Each year, a fresh wave of grads hits the job market – eager, ambitious, and often overwhelmed by the prospect of searching for work in the biotech industry. If you’re a part of this group embarking on your first job search, know that it’s completely normal to feel both excited and anxious. Launching a career in biotech or biopharma takes time, research, and resilience. Luckily, there are some simple ways to begin the process and maximize your success.
1. Customize Your Resume
Most recruiters now use applicant tracking systems (ATS) to scan resumes for keywords. If yours doesn’t include the right terms, it may not even reach a human, even if you’re a perfect fit for the role.
Start by carefully reviewing the job description. Pull out 10–15 keywords that stand out – skills, certifications, responsibilities – and make sure they’re naturally woven into your resume. Understanding a company’s culture, current projects, and long-term goals will help you know what they value most and tailor your resume accordingly – so do some research before applying.
2. Check Job Postings Daily
It’s simple but true: consistency is key. By making the job hunt part of your daily routine, you’ll stay focused, increase your chances of success, and the process will slowly become second nature.
Most job boards let you set daily alerts tailored to your skills and location, and you can adjust your search filters to cast a wider or more specific net. However, new roles often get flooded with applicants within hours, so applying early – ideally within the first 24-48 hours – can give you an edge. Additionally, try following target companies on social media to catch new openings early and get a feel for their culture and values, insights which can provide an advantage in the interviews to come.
3. Tap Into Your Network
Don’t underestimate the power of a connection – even a distant one. Many universities have online alumni databases or career networks designed to help grads find support. Be bold and reach out to alums in your field, but be clear that you’re looking for insight and advice, not a job on the spot. Ask thoughtful questions, be respectful of their time, and if they’re local, suggest a quick coffee chat – you never know where these conversations might lead.
4. Stay Informed
Even if you haven’t yet landed in a position, you are in the process of building your career. Reading up on industry trends, scientific breakthroughs, and company news keeps you sharp – and your diligence will show in interviews.
Join professional LinkedIn groups, follow relevant publications or blogs, and engage in discussions with others in your field if you can. A strong digital presence can help recruiters find you, and staying informed demonstrates a genuine invested in the field which may give you a leg up in the hiring process.
5. Prepare for Interviews
Yes, interviews can be nerve-wracking, but preparation is your best friend. Research common interview questions and rehearse your responses out loud, especially the tough ones such as, “What’s your greatest weakness?” (Tip: be honest, but explain how you’ve learned to manage it, and how you’ve grown.)
Just as important: learn about the company. How long have they been around? What’s their mission? Where are they headed, and what help do they need to get there? This knowledge isn’t just a surefire way to impress employers; it helps you decide if the company is a good fit for you.
Go in with answers ready, but stay adaptable. Review the company’s website, follow them online, and be prepared for curveball questions – due diligence goes both ways!
Final Thoughts
Feeling stuck, stressed, or unsure along the way? Totally normal. Everyone goes through it – yes, even the ones who seem as though they have it all figured out.
Stay positive, be patient with yourself, and trust in the value you bring. You’ve worked hard to get to this point – and there’s more opportunity ahead than you think.
Here at Sci.bio, we work with a variety of candidates from new graduates to experienced executives, and have myriad open roles. We pride ourselves on connecting our highly discerning clients with candidates who fit their specific needs. Check out our job search page to see current openings and follow us on LinkedIn for more information.
Meet Carla Yacoub, one of our wonderful Scientific Recruiting Partners. Coming to Sci.bio from a background in biology and environmental science and policy, she has now been a part of the team for more than four years, and is currently focused on several of Sci.bio’s ongoing RPO projects.
Read below to learn more about what led Carla to the world of recruiting, her advice to those new to the industry, and her interests outside of work!
How did you get into recruiting, and how did you end up at Sci.bio?
I met Eric on LinkedIn after he reached out to me. He gave me an in depth description of what recruiting is and how I could possibly excel in the area so I figured I would give it a try!
What do you enjoy most about being a recruiter?
What I enjoy most about being a recruiter is being able to identify what values are important to a candidate in a workplace environment and then placing that individual in an environment where I’m confident they will thrive. Seeing these results blossom is always just the best.
What do you find most challenging about recruiting?
What I find most challenging is our inability to predict the future. While we definitely don’t always know exactly what will happen, we can continue to do our best in connecting top talent to great organizations.
What are your passions and interests outside of work?
