Antal International’s Post

SENIOR LEADERS IN: #pharma #biopharma #medicaldevice #medtech If you're hiring for senior global remote & hybrid roles, it's far tougher now for TA & HR teams. Are you struggling to access the right senior candidates? Having the global choice of top candidates clearly offers huge benefits, but that comes with some big challenges as the parameters for hiring have all but disappeared. Hiring successfully 2024 post-pandemic requires different methods of approach. It's competitive & the market is enormous to manage. Partner with a Global Senior Hires Search Expert to secure your senior hires across your geographical locations. Relevant senior hire levels include: Country/Regional/Cluster Manager/Director/Managing Director, Director/Senior Director, Managing Director, General Manager, Head Of, Global Head Of, VP/SVP/P, C-suite, C-suite inc. board responsibility. Drop me a message on LinkedIn at #sarasmithies to organise a conversation about the individuals you need & the process involved. If we're not connected yet, send me an invite to connect & to organise a conversation at a time that's right for you. Looking forward to speaking with you Sara Smithies, MD ExeConsult Bio/Pharma I MedDev I MedTech

SENIOR LEADERS IN: #pharma #biopharma #medicaldevice #medtech How do you find the right senior hires during growth, transition & transformation in a global remote & hybrid candidate market? The majority of senior candidates are not overtly on the market, are currently working in positions & many don't actively trawl the job boards or company websites. TA & HR teams are becoming increasingly overwhelmed & struggling with multiple hiring projects (many across a number of geographies) which now require a very different & more time-consuming approach post-pandemic. This competitive market is consistently gaining momentum & will continue to cause problems in securing strategic hires into & beyond 2025 across Bio/Pharma, MedDev & MedTech. Partner with a Global Senior Hires Search Expert to ensure your key senior hiring strategy is fulfilled across your geographical locations. Relevant senior hire levels include: Country/Regional/Cluster Manager/Director/Managing Director, Director/Senior Director, Managing Director, General Manager, Head Of, Global Head Of, VP/SVP/P, C-suite, C-suite inc. board responsibility Drop me a message on LinkedIn at #sarasmithies to organise a conversation to discuss your senior hire requirements & how we can ensure their successful delivery. If we are not connected yet, send me a LinkedIn invite over to connect so we can keep in touch easily & organise a conversation on the subject when you're ready. Looking forward to hearing from you. Sara Smithies, MD ExeConsult I Search Process Consultant Bio/Pharma I MedDev I MedTech

SENIOR LEADERS IN: #pharma, #biopharma #medicaldevices #medtech Senior candidates are interviewing for circa 5+ roles currently - it's competitive. If you're struggling to hire, read on:   It's an increasingly competitive market & it's going to get harder to secure senior hires into 2025. If you’re struggling to hire at a senior level, combine that with an internal hiring strategy that may not have been updated to adopt the right approach for todays’ post-covid global remote & hybrid environment, it’s not surprising you are finding it tough to engage & secure the right hires for your organisation. There is a solution: Partner with a Global Senior Hires Search Expert to secure your senior hires across your geographical locations. Relevant senior hire levels include: Country/Regional/Cluster Manager/Director/Managing Director, Director/Senior Director, Managing Director, General Manager, Head Of, Global Head Of, VP/SVP/P, C-suite, C-suite inc. board responsibility. Drop me a message on LinkedIn at #sarasmithies to organise a conversation about the individuals you need & we can discuss the process involved. If we're not connected yet, send me an invite to connect & we’ll organise a conversation at a time that's right for you. Looking forward to hearing from you. Sara Smithies, MD ExeConsult I Search Process Consultant Bio/Pharma I MedDev I MedTech

