Biotech Startups Have No Excuse to Ignore Employer Brand

Biotech startups are defined by two things. First, by their idea, the reason they took on the burden of starting a company in the first place. Maybe it was a new approach to drug discovery, the use of cutting-edge technology on a known condition, CRISPR, data science, or AI, but that idea is the core of the company.

But the second thing that defines a biotech startup is what grows around that idea. The people.

Hire well, and the idea can become more defined, more real, and make the leap from concept to clinical trials. And it can happen relatively close to your founder’s timelines.

Hire poorly, and that idea gets bogged down in friction, disagreement, and distraction. Personal agendas and divergent working styles doom what might have been a world-changing idea.

So it stands to reason that since “the idea” is already established as the core of the company, the best way to influence a biotech’s chance of success is to hire the right people.

But what makes a “right hire?” Gallup recently found that companies pick the wrong hire 82% of the time.

Ouch.

A good hire is a lot more than raw technical skill. Sure, you need someone who can do that advanced biochem or pharmacology, data science, or gene editing, but you need them to do that in a way that aligns with your company’s overall culture and values. That raw technical skill is great until their disruptive style meets your collective focus (or vice versa). A good hire is someone who wants to be rewarded for the things you reward and wants to be part of the mission you offer.

Read the entire article at https://biobuzz.io/biotech-startups-have-no-excuse-to-ignore-employer-brand/