Specialisms
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Data
We connect programmers, statisticians, data managers and data scientists with the latest opportunities across a variety of life science industries.
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Clinical
In support of some of the most innovative pharmaceutical and biotechnology companies and leading CROs, our team source professionals for stages I - IV clinical trials across Europe and the US.
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Technical Operations
From manufacturing to product development, facilities management to engineering, our team understand the skills necessary to ensure the success of a tech ops department.
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Commercial
From sales and business development through to account management, our commercial team find talent across all post-trial drug development stages.
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Technology
Many of our most longstanding partners operate in the technology sectors, from ERP/CRM to machine learning and artificial intelligence.
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Jacob Perrett September 2022When is the right time to approach a candidate for a role? 6 signs that someone could be open to new opportunities
There are many reasons a candidate may choose to leave their current job in search of a new one. Some will make it public knowledge that they are job hunting, others will be a bit more secretive about their desire to jump ship – but there are signals that might inform when a candidate could be open to a conversation, even when they’re not advertising their availability.There are methods of uncovering prospective candidates and offering opportunities to those who may not be ‘on the market’, as such, but would be open to hearing about new positions. It takes a bit of knowledge on the state of the market and on candidate behaviours, but if there’s reason to believe that they’d be on board, then there’s nothing to lose by pursuing them.There’s a pattern in their job history A good indicator that a candidate may be interested in a new role is by looking at their past employment habits. If they have a track record of changing jobs every couple of years and they’re coming towards that time frame, then you can expect a greater chance of getting a response when approached.On average, US employees leave their job after 4.2 years and 33% of new hires quit within just 6 months. As a result, it shouldn’t take much convincing for them if there’s something better on the table. By looking at these trends, you can determine if a candidate is ready for that next step. There’s big news surrounding their company Whether this is finance-related, performance problems, commercial issues, or a major trial or manufacturing hurdle; something within the business that leads it to be pushed into the public eye could be a reason for employees to look to move elsewhere.In the life sciences industry, we benefit from the fact many firms are obliged to transparency when it comes to the success of their ventures. So, if a candidate is working at a start-up which has missed a major milestone or their product isn’t performing, those within the business may be looking to greener pastures to be involved with projects that are on a better trajectory.It’s a harsh reality, but it’s not called the war for talent for nothing!A merger or acquisition has been announcedPeople are naturally more susceptible to changes in role when major shifts happen in their company. Candidates might join a smaller company when a larger firm takes them over, if the appeal of joining that company in the first place was to do with culture that would be lost within a larger firm.When M&A activity takes it can cause a lot of uncertainty for employees within the organisation, especially in cases where physical offices may be closing or relocating.On top of this, there may be culture clashes with the new business. This can be incredibly off putting for those passionate about the company policies or who joined because of the ‘start-up’ appeal. Some candidates will have frustrations or concerns, so it is a good time to reach out if you’d be hiring from the affected talent pool. There’s a change in leadership or a restructureAppointment of a new CEO, a major board reshuffle, or other senior-level restructures might trigger a candidate to want to look elsewhere. This could be because they’re wary of a new leadership style, or because they had existing relationships with people that were impacted. Moreover, the restructure my have impacted departments closely related to their role and so they may be concerned for their own job security.There’s an upcoming seasonal recruitment trendA good time to reach out is often during the summer. Whilst the first 6 months are typically considered the best time for hires, you shouldn’t rule out the rest of the year.Surprisingly, the holidays can be the perfect time to get in touch with candidates as they’re likely to have more time on their hands and competition shouldn’t be as intense. Given that most employees quit their job in August (almost 3% of US workforce in 2021), it’s essential to do your research around July to get them interested before fully approaching. In simple terms, be proactive but not intrusive. Get your foot in the door and then let them make the next move. You’ve come across them before Although it’s important to branch out, you shouldn’t overlook those already in your ATS – if you have one.As executive search consultants, we make sure we keep a tidy database of everyone we’ve contacted about roles. It allows us to nurture candidates that aren’t quite ready to move yet, so we’re at the forefront of their minds when they are. Some of the best candidates could be people you may have engaged with previously or had mutual connections with. Most candidates we end up placing are re-engaged after initial outreach months prior. It’s a long game, so don’t take a ‘no’ as ‘never’.When you’re re-connecting with candidates, you will also have a better understanding of their intentions and hopefully be able to approach them with an offer that appeals to them more.There’s a large pool of talent to explore within life sciences and many people will be willing to talk if there’s a good enough offer on the table – but understanding these points will help you have an even more competitive edge.With job vacancies on the rise (an estimated 3.5 million STEM roles by 2025 in the US), it’s crucial to get the right people on board, however, you shouldn’t rush into this. A good way to approach a passive candidate is to assess their situation and really figure out if they would be interested before making a move.
