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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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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Emma Hobbs September 2021Four examples of how digital transformation has impacted life science R&D
The life science industry is under immense strain in the face of pandemic recovery, an aging population, rare disease concerns and market access pressures. Digital transformation strategies are being introduced across the entire drug development cycle to respond to these challenges, and promising use of digital technologies paint the picture of a utopian future where technology, data and digital strategy combine to create a streamlined healthcare effort that addresses more patient needs within a shorter timeline.The impact of digital transformation can be felt throughout the entire product development chain, from discovery and development through to clinical trials and reporting. These developments can influence the structure of departments or entire organisations, create new roles, and change the skillsets required for existing life science jobs.New avenues created through digital advancements in the life science sector present an opportunity for those in the R&D space to improve processes, efficiencies and returns, and improve the experience of patients across the globe.Here are four innovative examples that set a solid standard for the application of AI, machine learning and other digital technologies in a research and development setting. Accelerating drug discovery using Artificial IntelligenceThe drug discovery process is slow, expensive, and typically sees less than 12% of its products approved for use on the patient population. Early adoption at the discovery phase has indicated that, applied in the right way, AI can help improve product timelines and reduce the financial capital needed in the R&D stage.At the beginning of 2020, Sumitomo Dainippon Pharma announced that their drug candidate for treatment of obsessive-compulsive disorder, DSP-1181, was entering its Phase I trial.The molecule within the drug had been identified within 12 months of discovery launch, through leveraging UK firm Exscientia’s AI drug discovery platform, a huge improvement on the several years it can take using conventional R&D techniques.This venture is a great example of how sophisticated AI technology alongside deep knowledge of a therapeutic area can create impressive outcomes, and such collaborations between leaders in the digital space and R&D giants will become commonplace as we delve deeper into the capabilities of AI and machine learning.Integrating and compiling trial data using machine learningHistorically, compiling trial data to produce reports or case studies has required manual data input sourced from multiple locations. As such, inconsistencies and errors can be inputted, causing documents to be revisited or resubmitted, halting trial progress or delaying start-up processes.Right now, one of the most common applications of AI in a life science setting involves analysing and processing such data. Back in 2019 Pfizer organised a hackathon to test the machine learning technology of four potential partner companies, where the singular goal was to identify errors and discrepancies from the datasets of 30 clinical trials.Pfizer disclosed to the companies the known errors in the data, so they could “teach their tools” the patterns in such errors, and used the findings from each business as an indicator for pursuing a partnership.Machine learning technology can take data from multiple sources and use it to populate standardised forms, documents and trial artifacts that support in timely start-up of clinical trials or to further ongoing research projects.Using deep learning to predict patient responsesThere is a great amount of uncertainty when it comes to how a product will perform when prescribed to a real-world population. Deep learning workflows, however, hold promise for identifying how patients might respond based on existing data and known factors of a particular demographic.Back in 2019 a study was conducted that set out to predict the clinical response to therapeutic agents within treatments for cancer. By using a database of 1,001 cancer cell lines, deep neural networks were trained to predict possible drug responses on multiple test groups of patient cohorts. We can expect machine and deep learning technology to be increasingly leveraged in this way to reduce uncertainty, demonstrate early efficacy, and inform key decisions when it comes to development of new drugs.Reimagining laboratory environments by introducing automationAutomation has a long history of reducing human input in tasks, and in turn reducing the time it takes to complete laborious assignments and reducing the capacity for human error. In an R&D setting, implementation of automation technologies can help increase productivity, accuracy, and quality compliance.Oxford-based technology firm Arctoris combine automation with robotics to alleviate much the manual work needed to conduct experiments in a laboratory setting. Using their technology, researchers can access a platform to control their laboratory experiments remotely using robotics, which during the height of the pandemic means those that would typically be lab-based can still conduct experiments from home.Experiments conducted this way also allows for a greater level of protocol adherence and consistency; a conventional protocol might say something along the lines of ‘mix the sample’, which would naturally be slightly different actions each time when undertaken by a human. The use of robotics in this capacity can ensure the same movement is made each time the protocol is followed. When it comes to pharmaceutical R&D, implementing technology like wearables, AI, deep and machine learning, robotics, and automation can have a positive impact right up the value chain through to commercialisation.Such tech promises to not only positively impact the bottom line, but bring products to patients faster, and improve the efficacy of treatments that are brought to market.
