​We’re delighted to have expanded our global presence by becoming part of global talent solution provider The IN Group. The deal will combine The IN Group’s specialist recruitment arm Investigo’s life sciences practice with our own, creating a specialist global life sciences division of over 50 experts and adding a presence in New York City, San Diego and Philadelphia to our existing offices in London, Zug and Boston. James Cox, CEO and Co-Founder of BioTalent, said: “Joining forces with The IN Group and Investigo’s existing life sciences team creates an exciting opportunity for our people at BioTalent and expands our US operation. Both companies have shared values and a commitment to creating a unique high performance culture. Combining BioTalent’s industry expertise with Investigo’s exceptional life sciences offering elevates our product offering for clients and candidates alike. Our team is excited about the future and about what we will achieve in this new combined offering as we take our business to the next level.” Nick Baxter, CEO of The IN Group, added: “James and his team have built an incredible business that is leading the way in the life sciences staffing sector. Coupled with our existing offering, our combined teams have an industry leading proposition that will excite both current and potential customers and candidates, bringing real value to the US market. These are exciting times for The IN Group and we’re thrilled to be working with such a talented team as we continue our expansion.” We’re very happy to be joining The IN Group’s family of brands and we can’t wait to work with the Investigo team as we continue to grow into new markets and geographies. Visit The IN Group Website

​​​‘Standing out in some way is part of the journey of life.’ In this episode of My Race in Science, we explored the infinite value of self-belief, mentoring, and meaningful allyship in the fight against discrimination in the life sciences space. From sharing stories to speaking up for others – you don’t need to have experienced first-hand discrimination to be an impactful advocate. While diverse teams are starting to populate senior leadership positions, the persistence of the ‘Old Boys Club’ mentality still acts as a barrier to progression for minorities in today’s world, particularly for women of colour. How do we break the mould and inspire change, and what does that process look like? ​

​​'You’re going to go through some hard times, but you’re going come out the other side.’ This episode of My Race in Science delves into the risks of ignoring changing terminology, the importance of mutual respect, and the necessity of representation at every level of the life sciences industry.We discussed the pitfalls and the positives experienced by people of colour in the LGBTQ+ community, the resources available, and the power of being yourself, even when the negativity around you starts to take its toll.How do we open up positive discussion? How do we empower others in the life sciences? It all starts with a willingness to learn.​

​​Happy International Women’s Day to our community! In line with this year’s ‘Embracing Equity’ theme, we caught up with the fabulous Dora Amene. Dora originally graduated from the University of Hertfordshire where she studied BSc in Pharmaceutical Science and MSc in Pharmacovigilance. Dora was involved in the Pharmaceutical Information and Pharmacovigilance Association (PIPA) committee, where she collaborated with industry professionals from diverse cultures and backgrounds sharing best practices with the wider membership in various companies and cites this project as her biggest career achievement to date. We also asked Dora what an equitable space looks like for her: ‘I see an equitable space as a place where there is a representation of diverse cultures, race, experience, and seniority in an organization be it within a department, its team members or the management/leadership team being able to collaborate and engage in both complex and non-complex conversations. Diversity, inclusion and equitable spaces in the workplace help create a culture where every employee feels a sense of belonging.’

​Yogesh’s career in pharma spans over 38 years and he has operated his own UK registered limited company for the past 12 years. All his formal education has all been in the United Kingdom and he is proud to be a British Citizen. Yogesh is also proud of his heritage and ancestorial roots in India and he has tried to integrate the best of both cultures. ​Yogesh developed a passion for the natural sciences as a young teenager at a London middle school when he was inspired by his chemistry and biology teachers. That led him on his journey in science higher education and then a career in the biopharmaceutical industry. ​​ ​The excellent training Yogesh received at David Begg Associates and the University of Strathclyde, for the qualification on eligibility as a Qualified Person (QP), taught him to understand the many risks associated with manufacturing that could lead to the making of a defective product or defects could arise via poor packaging and/or distribution controls that render a batch or part batch to become unsafe and/or ineffective. ​​ ​Yogesh is passionate about ensuring that everyone involved in the manufacturing, quality control and supply chain understand the risks and they follow the correct procedures for ensuring protection and control of the product for its Quality, Safety and Efficacy requirements. ​​ ​Yogesh promotes for a very good understanding of Quality Risk Management by all staff involved in drug product manufacture and control. The key message being is there is poor or no chance of a patient knowing a product supplied is defective in any way. And even a small number of defective units can cause harm or even death. ​​ ​Yogesh has lived and worked in the USA, Canada, UK, Switzerland and The Netherlands. He has a comprehensive understanding of the USA & EU regulations, quality standards and the expected requirements for the manufacturing, testing and certification of both sterile and non-sterile medicinal products including cell and gene therapy products. ​​ ​Qualified as a lead GxP auditor, Yogesh has played key roles, including principal lead for hosting Regulatory Agency Inspections for a number of companies. These inspections were highly successful for the company Yogesh represented. ​​ ​To date, Yogesh has conducted ca 25 national and international audits of 3rd party manufacturing organisations, quality control laboratories, API suppliers and a number of GCP inspections at Clinical Investigation sites. ​​ ​Yogesh is a Chartered Chemist, a member of the Royal Society of Chemistry, a member of the Royal Pharmaceutical Society of Great Britain, a member of the Research Quality Association (MRQA), and H is registered as a “Qualified Person” under the Permanent Provisions of the EU Directives.​​​​

​​Corryn Gardiner is a Director of her own Quality Assurance Consultancy who works with pharmaceutical companies to help with the set-up and/or ongoing maintenance and responsibilities relating to the Pharmaceutical Quality System and maintaining licences.After spending over 10 years working in Quality Assurance Corryn believes and strives for quality and compliance to work hand in hand, without one being compromised for the other. Corryn has worked at and supported global pharmaceutical companies and related organisations including Fisher Bioservices part of Thermofisher Scientific, Eisai, Roche and Alexion. In addition to her varied Quality Assurance roles across the lifecycle of a medicinal product, Corryn acts as a Responsible Person and Responsible Person of Import.Corryn holds a BSc in Biochemistry with Forensic Science from the Queen Mary University of London.​​