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George Kyriacou August 2022Feeling stagnant in your QA role? Here’s why you should consider a freelance career
Most people start their quality assurance career in a permanent position. Traditional attitudes toward work suggests permanent employment offers a higher level of job security, a greater chance at career progression, and more job opportunities – but that’s not necessarily the case anymore. A rise in remote work and decentralised project teams has decreased the candidate market so much so that employers are flat-out battling for perm staff. Major staffing struggles brought on by a shift in attitudes towards work mean companies are now looking to freelancers to keep their projects on track. The viability of a contract vs a perm career is levelling out, so now is a great time to make the jump to becoming freelance. Here are a few reasons why. Freedom of choice Freelancing offers a choose-your-own-adventure career path. You get to work on the projects that excite you most, with the companies you align with, and you’re not dictated by the avenues your employer wants to go down. We work with many of the same contractors year-after-year, ones that have a diversified client portfolio and several projects under their belt. Within a few years as a contractor you start to understand the types of projects and companies you enjoy working, and once you’ve built a bit of a reputation you have the freedom to pursue only those. Variation Usually, senior contractors are brought in for a specific project or because something is happening within the company. In many cases there will be an upcoming FDA inspection, or maternity cover, or someone has left and they need to find a replacement quickly. The role a contractor takes on is never the same and this can be a really enticing opportunity for some. Variation also comes into play when a contract comes to an end. At this point, a contractor can try a new company and have different responsibilities, something permanent employees do not have and would need to move jobs four or five times to experience. Flexibility Without an external employment structure, you’re able to accept work where you like, take holidays between contracts, and allow yourself more freedom than perm employment typically allows. Factoring in what you can afford is key, as you do lose statutory benefits like annual leave when you’re freelancing. But we’ve seen senior-level contractors take breaks lasting up to six months between projects – a level of flexibility you just don’t get in perm employment. Financial gain Contractors are convenient, don’t cost companies money in benefits, tax, or pension contributions, and are seen as a solution to progressing projects quickly. So, firms expect to pay a premium for that. On the whole, contractors receive a higher rate of pay than permanent employees in comparable roles, especially when it comes to quality assurance. We’ve seen QA contractors receive up to €250 per hour, while a perm employee could be making close to half with a similar level of experience. Moving into a contract-based role does have its benefits, but the decision should be approached carefully. Most QA contractors have a decent amount of permanent-based experience behind them before jumping into the QA contract world. So how do you know when to make the jump?Company loyalty You need to have been in the “perm game” for a while. It’s the only way to have obtained the variety of skills necessary to perform well and succeed in your new contract role. Your CV needs to show that you have demonstrated company loyalty at some point during your career. This might sound contradictory; why should loyalty matter when you’re moving into a contract position? But, having this on your CV will show that you’ve previously built up a good understanding of a company’s best practice and protocols, which shows to a prospective client that you’ll be able to do the same in your freelance work. Technical knowledge Demonstrating a variety of technical knowledge that is relevant to QA will be key when it comes to making the shift to contract work. Being specialised is good when you are staying in one position, but when moving into contract work a broad technical knowledge is essential for increasing your chances of being hired for projects and consistently being awarded work. Location To work in contract QA you need to be comfortable with the potential of moving location frequently. Often in QA contract roles the contractor will need to be on-site, and when you’re working short term contracts this could see you moving around regularly. Some of the contractors we work with jump from country-to-country with their work, staying in a new area for just a few months at a time on a project. If you’re planning on rooting-down somewhere you should consider the amount of freelance work available locally to you before deciding on a contract career. Deciding when to make the jump into contract work can be a tough decision. If you’re looking to make the switch from permanent to contract, please contact me here and let’s discuss the process together. George Kyriacou is an expert in the contract, QA, and life science staffing sector. For support in strengthening these divisions within your organisation, connect with him here.
