Jessica Van Pelt

Here's a scenario for a candidate that I'm currently working with that is weighing up two very different roles: One opportunity is for a BD Director at a well-established company, top 3 in their market. High base and a good total comp package. The deals won't do themselves, but there's a steady flow of inbound leads and a large outbound lead gen team to book meetings. The second opportunity is high risk/high reward. It's a lower base with high commission potential the total comp would be about the same as the first opportunity. It comes with equity and if you were to believe the founder it would be a close to 7 figure payout in the next 5 years. BUT - it's a new company in a nascent area. They've closed deals, but not enough that they can 100% say there is product-market fit. They'd be responsible for self-generating all leads. Which one would you opt for and why?

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I have noticed many people with the green banner. I would welcome all of you to follow our page to ensure you know of all of the roles we are working on as they come in. With a quick click of that follow button, you will see our openings, HOT jobs that we spotlight and more. These posts are up to date and happen all week so don't miss out! Scientific Search

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It turns out that OpenAI’s transcription tool “Whisper” is fabricating entire sentences when transcribing interviews and generating text. Why should you be concerned? Beyond the ethical reasons, because Whisper is already being used in medical centers to transcribe doctor/patient interactions. Until AI is a proven tool, it shouldn’t be allowed in “high-risk domains”. #TeamGTN #BrightBombs #AI #OpenAI #Whisper

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Reduction to the Ridiculous A couple of years ago a recruiter had a hiring manager present an offer $5,000 below our candidate’s expectations, despite previously discussing her salary requirements. (Side Note: In the healthcare world, $5,000 is nominal, especially for a skilled position.) Breaking it down, that difference amounts to just $2.40 per hour for a revenue-generating role, where she will typically work more than 40 hours per week as a salaried employee. Stretching a client or hiring manager beyond the typical compensation range can be a strategic move in today’s competitive talent market. While budget constraints often influence compensation decisions, it’s important to highlight the value of exceeding the standard range when the right candidate brings exceptional skills and experience. To begin, emphasize the cost of not hiring top talent. A high-performing candidate can bring immediate value, reduce onboarding time, and contribute to long-term growth. A higher salary is an investment in quality, not merely an added expense. Additionally, explain how market dynamics play a role. If competing organizations offer higher compensation, sticking to outdated ranges can result in losing top talent. Finally, highlight the cost of vacancy. A delayed hire drains productivity and revenue, making a higher upfront investment worthwhile. In summary, stretching compensation is often a necessary step in securing the best talent for long-term success. Good Luck! #Healthcare, #MedTwitter, #NurseLife, #Doctor, #MedStudentLife, #Physician, #Dr, #opentowork, #Nursing, #HealthcareWorkers, #MedicalProfessionals, #HealthcareHeroes, #MedEd, #HealthcareInnovation, #PatientCare, #HealthTech #Telemedicine, #PublicHealth, #GlobalHealth, #HealthEquity, #HealthCareReform, #MedSchool, #ResidencyLife, #HealthcareLeadership, #PrimaryCare, #SurgeryLife, #EmergencyMedicine, #MentalHealthMatters, #WellnessInHealthcare, #MedBlogger, #HealthLiteracy, #PreventiveMedicine, #PatientSafety, #Hospital, #Nurse, #physicaltherapy, #physicaltherapist, #radiology, #radiologist, #OT, #SLP, #BCBA, #mentalhealth, #leadership, #healthcareleadership, #CEO, #COO, #CFO, #CAO, #CCO, #CTO, #CNO, #Recruiter, #TalentAcquisition, #HR, #SPHR, #CHRO, #physicianrecruiter

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Hiring Managers - does this seem familiar? Ok, it's a little melodramatic, but we all know how tough finding great people can be in Life Sciences/Biotech. But what if there was data to back this up? 𝗙𝗶𝗲𝗹𝗱 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗿𝗼𝗹𝗲𝘀: - 48/52% gender split - Hardest to hire locations 2024 - France & Germany - Median tenure of 2 years, indicating a volatile and competitive market - 28% more people employed in 2024 compared to 2023 as either FAS/FAE, indicating high growth 𝐅𝐢𝐞𝐥𝐝 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐫𝐨𝐥𝐞𝐬: - Male dominated field (92%) - 16% more people employed in 2024 compared to 2023, indicating strong growth - Most competitive across Northern Europe, Boston & San Francisco Funnily enough, these are a couple of the spaces I'm most active in, and you can see why! Interesting insights above, if you want to book a FREE market insights call with me to learn more, message me through here or on: [email protected] *Sources: book a call and you'll find out* Have a great Friday!

