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2022 Trends in Life Sciences Recruiting – where do we go from here?

No kidding, the last two years were surely the ultimate test of the Life Science industry’s resilience. And everybody in it. And that doesn’t only refer to the challenges that a global pandemic poses with lockdowns and economic decline (not to forget: looming inflation) resulting in a fundamental shift to remote operations but also to the almost uninterrupted growth in the industry and the employment base needed to manage the growth. While most other industries faced massive losses and uncertain times, Life Science companies have continued to thrive and hire people, a significant percentage

Imagine your company had no bosses

There is only one way a successful company can function: a boss at the top, employees at the bottom – hierarchy defines success! Is that so? Well, think again. Have you heard of “holacracy”? A model of self-management that defies hierarchy! Instead, there are teams of individuals, who collectively define and assign roles to accomplish work. There is no boss, there are only circles of individuals with roles. Leadership is therefore distributed among the roles, rather than individuals, and as the goals and the environment change, responsibilities and roles change too. Shatt

What the year 2022 will bring – positive edition

It’s easy to get absorbed into a universe of worry and sorrow still/again/at last. But under the surface of a whole bunch of troubles and challenges that the COVID-19 pandemic has brought us, lie some positive and promising developments, that – in a way – came with. Developments that can be indicators for a better world or at least a positive outlook on Recruiting in 2022. We’re looking at new approaches and technologies that boost cooperation in increasingly diverse areas, at innovation that reshapes work all across the fields and at decentralized work and remote access to broa

Resilience and work quality are close pals

“I hate my job!” – a phrase that makes every HR manager shiver. And with the “great resignation” seeding the fear these days, it’s a phrase to surely pay attention to. Though competition urges businesses to push their extremely valuable employees to their limits, it may eventually lead to burnout in the long run. It’s fairly arguable that a burnout can be cured by a paycheck. Attention needs to be paid to what’s really wrong in the big picture. Well, let’s see what can be done.What is resilience?Resilience stands for the capacity to emoti

Fishing in international waters? Collaboration in executive search

Talent is spread all over the world and talented executives are like goldfish in the ocean: one needs a huge net, a reliable boat, and an accurate map, to catch it. But what if you end up in unknown waters and neither a boat, nor a map, seem to provide you their adequate services… Ask locals! International collaboration is often an approach that may bring about more talent to your company. In other words, it is a great way for you to borrow a local map (and maybe even a boat with a brave crew) to catch the coveted executive goldfish in the endless ocean of global economy. Why not collaborat

Do we even still have steady job profiles?

Have you ever noticed how in Life Sciences it’s really hard to define specific job profiles? I notice it again and again when dealing with clients who need to find out who they are looking for. But also, in my own business I come across the real difficult task to define, who my client really is. I don’t have to explain why an up-and-coming startup from the biotech scene with less than 50 employees has very different needs from a big player in the pharmaceutical industry. Rightfully so!Job profiles and skill sets are very much in motion in Life Sciences: industries merge, n

What made you leave your last job?

Part of my job as an executive search consultant is a good eye or 6th sense for who is (and who is not) ready to move on from their current job. Some of the observations I make there are also relevant to identify what you need to do to keep your most valuable employees on board. Because in the end, what makes them leave and come to you, might also make them leave you.The usual suspectsIt might not come as a surprise: a lot of the reasons are obvious and remain stable over time. People leave their jobs because they a) hate their boss and/or their col

New Leadership with old principles

There is a lot of things being said and written around leadership every day. Rightfully so. Guiding companies and more importantly people through work life is a fundamentally important task that should ideally be done right. A lot of the “modern” leadership concepts seem to say that classical humanistic education can be neglected in favor of actual people skills. What I find interesting about that is: aren’t people skills at the basis of humanistic education? Ancient Greek philosophers got the world right, right?I can’t help but wond

Outplacement from a company’s point of view

Stephan Breitfeld speaks with Dr. Sousan Schah-Zeidi  Why should a company get involved in the topic of outplacement? Sometimes and for whatever reason, companies are forced to part ways with longstanding employees, who have delivered good results in the course of their employment. Personal realignment, also known as outplacement, is an effective means for a company to handle the separation in a responsible and socially acceptable way for the employee, who will not be left alone leaving the company. 

Are we heading towards a mass freelance workforce?

You might remember: some time back in the 2000s there was this ‘Digital Bohème’ (the way Holm Friebe and Sascha Lobo defined it in 2006), which referred to some kind of disruptive or even exotic form of working, primarily for ‘young people’,

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