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Crystal Leung August 2022What do candidates want from employers today? 5 things besides a good salary attracting talent in 2022
Careers in STEM now account for around 7% of all US occupations, so it’s no wonder that employers are having to compete for the best candidates. As a result, those with the experience and skills in high demand, will be looking for a host of benefits from businesses before taking that leap into a new role. Many of these will be non-negotiables, so it’s important for employers to really consider (and effectively sell) what they have on offer. Wellbeing benefits Given the impact that Covid-19 has had on employee performance these past 3 years, wellbeing has become a top priority for candidates in 2022. Companies must be able to demonstrate how they support employees in and outside of the office. Do they provide mental health days? Are wellbeing sessions on offer? What are they offering in terms of paid time off? Perks that are centred around wellbeing are now expected, and a lack of consideration for employee wellbeing could be a major deal breaker for those considering a new role. In jobs as strenuous as some life sciences ones are, it’s essential to keep employees motivated and happy in the workplace. A commitment to social responsibility Reputation matters, and in an industry like life sciences it’s important for people to feel that the company they work for is making a positive difference. Employees want to relate to the vision and values of the organisation they work for. If you show a genuine care for the industry you’re in, by perhaps partnering with charities and other non-profit organisations in this field, then candidates could be more inclined to join.According to CR Magazine, 92% of people would consider changing jobs to a company with an excellent corporate reputation. Location-specific considerationsRelocating is a big deal, and as recruiters we’re often operating without borders, sourcing talent from outside of the country to sell on a relocation. Whilst this is an exciting prospect for those who want to progress their career on pastures new, there are many things to consider before making the move that’ll depend on a candidate’s current situation.For instance, if they have a young family, then selling the local educational system might seal the deal – or offering childcare support in their offer package could be a strong differentiator. Similarly, if the business doesn’t cover healthcare, this could be a major turnoff in areas without a national healthcare system.Because of this, it’s important for employers to reassure candidates of any doubts they might have relating to location and to sell on the regional perks. Consider the site(s) you’re wanting your new hires to begin in, and develop a relocation and benefits package that is fit for that area.Flexibility In a 2021 survey, 56% of those in the US who worked from home during the pandemic said they would look elsewhere for a job if they couldn’t continue to work remotely. This is a good indicator of just how much flexibility matters to employees now.By offering candidates the freedom to choose their own working hours and place of work, employees will be more drawn to the role.Candidate motivations for a better work/life balance are varied; from saving on childcare costs, to cutting down time spent commuting, to gaining time for an out-of-work passion.Considering these factors when developing your EVP could improve employee satisfaction and in return improve employee retention, but it has also been linked to increased productivity (up by 13% in a recent study) – so it’s a win-win on both sides if you can implement a strong remote workforce culture.Clear career progression The final thing which candidates are looking for from employers nowadays, is clear career progression. This is an attractive job quality for many in STEM as they often want to be kept on their toes. If they aren’t being challenged and can’t see room for growth in the long-term, then there may be no point in joining at all. As a result, employers need to show how they support individual development within the business as this is what’s going to attract talent in – so be as transparent as you can with your employee development strategy.
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TeamSEC
Gabriella Boxall July 20226 Tips for entry-level recruitment roles: How to stand out when applying
On average, companies will receive over 80 applications per job vacancy, with some top employers seeing over 650 CVs per role. It’s therefore important to differentiate and stand out amongst others going for the role. So, how should you go about this? Do your research before rushing in Whilst it’s not essential to have any prior experience in recruitment for an entry-level position, it’s important to have a good understanding of the industry. Along with this, you should research the specific sector that you’re going into. In our case, educate yourself on the life sciences industry and try to get as much knowledge under your belt as you can. Moreover, do some research into who’s going to be interviewing you. There’s nothing wrong with a little LinkedIn stalk to find out a bit about their role and responsibilities within the business. This will give you some good insight and help you prepare the relevant questions to ask at the end. Proof-read, Proof-read, Proof-read Did you know that around 60% of employers will reject a candidate’s application due to poor grammar alone? Given the average recruiter spends just 7.4 seconds reading a CV before making a decision, it’s crucial to make your writing as concise and engaging as possible. Ideally, this should be no more than 2 pages long, including a cover letter and only the most relevant information such as past jobs and qualifications. Stick to a simple layout which doesn’t distract the reader and make sure to update all contact details. Finally, read through your application at least 3 times and ask someone else to check for any spelling or grammar mistakes before submitting. Stand by your words Although it’s easy to sugar-coat most things in your CV, don’t shoot yourself in the foot. Of course, you should mention all the different attributes and skills that you could bring to recruitment, but don’t blatantly lie in your application. And be prepared to back up your claims, too - there’s no point in writing about how good you are with people if you can’t demonstrate this in the interview. Don’t oversell yourself unless you’re going to commit! Make the most of your free time We all have hobbies outside of work, and 9 times out of 10 potential employers will ask what you get up to in your spare time. Do you have any interests? Are you part of a sports team? How did you get into that? This is a great talking point in your interview, but your interviewer is also looking for potential skills you might use at work, like collaboration. If you’re actively involved with a club or you have an interest beyond the office, then employers will be able to see what motivates and drives you - a key indicator of your work ethic. This also shows a level of productivity, so you might not want to admit that all you do it stay inside watching Netflix! Show your passion To be a successful candidate for recruitment, you need to show initiative and a real sense of passion for the job. Moreover, because experience isn’t necessary for an entry-level role, it’s important to prove your willingness and enthusiasm about working in a sales environment in both your application and interview. Be open to learning new things and listen to all feedback that comes your way. Finally, ask yourself whyWhy did you apply for this role in the first place? Why life sciences in particular? The last thing an employer wants is a brilliant CV but a terrible interview in which you can’t answer the basics. Think truthfully about why you want to work in this industry and why you’re so passionate about the role. You should also take the time to look into the values and overall culture of the business to help you prepare the best possible answers.