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TeamSEC
Holly Hermance September 2021The SEC Scholars Programme: Supporting the next generation of STEM talent
Did you know that less than 10% of life science professionals come from working class and low-income backgrounds? Poverty and social background are huge barriers when progressing into university and STEM careers.We believe in empowering the next generation of life science innovators and changing this statistic for the better, which is why earlier this year we launched a long-term partnership with In2ScienceUK, a charity focused on promoting diversity and upward mobility in the STEM sector.In2ScienceUK’s incredible work has led to more than 2,000 students, who would statistically be less likely to enter university, progress through to higher education.We are incredibly proud to be involved in the effort and to be providing both hands-on and financial support to aid the next generation of STEM talent.Introducing the SEC Scholars ProgrammeOver the next five years, we've pledged to support a minimum of 50 young people from low-income backgrounds through the SEC Scholars Programme. The programme will help to prepare the students for higher education and gain the best possible start on a career in STEM.This annual programme will provide training and mentorships to students through workshops and seminars from key voices within the field. The programme will also help students to take on work experience placements with some of the top life science employers in the country.The work of In2ScienceUKTo drive innovation and success within STEM education, In2ScienceUK believe it is vital to attract the brightest students regardless of background or wealth.The programmes they have delivered in previous years have helped provide students with the experience and technical ability to kick start their career. They have also built the confidence of those who never previously saw themselves entering the STEM industry. As a staffing company, we are committed to strengthening the pipeline of qualified professionals that the UK has to offer and recognise how some of the current entry barriers in both the life science and the wider STEM industry present a critical danger to this. SEC Life Sciences are committed to promoting social mobility to strengthen the future of the STEM industry through tackling under representation and diversifying the talent pool, and we're incredibly proud to be launching the SEC Scholars initiative to drive that commitment.For more information on the work of In2ScienceUK, view their 2020 Impact Report here.
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Jacob Stafford-Wright August 2021How do I effectively onboard a remote hire?
Workforces are set to embrace working from home in one way or another, even when the pandemic comes to an end. This means the way we approach, attract, and retain candidates must suit a remote-first world going forward. Candidate expectations have been thrust into the forefront of employer’s minds as businesses prepare to hire again, and the competition for talent is rife. In order to remain a competitive employer in a candidate-driven market, you must be prepared to review your current policies, infrastructure and processes to be able to effectively onboard and engage your new hires wherever they happen to be working from – and an effective remote onboarding process provides a great initial experience for your new hires. Ahead of your new hire’s start date Onboarding begins the moment your new hire accepts your offer of employment, so the period between signing the contract and starting at your organisation provides a good opportunity to get them excited about their new venture and about your organisation. Semi-regular communication from HR and line management leading up to the start date will make your new hire feel welcome, reaffirm their decision to join, and help to decrease the chance of dropping out of the process in the event of other offers. Use this time to let their closest colleagues know their exact start date, a bit about the role they’ll be stepping into and what their first couple of weeks will look like, and invite them to connect with your new hire on LinkedIn – organic interactions are virtually impossible in a remote process, so it’s important to prepare your team for welcoming the new starter. Their first few weeks in the role The immediate days and weeks following the new hire joining your organisation is a critical period in which to make the candidate feel welcome, included and valued. They will be assessing whether their pre-hire expectation meets the reality of the role and your business, so a structured orienteering plan is essential to providing a strong first impression. It’s typically the time to schedule some informal meetings with their closest colleagues, meet with the leadership team and hold group sessions to provide a positive insight into the company and it’s culture, history, vision and values. Remotely, this will involve group and one-to-one video calls, gamified or interactive group sessions and team tasks, as well as solo tasks for them to complete at their own pace. Ongoing engagement of your remote team The onboarding period doesn’t end after the first few weeks, or even months. Research suggests that an onboarding period that lasts throughout the first year of your new hire’s time at the organisation, with regular workplace health checks and ongoing training, can improve retention by up to 25%. Regular and structured check-ins with your remote workforce are essential. Research has shown that remote employees are around 50% less likely to achieve a performance-based promotion, so recognition and reward is essential to prevent your distributed employees from feeling stagnant in their role, and criteria for progression should be clear and consistent for both your remote and in-office teams. The onboarding period of a new role is among the most influential of factors that contribute toward company engagement and the overall employee experience, so adapting it to suit remote work, as you likely have done with many of your other processes throughout the last 18 months, is essential. For further support in devising an effective onboarding plan, for a checklist of the remote hiring must-haves, and for tips on engaging your distributed workforce for long-term engagement, download our complete guide to remote onboarding here.