Outside of work, I’m passionate about gaming and spending time with my family! We enjoy being outside together, lots of cooking, and local music.
What do you think your greatest strength is as a recruiter?
My greatest strength as a recruiter is being a sincere listener. I’m able to thoroughly understand what my clients need and I’m able to market my candidates accurately.
What advice would you give to someone entering the world of biotech recruiting, or recruiting in general?
My advice to anyone joining this industry would be to put in the work and genuinely ask questions about what true needs or challenges may be at play in any hiring process. There are many nuances involved and often the target can change while in play so continuing to be curious is essential.
What are your goals that you hope to accomplish as a recruiter?
My goals as a recruiter are to continue growing as a trusted business partner so I can quickly step in to assess talent management and hiring needs for growing teams.
If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs, and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs, and follow us on LinkedIn to stay up to date.
The Trump administration’s recent decision to cap the National Institutes of Health (NIH) indirect cost reimbursements at 15% has sent ripples throughout the biomedical and life sciences communities. While advocates argue that this change redirects more money toward direct research, many biomedical professionals – from university deans to laboratory scientists – have warned that the broader effects may be far more damaging than anticipated. As the U.S. seeks to maintain its global leadership in biomedical innovation, these funding changes raise tricky questions about sustainability, competitiveness, and career direction within the field.
Nuts and Bolts: What Does a 15% Overhead Cap Mean for Biomedical Research?
At the heart of this controversy lies a misunderstanding of what “indirect costs” really are. These are not superfluous or wasteful expenditures – they are the administrative, infrastructural, and regulatory frameworks that enable direct research to function. This includes expenses like lab maintenance, building utilities, equipment, IT infrastructure, and regulatory compliance. According to BBC, institutions typically recoup around 30% of grant value in indirect costs – sometimes more. With this figure slashed in half, universities and research hospitals are forced to absorb significant expenses.
Dr. David Skorton, CEO of the Association of American Medical Colleges, put it plainly: “These are real costs. They are reimbursement for audited, real costs.” He warned that the most dire downstream effect would be a slowdown or halt in the pace of scientific discovery, depriving Americans of new treatments and diagnostics.
In practice, institutions will likely have to shut down some labs, reduce support staff, and scale back on infrastructure. Scientists at elite research institutions like Stanford and Johns Hopkins are already seeing signs of this. Dr. Theodore Iwashyna of Johns Hopkins warns that even computational tools – vital for data-driven medical modeling – are at risk. “If we can’t keep the computers running, we can’t do the science,” he said.
Private philanthropic foundations, often pointed to by conservative groups like the Heritage Foundation as alternatives to government funding, typically operate on different terms. While private foundations may cap indirect costs at 10%, they also often allow direct charges for certain expenses the government excludes. Furthermore, their funds are limited, and they rarely support the full ecosystem of biomedical infrastructure the NIH sustains.
While the Trump administration has framed the cuts as an efficiency measure – and Musk’s Department of Government Efficiency (DOGE) has supported the idea, claiming that some universities use up to 60% of grant money for overhead – the reality is more nuanced. STAT News has noted that institutions with large endowments do not necessarily use them to offset research costs, as these funds are often restricted.
If the U.S. is to remain competitive in global biomedicine, preserving the integrity of the research environment – which includes both people and infrastructure – is essential.
The Outlook for Candidates
Early-career researchers and postdoctoral fellows are likely to feel the sting of these cuts first. With indirect cost funding slashed, institutions may reduce the number of new hires or even begin laying off support staff. This creates a more competitive and uncertain academic job market.
But there may be a silver lining: as academic institutions tighten their belts, candidates may find themselves increasingly drawn toward private-sector roles. Biotech firms, pharmaceutical companies, and startups, particularly those with robust funding from venture capital, may offer not only more stability but also better compensation packages and clearer growth paths.
Indeed, some scientists are already exploring options abroad or with private firms. A recruiter’s market is emerging for candidates with translational or interdisciplinary experience, especially those who can bridge the lab bench and the business office.
To stay competitive and adaptable, candidates should consider broadening their skill sets. At present, skills sets like bioinformatics, regulatory affairs, product development, and clinical trial management are all in-demand. On the employer side, institutions can support current and potential hires by offering professional development in non-academic skills and forging new industry partnerships.