​​​Built with fresh thoughts from the some of the most brilliant minds in the industry today, our latest insights report examines the critical role of diversity in the life sciences space, and what the topic means for employees entering the field in the future. The life sciences thrive on the joy of collaboration between individuals from all walks of life. As an industry devoted to the preservation and progression of a global humanity, the life sciences should not be inhibited by the presence of discrimination, underrepresentation, or inequality, yet still, these ever-present factors continue to put up barriers in today’s world. We’ve come an incredibly long way in the last few years, with diversity and inclusion policies finding their way to the forefront of the conversation. Developing an environment in which everyone can thrive (and one where everyone is actively welcomed to do so), requires so much more than a tick box exercise – it requires action from everyone. We created this report to help raise awareness for professionals operating within the life sciences, and to act as a catalyst for inspiring meaningful conversation. Opening an Honest Dialogue has Never Been so Important In 2020, the murder of George Floyd reverberated around the world, manifesting in acts of widespread protest that transcended borders, launching the issue of racial inequality into headlines everywhere. The tragedy has been profoundly affecting for millions, underscoring the inherent need to discuss the topic of ethnicity openly and sincerely, a need that’s been quickly embraced by many in the life sciences space. Allison Jack, executive Director and Head of PV & Lifecycle Management Quality at a multinational pharmaceutical company, told us that opening up a conversation about race has helped everyone better reflect on what these events meant for the wider world, noting that, sometimes, getting everyone talking is one of the most powerful tools at your disposal. 'Have the conversations. A lot of the time, it’s just about the talking, and not being afraid to talk about race.’ Sharing experiences in an environment that encourages the freedom of an open dialogue is a prime ingredient in the recipe of inclusivity. Moving forward in a positive light means acknowledging individual experiences. When people from different backgrounds come together for this conversation, everyone has the opportunity to encourage positive progression. Allison went on to tell us about the value of initiatives like reverse diverse mentoring, a process that enables junior level employees of different ethnic backgrounds to educate their senior colleagues on the subject of race. Acting as a tool for both employee engagement and leadership development, initiatives that drive the conversation around diversity are vital in the journey towards building equitable workplaces. Societyisdiverse and organisations should allow everyone to celebrate the diversity of thought and behaviour that this represents. Bringing this into a company leads to a greater level of respect between one another, allowing people to feel more comfortable with who they are at work, while improving the level of understanding between team members. Allison went on to mention that: ‘There’s always something we can do, and I think part of it is not being afraid to talk about it.’ There’s a Shortage of Role Models There are 10,560 White science professors working in the UK, compared to just 65 Black professors, (The Guardian, 2021) serving as a major lack of representation in terms of the general population. A lack of representation is a recurring issue within the life sciences, and it’s happening on a disastrously wide scale. Poor representation results in absent role models, and for many, it’s very much a case of you can’t be what you can’t see. When we asked Corryn Gardiner, Director of a pharmaceutical consultancy company, if she had a role model on her journey in science, shespoke about the challenge of discovering role models within the space. She described how there was ‘not one person’ that she saw who inspired her to pursue a career in science. Consequently, she soon began to educate herself about her history as well as the pharma industry, which equipped her with the tools to grow and exchange knowledge with a future generation. ‘What I've had to do over over the years is educate and inform myself about my history, about the people around me and my industry, so that I can continue to grow as a person.’ Corryn’s statement deftly highlights the importance of adopting a future-facing outlook, one that advocates for the next generation of individuals entering the workforce. Passing on knowledge and sharing experience are key elements that will likely determine the size of the equality gap in the future, and in many respects, nurturing these elements begins with finding one’s own voice and recognising the wider value of self-promotion. For someone like Corryn, who thrives on finding a way to do what she’s told can’t be done, motivation is a spark that’s cultivated from within. Seeing people of colour in leadership roles can help ignite this spark and make the life sciences a more equitable, accessible industry for all. 'I think that's where we need to start. We need to definitely show the world the amount of people, women of colour that are in the workplace, in the CEO, Director, and Global head positions.’ The media has a part to play in this journey. Shifting the media’s mindset regarding what which roles ethnic groups can occupy, and where and how diversity is celebrated, requires a certain courage, one that enables people to address the challenges and issues facing those groups in society today. Undoubtably, this can be an uncomfortable topic to broach. Having allies in this space, having those conversations, can have a wide-reaching impact on the future. Sometimes, this means placing oneself in situations that are difficult to navigate, all in the name of enhancing the wider perspective. Make Roles Visible – Representation at Every Level The decisions made by businesses operating in the life sciences ultimately have an impact on the health of an ethnically diverse multi-cultural humanity. If those making the decisions aren’t representative of this inherent diversity, the relevancy of those decisions may lack the perspective necessary to develop effective solutions. Dipesh Mistry-Dhillon, the Regulatory affairs manager at a multinational biotech company, told us that: ‘There is still more to be done in terms of visible diversity. If you see it, you feel more comfortable being part of that organisation. Truly inclusive environments are able to present their diversity to the world long before the employee ever steps foot in the workplace. Candidates that have the opportunity to see a diverse workforce thriving from the outside they’re likely to see an employer that values their unique experiences, particularly when dependable D&I strategies are in place. Inclusive environments enable authenticity. As a member of the LGBTQIA+ community, Dipesh wouldn’t feel comfortable disclosing his sexuality within the work profession until discovering the D&I initiative at one of his previous companies: 'We had a DNI day a couple of years ago [and I discovered] that there is something to recognise the queer and trans community in our organisation. Before that, I was always closeted. I never really told anyone about my sexuality.' A 2021 studyof 25,324 scientists in the United States discovered that LGBTQIA+ STEM professionals were more likely to experience career limitations, including harassment and professional devaluation than their non-LGBTQIA+ peers. Inclusion and visibility among diverse groups within the populace are directly linked to results in the life sciences, a cure for the U.S. HIV epidemic being a prime example – a disease that largely affected the LGBTQIA+ community, one that wasn’t even mentioned publicly by President Ronald Reagan until 1985,four years after the crisis began. Many LGBTQIA+ scientists and activists, such as Marsha P. Johnson and Joseph Sonnabend acted as vanguards in the fight against the epidemic, all while being ostracised by a large portion of their fellow citizens. As history has proven, representation improves the quality of scientific research. Yetthe evidencepoints to there being much work to be done on the road to fully equitable working environments for everyone. There is so much to learn from other cultures, backgrounds, perspectives, and ways of operating a business in the life sciences; ignoring the incredible value of this (both monetarily speaking, and in terms of employee growth and satisfaction) will result in a failure to prepare organisations for a sustainable future. Allyship is Always Possible, Always Vital The gap between intention and action must be closed. No matter how morally robust your intentions are, the most impactful change is enabled through action. Active allyship isalwayspossible, and always vital. You don’t have to have personally experienced oppression to empathise with another individual – active allyship means speaking up for others, standing up against discrimination and injustice, and recognising the contributions of everyone. Providing a voice for those who are too afraid to speak out is a part of everyone making the journey towards a fairer future together. Allyship, understanding and open dialogue all contribute directly to a greater ROI in the life sciences. The life sciences are a global-facing industry, and as a global-facing industry, the input of a diverse range of groups and individuals must be enabled the space to flourish. Yogesh Krishan Davé, managing director of a Pharmaceutical Quality Assurance consultancy told us that when operating in a global supply chain market, you’re bound to interact with individuals and groups from a vast array of different backgrounds anyway – the key to optimising growth potential is learning to understand one another, a need that can be met by consulting regional experts. ‘The people who really understand the business in their local areas are local people - they understand the nuances’ The best companies are diverse companies. When different cultures are empowered to celebrate their uniqueness, everyone understands each other, and you get to benefit from a more desirable employer brand. Promote Yourself Allies are always important, but so is self-promotion. The value of self-belief and advocating for one’s own skills couldn’t be more important, particularly if your voice is struggling to be taken seriously. Self-advocacy is a powerful tool for both getting noticed and communicating your needs to the individuals around you. It’s difficult to do when you’re in a workplace that doesn’t sufficiently account for authenticity or inclusion. Finding confidence in your own expertise takes real courage when the space around you doesn’t recognise your experience. Corryn recalled being constantly questioned after being hired for her skills and experience. '‘ I don't think we're going to do it that way,” [management] might say, and in his next breath, asks a white male the same question, and that person would agree with me.’ Whether it's suggesting a process change or simply speaking up to be heard, everyone deserves to have their voice taken seriously, but unfortunately, this is not always the case. Dipesh mentions that: 'I quickly realised that you really have to promote yourself and get on board with the managers[…]to win anything, that's what I did in the end. That's why I got the most.’ The Journey so Far Brexit caused a resurgence of archaic, discriminatory values, particularly within white British culture. England and Wales witnessed a 15-25% rise in race and religious hate crime following the Brexit vote (Economics Observatory, 2021), which, for many, left an-all too familiar taste. Yogesh recalls changing his name to a more ‘English-sounding’ one on his CV in the late 80s, prompting an influx of interview offers, one from the same company that previously rejected his CV when it carried his real name. Things are still getting better every day, but despite the new generation being more comfortable with their own identities, they’re still the least confident age group (Impact Nottingham, 2020). This lack of confidence isn’t stopping their passion for working towards change. Activism is on the rise, and for those wanting to change the world in a positive light, the life sciences space remains one of the most exciting, impactful, and irreplaceable industries. Advice for Your Younger Self We asked our expert interviewees if they had any advice for their younger selves, and the overall consensus was that staying true to yourself often has the best outcome. Believing in your abilities and being yourself (even when there’s negativity surrounding you and the hard times feel like they’re never going to end) is tough, but it’s important to remember that you’ll grow and ultimately, come out of the other end of the struggle. Having those uncomfortable conversations, no matter how difficult they are at first, can challenge negative assumptions, break the mould and pave the way for a brighter, more equitable future for the working world of the life sciences. Just like some of the most important scientific discoveries in the history of the world, rocking the boat is often the way to catalyse the right kind of change. ‘We all belong to the same species. We're all homo sapiens, real citizens of this world, and we should live like that, and appreciate people with that respect.– Yogesh Krishan Davé Podcasts If you’d like to listen to our full catalogue of podcasts from the My Race in Scienceseries, along with a host of other great shows from the BioTalent team, please visit Spotify here