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Candidate Resources
Louis Gicquel July 2021Relocating to Switzerland: Life in one of Europe’s largest life science hubs
As one of the major hotspots for medical innovation in Europe, Switzerland is home to a rich diversity of pharmaceutical, medical technology and biotech firms that have helped secure its position and reputation as one of the most enticing locations for candidates in the life science space. More than 40% of Swiss exports come from the pharmaceutical, chemical and biotechnology industries, and the health and technology sectors in the country were among the least affected by the Covid-19 pandemic. The country's life science industry is responsible for creating more than 50,000 jobs in Basel, Geneva, Zurich and other core cities, and two of the top five pharmaceutical companies globally, Novartis and Roche, were both founded and are headquartered in the country. Other major industry players such as AstraZeneca, Eli Lilly, Gilead, Pfizer and Takeda all have major sites in Switzerland too. But it’s not just large pharma; over 1,000 biotech start-ups in fields ranging from oncology to neurology have a presence in the country, as do many major technology firms. There’s no doubt Switzerland is a hive of innovation and opportunity, so here’s what to consider if you’re thinking of relocating.The Rhine River flowing through Basel, a city home to over 700 life science companies.The perks of a life in Switzerland There are several benefits to working in Switzerland when compared to some of its neighbouring countries in Europe. Sitting outside of the EU and European Economic Area, the country sets its own labour laws and working regulations, but still maintains a stable economic relationship with the European Commission and European Medicines Agency. Here are some of the top reasons that life science professionals decide to relocate. Higher remunerationSalaries here are much higher here compared to other countries, and rank highest compared to the top 20 European economies for entry and mid-level roles.Quality of lifeNot only are the cities of Zurich and Geneva are ranked second and eighth highest for quality of life in the world, but the average working week is 35.2 hours making for a great work-life balance, and easy access to beautiful lakes, mountains and scenic trails contribute to an active outdoor culture. Lower taxesWhile the cost of living is higher when it comes to food, travel and lifestyle expenses, tax rates tend to be lower than that of surrounding countries. Exact tax rates will differ between cantons.DiversitySwitzerland is a hugely multinational country, with more than 20% of the countries workforce made up of expats. There are also four official languages, German, French, Italian and English, meaning plenty of opportunity for speakers of these languages too. World-class education Despite its small size, Switzerland is home to 105 international schools and 12 universities. The birthplace of more than 100 Nobel prize-winning scientists, the country ranks second-highest globally for the quality of its higher education institutions.Strong healthcare systemsAs a life science hub the country naturally has a world-class healthcare system, where you can expect excellent standards, short waiting times and a high level of care. The average life expectancy is 84 in Switzerland, the third-highest in Europe. Buoyancy in the job marketThe health and tech industries in Switzerland have remained strong despite the pandemic, and we’ve witnessed steady growth in demand for talent during the first half of 2021. The contract/freelance market is also far more appealing than in neighbouring countries, presenting higher average rates and lower income tax.Visas and citizenship in Switzerland Although the country isn’t a member of the European Union, Switzerland has adopted certain EU policies when it comes to right to work regulations. That means that most EU citizens have the right to live and work in Switzerland, and have a period of up to six months prior to arriving there to find work if you haven’t already acquired a work contract prior to the move. Citizens from outside of the EU must have a guaranteed work contract and work permit prior to moving. Many expats live and work in the country and decide against applying for Swiss permanent residency. Those that want to apply for citizenship typically qualify after 10 years of residence, depending on nationality and personal circumstances. Further information about visas and citizenship is available on the Swiss FDFA website. Relocating to Switzerland after the Covid-19 pandemic As with many other countries, Switzerland