Kristin Sless’ Post

I once surveyed hiring managers and talent acquisition directors in the Life Sciences to find out their most frustrating challenge in recruiting executive level talent to their team. Here are the top 3 answers I received: 1. The whole hiring process takes too long. When asked how long it typically took their team to fill an open executive level role, the answers varied between 3 months to as many as 9 months 2. Of the candidates that were submitted, too many missed the mark, wasting their time and resources. Even after eventually hiring the best candidate available, many complained that they didn’t feel they were hiring true A-list candidates away from their competitors 3. When working with external search firms, they often had concerns about integrity, specifically around the confidentiality of their own information and the candidate’s information Now let me share 3 reasons why Blue Signal Search is the fastest growing executive search firm in the US: 1. Blue Signal’s average time to fill an executive level search is less than 30 business days (our average time to fill non-executive level searches is also less than 30 business days) 2. With our award-winning research team and experienced executive recruiters, Blue Signal has access to all of the most qualified candidates in your function of Life Sciences. We maintain trusted relationships with even those candidates who aren’t active on LinkedIn and won’t respond to the internal recruiters of their competitors 3. Blue Signal is the Gold Standard of integrity and confidentiality in executive search. We sign an NDA with every candidate, protecting the privacy and information of every client and candidate we work with Would you like to see the important openings in your organization filled in less than 30 days? How about filled in less than 30 days with the top performers from your competitors? My recruiting team and I are currently working with many of the top performing candidates in Life Sciences at the C-suite, VP, Director, and Manager levels. And our Staffing division is able to quickly provide temporary contractors to support large projects. To learn more about the outstanding candidates we are working with in R&D Innovation, Clinical Development, Drug Safety, Commercial, and more, contact me at [email protected] or 480-716-2630. #executivesearch #lifesciences #pharmaceuticals #biotech #digitalhealth #bluesignalsearch #staffing #hiring #talentacquisition #talent #CEO #healthtech #medtech #healthcareinnovation #hr #executiverecruiting

A client hit me w/ a stark, yet vital reminder right in the face last week ...sure wasn't fun, but necessary A client I've worked with over the last several years had recently taken on a new role with a new organization. While currently not hiring full-time talent, there was some hiring for contract help. Me: Oh, we can definitely help you quickly Client: Really? I only thought you guys did full-time permanent placement. I'm working with a company now otherwise I would have called you right away. Me: 😳 😳 😳 Moral of the story: You may think people know what you do but unless you are clearly articulating your service offering & your value proposition on a consistent basis in a way that's clearly understood you'll leave business out there for the competition to snatch up for breakfast (or in my case lunch or dinner...not much of a breakfast guy 🤪 ) Internally, this could be compared to: Being passed over for a promotion because someone else did a better job expressing their value or being visible or raising their hand for ad-hoc projects that led to greater heights So, on that note lol, The Anthony Michael Group can help you with both Full-Time AND Contract Staffing across several areas like: 👉 Regulatory Affairs 👉 Quality 👉 Engineering 👉 Cybersecurity 👉 Manufacturing 👉 R&D 👉 Operations 👉 Market Access &Reimbursement across Medical Device, Digital Health, Diagnostics & the greater LifeSciences Have a great day, MR DM on LinkedIn OR [email protected]

Hiring Manager: “I’ve got a good network, couldn’t I just put a post out, send a few DMs and find people myself” Recruiter: Sure, it’s a pretty straightforward process – you just need to follow the 80/ 20 principle All you need is….. 1000 Suitable(ish) people in your Network 20% - 200 people Will be Open to opportunities when you need them to be 20% - 40 people Will be Interested in the specific opportunity (Salary/ Benefits/ CRO vs Sponsor/ Therapeutic Area/ Office vs Hybrid vs Remote) 20% - 8 people Will have the qualifications, experience, AND the right personality to match/complement the existing team 20% - 1.6 people Will be ready to accept an offer (decline counter offers) and start a position with you It’s EASY but it’s HARD Would it really be a ridiculous idea to let a recruiter take this process off your hands? #clinicalresearch #recruitment #recruiting

There’s no such thing as a perfect candidate – and that’s okay. A common pitfall for hiring managers is waiting for that unicorn who checks every box on the job description. But even if someone meets all the qualifications, that doesn’t guarantee they’ll mesh with the team or thrive in the company’s culture. If your role has been open for a while, it might be time to rethink the requirements: Does the candidate really need direct industry experience? What other industries or roles develop transferable skills? Where can training or mentorship fill in the gaps? As medical device recruiters, our role isn’t just to take the order and find a match. It’s about advising the business on what’s really needed to build strong, high-performing teams. Talent intelligence plays a key role in that—helping guide hiring managers to see possibilities they might have overlooked. At MB&A, we don’t just source talent—we consult, collaborate, and deliver solutions. Need help with your toughest searches? Let’s chat. #MedicalDeviceIndustry #TalentAdvisors #RecruitmentLeadership #HiringStrategy #TeamBuilding