(On a lighter note) - #Hiringfacts in #Pharma #industry 🔍 Pharma Companies to #recruitment companies: “We need a strong candidate to join in 15 days or maximum 1 month… and by the way, their own notice period is just a brisk 90 days!” 😂 ( some of the Pharma companies even have Notice period of 6month😮😮) 🧬 #Pharma realities: • They spend years in Phase I, II, and III clinical trials… but expect the #onboarding phase to be faster than the latest high-throughput screening. • Regulatory approvals- Minimum 6-12 months. Patent timelines- 20 years. #Hiringtimelines- 15 days-30 days We’re used to double-blind studies… but who’s running a double-standard here? • Controlled release? Yep, we’re experts. But controlling the release of our own employees in less than 90 days? Almost Impossible! • And let’s not forget the SOP of all pharma processes: “Hurry up and wait.” But in #hiring? It’s “Hurry up and… #start #yesterday!” 📉 Data shows: 90% of #candidates are actually in notice period quarantine. By the time they are free to join other Pharma companies , They have practically completed post-market surveillance at old job. 💊 #PharmaRecruiters, we love you. But can we stop trying to break the sound barrier in hiring? 🚀 Why can’t all Pharma companies can have a notice period of 1 month Flat. This is going to be good for candidates as well as Pharma companies and will surely reduce backouts too and will be proven as cost effective hiring.😊😊 #Think!! #Think !! And #act Follow RESONACLE for leadership Hirings in Pharma Industry😊 #PharmaLife #HiringHumor #NoticePeriodWoes #PharmaCareers #IndustryIrony #ClinicalTrialsOfHiring #Recruitment #PharmaJobs #fun #recruiters #hr #hrd #management #owners #directors #hiringnow #humor #corporatejokes #innovation #jobsearch #jobmarkets #jobs #culture #hrdirectors #chro #humanresources #pharmaindustry #pharmaceuticals

In today's Life Sciences industry, building high-performing teams isn't just about recruitment, it's about offering tailored, integrated talent solutions that align with your long term strategy. At Nexa Life Sciences, we pride ourselves on providing solutions that help you scale effectively, retain top talent, and navigate the ever changing market. We have recently published our Functional Skills Gap and Salary Guide, which offers invaluable insights into: ▪️ 𝙈𝙖𝙧𝙠𝙚𝙩 𝙏𝙧𝙚𝙣𝙙𝙨: Learn about current hiring trends in pharma, biotech, MedTech, and health tech. ▪️ 𝙎𝙠𝙞𝙡𝙡𝙨 𝙂𝙖𝙥 𝘼𝙣𝙖𝙡𝙮𝙨𝙞𝙨: Discover where critical shortages lie, from regulatory affairs and R&D to clinical operations and quality assurance. ▪️ 𝙎𝙖𝙡𝙖𝙧𝙮 𝘽𝙚𝙣𝙘𝙝𝙢𝙖𝙧𝙠𝙨: Access up-to-date salary ranges for key roles in HR, procurement, finance, legal, engineering, and more—across the UK and EU. Want a copy or want to discuss hiring plans? 𝗦𝗲𝗻𝗱 𝘂𝘀 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 𝗼𝗿 𝗲𝗺𝗮𝗶𝗹 𝗲𝗻𝗾𝘂𝗶𝗿𝗶𝗲𝘀@𝗻𝗲𝘅𝗮𝗹𝗶𝗳𝗲𝘀𝗰𝗶𝗲𝗻𝗰𝗲𝘀.𝗰𝗼.𝘂𝗸. #LifeSciences #TalentStrategy #HiringTrends #HR #Pharma #Biotech #MedTech #HealthTech #Leadership

"We need someone with pharma experience." I'm grateful the hiring manager didn't let that mindset prevent me from making the career shift from being a first-grade school teacher to becoming a pharmaceutical sales representative! That was 20 years ago. In my years building my own sales teams, I've always kept an open mind, knowing firsthand that: → Curiosity trumps industry knowledge → Critical thinking beats product familiarity → Drive outperforms years of experience Some of the BEST pharma reps I've hired have come from outside the industry; with them, they brought fresh perspectives. And even more fun to watch was how they intuitively connected with physicians and their staff in new ways. My advice for anyone who's at the design stages of mapping out your ideal future sales team is this: Focus on hiring for potential, not just pedigree. You might find your next superstar!⭐️ What unconventional backgrounds have succeeded on your team? #SalesRecruitment #PharmaTalent #Axxelus #ContractSalesOrganization