The Outlook for Employers
For private-sector employers, the indirect cost cap presents both a challenge and an opportunity. In the short term, if academic research institutions begin to weaken, partnerships forged with them may be disrupted. Academic-industry collaborations often serve as pipelines for innovation, and a contraction in university-based research could put a damper on early-stage discovery.
On the other hand, private companies may benefit from an increased talent pool and more hiring dynamics that skew in their favor. Scientists disillusioned with academic prospects may be more willing to consider industry roles that they previously touted as a backup plan. By the same token, employers may find highly skilled candidates with prestigious research backgrounds newly open to corporate R&D or hybrid roles.
This shift away from university-powered research could also stimulate growth in contract research organizations (CROs) and private research labs, which may be seen as more financially agile and less dependent on government structures. Employers should prepare by investing in onboarding and mentorship programs tailored to former academics, ensuring that cultural transitions are smooth and productive.
Finally, companies positioned to offer some of the “indirect” infrastructure – cloud-based lab management, regulatory consulting, or scientific instrumentation – may see a surge in demand from downsized university labs looking for scalable, cost-efficient alternatives.
The Long-Term Outlook – and Navigating the New Normal
While the near-term outlook remains challenging across the board, there are reasons to remain cautiously hopeful. Lawsuits to challenge the funding cap are already in the works, according to BBC reporting, and court rulings could delay or soften the impact. Additionally, future administrations or congressional appropriations could reverse or adjust these policies.
In the meantime, both candidates and employers can take steps to maintain U.S. leadership in biomedical research. Institutions might shift toward more public-private partnerships; companies can support former academics with opportunities for continued professional development. Recruiters and HR professionals can proactively guide displaced researchers toward roles that align with their values and scientific passions.
Most importantly, the biomedical field must reinforce its value not just to the government, but to the public. Framing research as a driver of national security, economic competitiveness, and quality of life may help rally bipartisan support in future election cycles.
Ultimately, while the 15% cap poses serious concerns for the traditional structure of biomedical research, it could also catalyze a rebalancing of how – and where – scientific innovation happens. The private sector has an opportunity not only to absorb talent, but to help redefine the research landscape with an especial focus on resilient, agile, and forward-thinking.
In this “new normal,” strategic adaptability will be key. For now, the best course for both individuals and organizations is to remain informed, stay flexible, and work collaboratively across sectors to keep the lifeblood of biomedical innovation flowing strong.
Here at Sci.bio, we work with a variety of candidates from new graduates to experienced executives and have myriad open roles. We pride ourselves on connecting our highly discerning clients with candidates who fit their specific needs. Check out our job search page to see current openings and follow us on LinkedIn for more information.
When you think of a biotech job, you probably picture a laboratory filled with high-tech equipment or a traditional office setting with researchers poring over data. But as technology advances and the world shifts toward remote-first work environments, many biotech roles can now be performed from anywhere. If you’ve ever dreamed of combining your passion for biotech with the freedom of remote work, now is the perfect time to make it a reality.
Remote work isn’t just a perk – it’s been shown to increase employees’ motivation by fostering a greater sense of autonomy. That’s a win-win for both you and your employer. No matter your expertise or career aspirations, there’s likely a remote-friendly biotech role that suits you.
What Kinds of Remote Biotech Jobs Are Available?
The world of remote biotech jobs is vast, and the types of roles available vary widely based on skill sets and interests.
Communications and Policy Roles
Many biotech jobs in communication lend themselves to freelance or remote work. Medical writing, scientific editing, and social media management are all roles that can be done from anywhere. If content creation isn’t your thing, you can also explore opportunities in health policy or project management. These roles require strong organizational and communication skills, making them well-suited to professionals who thrive in collaborative digital environments.
Data-Driven and Technical Roles
For those who prefer a more numbers-focused or technical approach, there are plenty of remote jobs that engage directly with data analysis and software development. Thanks to evolving technology, tasks that once required physical lab space can now be completed from a laptop. As a result, roles such as software engineering, data analytics, and clinical operations have become increasingly remote-friendly. The biotech landscape is changing, and you can change with it.
Finding the Right Company Culture
When searching for remote biotech jobs, consider companies that are fully remote or remote-first. Some companies may also offer hybrid options, providing office space for those who want to come in while maintaining a relaxed remote-work culture. Additionally, if you’re applying for a job that isn’t advertised as remote, don’t be afraid to negotiate. Many companies are more open to remote work arrangements than ever before and may be willing to accommodate your request.
