For startups, competing with industry giants for top talent might feel like an uphill battle. Larger corporations often attract candidates with their established reputation, resources, and broader visibility. But that doesn’t mean a startup can’t get ahead—especially if it moves quickly. Reducing time-to-hire without compromising quality is your best advantage. Here’s how to speed things up while ensuring you secure the right fit.

Build your talent network early

If your hiring only kicks off when a position opens, you're already trailing. By that point, the best candidates may be well into the process with competitors who have taken the time to build relationships and keep top talent “warm.” In the life sciences sector, where niche expertise is in high demand, the best way to avoid scrambling is by establishing connections early.

Start networking with potential candidates as soon as possible. Use platforms like Beamery (used by companies like AstraZeneca) to track interactions and nurture relationships until the right role arises. And keep in mind that it’s not just about selling company culture. Candidates in life sciences want to work on meaningful projects. Share updates on your company’s innovative work and its broader impact, especially if it’s in emerging areas like gene therapy or advanced diagnostics. This level of insight can be what sways a candidate to your startup over an established player.

Tap into employee referrals

Your current team can be a valuable source for high-quality candidates. Referred candidates often go through the process faster, as they've been pre-vetted by someone who knows both the role and your company culture. Plus, they’re typically more likely to stay longer, helping improve retention.

Create a referral programme that’s easy for employees to use and rewards them quickly. Make it simple for employees to submit referrals and feel they’re making a real impact in the hiring process.

Streamline screening with automation

Screening can be a time sink, especially if you’re manually sifting through CVs. Introducing automation into early-stage screening can save hours without sacrificing quality. Tools like HireVue, Criteria Corp, and FirstStage can help. For example, FirstStage is an efficient, user-friendly tool for filtering and ranking candidates quickly, allowing you to screen in top profiles and start conversations without delay.

Automating these early steps keeps the focus on qualified candidates, enhancing the candidate experience and freeing your team to focus on meaningful interactions. And with integrations into systems like Workable, your team can keep processes organised, cutting down manual work and speeding up the decision-making timeline.

Showcase your employer brand

For startups in competitive fields like life sciences, a strong employer brand is more than just “nice to have.” A compelling brand is key to drawing candidates who are looking for more than a steady paycheck—they want meaningful work and alignment with their values.

Your employer brand should communicate your company’s real impact. Show potential hires what sets you apart, whether it’s a faster path to career growth, unique equity options, or the chance to work on cutting-edge projects from day one. Our blog on employer branding in life sciences dives into this further if you’re looking for additional strategies.

Implement an Applicant Tracking System (ATS)

An ATS is essential for startups wanting to streamline recruitment. With everything in one place—from posting roles to communicating with candidates—an ATS can save time, reduce friction, and improve tracking. Some options worth considering:

• Workable: Known for its intuitive interface and features like automated workflows and interview kits, Workable integrates well with tools like FirstStage for a seamless process.
• Greenhouse: Great if diversity and structured hiring practices are priorities, offering detailed reporting to help track metrics.
• Lever: Designed to help build and maintain relationships with candidates over time, Lever is ideal for a proactive approach to sourcing.

An ATS simplifies tasks like scheduling and feedback tracking, reducing manual effort and making the process smoother for both your team and candidates.

Act quickly on offers

Once you identify the right candidate, don’t drag your feet on offers. Candidates often juggle multiple interviews, and delays can cost you the hire. Pre-negotiating salary bands and benefits internally can save valuable time.

We’ve seen countless brilliant candidates get through to final stages only to be turned off by the time in which it takes to formulate and present them an offer—it’s often the case that the first to offer is the one that’s accepted, so deciding this at the earliest stages of candidate engagement will improve your offer acceptance rate.

Emphasise your unique selling points

A startup can offer candidates something that bigger companies can’t: flexibility and the chance to make a real impact. Candidates with niche skills are drawn to roles where they can contribute directly to meaningful outcomes. Highlight what you can provide—whether it’s the chance to work closely with leadership, equity ownership, or the ability to influence projects from the ground up.

Reducing time-to-hire for your startup is all about preparation, efficiency, and using your agility as a competitive edge. Build relationships early, use the right tools, and focus on creating an excellent candidate experience. Your speed and responsiveness can make all the difference in securing top talent before bigger players even have a chance.