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Jacob Perrett May 2022Four Massachusetts-based Cell and Gene Therapy start-ups that are taking 2022 by storm
The east coast of America is seeing a boom in the number of cell and gene therapy (CGT) start-ups setting up shop. In particular, Massachusetts has seen a real rise in the number and some of these have huge promise. Here is a list of four Massachusetts-based CGT start-ups that are already making an enormous impact on the industry and will continue to do so into the future. Dyno Therapeutics Dyno are a Cambridge based biotech who launched in May last year. Their work combines both AI and gene therapy to solve the challenges of in-vivo gene delivery. The AI-powered tech will improve the design of gene therapies by making them safer, more effective, and applicable to more diseases, heightening the potential to provide life-changing treatments for millions of patients In the coming years Dyno are going to be ones to watch, they secured $100 million in Series A funding upon their launch and have some impressive partnerships with the likes of Roche, Novartis, and Sarepta Therapeutics. They’ve gained a good amount of media attention ; this year they were named as one of America’s Best Startup Employers by Forbes, and named Emerging Company of the Year by the New England Venture Capital Association. With all of this under their belt, they’re sure to see an influx in prospective employee interest and a bright future ahead of them. Scorpion Therapeutics A Boston-based company, Scorpion Therapeutics launched in October 2020 with the aim to develop the next generation of targeted cancer therapies. The company are revolutionising the CGT cancer sector and pushing towards an “era of Precision Oncology 2.0” by building on the scientific breakthroughs of the past 20 years. What’s looking promising for Scorpion is their diverse and deep pipeline of optimized drug discovery programs which are being developed “at unparalleled speed and scale compared to existing benchmarks”. It’s clear that investors too can see the potential Scorpion have; when they first started out they received $108 million in Series A funding, fast forward 3 months and they’ve received a further $162 million in Series B funding. With an exciting pipeline and huge investments, Scorpion have piqued the interest of some of the pharma giants, entering an agreement with AstraZeneca back in January to discover, develop and commercialise novel cancer treatments against ‘undruggable’ targets. With so much buzz happening around the company, it’s likely Scorpion have all they need to secure a fruitful future. Ensoma After securing $70 million in Series A funding, Ensoma are another one to watch. They are just over a year old, launching in February 2021 in Boston, and have had a great first year. Ensoma engineer gene therapies that treat rare monogenic illnesses, and since launching they have developed the first in-vivo editing platform that precisely engineers hematopoietic and immune cells with a one-time, off-the-shelf treatment. This success to likely to continue due to the support from top-tier investors, along with Ensoma’s strategic collaboration with Takeda. This partnership has the potential for Ensoma to receive up to $1.25 billion from Takeda, assuming the programs are a success. Strand Therapeutics Another emerging biopharma is Strand Therapeutics. Located in Cambridge, MA, Strand are among those using synthetic biology and applying it to RNA therapeutics. The company launched in June 2021 and is co-founded by world-leading researchers from the MIT Synthetic Biology Center. With a cool $52 million in Series A funding, their technology has the potential to revolutionise CAR-T therapy while also being applicable across a broad spectrum of other diseases. At present Strand are developing the first platform for the creation of programmable, long-acting mRNA drugs which will be capable of delivering precise, multi-functional, potentially curative treatments with a single dose. With exciting prospects on the horizon, Strand Therapeutics are definitely going to be one to watch.