introduced restrictions on travel at the height of the pandemic which have been gradually relaxed, most recently allowing travel from the UK and US in March. Since last summer after an initial pause in processing at the peak of the pandemic, local governments again began processing visa and residency applications and admitting individuals with permits to work. Up-to-date travel alerts are available on the Swissinfo website. When it comes to employment, the Covid-19 crisis had a negative impact on the number of vacancies in life science fields, which we are gradually witnessing an improvement on one year later. While we are noticing significant demand from large pharmaceutical companies and biotech firms going into the start of Q3, smaller firms have had a slower recovery are showing more modest headcount growth. The country’s strong healthcare system, which like many others globally struggled to meet a growing demand for Covid-19-related care during the initial wave of the pandemic, adapted quickly to the adoption of digital and introduced widespread telemedicine services with online appointment booking, consultations and prescriptions. A study rated Switzerland as the world’s safest country during the pandemic, testament in part to their sophisticated healthcare infrastructure. Considering a life on Swiss soil? Check out our latest jobs, or drop your CV here and we'll connect you with our latest opportunities, and provide more information on life as a life science professional in Switzerland.
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Candidate Resources
Jacob Stafford-Wright July 2021Starting your new job remotely? Here are 6 things to consider
Starting a new role is daunting, especially in a remote-first world. Your onboarding period won't involve as much face-to-face time with your manager, working amongst your new colleagues, or getting a feel for the new office space. But with the right preparation and mindset, you can still get involved with the company culture and have a successful induction period.The world of work underwent a seismic shift at the beginning of last year, with companies around the globe introducing hiring freezes on the back of the initial wave of Covid-19 uncertainty. For those that didn’t, and those that have since resumed hiring, many aspects of the recruitment and onboarding process has been adapted to suit a remote-first world. The results of a study from Enterprise Technology Research suggests that the percentage of workers permanently working from home is expected to double during 2021, and most companies are announcing hybrid models that involve a mixture of home and office-based arrangements for the post-pandemic workplace. This means there’s a likelihood that you’ll be joining a new job and getting far less face-to-face interaction with your colleagues or the leadership team than you might be used to. In order to maintain the same level of engagement and ensure you have a meaningful induction period, your new employer has likely made adjustments to account for the new way of working, but there are still steps you can take to ensure a confident start. Set up a new workspace It can be helpful to create a new, designated space where you’ll work from home for the majority of the time, or by refreshing your existing WFH setup to mark the transition to a new role. You may be in the same house or apartment space, but marking the occasion by changing the furniture arrangement, introducing some houseplants, or even changing a desktop wallpaper can provide a different feel for when starting the new role. Prepare an email to your team Your line manager has likely already alerted all or relevant colleagues when you’ll be joining, but preparing a message to your team (or to the whole business, depending on the size of the organisation) is your chance to provide the strong first impression that is often missing when in a remote setting but comes naturally in a face-to-face environment. It’s your opportunity to break the ice from day one, explain a bit about your background, and let the team know what excites you about joining. Get ready for a new style of onboarding Logistics of employee onboarding are wildly different from that of an in-person process. In the last year we’ve worked with clients that have transformed their onboarding process into a mixture of physically distanced in-person meetings and remote sessions from home, and equally worked with candidates who have been mailed their work equipment and onboarded entirely over Zoom. Policies at your new organisation and the fast-changing health situation will dictate what your initial few weeks will look like as you become accustomed to your