​​Race in STEM is a global community of empowered people of colour in the science, technology, engineering and mathematics space. ​Our platform is a vessel for collaboration, a catalyst for career opportunities, and a safe, judgement-free space to share one another’s experiences and ideas. Introducing founder and Global Communities Manager, Steven Fuller. Steve is a passionate speaker, mentor, and advocate in the DEIB space, where he cultivates ideas, challenges companies on how to diversify their workforce, and builds meaningful connections with a range of communities. ​Join our community today to be updated on all upcoming events, webinars, podcasts and live streams! #RaceinSTEM #DEIB​

Digital disruption has emerged as a megatrend over the last few years, influencing nearly every aspect of growth and development in the life sciences. It poses some significant challenges in the regulatory space, including the regulation of big data, artificial intelligence and machine learning.With increasing vacancies greatly outweighing active candidates, the past year has proven to be even more of a talent-driven market than it was before. If a top regulatory candidate decides they’re going to start exploring new opportunities, they’ll have plenty of options to choose from.This is a continuation of a long-term trend that’s been growing for a few years now, reflected in the progressively shallower talent pool. Not only does this reduce the depth of applicants required to give employers a good choice, but it’s also causing time-to-fill issues, resulting in several companies identifying regulatory as one of the more challenging functions currently.We’re still noticing some generic job descriptions that are not indicative of the role they are advertising. These tend to be relics of an outmoded era, ads that have sat around for a few years before making it out into the world, and it’s not doing the talent acquisition process any favours.It’s important to take the time to design bespoke regulatory job ads that detail the true nature of the role, highlighting why the opportunity is exciting, what kind of progression pathways are available, company culture, the products people will have the chance to work on, and what type of training is available.The ever-changing regulatory landscape has brought regulatory affairs into the limelight over the last few years, with some employers struggling to find the right people to help them navigate the uncertainty. The Brexit after-effects still account for a great deal of the turbulence, although new regulatory reforms appear to be on the horizon.  Candidate TrendsWhen it comes to agency contacts, it’s not uncommon to see regulatory candidates put their barriers up. Many top candidates are bombarded with a range of opportunities, hindering the engagement rate and rendering people less interested in moving roles altogether.The situation is representative of a ‘blanket approach’ to talent acquisition – it results in candidates being sent opportunities that are either irrelevant or incompatible, and it’s causing noticeable friction.We’ve noticed a rise in the number of people wishing to make the move away from regulatory roles in traditional pharma in favour of leading-edge sectors, particularly if they see an opening to work on early-phase clinical development in biologics, cell and gene, or ATMP products.In some instances, we’ve seen this desire outweigh the need to move up to the next salary banding, with some candidates even taking a downgrade to gain greater exposure to exciting new areas.While long-term incentives (stock options, educational opportunities, etc.) remain popular among candidates, we’ve noticed that the chance to take on a new challenge resonates deeply with regulatory talent. Quite often, we’ll see benefit packages take a backseat on the priority list compared to the prospect of working on a new product, or better yet, the opportunity to take the product through to the marketing stage and share in the reward.Why Candidates Move: For the chance to move away from traditional pharma rolesLong-term incentives including stock optionsGreater exposure to emerging areas of life scienceThe chance to work alongside new technological frameworksWant more industry updates? The BioTalent team are here to provide them. As specialised life sciences recruiters, we’re always on the lookout for the latest trends and opportunities – follow us on LinkedIn to stay in the loop: https://www.linkedin.com/company/bio-talent

