By: Zach Miller

Dr. Leen Kawas, an experienced biotechnology professional, highlights the current industry market and offers tips for creating a robust and successful workforce.

As technological innovation transforms industries worldwide, the global biotechnology market continues its rapid growth trajectory. Within the United States biotech arena, drug development and other therapies command a major share of marketplace and investor attention.

Not surprisingly, the COVID-19 pandemic enabled many new opportunities for drug development and vaccine manufacturing. Today, clinical trial standardization advancements, along with increased demand for chronic disease clinical solutions, are also expected to drive market growth.

Each biotech firm employs highly skilled researchers, technicians, and other team members. Together, this highly diverse workforce spurs continued innovation while furthering the respective company’s mission. However, recruiting (and retaining) often-specialized employees continues to be a widespread challenge.

Leen Kawas’ Well-Rounded Biotech Industry Expertise

Leen Kawas, Ph. D. is Propel Bio Partners’ Managing General Partner. Based in Los Angeles, Dr. Kawas partners with start-up and early-stage biotech companies with funding, technical, and operations assistance needs. During these ongoing interactions, she becomes intimately familiar with each business’ workforce requirements and challenges.

Prior to her current role, Dr. Leen Kawas served as Athira’s Chief Executive Officer (or CEO). While there, she oversaw multiple successful drug development programs. Dr. Kawas’ diverse experiences enable her to offer insights into biotech firms’ recruitment challenges and opportunities.

The Evolving Biotech Job Market in 2024

Ongoing biotech industry achievements typically result from biotech firms’ diverse research and development programs. Qualified, talented employees are key to transforming company founders’ ideas into commercial reality. Once products hit the marketplace, companies need capable manufacturing teams to ensure continued drug and therapy availability.

Most recently, however, the biotech job market has been rather unsettled. Companies’ revenue shortfalls and fewer initial public offerings (or IPOs) have resulted in decreased funds for operations and research. Dr. Leen Kawas noted that this is especially true for newer biotech firms. To tighten their belts, many biotech companies implemented layoffs in 2023. In 2024, companies’ hiring resumption has been uneven at best.

Identifying the “Best Fit” Candidate

With the layoffs’ fallout as a backdrop, many biotechnology companies continue to seek candidates for open positions. Each business’ growth stage and size will influence its recruitment strategy. That said, Dr. Leen Kawas identified two attributes an ideal biotech candidate should possess.

A Blend of Hard and Soft Skills

The biotech industry requires a distinctive mix of hard and soft skills. Many candidates will have highly specialized skill sets, equipping them to pursue complex research and development pathways. Concurrently, these technically savvy candidates should ideally be effective communicators and problem solvers. They should also possess high-level teamwork and collaborative skills.

An Embrace of Creativity and Learning

Candidates who dislike the status quo and who display an insatiable curiosity and agile mindset should be worth serious consideration. If they’re always seeking to improve their skills and/or credentials, that’s an added benefit. Finally, candidates should stay updated on the latest biotech industry trends and influential events. This knowledge enhances their overall value to the organization.

Leen Kawas Highlights Strategies for Attracting the Right Biotech Candidates

Finding ideal biotechnology candidates should involve a multifaceted approach. Although standard job boards may help, industry-specific boards may be more likely to attract candidates with the needed skill sets. A life sciences recruiting firm may be an option when hiring for very specialized roles. In addition to these strategies, Dr. Leen Kawas offered insights on five more recruitment tactics that can help a biotech firm find desirable job candidates.

Highlight the Distinctive Company Culture

An increasing number of candidates seek out businesses holding core values aligned with the candidate’s personal values. A positive company culture is also a key factor in many candidates’ decisions.

Companies that prioritize diversity in their hiring practices and that integrate sustainability into every aspect of their operations will attract candidates with the same mindset. Many candidates also seek opportunities to participate in charitable campaigns with worthwhile non-profits.

Taking a bigger-picture view, many candidates want to help positively impact their community and the larger world. They often seek out companies that are actively pursuing the same goals.

Emphasize Career Development and Mentorship Opportunities

In any industry, leading professionals always seek ways to improve their skills and expand their horizons. In fact, some candidates regard a firm’s career development and higher-level opportunities as the deciding factor when considering their next job.

On the other end of the spectrum, new biotech employees frequently face a stiff learning curve. Teaming these brand-new hires with seasoned mentors enables faster skills development and encourages newer team members to stay the course.

Putting resources into both programs demonstrates that a biotech company prioritizes its employees’ professional development needs. Dr. Leen Kawas said this can lead job candidates to a more favorable overall impression of the business.

Network at Targeted Biotechnology Conferences

For decades, targeted industry conferences have provided attendees with a timely look at current and emerging technologies and trends. Career-minded professionals also use these multi-day events to connect with companies that may offer intriguing opportunities.

 

Biotech companies that wish to enhance their presence may consider co-sponsoring the entire conference or a specific event. Businesses that use this approach are typically mentioned in the event’s program and promotional materials. This tactic may draw premier candidates’ attention, spurring them to explore this industry leader’s opportunities.

Partner with Selected Universities and Research Centers

Universities with life sciences and related programs will have a ready pool of recent (or upcoming) graduates. Participation in on-campus hiring events, and offering internships and/or coop positions, offers an effective way to reach entry-level professionals.

Some of these universities also conduct life sciences research that integrates student participation. Biotech companies that support a university’s research programs may build credibility with graduating students seeking employment.

Establish an Internal Talent Acquisition Department

A biotech company that experiences ongoing recruitment challenges may wish to establish its own talent acquisition department. This tight-knit team includes talent acquisition experts who thoroughly understand every aspect of the business’ labor market. These specialists are also well-versed in the company’s specific candidate needs. Talent-sourcing team members and support personnel perform much of the recruiting and logistics functions.

Forming (and maintaining) an internal talent acquisition team represents an added expense. However, Dr. Leen Kawas noted that companies that take this approach often report higher-quality candidates and decreased lead time in finding them.

An Innovative, Creative Environment is Key

Highly skilled biotech employees are constantly seeking new challenges. Dr. Leen Kawas emphasized that companies that prioritize innovation and creativity are well-positioned to attract talent. If the business offers wide-ranging career development and professional growth opportunities, the company is more likely to keep these exceptional team members.

 

Published By: Aize Perez