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.
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.
Picture this: You’re a biotech company on the cutting edge of innovation, racing against the clock to develop life-changing therapies and technologies. But there’s a problem lurking in the shadows – your internal talent acquisition function is crumbling under the weight of escalating costs, a scarcity of specialized training, and pressing time constraints.
Sound familiar? You’re not alone. In the fast-paced world of life sciences and biotech, many organizations’ internal talent acquisition processes are simply not keeping up with their recruitment needs. But fear not: in this blog post, we’ll explore the challenges plaguing internal talent acquisition teams – and uncover effective solutions to help you navigate the turbulent HR landscape of the modern day.
Internal Talent Acquisition in the Life Sciences: How’s it Going?
The life sciences and biotech industries are burgeoning with new discoveries and advancements. As a result, the demand for skilled professionals in such areas is soaring, and talent acquisition in these fields is struggling to keep up. In the face of fierce competition for top talent and rapidly evolving industry requirements, companies are facing an uphill battle to secure candidates that truly suit their needs.
Three Major Challenges to Internal HR Teams in 2024
Internal talent acquisition teams in the life sciences and biotech sectors are grappling with a myriad of challenges, including:
Escalating Costs: Recruiting and hiring top talent can be a costly endeavor, particularly for specialized roles in the life sciences. Internal talent acquisition teams often find themselves burdened with rising expenses from sourcing, screening, and onboarding new candidates.
Skills Shortages: Rapid technological advancements and shifting industry demands have created a skills gap, leaving internal recruiters scrambling to find candidates with the right expertise. Unfortunately, a shortage of qualified talent can impede organizational growth and innovation.
Time Constraints: In a competitive job market, time is of the essence. Internal talent acquisition functions must contend with tight deadlines and high-pressure environments, leaving little room for error or delays in the recruitment process.
External Recruitment Agencies: to Use or Not to Use?
Amidst the many challenges to the modern internal hiring process, many life science and biotech companies are turning to external recruitment agencies. Here are some key benefits of partnering with an external agency:
Specialized Expertise: External recruitment agencies have in-depth knowledge of the life sciences industry and its unique talent landscape. They can leverage this expertise to identify, attract, and secure top talent that aligns with your organization’s specific objectives.
Broader Candidate Reach: External agencies have extensive networks and resources for sourcing candidates, both locally and globally. This broader reach allows them to tap into a diverse pool of talent, including passive candidates who are not actively seeking new opportunities.
Cost Efficiency: Contrary to popular belief, partnering with an external recruitment agency can be a cost-effective solution. By outsourcing recruitment activities, companies can reduce overhead costs associated with internal hiring processes, such as advertising, screening, and training.
Keys to a Seamless Recruiting Experience
Given the mushrooming demand for talent in the life sciences and biotech fields and the increasingly complex STEM hiring landscape, internal talent acquisition teams are finding it challenging to keep up. The good news: by understanding these challenges and exploring effective responses, organizations can navigate the recruitment landscape with confidence. Whether it’s leveraging the expertise of external recruitment agencies or implementing innovative hiring strategies, investing in talent acquisition is essential for driving long-term success in an increasingly competitive market.
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.
Sources:
1. “The State of Talent Acquisition 2023” – Life Sciences Recruitment Report, Industry Insights, 2023.
2. “Navigating the Talent Crunch: Strategies for Recruiting in the Life Sciences Industry” – Biotech HR Trends, Talent Solutions, 2022.
3. “The Rise of External Recruitment Agencies in Life Sciences” – Recruitment Trends and Insights, Biotech Today, 2021.
4. “The Cost of Keeping a Position Open” – Talent Acquisition Insights, Sci.Bio, 2023.
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.
Many people think getting hired, and career advancement in general, happen primarily based on merit. But is this always the case? The answer is complicated.
Too often, we’re told that our skills, grades, awards and accolades are what truly seal the deal. Of course, these achievements can help your chances of getting hired, or moving up in your career. However, the old adage, “it’s not what you know, but who” rings true – and nowhere is it more pronounced than in the employment world.
This principle doesn’t just apply to getting an entry-level job. Building strong relationships with powerful people can land you new opportunities, promotions, and general good favor in any professional environment, throughout your career.
So, what creates strong loyalty? There is no one answer to this question, but it’s in fact a mix of rapport, dedication, and the ability to tell a compelling story. Below, we’ll explore how these factors come into play to make loyalty a competitive factor in the hiring process.
Benefits of Building Loyalty over Merit
It comes down to this: when someone is loyal to you, they are inclined to support you above others – for reasons that may seem arbitrary to an onlooker. But loyalty is built on relationships, and relationships, particularly professional relationships, do not happen arbitrarily.
The formation of these long-lasting, loyalty-building relationships in the workplace boils down to the art of showing just the right amount of humanity. Of course, in a workplace setting, it’s important to keep it professional – but letting little bits of yourself be known can help to build a personal rapport.
Extensive research has also shown that networking like this can lead to more job opportunities, broader and deeper knowledge of your industry, more potential for innovation, faster career advancement, and an increase in status in the professional world. In short: the stronger and more loyal your relationships, the more likely they are to lead to these opportunities.
Inspiring Loyalty
When it comes to building a connection, the little things matter. Indeed, it’s not always the flashier, ultra-extroverted moments of interaction that count. Sometimes simply holding the door, making someone a coffee, or paying the occasional sincere compliment go a long way.
Equally important is to show dedication. Your colleagues and higher-ups want to see that you’re emotionally present within your role at the company – that you understand the company’s values, goals, and mission statement.
Most of all, it’s imperative that you tell your story. This is the most fundamental communication skill you’ll need in the workplace – even and especially as a life scientist. Though it may not always seem to be true, the people you work with want to know who you are. What’s more, if they don’t know what you want out of the job, they won’t be able to help you achieve your goals if opportunities to do so come their way.
Often, a person who feels loyal to you will have a reason – whether that’s an affectionate personal anecdote they remember, a feeling of admiration for your accomplishments, or a sentiment of shared struggle. Therefore, if there’s someone whose loyalty you hope to gain, the best way to start is to connect with them on a personal level – and build your professional relationship from there.
How do Loyalty and Merit Mix?
One of the best ways to inspire loyalty and good favor at work is simple: be good at your job. It’s not just a number-crunching affair, though; it’s also about how you make your supervisors feel. If you show them you’ve taken the time to really understand the ins and outs of your position, and are committed to delivering top-notch performance, they will know they don’t have to worry about the work you bring to the table, and feel warmer, and ultimately more loyal towards you.
Long Term Benefits of Loyalty
When a person, or company as an entity, is loyal to you, they’re invested not just in your performance but in the story behind it. As they watch your career unfold, they’ll likely want to assist you in advancing your career in any way they can. As such, loyalty can lead to benefits even years down the line.
The feeling that your company is loyal to you can also make you subjectively happier at work. While it’s nice to get a good performance review or numerical return on a project, it can be truly enrich your experience at work to feel valued on a one-to-one, personal level.
Bottom Line: Personality over Paper
A resume can get you in the door – sometimes – but ultimately, it’s the relationships and rapport you build that really seal the deal.
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.