Business Development. Marketing. Sales. While change is guaranteed in most areas of the life sciences, demand for the commercialisation of new products will not relent. As the wider market twists and turns (and significantly dips in some cases), commercial talent has remained a key target for many companies in the pharma and medtech space.The maturing of SMEs is one explanation for this – historically, we’ve seen a wealth of commercial talent bounce between the larger pharma companies (AstraZeneca, GSK, Roche, etc.), talent that growing SMEs now have the resources to employ.  A host of compounding facets have irrevocably changed the way that companies approach commercialisation. From the post-COVID tailwind to the infinite digital revolution, the methodologies used to market products and build brands must evolve to drive better business outcomes.As employers start to combine roles and responsibilities, candidates are often required to wear a range of different hats, especially in the marketing space. This is not an entirely new concept however – areas like medical affairs already form a neat intersection with marketing and brand management.Fewer new developments and a greater need to maximise cash flow are continuing to drive demand in the commercialisation sector, a prevalent reality we’ve noticed in key hubs such as London, Zurich, Basel, Dusseldorf, and Munich.To increase internal diversity, establish a stronger brand presence on the global stage, and widen the talent pool, we have seen companies across Europe invest more resources into international hiring.Candidate TrendsThere is an ongoing battle with salaries in the commercial space, and it’s proven to be a real challenge for both candidates and clients alike. There is such a large difference in price points between senior brand managers in particular, giving rise to a consistently lucrative market.We have seen an increase in the number of candidates wishing to make the switch to a commercial role from outside of the life sciences recently, notably in the German market. Candidates from the automotive and tech industries are often interested in making the leap into the life sciences, but employers are prioritising looking for candidates with direct life sciences experience (oncology remains among the most coveted skill sets). In many cases, this makes using a specialist recruiter an enticing option.That said, we are noticing fewer applications come through as candidates become far more thorough in their decision-making process. Questions about company strategy, growth, and investment are commonplace in the modern talent market.Why Candidates MoveFor hybrid working opportunities (still the preferred model over fully remote and in-person)For the chance to work internationallyTo move into an SME environmentFor a chance to work closely with the wider decision-making processTo work marketing new products in emergent sectorsIf you’re hoping to embark on a fulfilling career in the life sciences commercial space, the team at BioTalent are happy to connect you with an opportunity that suits your unique needs. Reach out to the team to learn more about our marketing-leading, diversity-focused recruitment methodology today.

Despite a turbulent start to the year, funding activity in the US MedTech space has picked up, a trend that we expect to see continue in the coming months, particularly for SMEs focusing on software as a medical device (SaMD) and embedded devices.Europe’s tempestuous regulatory landscape has proven burdensome for U.S. businesses, effectively limiting their access to overseas markets. Alongside the resulting salary increases, rising demand, and subdued growth environment, sourcing regulatory talent has become a significant challenge.The US SaMD market has been met with a similar dilemma – the FDA’s consistent changes to device design and risk policies have made it tough to find talent with relevant, up-to-date skillsets.In the face of prevailing challenges, the long-term outlook for the life sciences is one of trademark resilience, even if growth has slowed. Technological advancements, notably in AI and digital tech, represent a chance to bypass many of the macroeconomic pitfalls facing today’s industry.We’ve seen a gradual change over the last 18 months, as the market moves to favour employers, symbolising a significant paradigm shift from the familiar candidate-driven environment we’ve gotten used to.That said, employers will still need to act in a selling way and listen to the needs and desires of their prospective employees – between the hiring freezes, budget cuts, recession fears, and in some cases, widespread redundancies, candidates are weary.Understandably, career stability tops the priority list for candidates, and the demand for hybrid working has somewhat decreased as a result.R&DOutside of talent, we’re seeing some companies trapped in a holding pattern as they struggle to secure funding, largely because investors aren’t as bullish as they were a few years ago. Despite a widespread desire to invest in R&D, a lack of investment has led to a slower expansion of programs as decision-makers are forced into conserving resources.It appears that driving progress in the R&D space requires a rethink of the costly (and high-risk) model we know today, and digital transformation looks set to play a pivotal part.We hope to see the market normalize before the end of the year, but ultimately, talent acquisition has evolved, and it will keep evolving internally as flexible hiring solutions gain momentum. Adaptable, scale-up/scale-down products like embedded solutions, contractors, and RPO (Recruitment Process Outsourcing) looks likely become more appealing in today’s erratic market.It’s an employer’s market, but those who are in a position to hire must lead with stability, safety, and strong funding footholds to attract and retain the people they need to thrive.For many candidates, stability and flexibility have taken precedence, and it is not uncommon to see people take less compensation to get them, particularly if it means achieving the right hybrid working balance.Tips for Job SeekersThe life sciences space is home to some intense competition, especially in an employer’s market. If you’re searching for your next opportunity, here are some key points to increase the chances of standing out in today’s landscape:Personalize your outreach – Let the hiring manager put a face to the name by reaching out to them with a direct note on LinkedIn. Moreover, not all jobs are publicized; directly reaching out to companies you’re interested in can yield unexpectedly great results, even if that’s simply building your network. Organize Your Resumé Aesthetically – Generally, recruiters and hiring managers look at resumés for vast swathes of their working day. A chaotic, disorganized resumé that doesn’t effectively highlight the most important (and relevant) skills and experiences will be extremely off-putting.Focus on Personal Impact – Emphasizing personal organizational impact is essential.  What have you brought to previous companies, and what can you bring to your new one beyond your on-paper skillset?Customize your Resumé – Every company and candidate is unique, and your resumé should reflect that. Generic applications can be detected and discarded with relative ease. Life sciences jobs are highly specialized, therefore, your skills and experiences must match the role requirements with as much specificity as possible.Ask Questions – Asking deliberate, targeted questions highlight your interest, curiosity, and engagement with the role you’re applying for.If you’re not managing to capitalise on promising opportunities, you’re not alone. BioTalent is here to help you find a role you can flourish in. Reach out to the team today and we can support you in your search, from sourcing opportunities to resumé and interview guidance, we have the means and passion to fuel your career growth.​

​It’s hard to imagine what limitless career potential looks like in action, especially if you’ve never had the chance to look outside your lane. A professional community can give you the means to not only see new opportunities, but seize them too.For marginalised talent in the engineering space, community networks often represent the sense of belonging that many find elusive, but how exactly does it work?Industry InsightA good community offers more than free pizza, even if that’s the only reason you signed up. Engineering is a dynamic, wide-reaching discipline that can be difficult to navigate without the inside insight.Typically, professional communities will create access to a wealth of knowledge-sharing opportunities, whether that’s through networking events, podcasts, blogs, whitepapers, workshops, you name it, it’s valuable material that can equip you with the insight you need to better understand your options.This may help you better integrate with organisations, expand your interview skillset, or even meet your new mentor, and speaking of which…MentorshipAs specialist recruiters, we’ve been privileged to connect with hundreds of incredible candidates over the years, and we’ve noticed a recurring theme emerge throughout many of our conversations: A lack of impactful mentorship.This is partly what inspired us to establish our own community group, Women in Engineering, a platform on which professionals, graduates, job seekers, and anyone interested in the world of engineering can meet and form meaningful connections.Perhaps you’re looking for a mentor who came from a similar background as you, who looks like you, or who walked to the end of the path that you’re currently on. Maybe you’re looking for someone with a completely different set of skills and experiences – whatever the case, engaging with a community is a great way to find them.Finding an OpeningYou’ve got the skills, you’ve got the passion and drive – now what? Struggling to find an opening in the industry can be frustrating, especially if you’ve done the hard part and got yourself the qualifications.Communities can create avenues for new and exciting job opportunities that you might not have known existed before. Be it a new industry or an up-and-coming project, sometimes just hearing about other people’s professional stories can reignite the inspiration, changing the trajectory of your career in the process.AdvocacyPurpose-driven communities can act as powerful advocates for meaningful change, and that often means they’re equipped to platform your voice. Whether you want to build your personal brand, share experiences in a safe and supportive environment, or get guidance on how to navigate tricky situations at work, your community network may have the tools you need to do it.We’re passionate about advocating for the incredible candidates we meet – it’s what helps us connect them with roles that suit their unique needs. If you want to find out more about BioTalent’s award-winning recruitment services or you’re interested in the launch of our upcoming community group, get in touch with the team here. If you’d prefer to reach out to me directly, drop me a message on LinkedIn!​

