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File photo How do rapidly developing science-based companies manage large-scale recruitment, especially when they rarely have established human resources departments? Partnership recruitment could be the answer. Recruitment can be a roller coaster of reactivity. With promotions, new projects, and turnover, companies need to remain responsive in a fiercely competitive employment market. Recruitment challenges even the pharmaceutical giants and can seem an insurmountable hurdle to a young biote

Emma Mills
File photo

How do rapidly developing science-based companies manage large-scale recruitment, especially when they rarely have established human resources departments? Partnership recruitment could be the answer.

Recruitment can be a roller coaster of reactivity. With promotions, new projects, and turnover, companies need to remain responsive in a fiercely competitive employment market. Recruitment challenges even the pharmaceutical giants and can seem an insurmountable hurdle to a young biotechnology organization that may need to recruit an entire department.

Once they have had their cash injection from investors, the main priority for these biotechnology companies is to hit the ground running. Even with the best ideas in the world, it's an impossible task for a young company to manage a large recruitment effort single-handedly while simultaneously developing the core activities of its business. Certainly the last thing investors want to see is any hold-up in a company's development. A company needs a fully...

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