new role, so it’s a good idea to enquire about the logistics of the onboarding process through a quick note to your recruiter or new HR team ahead of your first day. Learn the communication channels Whether it’s through MS Teams, a Slack channel, or simply over email, learning how to communicate digitally with your manager and colleagues is imperative for effective collaboration. Great working relationships are built on communication and trust, so ask those you’re working closest with what their preferred method of outreach is when engaging in collaboration, and in turn let them know yours. Setting a standard of communication as early on in your role as possible will facilitate a smooth integration process and enable stronger collaboration. Identify a mentor/buddy A major aspect of many onboarding and training processes is appointing a mentor or buddy, who you, as a new starter, will shadow whilst they perform some of the day-to-day elements of their role. It can be a challenge to adapt this to a virtual setting, as many of the nuances that make up a role or are specific to an organisation simply can’t be articulated in training documents. Your new employer may already have a virtual mentorship programme in place, but if you haven’t been assigned one, gauge during any one-to-one or team meetings with your department who might be appropriate as a go-to for any questions about the company culture, team dynamic or anything else that might fall outside what is usually taught by your manager. Acknowledge there’ll be a learning curve It’s natural to start a new role with the expectation of getting stuck in straight away, getting involved in projects and delivering straight away; after all, your desire, determination and skills are likely what landed you the job in the first place. But it’s important to recognise this is an entirely new environment with a new set of expectations, so it can be difficult to hit the ground running. Affording yourself a bit of slack during your onboarding period and taking the time to adjust will lead to less frustration if you do face hurdles, and means you’re less likely to suffer burn out in your initial few months.
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Jacob Stafford-Wright June 2021New name, new visual, continued commitment. Introducing SEC Life Sciences.
We’re proud to have built an established presence in the life science and technology staffing fields, and as the industry evolves so does our mission, vision and what we stand for. Now we’re excited to launch the new SEC brand as part of our ongoing evolution. Throughout the last year, we’ve seen our candidates and clients do incredible things, from direct involvement in the effort to fight the Covid-19 pandemic, to providing support through their continued dedication to advancing medicine and medical technologies across countless other indications. We’ve been privileged enough to support some of the world’s leading life science organisations deliver their mission in the face of overwhelming uncertainty. Things at SEC changed as well. We’ve taken the opportunity to reflect on our own goals, values and mission as an organisation, and the result is a new brand identity. The world of medicine, medical devices and healthcare technology isn’t the same as it was when SEC was established. We’ve been evolving as an organisation for the last three decades, year after year developing a stronger sense of who we are and shifting our focus as the needs and expectations of the life science community have changed. We believe our new name and visual identity aligns closely with the modern life science landscape, reflects our extended capabilities, and reinforces who we are and how we aim to bring value - as a trusted life science talent partner. We’d like to thank the team at Halt for providing the creative direction and cutting-edge design elements that make up our new visual identity. The rebrand from SEC Recruitment to SEC Life Sciences, along with the updated visual, is the latest of several new investments we’ve made this year to align with the modern life science landscape more closely, and to provide the products and services the sector needs. We’ve also elevated the offering we provide to our partners through the appointment of a dedicated client services division, established new teams dedicated to nurturing top talent across the major life science hubs within Europe, and set out a commitment to service sectors with growing demand such as artificial intelligence and digital health. It's with pride and enthusiasm that we share this brand-new chapter in the SEC story with you, and we’re looking forward to continued growth and evolution.