The Benefits (and Challenges) of Remote Work
The most notorious advantage of remote work is flexibility. Without the need for a daily commute, you can structure your workday in a way that best suits you. Plus, you’re not limited to working a 9-5, or for just one company – you can take on multiple clients or projects, diversifying your experience and income sources.
However, remote work does come with challenges; it can sometimes feel isolating communicating solely virtually, without fellow employees in your workspace. Luckily, technology makes it easier than ever to stay connected. Need to set up a meeting? A quick glance at a colleague’s calendar can get you on their schedule without the hassle of office logistics.
On the other hand, remote work has made networking more accessible. Working virtually makes it easier to set up one-on-one meetings with professionals across the globe, often with little more than a quick glance at a calendar. Plus, since the biotech industry has largely embraced remote collaboration, working across different time zones has never been smoother.
That said, staying focused while working from home can be tricky. To combat this obstacle, coworking spaces are popping up everywhere, offering an opportunity to work from a more structured environment or for a change of scenery.
Is a Remote Biotech Job Right for You?
Whether your strengths lie in scientific research, communications, data analysis, or policy, there’s a remote biotech job out there for you. The key is to identify roles that align with your skills and interests while embracing the flexibility that remote work offers.
Here at Sci.bio, we work with a variety of candidates from new graduates to experienced executives and have myriad open roles. We pride ourselves on connecting our highly discerning clients with candidates who fit their specific needs. Check out our job search page to see current openings and follow us on LinkedIn for more information
Ever find yourself staring at a job opening and thinking, “who is the right person to hire for this”? Anyone who’s ever been in a hiring role can relate. Sometimes, you may know the perfect fit right off the bat – but often, you’re left scratching your head. That’s where a recruiter can step in.
How Can a Recruiter Help?
Imagine having access to a network so vast that it’s more of a meta-network, composed of dozens of well-connected individuals and their wide professional webs: that’s what a recruiter brings to the table. A recruiter can tap into their extensive connections to expand your reach far beyond your LinkedIn contacts. Whether you’re in need of someone who’s mastered multiple software platforms or has hands-on lab experience, a recruiter specializing in filling science-based roles will know where to look.
Not to mention, recruiters are pros at assessing your business needs and finding someone who’s the best of both worlds. A recruiter doesn’t just look at the job description; they’ll analyze your company’s culture, goals, and pain points to find a candidate who ticks all the boxes. Plus, they help you figure out what kind of expertise you actually need. Sometimes, you might think you need a jack-of-all-trades, but what you really need is simply a master of one (or two).
The Trickiest Roles to Fill
Now, let’s dive into the kinds of roles that might leave you feeling out of your depth. Picture this: You need a communications professional, but your company specializes in biotech. You have no idea where to start. A recruiter can bridge that gap, finding someone who fits into your company despite their specialty in something else.
Need a medical writer who can also whip up scientific graphics? A recruiter can help you define exactly what you’re looking for and bring in someone who can handle multiple subject areas with ease.
Recruiters are seasoned pros at crossing industry lines and finding interdisciplinary talent. They can help you snag someone who brings a fresh perspective and a unique talent set to your team. It’s like getting the best of both worlds – someone with strong applicable skills who can also adapt to your industry’s specific needs.
Benefits of the Recruiter Route
Working with a recruiter is like having a secret weapon in your hiring arsenal. A recruiter can help you both expand your network and tap into the one you already have, forging connections you didn’t even know existed. They’ll work with you to sketch out your ideal candidate profile, ensuring you’re all on the same page from the get-go.
Sure, you could train someone from within your company to fill the role, but bringing in a well-suited outsider can offer a fresh perspective you might not have considered. A hire with outside experience will bring new ideas, new strategies, and new ways of thinking that can elevate your team to new heights.
The Takeaway
Recruiters aren’t just there to fill vacancies; they’re there to find the perfect match for roles that fall outside your company’s expertise. They’re your go-to for hiring highly specialized positions or interdisciplinary roles, and they’re equipped with the know-how to find someone who fits your organization like a glove.
If you’re looking to fill a role with a highly qualified candidate, Sci.bio’s recruitment services can help. We know that no two clients are the same, so we provide customized recruiting support that adapts to a given client’s structure and needs, and have placed successful candidates with a variety of companies. Please contact us to connect with a recruiter and discuss your needs, and follow us on LinkedIn to stay up to date.