The life sciences have a long and storied history with the world of contract work ­– from the Brexit fallout to the IR35 conundrum (and the disproportionate impact of the pandemic), there’s no shortage of hurdles that need jumping over.Still, a major portion of the life sciences space is project-led, and the many benefits of a contingent workforce suit those projects perfectly.Between the talent tug-of-war, wage inflation, skill gaps, and in some cases, funding delays, finding the right people for your projects can be a real make-or-break. This puts contractors in a unique (and potentially lucrative) position.If you’re attempting to navigate the contracting waters, it’s worth having a look at these key considerations.Act FastAgility reigns supreme in a fast-moving climate. Contractors aren’t going to wait around, not when they’ve got a slew of options to choose from. Reducing the time to fill is an essential part of the recruitment process – any hesitancy will harm your chances of securing services, something that, as recruiters, we are painfully well-acquainted with.Cutting back on the number of touchpoints during the recruitment process can help you do this, as can limiting the amount of engagement required to bring them on board in the first place.Know Your Day RatesContractors are wise to what they’re worth, which means you need to be too. Typically, the more niche the role, and the more experienced required to perform said role, the higher the wage will be. You can find some detailed market insights into day rates in our free salary guide – download it here.The ever-changing market conditions can make pinning down the right price tricky, making research a vital part of the process. An experienced recruiter can help you with this, as they will have the combined market insight and industry understanding needed to identify the appropriate rate.Competitive remuneration is likely always going to be the best offering if you’re after top talent, although the opportunity to work on a challenging project is an enticing one. If you’re leading the charge with an innovative new development, it’s worth shouting about.Familiarise Yourself with the IR35 RuleWhether you’re new to hiring contractors or not, navigating the IR35 rules can be extremely testing, largely down to a lack of clarity. Following legislative reforms in 2021, all medium and large-sized businesses now shoulder the responsibility of determining their employees’ IR35 status. Before this change, the contractor defined their status.Those statuses are ‘Inside IR35’ and ‘Outside IR35.’ To be inside IR35 means to be a ‘disguised employee.’ This is where the contractor’s services reflect that of a full-time employee, and therefore, their employers are liable to pay more tax. Find out more about this on the UK government’s website here.Partner with the Right RecruiterPartnering with the right recruiter makes the world of difference. Not only will they have access to a much broader talent network, but they’ll likely have experience of working on similar projects before. For employers, this translates into relevant, reliable, and accessible talent.At BioTalent, we’ve helped place hundreds of incredible contractors over the years, and in that time, we’ve leaned on our diversity-focused hiring methodology to build a dependable global talent network.We’re more than just talent suppliers, we’re trusted career advisors who can help you embed lasting, positive change into your organisation. Find out more about our services here: BioTalent.​

​You’ll find project-based work in abundance across the life sciences, naturally accompanied by an insatiable demand for contractors. High wages, flexibility, and clout (depending on the project) are all enticing factors, and when you combine this with the fallout from the great resignation, contract work becomes an end goal for many hopeful life science professionals.From Engineering and CQV jobs to Research and Development, skilled contract work is out there, it’s just a matter of weighing up the pros and cons. If you’re hoping for a change of pace, it’s worth having a think about your options when it comes to contract work, particularly if you’re just beginning your journey in the industry.RemunerationContractors typically enjoy higher wages than their full-time counterparts. In a bid to gain sporadic access to specialised talent, many organisations are willing to pay the premium.Moreover, contract workers aren’t generally afforded the same benefits as permanent employees, be it pension contributions, healthcare subsidies, sick pay, etc., freeing up the budget to increase their day rates.This is not without its setbacks – for some people, the benefits of a permanent position tend to represent much greater stability and security. That said, you might say that there’s no such thing as a job for life in the life sciences anymore, as highlighted by the recent waves of mass layoffs across the US.Working with a recruiter can help you bypass job insecurity, as they should have a steady flow of contracts lined up for you in the future.A Contract-Friendly IndustryThe life sciences are home to many contract-friendly environments, especially in areas such as pharma and biotech, sectors that were built off the back of contractors. It’s a far cry from the hustler’s lifestyle, as you’ll often find that projects are well-networked.As an increasingly globalised sector, life science organisations are generally equipped to support their contractor workers with international mobility, enabling you to diversify your existing skillset in settings all over the world. If it’s flexibility and variety you’re after, contract work could offer you the full package.One potential hurdle is that you may not gain access to formalised learning and development opportunities in the same way that permanent members of staff would, so it’s worth taking some time to think about where you can enhance your skillset when learning on the job isn’t a viable option. Staying in the loop with the latest qualification requirements is a must, particularly in a space where regulations are always changing.ScopeIn light of the international aspect, many professionals decide to take the leap into contract work to broaden their horizons. Switching from project to project can offer some much-needed variety, granting you exposure to a much wider range of experiences.The more variety, the more experience, and the more knowledge, the higher your premium (in theory anyway).If you’re interested in working for yourself in an opportunity-rich climate, now is a great time to consider turning to contract work. Ask yourself these crucial questions:Do I have the right level of specialised experience?Am I prepared for the admin (taxes, visas, invoices, etc.)?Will contract work fit my lifestyle (Contracting is more than just a career choice)?Do I know where to look for opportunities?At BioTalent, we can do more than help you answer these questions, we can find you a contract role that fits your unique needs. Our specialist life sciences consultants are equipped to connect incredible people with environments they can thrive in. Contact the team today to find out more about our community-led approach to recruitment. ​