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TeamSEC
Faye Charlesworth June 2021The six essential attributes that make a successful recruiter
At SEC we’ve been running training academies as part of our onboarding process for years. They help budding recruiters hone their skills and provide the foundation they need for a successful career in recruitment, and as our academy members join with up to a dozen other junior recruiters, it provides for an excellent learning environment for those that are brand new to the industry. From the day our academy begins you are trained on every element of the job, in the classroom and at your desk, with everyone from our colleagues, the board and external industry experts getting involved in the initial training and development process. Through this extensive programme we are able to mould raw talent into brilliant recruiters - but if we're not looking for experience, what is it we hire on? At SEC we tend to look at two elements: skill and will. When hiring for our academies we like to make sure that applicants have both the soft skills and interpersonal ability to carry out the job well, and the will to succeed and learn. Here are some of the key skills that we look for in our academy joiners. CuriosityCandidates and hiring managers alike love sharing their goals and expectations with consultants that want to listen and learn. A natural curiosity and eagerness to scratch below the surface of a CV or job spec will help you build meaningful relationships, improve the quality and speed of your work, and create more opportunities for business.Understanding the importance of asking the right questions at the right time is key, and will eventually lead to you being able to read between the lines of a job spec or CV, and pick up on patterns with particular clients or candidates that will help in your day-to-day work.Diligence How willing are you to push yourself outside of your comfort zone? This is a crucial factor in the journey to developing as a recruiter, particularly in the early days. The more you push yourself and the more persistence you demonstrate, the faster you will become comfortable in carrying out the more difficult aspects of the role. Your drive to overcome challenges will gradually help you expand your comfort zone and become a better recruiter. Work Ethic Everyone says they are a hard worker; on every CV, in every interview. So, if everyone says it, it doesn’t differentiate you, no matter how true! When interviewing we’re always looking for examples that demonstrate how you go above and beyond. Recruitment is not always a nine-to-five job, it’s highly demanding and requires just as much effort, persistence and hard work six months down the line as it does during your first few weeks. Thick Skin As with any sales role, you need to be able to separate the professional from the personal and deal with the rejection as it happens. Rejection can be disheartening and difficult to deal with, but the best recruiters learn from it and use what they’ve learnt to inform future decisions. The best recruiters are able to learn from their failures as well as their successes, and are able to see each outcome as an opportunity for development. Intelligence This doesn’t just mean exam results - it's having the ability to look at a situation, work out what’s happening and recognise what needs to be done. Having the initiative to take the correct action based on the information available is essential in recruitment, as processes can often require quick and informed decision making. Consultants at SEC are in control of their own desks, their own processes and their own client relationships, so we always look for people who can work to guidelines, but are also confident working independently and providing the best solution for the requirement at hand. The 'it' Factor You’ve got to have something about you! Recruitment isn’t just about picking up the phone and asking the right questions, there’s a certain je ne sais quoi that great recruiters have. As well as having a great work ethic, understanding of the role and a commercial mindset, we’re looking for a great personality fit too. You’ll be responsible for building and maintaining a rapport with our clients and candidates, understanding their personal situations and requirements, and acting on them personably; often something like introducing humour at the right time can be exactly what a situation needs. Someone who can demonstrate all of the above has the attributes of a great recruiter, and the learning and development programme at SEC is able to equip you with the rest. We’re holding our next academy on July 19th 2021. For more information about joining #TeamSEC and to apply for our training academy, click here.
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Candidate Resources
Jacob Stafford-Wright May 202110 Practical tips for a successful video interview
They're nothing new, but these days video interviews play a key part in most hiring processes and are commonplace even when the role on offer isn’t completely remote. Employers hiring throughout the pandemic had no choice but to adapt their interviews to be virtual, but even as restrictions ease, they have opted to retain the convenience that remote interviewing offers. What was once a possibility for the initial screening process or a first stage interview, video interviewing is now being adopted throughout the entire recruitment cycle. If you’re already used to working from home, you’re likely familiar with the technical requirements of connecting virtually and some of the challenges posed by communicating through the screen. If you’re new to remote interviews or video conferencing tech, it can be a bit of a daunting prospect. Here are our tips for preparing for and ensuring a successful video interview. Pre-interview PreparationsResearch, research, research Whether your interview is remote or in person, your interviewer will be looking for you to have some understanding of the company, hiring manager, relevant stakeholders and the position you’re interviewing for – this should be the first step of preparing for all interviews. Do