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Harvey Curzen May 2022An insight into the challenges of cell and gene therapy commercialisation
Reaching the market with cell and gene therapies (CGTs) is no easy task. Despite there being over 1,000 ongoing clinical trials for cell and gene therapies, there are currently only 23 FDA approved CGTs on the market globally. This is not putting off investors though, roughly a third of all private investments made last year in the life sciences industry were within CGT: a whopping $68 billion. With such huge amounts of investment, it is easy to forget that we are currently in the early stages of CGTs commercialisation. Globally, there is a large eligible patient population who are ready and waiting to see the benefits of CGT but haven’t received the treatment yet. In the US for example, fewer than 20% of patients eligible for CAR-T therapy, a therapy used to recognise, target, and destroy cancer cells, are receiving it. Therefore, the commercialisation timeline needs to accelerate in a timely manner to help raise the statistics.So what are some of the hurdles faced when it comes to cell and gene therapy commercialisation?Target population sizesFirstly, CGTs are very expensive, and typically have small target markets. This makes them a tougher sell when it comes to governments and healthcare bodies; When a treatment can only help a relatively small number of patients, they’re more likely to be deemed unprofitable, and pose greater risk for those involved in purchasing decisions. In the case of Glybera, this is exactly what happened. Glybera was the world’s first gene therapy to receive approval in Europe, and due to commercial failure, the developers did not renew its market authorisation. The CGT was priced at €1 million, making it the most expensive treatment upon its commercialisation in 2012, and also had a small target market. This made it hard to convince governments to get behind it and continue to pay for it. Global healthcare infrastructureFor CGTs to help their target populations, the healthcare infrastructure will need to change at a global level. Currently, most hospitals do not have the facilities, processes, or expertise in place to provide patients with access to CGT treatments. With the amount of CGTs on the market growing at a relatively slow pace (only two were approved by the FDA in 2021), and as CGTs only help a small audience, it’s not likely that there will be a quick uptake in the healthcare industry making commercial success a challenge.Demand for talentTo support the uptake of CGTs, commercial directors need to have talented people on the ground and at the moment there is a shortage of qualified talent. One reason behind this is that, commercially speaking, CGT is a very new field. This means there are few people who have hands-on experience when it comes to leading a successful CGT commercial strategy, as it’s been done so few times. Hiring experienced commercial heads may therefore be a struggle for small or midsized companies, as many of the businesses that work within CGT and have the resources to attract and retain these people are larger companies. Following decades of effort to establish and progress the field, the future of personalised care, targeted treatment, and fights against rare disease are clearly looking more optimistic thanks to the capabilities shown by cell and gene therapies. It’s clear too, though, that transformation across the healthcare sector will need to be undertaken in order for us to see widespread commercial success, and to realise the full potential offered by CGTs.Harvey Curzen has vast knowledge and experience in the commercial space, specialising in cell and gene therapy within the DACH region. For support in securing your business-critical hires or to enquire about our open opportunities within the sector, connect with Harvey on LinkedIn here, or send him an email at harvey.curzen@seclifesciences.com.
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consultantstories
Olivia Skye May 2022My workplace non-negotiables: How I knew SEC was the right environment for me
I started my recruitment journey back in 2019, just shy of three years prior to joining SEC. I began my career working the EU and UK markets, but was drawn in by the hustle and bustle provided by the US market. I soon switched my remit and have been working with stateside clients and candidates ever since.When the opportunity came up to join the newly formed US division at SEC, it looked like the ideal opportunity - but it was going to take somewhere special for me to consider a new role.I joined SEC with the purpose of expanding our US life science presence. This was something I knew I could do and knew I could do well, as in my previous firm I’d built up the US market from scratch. So, when the chance to join SEC came up, the opportunity looked ideal for me.But when I was considering a new role there were three non-negotiables – things I’d consider dealbreakers if the agency I was interviewing with couldn’t offer them.First, homeworking flexibility was essential. When the pandemic hit, like so many of us, I had to adjust to working from home - and I came to love it. With the everyday commute too and from the office gone, I got back hours of my life that I didn’t even realise I was losing. With this new control over these hours I became so much more productive day-to-day, and knew that this was the way I wanted to work. "Having the flexibility to work from anywhere has allowed me to fulfil some of my life goals. I always wanted to live abroad, and SEC allowed me to do that."One of my biggest passions in life (second to life science recruitment, of course!) is to travel, and after 8 years in London I was ready for a change of scenery. As well as the flexibility to work from home, I knew I wanted to be with an agency that would allow me to work from anywhere. Once restrictions eased and international travel was possible again, I took my chance and upped and moved to Spain – and SEC were open to the fact I’d be working outside of the country. Being based here my hours are slightly different; I’m an hour ahead of the UK and 6 hours ahead of the US, so my work day starts at noon. It might not be everyone’s cup of tea, but I feel like