The Advanced Therapy Medicinal Products (ATMP) sector has risen from its niche status to emerge as one of the fastest-growing areas of the life sciences. With an estimated market value of $34.9 billion by 2030, the immense growth of ATMP development represents the new frontier of medicine through pioneering treatments. These treatments have the potential of remission for previously incurable diseases, a remedy for many of the world’s unmet medical needs.CAR-T cell therapy is one such example, a type of immunotherapy that’s used to treat certain types of blood cancer by genetically engineering the patient’s T cells to become CAR-T cells (chimeric antigen receptors). These modified cells are designed to target proteins in the cancer cells, and in some cases, it’s been proficient in eliminating all evidence of cancer.That said, myriad pitfalls have hindered ATMP development across Europe, largely a result of increasing regulatory burdens. When these burdens are combined with the sector’s natural complexity, ATMP organisations struggle to recruit the talent required to support their operations.Fierce CompetitionSkill shortages have prevailed as one of the critical areas of concern in ATMP, a common theme across much of the broader biotech sector. It’s resulted in some fierce competition for qualified candidates, and it’s difficult to navigate given the sparsity of the current talent pool.Herein lies a new challenge: hiring candidates without previous experience working in ATMP under the pretext of offering them the right training. Even those transitioning into ATMP from a lengthy biomedical background will often find themselves in very unfamiliar territory, so the offer of comprehensive training is a necessity.This process is intrinsically linked with the organisation’s ability to retain its staff. Some employers are hesitant to direct resources into their learning and development programs for this very reason – low retention rates are a great way to springboard promising candidates into the arms of a competitor, and at a time of uncertain funding, inflated wages, and vast opportunity, losing out on talent can signify disaster, particularly for those in the earlier stages of growth.Hiring managers will need to target transferrable skills and coachable candidates to solve the shortage, but retention measures must be put in place to build a more sustainable workforce.Retention TipsAs specialist life sciences recruiters, we have the privilege of talking to hundreds of candidates and employers, week in, and week out. We’ve noticed a trend in what candidates are looking for, what makes them stick around, and what great employers are doing to bridge the skills gap.Here are some of our findings:Creating new channels for professional and personal development is critical – Graduate programs are becoming increasingly common, as are mentoring initiatives and partnerships with educators. There are some wonderful examples of this in the UK, including the London Advanced Therapies Network, Accelerated Access Collaborative, and the UK Clinical Research Facility Network. Partnerships are ideal for sharing knowledge, unlocking opportunities, and creating access to new talent pools, it’s partly why we love them so much.Candidates are searching for a robust employer value proposition – This one isn’t exclusive to the ATMP space by any means. A good employer value proposition (EVP) is vital in any market. A robust EVP is inherently people-focused, and delivering on that EVP means delivering on the factors that make an organisation inherently desirable. In the case of ATMP, an emphasis on the value-based nature of the work itself is a good place to start. Flexible, family-focused benefits, transparent pay structures, hybrid work, diversity and inclusion initiatives, and a commitment to mobility are amongst the most attractive prospects for potential candidates.Employers are Prioritising Transferrable Skills – the ATMP space is pushing the boundaries of innovation. When the advancements made outpace the regulatory red tape, finding candidates to maximise potential becomes extremely difficult; the specific skillsets required simply don’t exist yet (a common challenge in other areas too, such as bioprocessing and MSAT). Therefore, hiring for transferrable skills becomes a necessity. Scientific peer-to-peer communication, teamwork, leadership, critical thinking, and analytical skills are all prime examples.Specialist Recruitment SolutionsSpecialised recruiters occupy a crucial space in today’s talent climate, and they must recognise their responsibility to act as a catalyst for meaningful industry growth and transformation.At BioTalent, we understand the call for innovation, not just in the life sciences but recruitment alongside it. The ATMP sector (and the broader life sciences landscape) is powered by incredible people. As purpose-driven recruiters, our job is more than just finding those people, it’s about helping develop environments they can thrive in.We do this by taking a community-led approach to recruitment. Underpinned by our diversity-focused hiring methodology, our communities have enabled us to build a talent network that spans the globe, creating access to opportunities for underrepresented talent, even in a turbulent market.If you’d like to know more about how our specialist recruitment services can support your organisation, get in touch with the team today. We’re here to help.​

​Networking has never been so accessible. It doesn’t always make it easy, but it does mean that growing and maintaining a professional network, one that creates access to all kinds of opportunities, is perfectly achievable with a little work.As recruitment specialists, we know first-hand that networking is a catalyst for career success. For some, making an impression in a room (virtual or otherwise) of strangers is a dread-inducing no-go, whereas others rejoice at the opportunity.Even if you fall into the former category, there are plenty of straightforward ways to effectively grow and maintain your professional network. Why would you want to? Because it enables career development, knowledge sharing, personal brand management, increased visibility, and if you’re looking for a new job, a greater number of options.A good network is a support system. Here’s how to build yours.Just AskStarting at the most obvious (and likely hardest in many respects), you won’t grow your network if you’re not talking to people. For many, reaching out ends up being easier than they first thought.Typically, people enjoy being reached out to on account of their expertise – go to LinkedIn, find your prospective connection, personalise your message, tell them why you think they’re awesome, why that’s relevant to you, and you’ve started the conversation.Remember to keep it professional, and it shouldn’t have to be more than a few sentences. LinkedIn even has some templates you can use on their site: Here. Customisation is key, so make sure you do a bit of research before you send your message.Build Your BrandYour brand is your differentiator, the version of you that the public perceives, and the platform you need to sell skillsets to your network. You can build this brand in a few ways, one of the more effective methods being to offer your unique insight into the space you specialise in.How? Writing about it, sharing posts with your comments, commenting on other posts, podcasting, and establishing an online presence across multiple platforms can help.A strong personal brand creates inbound network leads, and it also helps you discover a broader range of relevant connections.Personal branding isn’t just about growth, it helps you maintain your network once you’ve built it out. If your network enjoys hearing from you, it’s your responsibility to make yourself heard.Attend EventsSince the COVID restrictions eased up, we haven’t been able to move for events. Many of them are free, most of them have ideas to explore, and all of them represent a chance to network. Even if there’s no dedicated networking on the agenda, as an attendee, you can still reach out to anyone involved with an extra string to your bow.That said, most corporate events are indeed hotspots for networking – that’s what the majority of attendees have gone along for, so next time you’re confined to silence in the corner of the room, it’s worth remembering that people are looking to make connections, just like you.Meetup is a great site for finding networking initiatives nearby, as are Eventbrite and LinkedIn Groups. Specify your location and area of interest (life sciences for us) and have a look at the latest events.A good tip is to get your LinkedIn QR code set up on your phone so your fellow attendees can connect with you from a quick scan. There’s some guidance on how to do it here.Stay ActiveNetworks need maintenance in a sense, and it demands that you make yourself visible. Hopping online and commenting on various posts can help you boost that visibility, but ultimately, you need to show that you care and that you’re accessible.Whether this involves arranging a virtual coffee or becoming a mentor, making yourself aware of what’s happening in your network’s orbit is a must. Growing and maintaining a network isn’t focused on sales, it’s focused on building meaningful, lasting relationships. In most cases, this means adding a much-needed human touch to your communication.Conduct an AuditIt’s good to take a step back from your network building from time to time and conduct an audit of what’s in front of you. This helps you keep your best connections on the radar (and it may inspire a social media spring clean).At BioTalent, we thrive by leaning on our extensive network. We love forming new connections and exploring the infinite possibilities they come with. We know that networks are an essential part of today’s working world, and we’re always happy to meet new people.If you’d like to connect, reach out to me directly on LinkedIn. Whether you want to discover career opportunities, you need advice on how to make yourself an even stronger candidate, or you just want to chat about all things life sciences, we’re here to help.Alternatively, you can contact the team here to learn more about our diversity-focused recruitment services.​​