your own research, but also look to your recruiter to advise too. They’re likely to have a deeper insight into the company, its people and its processes than you’ll be able to find online, and will have a vested interest in ensuring you’re equipped with all the necessary knowledge ahead of your interview. Do a test run before the interview date Whether Zoom, MS Teams, Skype or otherwise, check you fully understand how to use the technology ahead of your interview date. Have your friend, family member or recruiter set up a meeting with you if you’re unfamiliar with the tech, and run over basic functions such as joining/leaving the meeting, muting/unmuting, and enabling your camera. But a test run isn’t just about understanding the tech, it’s an opportunity to experiment with how you look and sound on camera. Be conscious of what your interviewer will see in the background, find a spot that ensures your face is well lit and in-frame, and ensure the microphone on your device can pick your voice up clearly. Dress as you would if you were heading to the company office Which might not mean a suit and tie for every interview. A technology startup will have a different culture and expectation for attire than a multinational pharma. The research you’ve undertaken (or received from your recruitment consultant) will help you decide what is appropriate for your interview. Dressing as though you’re commuting in will help you get in the right frame of mind for the interview, and show the interviewer you have an understanding of their office culture and that you’re taking the interview seriously. Test that day, and jump on early Tech can be temperamental, so you should test your camera, microphone and internet connection half an hour or so before your interview is due to start. Now’s the time to ensure background noise is as quiet as possible, and anyone you’re sharing your space with knows not to disturb you. Unlike a telephone interview, your video call is likely to have a pre-set location accessible by link. There’s none of the do-I-call-or-do-they-call uncertainty, and you’ll be able to join the meeting three or four minutes early, or wait in a holding lobby for the meeting to begin. Close your emails, shut down unnecessary programmes, turn off notifications The less your machine is trying to process during the interview, the less likely you are to face issues with your connection or device speed. Closing all but the necessary programmes also cuts out any distractions that might come from your computer and cause you to break eye contact, and helps you retain your focus during the interview. During the InterviewUse positive body language You might consider that the interviewer will only see you as pixels on a screen to be enough to forget about your body language, but keeping an upright posture will show that you’re interested and engaged, and will keep you in the interview mindset and from appearing over-comfortable. Maintaining a good, natural posture will help to compensate for some of the social cues you might give off during a face-to-face interview. Avoid using too many hand gestures, as these can cause your camera to freeze. Maintain eye (or lens) contact Ensuring your camera is positioned directly above your main display, this way you’ll naturally be looking towards it whilst looking into the eyes of your interviewer. If you’re using a laptop with a built-in webcam, the position of your camera will be lower than your face, making it harder for your interviewer to keep eye contact. Instead of sitting it on a desk, consider raising it with a laptop stand or a few books so that your camera is closer to eye level. Pay extra attention to conversational cues There’s no escaping the fact that communication is tougher over video, and picking up on the usual cues that might indicate the interviewer has finished speaking might be more difficult. Throw in delays, connectivity issues or echoes, and the flow of conversation can be very easily interrupted. Pause, listen and be patient during the interview, and take a second or two to consider your answers and give the interviewer a chance to end their dialogue. Speak naturally There could be a temptation to take advantage of the technology available to you, by keeping notes on the screen to read from or refer to during the interview. While it might be a good idea to keep a copy of your CV next to you, as your interviewer is likely doing the same thing, avoid reading directly from any pre-prepared notes. Instead, take advice from your recruiter as to the types of questions and topics that are likely to come up, and consider the things you’d like to mention in response, using examples as you would during a normal interview setting. Overpreparation or devising exact responses lacks authenticity and may cause you to put on an unnatural persona, which could be something your interviewer picks up on. Bookend with the usual pleasantries It can be easy to go into the interview with an agenda of what you’d like to speak about and an expectation of what will be covered, but take advantage of the informal nature of the beginning and end of the interview by making small talk and being friendly. Remark on what’s in the news (but keep it positive!), information on the company or a topic about the industry you’re in – this is a natural way to move into or out of the more structured interview agenda. It sounds obvious, but without those moments of welcoming you into the office, shaking hands, or offering a coffee, you miss out on the opportunity to set the tone, demonstrate your interpersonal skills and break the ice with your interviewer – and social and communication skills are extremely important in the world of remote work. Remember...While the channels may be different, the fundamentals of interviewing haven't changed, and the interviewer and your recruiter will likely make allowances for the situation. Whether it's your first remote interview or you've been through the process before, the key factors remain to come with the usual preparation, demonstrate your suitability for the role and show you're engaged with the position and company.Good luck!