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Transform your business with expert guidance! At Cella, we specialize in helping organizations navigate the complexities of change and achieve lasting success. Whether you’re looking to streamline operations, implement new technologies, or enhance organizational culture, our team of experts is here to guide you every step of the way. Discover how our Transformation & Change Management consulting can lead to effective change and drive business performance. Ready to elevate your organization? Explore Cella's services and start your transformation journey today! #ChangeManagement #BusinessTransformation #Cella #RandstadDigital

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Key Strategies for Attracting Top Talent in Med-Tech Recruiting in the med-tech industry is becoming increasingly competitive. To attract top-tier talent, companies need to go beyond traditional methods. Consider these strategies: Leverage Employer Branding: Highlight your company’s mission and values, particularly its impact on healthcare.  Connect the dots on how roles being offered assist in this mission. Engage in Industry-Specific Job Fairs: Direct engagement with potential candidates can give your company a competitive edge.  Keep a regular touch within specific resource-hub communities. Offer Professional Development Opportunities: Talented professionals are drawn to roles that deliver on the promise growth and learning. Implementing these strategies can significantly enhance your recruitment process and help secure the best talent in the industry. Interested in learning more about optimizing your recruitment efforts? Let’s dive deeper into these strategies.

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🌟 Attention Hiring Managers and HR Leaders! 🌟 Are you ready to supercharge your recruitment efforts? When you share your job openings through my network, you’re not just posting a listing—you’re tapping into a powerful community of over 95,000 professionals who follow us within the Medical Device, Pharmaceutical, and Life Sciences sectors, all thanks to the dedicated following of each consultant at i-Pharm ANZ! 🚀 (this is JUST our LinkedIn followers .......and does not include the thousands of connections we each individually have💡) Imagine the impact of reaching an engaged audience that’s genuinely interested in advancing their careers in your field! Here’s the value you can expect: Increased Visibility: Your roles will stand out to a targeted audience actively seeking opportunities in your industry 🧑‍🔬 Enhanced Employer Branding: Showcase your company as a leader in the sector, attracting top-tier talent who want to be part of your mission 🔬🧬 Faster Hiring: Access a larger pool of relevant candidates, enabling you to fill positions more quickly and efficiently 👩‍🔬👩‍💻👩‍💼 Let’s connect and discuss how we can work together to attract the best talent in the market!!! i-Pharm Consulting #specialisedrecruitment #nichehires #lifesciences Ben Byrne Mollie Gunn Maeve Fahey Keeley Munday Gemma Weir Tom Desborough Dana Sarkissian MRCSA Andy Yaxley James McCune

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Want to discover how NYC's #salarytransparency laws are shaping the future of recruitment? Dive into this Monster Hiring blog post to explore the benefits for both employers and candidates. Plus, #Monster explains how these laws can help attract top talent and enhance your company’s reputation.

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Use your business size and an early preview of the 2025 #RobertHalf Salary Guide to your hiring advantage. Message me for an exclusive walk through. #RHSalaryGuide #SmallBusiness

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Use your business size and an early preview of the 2025 #RobertHalf Salary Guide to your hiring advantage. Message me for an exclusive walk through. #RHSalaryGuide #SmallBusiness

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📊 Despite labor strikes and weather impacts, unemployment held steady at 4.1%, with job openings at 7.4 million—well above pre-pandemic levels. 📺 For the latest hiring insights check out #RobertHalf's Labor Market Minute. #JobsReport #HiringTrends

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