Is there such a thing as a good resignation? Absolutely. Does it involve setting fire to bridges, metaphorically and maybe physically, depending on where you work? Absolutely not. A good resignation can protect, and even strengthen your professional reputation, so whatever the reason for leaving, it’s important to quit well.Whether you’re switching careers, taking a more senior role elsewhere, or simply despise everyone you work with, here are our tips to help you maintain positive relationships.Resignation is a Perfectly Normal Part of Working LifeResigning from your job can be incredibly nerve-wracking, but it’s important to remember that it’s a perfectly standard part of working life – 50 million Americans did it in 2022 alone, and many of them went on to enjoy fulfilling ventures elsewhere as a result.It doesn’t mean it’s not a trying process. Resigning can be emotional, especially if you’ve if you made some strong bonds with your co-workers. Resignations impact a range of interpersonal relationships, but reducing the burden is possible.Be CivilIt can seem tough, or even downright impossible, to remain civil when you’re harbouring negativity towards your soon-to-be-ex-employer. Civility, graciousness, and politeness are powerful tools, and you’ll need to use them when you deliver the news.Here are some tips to help you:- Say thank you for the experiences you’ve had and the skills you’ve learnt during your time in the role.- Think about your favourite moment at the job if you’re struggling to say anything positive.- Keep your resignation email as brief as possible (statement of resignation, thankfulness for the opportunity, end date).- Try and avoid getting pushed into a lengthy discussion if possible (there will likely be a chance to vocalise your opinions on the company in an exit interview if that’s something you’re after)- Remember that there’s every chance you’ll encounter your colleagues, and maybe even your manager, later on down the professional line. This may help you maintain a positive outlook if you’re struggling to think of something nice to say.- Rehearse what you’re going to say beforehand!Tell Your Manager FirstTry and avoid telling any of your co-workers before you get a chance to talk to your manager about it. It’s important your manager hears it from the horse’s mouth and not in office whispers.If your manager does end up hearing about your resignation through the grapevine, it could greatly damage your reputation in the company. This might seem like no big deal because you’re leaving anyway, but networks are wide-reaching, and when they talk, they’re hard to ignore.Wrap it Up Neatly Leaving a whole load of loose ends for your ex-colleagues to trip over will leave the wrong kind of lasting impression. It’s worth finishing up as much of your outstanding work as you possibly can, otherwise, you could be risking a reference or two falling through. ‘Yes, they were good, but they left us with an unclimbable mountain of paperwork,’ isn’t what a prospective employer wants to hear. Probably.This also looks good for your future endeavours – it showcases your commitment to your work and positions you as the ever-valuable completer/finisher type.Avoid the CounterofferCounteroffers are more than a persistent thorn in the side of recruiters and would-be employers everywhere, they’re potentially harmful to one’s career trajectory. There are very, very, very, few situations in which taking the counteroffer is the right choice.Unless your career move has fallen through or your circumstances have drastically changed, requiring you to remain in your current role (or all you care about is money) then it could be worth considering, Otherwise, avoid at all costs.Need Help?If you’d like to chat with us about life sciences careers directly, don’t hesitate to get in touch, we love connecting ambitious, talented individuals with roles they can thrive in.Is there a job waiting for you? Whether or not you’ve got something lined up, a resignation can’t always wait. Let us know what you’re looking for, and we can connect you with the right opportunity.Reach out to the team at BioTalent today. We’re your specialist life science recruitment partners, and we’re here to make a difference.

Getting swamped by multiple job offers might seem like the dream scenario (especially if you’ve spent forever trying to get noticed), but it can put you in a tricky position when you’re not prepared.To help you avoid getting dragged in a dozen different directions, feeling guilty, regretting your choice, and all the other horrible outcomes, we’ve compiled a list of our top offer-management tips.Having to choose between multiple job offers is among the nicer problems you’ll encounter as a job seeker, and in most cases, it puts you in a strong position that allows room for serious leverage.You’re Allowed to Think About ItDon’t feel pressured into saying yes to your first offer. You’re allowed to think about it, even if you’re getting frantic calls from hiring managers. You might not have forever to think about it, but you don’t have to say yes on the spot – remember to maintain a positive dialogue with any prospective employer (burning bridges you may need to retreat over later isn’t the best idea).Instead of saying, ‘I’m not sure if I want the role,’ take the more tactful approach and respond with something like, ‘Thank you very much for the offer, would you be able to send me through a breakdown and I will get back to you tomorrow?’ Remember to get specific about your response times!It's worth noting that a verbal offer is legally binding in the UK, but it’s best to get the written offer through as quickly as possible.  Look at the Long-Term Growth PotentialEvery job is different, even in highly technical roles with similar responsibilities, tools, regulations, and processes. No two cultures are completely alike, and you must consider the entire package carefully before you accept an offer.Opting for the highest wage or the most prestigious title can be tempting, but what do the long-term prospects look like? Is there growth potential? Is the culture inclusive, supportive, and aligned with your values? Did you get a good vibe? The vibe check is underrated.Be TransparentIt’s okay to let your prospective employer know you’re receiving offers elsewhere, they likely suspect it already, particularly in a space like the life sciences where top talent is snapped up at lightspeed.Multiple job offers grant you more sway, in theory. A tabled offer gives you some wiggle room when it comes to salary negotiation, provided you don’t frame it too explicitly – no using ultimatums!Again, it’s important to think about the full package. A company might not be able to outbid your other offers, but they could offer you access to development opportunities, exciting work, and a more desirable culture.Be Wary of the CounterofferCounteroffers are crafty. They can be alluring, but if you’re leaving a job because of a rotten culture, a salary increase alone won’t be a long-term solution.Be wary of the counteroffer, not just because we’re recruiters and we have to say that, but because they have a remarkably long list of drawbacks, both for you and the company in question. It’s tempting to take the familiar, but leaping out of the comfort zone tends to yield the best results.Talk About ItWhat do you really want from a career? The life sciences are bursting with opportunities of all shapes and sizes, making it tough to choose your next step.If you want to have a chat about it, the BioTalent team are here to help. We’re always up for making meaningful new connections and supporting someone’s career growth (we love life sciences too), so if you want to reach out, you can find us here. If you’d prefer to talk to me directly, send me a message on LinkedIn here.​