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Clinical
Jacob Stafford-Wright May 2021Five 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 month 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.This year the company plan 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 last year 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 in the last year the company have also invested heavily in the digital health space, acquiring a majority stake in digital therapeutics firm Psyber and launching 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 TherapeuticsIn the last year, Pear Therapeutics has announced a variety of partnerships with key players in the fields of wearables, diagnostics and AI and have 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 this year 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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TeamSEC
Yanick Millet May 2021SEC Spotlight: Progressing my career, making a return after leaving and going fully remote
Yanick joined us at the start of 2018 from a background in recruitment and marketing operations, and quickly cemented his place as a valued member of our biometrics division, now working both perm and contract roles and supporting biotech, global pharmaceutical and CRO clients. After leaving us briefly to pursue a role outside of recruitment, Yanick rejoined, gained two promotions in less than two years, and kicked off this year with a leaderboard-topping Q1.Yanick is now among our highest billing consultants, is a go-to person when it comes to operations on the biometrics and data science front across Europe, and works entirely remotely from his home in Basque Country, Spain.What made you choose SEC?I joined after checking out the website and getting a feel for what the company values were, and I also got the impression that life sciences would be a really interesting market to recruit into. After speaking to the internal talent team I could tell the environment would be welcoming, and when I understood what the onboarding process would look like I was sold – I knew I’d quickly become comfortable with the market knowledge needed to do the job. Right from the interview process I already felt like I’d joined the team. I could comfortably express my ideas and expectations about the role, and any concerns I had were listened to carefully. That initial feeling I got was a key reason I decided to join (and re-join!).You left SEC briefly and decided to come back – what drew you to return?I did make the decision to leave SEC after being approached directly for a position outside of recruitment, and it was a move I was convinced would be right for me and my career – it’s easy to get drawn in by the allure of pastures new. I realised after a couple of months, and completing a couple of projects, that I wasn’t getting that same buzz I felt at SEC and in a recruitment environment.When I made the decision to change roles it was made clear by my team and the management at SEC that there’d be an open door should I want my old desk back. It stayed in the back of my mind throughout my time in the other role, and when the time felt right I had a chat with the internal talent team again and re-entered the recruitment process at SEC.When I returned it really was like I never left. I picked up my market again, reached out to contacts I was previously engaged with and was welcomed straight back into the team.How has SEC enabled your career progression in the last couple of years?I’ve been provided with the autonomy to work and expand my own market, and that’s what has ultimately led to me being successful and being able to progress my skills and career. I’ve also been provided a good amount of guidance when I’ve found myself unsure of what my next steps might look like, and being surrounded by knowledgeable people means I’m constantly learning and thinking creatively about my approach to work.I’ve been supported by the management team when I’ve had doubts or struggles, and they’re always there for more information or an alternative strategy to whatever I’m trying to achieve. I’ve found that with the right attitude and a clear understanding of the end goal, you’re able to visualise the steps to getting there with help and collaboration from the team here, while still maintaining control of your own desk.You’re working fully remotely now, how has SEC supported on that front?The fact I’ve been able to transition from being office-based to permanently home-based without it affecting my work is something I’m really appreciative of. I’m given the flexibility and trust to manage my own time, and the tech and infrastructure to work from halfway across Europe and still collaborate effectively with the team.We have great team catchups every couple of days, and at the end of each week we hold the company-wide wrap up meeting, so that’s really helped in maintaining a connection to the culture and dynamic at SEC despite being in a different country to most of the team here.What would you say to someone considering joining the team?If you’re happy to learn, want to be involved in a multicultural environment, have a natural curiosity and are excited about growth opportunities, you’ll be provided the materials you need to be successful, which is exactly what I saw when I decided to join.I’m really excited about the future of SEC, and we’ve gone through a lot of changes in focus this year – my market for example, has shifted to focus on some new geographical sectors that are set to grow this year. It’s definitely not easy to face change head-on, but change comes with opportunity, which is a motivator for us all.I’m excited at the prospect of welcoming new members of the team this year too, we’re discussing growing our division by two or three in the coming months, so I’m looking forward to providing what I was provided back in 2018.
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