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.
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.
Hiring the right candidates is far from a straightforward process. You’re not just filling a vacancy; you’re making a decision that could shape the future of your organization. While it might seem simple to choose the most qualified applicant, finding someone whose skills and aspirations align with both your short-term needs and your long-term vision is a delicate process.
Aligning Goals and Vision
It’s not necessarily about finding someone who will stay with you for twenty years, though that might be a bonus, but about identifying a candidate whose personal and professional aspirations complement your company’s objectives.
For instance, consider a candidate eager to develop skills in data analytics. If your company is leveraging big data to drive decisions, this individual’s goals align perfectly with your strategic direction. Their desire to grow in this area means they’re likely to be motivated, engaged, and invested in their role – and as long as they stay with you, they’ll be eager to develop these mutually beneficial skills.
Seeking Growth-Oriented Talent
Long-term alignment involves finding candidates who will help your company grow rather than stagnate. This means selecting individuals who understand the necessity of continuous improvement and see the value of improving what may already function “well enough”.
In the rapidly evolving world of life science and biotech, staying ahead of the curve is crucial. Fresh talent can bring new perspectives, and even spot inefficiencies or opportunities for innovation that existing employees might overlook. A candidate who is curious, adaptable, and proactive can be a catalyst for changes you’ve been seeking.
Tailoring Your Selection to Your Company’s Future
When selecting candidates, consider where your company is today and where it will be in the future. For example, if your company is experiencing rapid growth, you’ll need employees who are adaptable and willing to learn new skills. These individuals thrive in dynamic environments, handle multiple responsibilities, and are comfortable with change.
If your company plans to adopt a new strategy or pivot to a different business model, it’s crucial to find candidates who can adapt to different approaches. You need someone skilled in your current processes but open to implementing new strategies. This flexibility can be a significant asset as your company navigates tough transitions.
Aligning Skills with Present and Future Needs
A candidate’s skills must meet your company’s current needs while also aligning with your long-term goals. It’s a balancing act: you want someone who can contribute immediately while also being a good fit for the future.
Let’s say your company is expanding its digital marketing efforts. A candidate with a strong background in traditional marketing might bring valuable insights, but if they lack experience in digital channels, they might struggle to contribute to their fullest potential right away. However, if this candidate is enthusiastic about learning digital marketing and has demonstrated adaptability, they could still be a great long-term fit.
Practical Steps to Ensure Alignment
To identify candidates whose goals align with your long-term vision, consider these steps:
Clearly Define Your Vision: Before you begin hiring, take inventory of your company’s long-term objectives. This helps identify the traits and skills most important in a candidate.
Assess Alignment During Interviews: Ask candidates about their long-term goals and how they see themselves fitting into your company’s future. Look for signs that their aspirations complement your company goals.
Prioritize Growth Potential: Don’t just look for candidates who meet your current needs; consider their potential to grow with your company. Are they adaptable? Do they have a track record of learning new skills? These qualities are crucial for long-term success.
Consider Cultural Fit: Alignment isn’t just about skills and goals; it’s also about how well a candidate fits with your company culture. A good cultural fit enhances collaboration, productivity, and job satisfaction.
A Team to Stand the Test of Time
By focusing on alignment, you can build a team that not only meets today’s challenges but also drives forward your company’s long-term goals.
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.
About one thing, modern psychology is certain: we humans are social creatures. Whether you’re looking to skill up, or take on new projects as a freelancer – don’t underestimate the power of connections!
Below you’ll find some useful tips to help you build a thriving network of connections in your professional life.
1. Social Media Is Your Friend
Intentional outreach on Linkedin is a fabulous place to start. Don’t be scared to pull the trigger and connect with someone you don’t know – especially if you add a short, sweet, and to-the-point note to go along with it.
Joining intentional groups on Linkedin is another great way to meet people in your field. Let’s say you’re a chemical engineer looking to learn more about the management aspect of the life science field. By joining a group of like-minded individuals, you’ll be exposed to a wide variety of perspectives, resources, and ideas that you may never have even thought of.
2. Expand your reach – geographically and topically
You never know who you’re going to cross paths with, and how you might help each other when you do. Though it’s important to know people with similar goals, another key part of building a solid network is finding people different from yourself to connect with. If you’re all bringing the same thing to the table, there’s a limit to how much you can partner with each other and learn from each other.
3. Get out to in-person events
They’re not obsolete yet! There’s nothing quite like in-person connection to get the ball rolling with someone new – and your wheels spinning with new ideas for collaboration. In-person events allow you to gain a sense of someone’s personality more quickly, and to ask questions that you might not feel comfortable asking in an online setting. Often there are activities, workshops, or other focal points of in-person networking events too – so you’ll likely have a career-relevant icebreaker to get the blood flowing.