I’m living my absolute dream lifestyle. Now before I start work, I have the time to go to the beach and workout, the freedom in my mornings is great. Then, at lunch I’ll go for a walk around my area, usually back to the beach (it’s just so close to my house) before working through until around 9pm. Spanish culture works so well with my hours, as unlike the UK, everyone tends to have dinner around 9-10pm anyway. So, I’ll have time to go out and meet my friends for dinner before starting all over again the next day. Having the flexibility to work remotely has allowed me to fulfil some of my life goals. Ahead of turning 30 I’d always wanted to live abroad, and SEC allowed me to do that. My second dealbreaker was relating to development. I wanted to constantly be learning, developing, and growing as a consultant. When I started at SEC I had just under three years of experience, and I knew that there were areas that I wanted to improve in. Since joining I’ve learnt a lot more than I ever anticipated I would, purely because of the experience the senior team have here. SEC recently brought on a new Performance and Development Director, Pin, and - no exaggerations - he is a legend. In the time that I’ve been here he has taught me so much already, things I didn’t realise I needed teaching or brushing up on. Everyone, no matter what position you are in, is seen and treated as equals. Even if you are an experienced recruiter, you’re not expected to know everything, and with the support here I’m learning every single day. It’s just been so refreshing. "When I joined SEC I had just under three years of experience, and I knew knew there were areas I wanted to improve in. Since joining I've learnt a lot more than I ever anticipated I would, purely because of the experience the senior team have here."And finally, I needed my potential manager’s leadership style to connect with how I like to be managed. When you first start, SEC ask their consultants to do a characteristics personality assessment. I loved this because its purpose is to clearly see how someone likes to learn, and which environments they like to work in and can thrive in. Based on this, the managers can adapt their style and approach to suit that individual. As an experienced recruiter finding a manager that takes this seriously, trusts you, and supports you in your role all while helping you build your desk is often hard to come by, especially working remotely. So, knowing that this assessment was in place, and after the initial conversations ahead of joining, it was clear that these were my kind of people. SEC recognised me as an individual and valued my recruitment skills, so coming in as an experienced consultant they were flexible in accommodating and supporting my career trajectory. The time and effort that my managers have put into my development has been next-level and I’m so appreciative of that. With this support, both my team and I have had some great successes, we’ve opened some fantastic clients, and so I am really excited to continue on my SEC journey.
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Clinical
Jacob Stafford-Wright May 2022Five biotech innovators transforming mental health care
A mental health crisis has sparked innovation from major names within the biotechnology industry, with several firms hitting the spotlight in the last few years as a result of cutting-edge research, contemporary methodology or innovative product application in the treatment of anxiety, depression, PTSD and other cognitive disorders.A particularly flourishing branch of mental health treatment can be seen in the use of psychedelics, where early research and application is garnering promising results, the likes of which haven’t gone unnoticed by major life science firms and investors alike.But the mental health market is massive, and it’s not only psychedelics drawing attention to the space. Wearables, diagnostics, artificial intelligence, and digital engagement platforms are all being explored with the intent to provide better outcomes for mental health patients. Here are five firms making waves in the sector.Lobe Sciences Lobe Sciences focus on the clinical development of medical devices and psychedelic medicines to treat neurological disorders and brain traumas, and have an impressive and diverse portfolio of 5 provisional patents – 3 for treatments that use psychedelic compounds and a further 2 for medical devices.Last year the firm announced a joint venture with Virtual Psychedelics Incorporated to develop digital therapeutic pods, set to be powered by a custom tech stack that combines display technology and biomonitoring to create a multi-sensory virtual experience."We believe this technology will be able to assist those suffering from depression, PTSD and other mental health issues. The KrysalisTM Pod is being designed as a therapeutic system capable of delivering an easy, immersive media experience, while simultaneously collecting critical biometric data in a safe and monitored environment."Sage TherapeuticsPostpartum (or postnatal) depression is believed to be the most common complication of childbirth, affecting roughly 1 in 7 people after delivering a child. Typically though, new mothers have had access to no treatments specifically designed to target the condition. Instead, they are prescribed antidepressant drugs that are approved for the general population, so it's not clear if they're safe or effective, and they don't always work.Sage Therapeutics set out to change this, and their treatment ZULRESSO became the first FDA-approved treatment for the condition back in 2019, and remains the only treatment specifically indicated for postpartum depression (PPD). In studies, mothers undergoing the treatment after childbirth experienced a reduction in symptoms of PPD in just 2.5 days, with maintained results in mood measured at the 30-day mark too.Last year the company planned to launch three new trials to test an additional product, SAGE-217, against the treatment of the condition.Neuronetics Commonly prescribed treatments for clinical depression often come with the risk of adverse side effects, so many patients opt against traditional antidepressant drugs. Neuronetics provide an alternative with their product NeuroStar, a non-drug, non-invasive