in just 5 years, putting them at the forefront of the life sciences community on the platform. A huge thank you to the marketing team, the sales consultants, the team leaders, and our amazing community for all playing a huge role in making BioTalent the distinctly unique and impactful brand that it is today!’