Congratulations on conquering the interview, you made it! The hardest part of the process might be over (depending on how you look at it), but the next steps aren’t completely out of your hands…yet.If the decision goes down to the wire, your immediate actions following the interview could swing the balance in your favour. Regardless, a healthy dose of good post-interview etiquette can result in some valuable insights, and it may keep you on the radar for even better opportunities in the future.Find our favourite post-interview tips below!Send a Follow-Up EmailA follow-up email, when done well, goes down a treat. A good follow-up email typically thanks the interviewer for their time and contains a point or two from the interview. For example, ‘Thank you for your time, it was good to meet you earlier and I’m particularly looking forward to seeing where I can make an impact in the [Latest Project].’The more you can personalise it the better. Don’t worry about writing an essay either, three short paragraphs is a good amount to aim for. The essential points to convey are:Your gratitude for the opportunityYour interest in the companyWhat your skillset brings to the roleIt’s best to send the mail within 24 hours of the interview to capture and convey your post-interview enthusiasm. Even if you felt the interview itself was a catastrophic disaster, maintaining your professionalism and sending that follow-up email can make a positive impact.Don’t Abandon the Job SearchYou may have had an exquisite interview as you tactfully, tastefully, professionally, and authentically sold your inimitable personality and skill set, all but guaranteeing your spot in the company, but that doesn’t mean you should give up on your search just yet.This is not a glass-half-empty outlook either – ideal positions can spring up out of nowhere, and ultimately, it keeps your options open. You even find yourself inundated with offers, giving you extra leverage when it comes to wage negotiation.If You Were SuccessfulConsider the offer, it’s yours to accept or decline after all, but you must let your prospective employer know that you’re considering it. Communication is key.Your recruiter will be able to support you in this (and every other) part of the process, so don’t be afraid to ask them any questions that you might have, no question is too absurd when you’re thinking about your future.If You Were UnsuccessfulTry not to carry the weight of an unsuccessful interview for long. Learn don’t dwell. Interviews are always a learning process, the majority of us have failed an interview, and there are more opportunities out there.You can (and should) always ask for feedback from the hiring manager or from your recruiter to get some more insight. It gets easier if you don’t take it personally (although that’s often the hardest thing in the universe). Check out these tips on how to build resilience if you need some support.Take NotesTake notes while the interview experience is fresh in your mind. When you’re applying for jobs in a specialised niche of the life sciences industry, the odds are that you’ll run into some similar questions and processes.You can take these notes with you to the next interview, or in a best-case scenario, onto the job itself!Check out our other articles on jobseeker tips here:5 Tips for Building a Winning CVThe Interview FundamentalsHow We Can HelpOur specialist consultants are equipped to guide you through every stage of the job search, and our service doesn’t stop there. We’re more than a talent supplier, we’re dedicated career advisors, and we’re here to help you find your opportunity in the life sciences.Reach out to the team and learn about our latest roles here, or contact me directly on LinkedIn to chat more about your position in the world’s most exciting industry.Let's Chat

​Interviewing is a skill, and just like any other skill, it can be perfected. That’s not to say it makes the process any less nerve-wracking at the time. A dose of nervous energy isn’t always a bad thing, nor should it stand in the way of a dream opportunity.Interviews come in all shapes and sizes ­– some weird, some whacky, some wonderful, but the fundamentals of preparing for them remain (mostly) unchanged. For anyone hoping to bolster their interviewing skillset, it’s worth checking out our favourite tips below.Do a Deep DiveThe value of doing your research cannot be underestimated. This involves more than a glance at the company mission statement, it means reading up on:- News, events, and press releases involving your prospective employer- The products, services, and workstreams the company offer- What the company culture looks like- Competitors- What the leadership structure looks like- The company’s achievements, values, progress, and brand storyA good recruiter should be able to supply you with this information, so don’t be afraid to ask questions – they’re looking out for your best interests after all.Why Should I? It shows that you’re authentically invested in the position you’re applying for. Research can help you build confidence before the interview, inform your answers, and demonstrate your ability to prepare efficiently.Avoid Talking Badly About Previous or Current EmployersEven if the singular reason you’re at the interview is to escape your current role, talking negatively about others can paint you in a bad light. If you’re asked about why you’re leaving (or have left) a role, try and rephrase your negatives as positives.For example, ‘I’m leaving my current role because my employers are malicious tyrants,’ turns into, ‘I’m hoping to explore a workplace that prioritises innovation, which is one of the main reasons I was drawn here.’Why Should I? We’re yet to meet an interviewer that likes hearing candidates talk trash about employers. You should radiate positivity at an interview, and the glass-half-empty approach won’t help.Give Concise and Relevant AnswersWafflers beware, interviewers are typically looking for concision. You can practice your answers beforehand and try and boil them down to the best parts. Following the STAR method (Situation, Task, Action, Result) can help if you’re struggling.Another way you can do this is to pause and take a beat to think before you answer. It’s perfectly normal, and it shows that you're contemplating what you have to say! One thoughtful and concise sentence beats a thesaurus full of filler.·Why Should I? Concise answers convey confidence, highlights your communication skills and push the conversation forward. Plus, it stops you from rambling.Ask the Right QuestionsA job interview is a two-way street. Part of why you’re there is to get a feel for the company, which can be a struggle if you don’t ask the right questions. Asking questions shows off your curiosity, intuition and interest. Think about asking:·      Why is the position open?·      What do you like most about working here?·      What does a typical working day look like in this role?·      Can you tell me more about the structure of the team?·      How do you define success here?It gets easier to ask questions once you’ve done your research, and it helps you to avoid asking questions that you’re expected to have the answer to already.Why Should I? Questions can help you build a rapport and driveAsk Yourself WhyWhy do you want the job? Your prospective employers want to know, so it’s worth making sure you know yourself. When they ask you this, they’re also asking you how much you know about their company.We always help candidates prepare by making sure they have specific reasons for why they’re interested in their prospective company. In the life sciences especially, many employers are hiring for a particular type of person and skillset, so it can be a game-changer when candidates can effectively communicate: “This is why I want to work for YOUR company, instead of the other 20 companies that do the same thing.Why Should I? Asking yourself why you want the job can help you narrow down your options (in a good way), and it doesn’t leave you stumped when you’re asked by the interviewers. Ask Your Recruiter for SupportYour recruiter should have the insight you need to get yourself fully prepared for the interview. Not only that, but they should also have the tools, experience, and passion needed to support you along every step of the journey. This is where BioTalent comes in.If you’re getting ready to explore the next big opportunity, check out the support available on our website, or reach out to me directly on LinkedIn, I’m here to help.