treatment that uses magnetic pulses to stimulate areas of the brain that are underactive in those suffering from depression.An open-label trial into the product saw almost half of participants experience significant improvement in depression symptoms. Some also experienced an improvement in their anxiety, appetite, and energy levels.The market-leading medtech firm has delivered over 2.8 million treatments to patients suffering from depression since their product hit the market in 2008, and in 2020 they were named as a Top 10 Neurology Device Provider by MedTech Outlook Magazine.atai Life SciencesGlobal biotech atai Life Sciences have only been in the mental health space since 2018, but are involved in almost a dozen ongoing efforts analysing the effect of various compounds on depression, anxiety, addiction, and other mental health disorders.Many of the therapies under research by atai make use of psychedelic compounds, but since 2020 the company have also invested heavily in the digital health space, acquiring a majority stake in digital therapeutics firm Psyber and launched their own digital platform, IntroSpect.The company hope to utilise the flexibility and power of technology to meet the need of patients on their own terms, and use digital biomarkers to make mental health treatments more refined, effective and individualised.Pear TherapeuticsSince 2020, Pear Therapeutics has announced a variety of partnerships with key players in the fields of wearables, diagnostics and AI and between 2020 and 2021 raised $80m to develop their digital therapeutics that aim to support the treatment of a variety of cognitive disorders.They hope to redefine medicine by discovering, developing and delivering software-based therapeutics to provide better outcomes for sufferers of depression, bipolar disorder, schizophrenia and substance use disorder. Pear hit the news in 2021 as the Ohio Department of Mental Health & Addiction Services became the third state regulator to fund their digital therapeutics to tackle behavioural health and addiction recovery.
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consultantstories
Crystal Leung April 2022Motivation and Momentum: The road to placing my first candidate at SEC
I joined SEC back in July 2021. I had just moved from Canada in 2020 and was working in the retail and hospitality sector. Being in these kinds of roles meant that I was constantly talking to people, so this really honed my ability to communicate with strangers. Throughout my life I’ve always had a good work ethic, I’m constantly striving to achieve the best. So, when I first heard about recruitment, it really intrigued me. I realised my skills and what drives me could align with recruitment nicely, and so I really started to consider it as a career.When I first started I knew that recruitment wouldn’t be easy. Even though I felt I had a fair understanding of what a career in recruitment would look like, I knew a placement wouldn’t just fall into my lap and that it’d take a lot of groundwork to get a sale in the pipeline. To reap the rewards, I needed to put those months of effort in through making calls, sending emails, and getting to know people. My first placement was a Senior Project Manager of Regulatory Affairs in a contract research organisation (CRO). This kind of position isn’t one that myself or my team typically place; regulatory affairs isn’t usually our remit. But it worked out that when I came across this role, I had just come across this particular candidate and knew this could turn into something really great, the stars aligned you could say.Once I started working the role everything progressed quickly. That evening I was on the phone with candidates discussing what they were looking for and the position we had on offer. I’d had a couple of initial conversations with a great candidate that was working for an agency but felt like this line of work was limiting them and not opening a lot of doors for them, so right away I knew that career progression was going to be a huge motivator for them when considering an offer. The candidate and I really built up a strong level of trust, so I knew that they were in other hiring processes with different companies. What made them choose this role over the others was down to this trust. They knew I wanted the best for them, I wouldn’t put them forward in this role if it wasn’t 100% aligned with their motivations. In the end, they went with my client and were onboarded in the new year. Overall, with it being across the Christmas break and everyone slowing down, it was a 2 month process of interviews and daily communication. Even after they had accepted the position and weren’t due to start for a few weeks, I was still catching up with them on a biweekly basis just to make sure everything is sitting well with them and they’re still looking forward to joining. I feel like the crucial part of making my first placement was nailing down the candidate’s motivations straight away. Before this placement I had a couple of offers on the table which had unfortunately fallen through due to the candidates accepting counteroffers – a tough reality I know every recruiter faces. It was a total learning curve, and from it I realised that knowing and understanding your candidates’ motivations was vital in making sure you’re able to place them. It was such a good feeling when my candidate accepted the offer, it felt as though those first three months of training and hard graft had really paid off. For me, placing this candidate was the best motivator to keep pushing on, and keep striving for that next deal. After this I went on to join the US team, working in the analytical department and have been thriving since, I feel as though I’ve really found my niche. Now I’m already feeling like I’m a better recruiter, I’ve hit the ground running and I just need to keep it going, keep the momentum, and keep it moving. SEC’s training program really helped me to secure my first placement. Here I’ve got the tools to learn, the opportunity to progress, and freedom to build out my own remit. I’ve learnt so much since July and I can’t wait to see where I’ll be this time next year. Looking for a career in recruitment? Send your CV to us here and our talent team will be in touch.