Over the years, I’ve seen first-hand how the quality of hire can make or break a company’s success—especially in late-stage functions like Medical Affairs and Clinical. In today’s market, where budgets are under pressure and timelines are tighter than ever, hiring the right talent isn’t just important—it’s essential. 🔹 Late-Stage Success Hinges on the Right People For biotech and pharma companies preparing for commercialisation, every hire plays a strategic role. A strong Clinical or Medical Affairs team can be the difference between a smooth regulatory process and costly delays. The right people ensure trials are executed effectively, engagement with KOLs is impactful, and that a company is positioned for long-term success. 🔹 Hiring for Long-Term Impact, Not Just Short-Term Gaps I’ve spoken with countless leaders who’ve felt the pain of making a rushed hire—only to face retention issues months later. The reality is that investing in quality over speed pays off in better performance, stronger team culture, and higher ROI. 🔹 The Market is Tough—Precision in Hiring is Key The US biotech and pharma landscape is competitive, and top talent is in high demand. Companies that take a strategic, data-driven approach to hiring—focusing on both technical skills and leadership potential—are the ones that will thrive. At SEC Life Sciences, we’re helping companies navigate these challenges by building teams that don’t just fill roles but drive real impact. Would love to hear how you’re approaching hiring in this market—let’s chat! #Biotech #Pharma #MedicalAffairs #ClinicalDevelopment #HiringQuality #LifeSciencesRecruitment

#hiring *Director, Research Enablement Lead*, Boston, *United States*, fulltime #opentowork #jobs #jobseekers #careers #Bostonjobs #Massachusettsjobs #ExecutivePositions *To Apply -->*: https://lnkd.in/d5n3tfsM By clicking the "Apply" button, I understand that my employment application process with Takeda will commence and that the information I provide in my application will be processed in line with Takeda's Privacy Notice and Terms of Use . I further attest that all information I submit in my employment application is true to the best of my knowledge.Job DescriptionAre you looking for a patient-focused, innovation-driven company that will inspire you and empower you to shine? Join us as a (Title) in our Cambridge office.At Takeda, we are transforming the pharmaceutical industry through our R&D-driven market leadership and being a values-led company. To do this, we empower our people to realize their potential through life-changing work. Certified as a Global Top Employer, we offer stimulating careers, encourage innovation, and strive for excellence in everything we do. We foster an inclusive, collaborative workplace, in which our global teams are united by an unwavering commitment to deliver Better Health and a Brighter Future to people around the world.Here, you will be a vital contributor to our inspiring, bold mission. Objective / Purpose: The Research Strategy and Operations function is responsible for integrating scientific acumen with business analytics and processes to deliver clear business plans, operational excellence and portfolio progression for the Takeda Research pipeline.TheResearch EnablementLead supports a specific drug discovery unit(DDUs) or platform group in the delivery of critical Research priorities, serving as a senior business leader andas the sub-functions de facto Chief of Staff. Reporting to the Head of Research Enablement or directly to the Head of Strategic Operations, the Lead plays a crucial role in the strategic planning, execution, and optimization of functional organization and projects.They are responsible for driving operational efficiency, fostering collaboration among cross-functional teams, and ensuring the successful delivery of high-quality research outcomes. Accountabilities: Partners with Drug Discovery Unit (DDU) and Platform senior leadership to coordinate and prioritize activities, ensuring efficient use of resources, and monitoring progress towards goals and milestoneswith a long-term strategic mindset.Provides strategic and operational support to Research leaders including change and project management, ensuring functional alignment to Research prioritiesSupports DDU and Platform senior leadership in managing and allocating resources effectively, including personnel, equipment, and budget, to support functional activities and optimize productivity.Proactively identifies areas for process improvement within functional ope

Morning all, here's a quick insight into what I’ve learned recruiting top business development talent in Biotech and Pharma. ➔ Experience beats education – Proven results often outshine academic credentials when it comes to operations & sales in these fields. ➔ Industry knowledge is key – Understanding complex products and regulations gives professionals a real edge in biotech and pharma. ➔ Adaptability matters – The industry is constantly evolving, and the best leaders can pivot with new trends and challenges. ➔ Relationship-building is everything – Successful business development professionals know how to foster long-term client relationships that drive growth. ➔ Drive and resilience win – The ability to stay motivated and push through setbacks is crucial in these competitive industries. If you want to utilise a cost effective approach to hiring then let’s chat. #BiotechSales #Pharma #Recruitment #Hiring #Business #growth

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