4. Reach out for assistance
People love being asked for help. It makes them feel important, and builds their confidence in their own skills and reputation. If you’re seeking opportunities to learn something new, are trying to start a new group, or simply desire someone to talk to about your latest career undertakings, don’t hesitate to reach out to someone. Asking for help is a vulnerable thing to do, and will only deepen the connections you have.
And as long as you’re not being pushy about it, don’t worry about being a burden. Before you know it, the shoe will be on the other foot, and it will be the helpers who came through for you that need your assistance.
5. Enroll in a course
What better way to meet others in your chosen field than to learn the same new skills together, at the same time?
Nowadays, it’s trickier than ever to meet people in a school setting – so many offerings are online-only. Of course, it’s possible to connect with classmates online if you’re determined enough – but consider in-person courses first if you’re looking to fast-track the expansion of your network.
In an educational environment, everyone is looking to improve themselves somehow, and to add something new to their lives. This openness to change makes people especially open to new connections, too – so grab the chance to take in-person courses and classes whenever you can.
The Takeaway
If there’s one thing we know about connections, it’s that they lead to more connections. Stay home and think about how great it would be to have a network, and you’ll probably find yourself expanding your circle at a snail’s pace. But choose to leap out of your nest and into the world – even if you have to flail and fumble a little bit – and you’ll come away happier, more fulfilled, and ready to soar into the next phase of your career.
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.
As we look towards 2024, this article outlines the growth trends within the biotech sector within the last few years, particularly in response to the Covid-19 boom in hiring.
Biopharma start-ups often tout the noble aspiration of curing all that ails the world. Many of these illustrious, high-flying organizations are in fact perpetuating ‘mistruths’; their claims of a virtuous, meritorious, transparent and science based approach are often misleading or outright untrue. Careful observation reveals some serious rifts, cultural divides, and outright lies beneath the surface, all of which our founder Eric Celidonio explores in this article.
The pandemic has radically shifted the kinds of benefits employers will consider offering, as well as what is most desired by employees. This article outlines some of the most important job perks to the workforce of today, and how this has changed in recent years.
If you’re a student or recent graduate, you may be wondering what are the most in-demand majors for pharma companies right now – and, perhaps more importantly, what is driving demand? This article explores the most useful majors for college students wishing to enter the biotech industry.
Job hopping has become an increasingly common practice, but there are pros and cons. On the one hand, you probably want to upskill in your field, experiment with what you like, and ascend as quickly as possible in your career. On the other hand, you may crave a sense of stability at work, long-term office friendships with coworkers, and a track record of loyalty to flex to your next employer. A combo of personality, risk tolerance, and career goals – and this article – can help you determine your path.
You might think of a “science job” as a lab-coat-wearing, number-crunching, sitting-and-calculating kind of affair – but basic communications skills are very useful in the modern life science and biotech industries. This article debunks the myth that life scientists don’t rely on communication skills, and outlines some useful communications skills for the life scientist of 2023, and how to go about cultivating them.
Whether you’re considering becoming a recruiter, in the midst of a recruiting career, or interested in using recruiting services, this article compiles our best recruiting-related blogs and will give you the insights to optimize your recruiting strategy no matter which side of the equation you’re on.
Research shows that the average American consumes at least 100,000 words and 34 GB of data per day. Given all of the information you consume on a daily basis, your brain cannot possibly store everything in your long term memory. But remembering aspects about a person is essential, not just for creating new relationships with people, but also for strengthening existing relationships: it shows you genuinely care about them. Recalling details, and asking additional questions, will cause them to associate positive memories with you – people love to talk about themselves. Here are some tried and true techniques to help you improve your memory, and better your social and professional relationships in the process.
It’s important to consider whether those you choose to surround yourself with truly have your best interests at heart. Whether because of jealousy, insecurity, or because they are simply not a true friend, there are some for whom your successes might be unpleasant, who may relish in your failure as it comforts them about their own shortcomings. This article explores the concept of ‘Schadenfreude’, referring to the delight one might feel in another’s misfortune, and how to identify those in your life who might not truly have your back.
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. We also work with a variety of candidates from new graduates to experienced executives, with myriad open roles, and we pride ourselves on connecting our highly discerning clients with candidates who fit their specific needs. Please contact us to connect with a recruiter and discuss your needs, check out our job search page to see current openings, and follow us on LinkedIn to stay up to date.