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Employer Resources
Emma Hobbs March 2022In a market as competitive as life sciences, your employer brand is key to securing top talent
In today’s increasingly competitive life science market, many active candidates are juggling two or three processes when it comes down to offer stage, and the most in-demand passive candidates are approached by dozens of talent acquisition teams each month. With 75% of candidates looking into your reputation before they even consider applying to your vacancy, taking control over your identity as a workplace is one of the most effective ways of positively impacting your talent pipeline. In the job climate of 2022, it isn’t enough to advertise a role and expect your ideal candidate will apply. In fact, less than 1 in every 20 candidates we placed last year came from an inbound application as a result of us publicising a role. For the small number of candidates that do come in through active recruitment channels, they face more choice than ever before and often have multiple processes ongoing. Demand at an all-time high post-pandemic, more life science organisations are gaining the attention of investors and hitting the limelight, and employers are able to attract a wider pool of talent with the adoption of remote working - all of which make it more difficult for smaller organisations to attract talent.As a small to mid-sized organisation, your reputation as an employer of choice should be a consideration when it comes to growth strategy. Consistent messaging of what your workplace has to offer in terms of benefits, culture and opportunities is one of the most impactful ways of reaching that passive candidate goldmine. Effective messaging that taps into a candidate’s desires could be the difference between securing those ideal hires, or them accepting the offer of your competitor. What do candidates want to know? To understand where to start when it comes to your employer branding strategy, it’s important to know what employees today actually expect from their workplace. Passive candidates aren’t won over by the mission of a company, the type of clients you work with, even your place in the market – when considering a move, they want to know exactly what’s in it for them. Sent at the right time, messaging that speaks to candidate expectations doesn’t just support in attracting passive talent before they hit the job boards, but can also help in pre-closing any candidates you might have in process already. Earlier this year we surveyed more than 800 life science candidates and asked about their motivations when it comes to career moves. From a list of the most common employee value propositions (EVPs), the four that were most popular among our respondents were flexible working options, clear career progression, good work-life balance, and a competitive salary package (which came out on top, with 70% of candidates saying this was essential). Knowing what resonates with your ideal hires is key to constructing the right message, and these top desires are a good place to start. You can also uncover hidden facets of your current employer brand and what your candidates might expect by surveying your current employees, collecting feedback from candidates you’re interviewing, analysing data from exit interviews, and checking employment sites such as Glassdoor. Questions to answer when developing your employer brand.What does the company stand for?What benefits set us apart from our competitors?What makes the company unique?What do our current employees say about us?What makes ours a credible organisation?How do we keep on top of our employee's needs?What's our value proposition?Why should prospective hires care about us?How do you get the message out there? Employer branding is just one side of the coin – once you have a clear idea of the message you’d like to present, it’s time to begin recruitment marketing. The careers section of your company website is your shop window, and is important both as a dedicated channel for showcasing your workplace and a place to direct your audience with the intention of converting them to applicants. A dedicated careers page provides a good framework for measuring the success of your employer branding and recruitment marketing efforts, through traffic and conversions, which can be done through a tool such as Google Analytics. You should also consider how you could alter the content you already use when undergoing a recruitment drive, such as reformatting your job adverts to put your culture and benefits front-and-centre instead of touching only upon the vacancy requirements itself. When it comes to external messaging, think about where your candidates spend most of their time and consider ways of involving your business in the conversation. One of the most popular and cost-effective channels for employers to showcase what they have to offer is on the company social media channels, particularly LinkedIn, the world’s leading online professional networking channel. With the help of your marketing function (if your organisation has one) consider how you might build regular and consistent messaging of your EVPs into your existing social content calendar to reach the passive talent networks that are on the platform. Company channels aside, tapping into the networks of your employees has the potential to increase your reach tenfold. The top way people discover new job opportunities is through referrals, and influencer marketing techniques tell us that people are more likely to trust a recommendation when it’s coming from an individual compared to a business entity. Effective use of this powerful resource can allow your existing team to populate your talent pipeline. Consistency is the most important factor when it comes to building an impactful and sustainable employer brand, and with any marketing activity you’re unlikely to see meaningful results overnight. For guidance on how you can reach your ideal candidates, devise the right message to market, stand out against your competitors, and gain an advantage when it comes to attracting top life science talent to your organisation, reach out to our client services team here, or connect with me directly on LinkedIn.
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