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A family-owned company dedicated to providing high-quality research tools planned to create a new Antibody Engineering Division and needed to recruit a Senior Scientist as the division’s first hire in the US.

For International Women’s Day, we spoke to three of our female senior managers to find out what it is like being a woman in recruitment, how male dominated the field really is and what we can do to support women to achieve the most senior roles. Here is our interview with Naima Morys - Manager of our DACH team.

In this article, we take a look at the state of investment in the market, the size of the talent pool and how this is impacting the job market in the US across the pharma, biotech and medical device industries.

A world leading supplier of laboratory equipment, was struggling to hire an Account Manager to grow their bioproduction team. We immediately identified a candidate who was already in our bioprocess network that would be suitable for this particular role.

A growing life science company was looking to hire several field service engineer positions across Belgium and France, but were struggling to manage the process internally.

A fast-growing European proteomics company was looking to hire two Business Development Manager roles as part of their major expansion plans across Europe. The company offers a niche product and finding a candidate with specific industry knowledge and experience proved difficult.

For sales, field service and field application employees, travel restrictions have given an insight into a new way of working. As a result, we are seeing an increasing trend of people looking for a better balance, but is this something companies are willing to offer?

Are you a life science company looking to expand into the US? To find out more about what you should consider, we interviewed Joanne Farquharson, President & Chief Executive Officer at Foothold America, a company that helps businesses around the world to expand into the US market.

In the US, we are beginning to see the start of the predicted ‘turnover tsunami’ and it might not be long until we see something similar across Europe and the UK. But why is this happening and what can employers do to not only retain existing employees but to also attract those individuals looking for a change of career?