Category: Blog

No matter how unprecedented the economy may be, talented people are still in high demand. With the amount of open U.S. jobs continuing to exceed the number of available candidates, attracting and paying for the talent that matches your business’s needs and budget may seem like a complicated problem – but the solution is simpler than you might expect.

The intersection of healthcare and technology has given rise to the HealthTech industry, a space that is rapidly revolutionizing how we approach healthcare. For those considering new career paths – whether you’re just getting started with your career journey or looking to make a change – HealthTech provides a wide range of career opportunities.

Economic conditions are challenging the life sciences industry in unprecedented ways. Yesterday’s solutions will not solve today’s business challenges. The days of “finger in the wind” headcount planning exercises are over. It’s time to stop relying on the friends and family plan (i.e. hire who you know) and instead take a more disciplined approach to determining what roles are needed, who to hire, and when.

After a robust and unprecedented 2021 in the life sciences industry, the positive momentum that began in 2020 flatlined in 2022. Layoffs are happening in waves across the industry, with 23 companies announcing layoffs in November alone, bringing the 2022 total to 119 companies.

Similarly, fundraising has taken a hit. Industrywide, M&A volume is down 48% while deal valuations plunged 28% this year.

While there is plenty of optimism that these trends are temporary — and PwC predicts there is a strong year ahead for M&A in the sector — there is no question the resetting of valuations is going to lead to some short-term pain.

Beyond the seasonal career reflections that happen around this time of year, it seems there’s also a new headline every week (if not every day) about layoffs and cuts being made across the pharma and biotech world – meaning there are a lot of people in the life sciences looking for their next opportunities. If you’re in that camp, I want to challenge you to consider your approach to what’s next.

The competition for top talent in tech and life sciences is fierce. 

Early-stage and emerging companies often find themselves in competition with much larger organizations to attract and/or extract experienced talent they need to help achieve their next stage of growth. 

However, if you think you can’t compete with established companies for talent due to their deeper pockets and robust benefits, think again. 

The competition for top talent in tech and life sciences is fierce. 

Early-stage and emerging companies often find themselves in competition with much larger organizations to attract and/or extract experienced talent they need to help achieve their next stage of growth. 

However, if you think you can’t compete with established companies for talent due to their deeper pockets and robust benefits, think again. 

The best athletes in the world have professional coaches to help them perform at their athletic peak – and yet many corporate leaders are thrust into stressful situations where they’re expected to just know how to lead through increasingly complex, volatile, uncertain, and ambiguous situations – all while boosting their team’s engagement, maximizing business impact, keeping their cool, avoiding burnout, and (hopefully) ensuring their personal lives don’t catch on fire. Easy, right?

The 1990s to early 2000s were a different era for pharmaceutical sales. The waves of blockbuster therapies, many of which were promoted in the primary care setting, meant sales teams were large and active enough that one could not only get hired with zero pharma experience but could also get into the field and learn on the job next to more experienced teammates.