Are you passing on candidates that you and your team really like, just because you feel you have to hit a certain number of interviews? Or maybe you’re hesitating because you think, “What if there’s someone even better out there?” This mindset could be holding your team back from making great hires and moving forward. The “perfect candidate” is a myth—sometimes, the best fit is right in front of you. Don’t let overthinking slow your progress. #HiringStrategy #Leadership #TalentAdvisors #TeamBuilding

"We don’t have the budget to use a recruitment agency." This is an objection agencies hear fairly regularly. While budgets are important to consider when hiring, the return on investment is sometimes overlooked. How many times do we see: ❌ Roles unfilled for months, increasing workload/stress for current employees ❌ Executive-level hires made incorrectly, impacting culture and strategy ❌ New hires leaving within weeks because the role wasn’t what they expected These are the challenges that specialist agencies in your niche should excel at solving (emphasis on should!). As you plan your hiring strategy for 2025, it’s worth factoring this into your budget and considering how the right partner can help you save time, reduce risk and ultimately make quality hires. I am always looking to chat to Life Science leaders about how we can help solve hiring issues and support growth plans. If you’re curious to learn more, please reach out! #lifesciences #biopharma #2025hiring #budgetplanning #recruitmentpartner

Tired of working with big-box recruiters who don’t fully understand your company's science or the talent you're targeting? We understand, and that's why we take a different approach. Many large staffing firms rely on junior recruiters and account managers with limited expertise in the fields they serve, often under intense pressure to meet KPI targets. This can lead to off-target candidate submissions and overly aggressive follow-ups. At CoFactor, we take the time to truly understand our clients and their science. We dive into your research, reading papers and publications, to carefully craft an ideal candidate profile. Then, we leverage every available tool to find and connect you with top talent. That’s what effective recruiting looks like. If you're tired of mediocre results from the big firms, consider giving a boutique firm like ours a chance. We are currently hiring: Cell-Free Protein Synthesis Researchers Cell Line Engineers Tableting Operations Managers Formulation Scientists

Hiring Tip: Focus on Attitude, Not Just Aptitude! Who doesn't want brilliant minds aboard? Yet, 👉 sheer intellect shouldn't overshadow attitude. In my two decades in healthcare recruitment, I've seen outstanding skills lose shine without the right mindset. Here's the heart of it: 👥 People grow. With guidance and experience, skills evolve. But character? That's the bedrock of your team. A member who's coachable, resilient, and collaborative often outdoes the lone genius. 💡 Our stance? At our company, we match MedTech leaders with professionals who are not only competent but also culturally in sync. Because every person matters and we follow the "Hiring for Attitude" screening process to uncover these candidates. Learn more about hiring for attitude here: https://lnkd.in/eM3W3W6V Let's chat about hiring beyond the resume. Have you experienced the difference attitude can make? #HiringStrategy #TeamCulture #MedTechTalent FloodGate Medical

How do you approach experience when recruiting for a new role? The debate often revolves around the minimum level required, with some emphasizing transferable skills. It's acceptable to hire individuals without experience if they can be adequately trained, especially in non-life-threatening industries. However, in healthcare, where lives are at stake, relevant experience and skills are crucial to ensuring the well-being of others. Before making any hiring decisions, it's essential to confirm that the candidate is sufficiently trained to handle the responsibilities. Micah Solutions #Recruiting #HiringTips #ExperienceInHiring #healthcarerecruitment

Now that a lot of Professionals laid-off and applying for new opportunities… Hiring Managers - Pleas Be Kind or at least, Professional I have never applied or interviewed for any other job because I worked with only one Pharmaceutical company in my extensive career, until I had to leave in 2020. I started interviewing for opportunities with different companies then. I could not believe so many unprofessional experiences with so-called hiring managers (aside from talent managers & coordinators as well) Here are 3 that top my list: 1. Interviewed with a “lady manager” for a company that markets a medication for lupus in the same class as the one I represented in my last role with my former company. she asked me to share all the work I did and the providers and people I coordinated with for the medication to get recommmended in that “major” hospital’s formulary. I generously shared with her and she also told me I did very well in my interviews. Then, I never heard from her or the talent manager ever again. 2. Interviewed with hiring manager from another “blue chip” pharmaceutical company whose Alzheimer’s medication finally got approved by the FDA. Interview was very long and tedious, and almost like being interrogated for a misdemeanor or felony. hiring manager asked me if I had questions. I asked what he is looking for. he said he is looking for someone highly professional and reliable. this manager was not even professional or minimally reliable to call back to let me know I am not what he was looking for. 3. This one tops all on my list. interviewed with hiring manager of a company very well known for their medication for diabetes/obesity being used by so many to lose weight. He had me go through several interviews and also asked me after the 3rd interview to meet up with two of his reps during pandemic. I asked him why I need to meet and he told me that I need to meet with those who I have to work with. He never called me after that. I followed up by calling him and he apologized for being unprofessional (in his own words). he told me he will just go on vacation and will call me when he comes back. he never called. I found out from one of his reps job went to one of his good friends. I am Thankful I am not working with any of these “so-called managers”. Thank you to those Hiring Managers (also Talent managers) who are Kinder and are true Professionals. 👍🏽🙏🏽