We find ourselves recruiting more and more for biotech startups on both coasts and we’ve adjusted our search and interview techniques a couple of times to identify, attract, and vet candidates who fit the “culture” of a startup biotech environment. It’s no easy task.

David Skok believes that building a recruiting machine is the third crucial skill for running a successful start-up. Aside from attracting funding, the top two skills needed for any startup are 1) Building a great product with clear product/market fit, and 2) being able to market and sell the heck out of said product. Skok goes on to argue that some startup leaders spend up to 70% of their time trying to attract and land the right talent. Getting the right candidate to accept an offer is another issue altogether.

Over the next couple of months, we will be reaching out to our candidates, clients, and members of the biotech industry at large, to question them about their experience within Biotech recruiting/employment and the differences between working for a Fortune 100 or a startup. We hope to uncover best practices in biotech startup recruiting and what makes a biotech startup more attractive to potential employees. We will also try to identify the personal/professional characteristics of candidates that would be more willing to accept employment in a start-up environment while also living up to the expectations of the company. Stay tuned for weekly updates throughout this project.

In the meantime, if you are looking to for assistance recruiting for your biotech startup, feel free to  book a conversation with Justin Rayment.

Paragon Search Group is an American biotech recruiting firm specializing in permanent positions in Process Development, CMC/Reg Affairs, Manufacturing, Project Management, and Quality for companies ranging in size from startup to Fortune 50.