In a world of almost constant Negative Press it was Wonderful to see two Pharma CEO's on Barron's Annual List of Most Respected CEO's.
Mike Huckman at CNBC wrote a nice piece about it on his Blog.
http://www.cnbc.com/id/29840802/site/14081545?__source=yahoo|headline|quote|text|&par=yahoo
The complete list can be found in the Barron's Cover Story
http://online.barrons.com/article/SB123758900419300089.html?mod=googlenews_barrons
Please feel free to share your thoughts and comments
Tuesday, March 24, 2009
Tuesday, March 17, 2009
Recruiting Life and the endless game of Phone Tag…..
I have been in the search world for over 10 years and one thing that has stayed constant is the endless game of phone tag we play with our clients and our candidates, though it has evolved from a handwritten note of who called to a voice mail the game remains the same.
I work with mostly physicians, MD Clinical Researchers, and scientists, PhD in Discovery, like most of us these executives have very busy professional lives. They often only have a few minutes to “steal” between meetings to reach out to me and what they find more often than not is that I am on the phone.
As a Search Professional I spend the vast majority of my day on the phone. With the movement to communication via email I have become more accessible to people and the exchange of information has been facilitated, no more hanging over the fax machine or someone having to take detailed notes as I read them the requirements of a job, but the one-on-one direct communication it takes to get to know someone still requires people connect live.
When you finally do get me “live” I will likely apologize for being so hard to get a hold of, and I am truly sorry it does take so long, but the truth is it is because I am actively sourcing and networking that I am so tough to reach and for being a well trained headhunter that I am proud to be. I feel we add real value to the talent acquisition process, I still believe that one person can make a difference in the difficult process of drug development. I am working hard to find those key players for all my clients.
In speaking with me you will see we pay personal attention to each candidate and client. We speak with candidates about their career goals, their relocation concerns and what unique skill they feel they offer. With our clients we strive to learn what is specific about their needs, their culture and what they feel is unique about a career with their organization.
They say if you are good at something you could stick with it, and I am certainly good at phone tag, so it looks like I will be sticking with it.
If you have tried to reach me and ended up in voicemail, please keep trying or feel free to send me an email and we can schedule a specific time to speak.
Please feel free to share your thoughts and experiences about how technology has helped or hurt your ability to communicate effectively.
I work with mostly physicians, MD Clinical Researchers, and scientists, PhD in Discovery, like most of us these executives have very busy professional lives. They often only have a few minutes to “steal” between meetings to reach out to me and what they find more often than not is that I am on the phone.
As a Search Professional I spend the vast majority of my day on the phone. With the movement to communication via email I have become more accessible to people and the exchange of information has been facilitated, no more hanging over the fax machine or someone having to take detailed notes as I read them the requirements of a job, but the one-on-one direct communication it takes to get to know someone still requires people connect live.
When you finally do get me “live” I will likely apologize for being so hard to get a hold of, and I am truly sorry it does take so long, but the truth is it is because I am actively sourcing and networking that I am so tough to reach and for being a well trained headhunter that I am proud to be. I feel we add real value to the talent acquisition process, I still believe that one person can make a difference in the difficult process of drug development. I am working hard to find those key players for all my clients.
In speaking with me you will see we pay personal attention to each candidate and client. We speak with candidates about their career goals, their relocation concerns and what unique skill they feel they offer. With our clients we strive to learn what is specific about their needs, their culture and what they feel is unique about a career with their organization.
They say if you are good at something you could stick with it, and I am certainly good at phone tag, so it looks like I will be sticking with it.
If you have tried to reach me and ended up in voicemail, please keep trying or feel free to send me an email and we can schedule a specific time to speak.
Please feel free to share your thoughts and experiences about how technology has helped or hurt your ability to communicate effectively.
Thursday, March 12, 2009
someone else opinion... on the long-term future of the pipeline
It appears other are complementing if these mergers will be effective for the long-term pipeline
here is a great articulate
please feel free to share your thoughts...
http://business.theatlantic.com/2009/03/why_big_pharma_mergers_magnify_failures.php
here is a great articulate
please feel free to share your thoughts...
http://business.theatlantic.com/2009/03/why_big_pharma_mergers_magnify_failures.php
Wednesday, March 11, 2009
The Real Pipeline.......
Mergers of late… and of the years past were touted to be all about the pipeline. But is the pipeline the specific compounds that have been moved forward or the physicians and scientists that created them.
I would contend that the select group of intelligent and experienced individuals, who worked so diligently to select just the right compound, are the real pipeline, the real value of pharma and biotech companies.
When the headcount reductions come who will be there rebuild the pipeline when compounds fail and patents expire. These dedicated professionals will move onto new endeavors, maybe the next successful biotechnology firm will be build by those soon to be deemed redundant by “Mega” pharma. Or maybe they will just be re-hired in the back door a few months after the original layoffs.
I would contend that the select group of intelligent and experienced individuals, who worked so diligently to select just the right compound, are the real pipeline, the real value of pharma and biotech companies.
When the headcount reductions come who will be there rebuild the pipeline when compounds fail and patents expire. These dedicated professionals will move onto new endeavors, maybe the next successful biotechnology firm will be build by those soon to be deemed redundant by “Mega” pharma. Or maybe they will just be re-hired in the back door a few months after the original layoffs.
Tuesday, March 10, 2009
Mega Pharma.....
So here goes my first attempt to “blog” I have thought about it numerous times but was just not compelled enough to venture into this new world.
Well the news of recent days in the industry I specialize in, the pharmaceutical / biotechnology industry has compelled me to try.
The economic climate and merger as a solution mentality has now created what I am terming Mega Pharma. These new companies will be too big to be simply be called big pharma.
Will these new companies bring drugs to market more efficiently? Will they only focus on blockbuster drugs for large patient populations? Will those who suffer from orphan disorders see even less compounds in development? Will creativity and science be lost to provide pathways of development?
And as a search professional I wonder will they move further from a model that appreciates the value one key person can add to the team. When talent acquisition in many large companies becomes more like the purchasing of staples, the value of critical staff is lost.
Well the news of recent days in the industry I specialize in, the pharmaceutical / biotechnology industry has compelled me to try.
The economic climate and merger as a solution mentality has now created what I am terming Mega Pharma. These new companies will be too big to be simply be called big pharma.
Will these new companies bring drugs to market more efficiently? Will they only focus on blockbuster drugs for large patient populations? Will those who suffer from orphan disorders see even less compounds in development? Will creativity and science be lost to provide pathways of development?
And as a search professional I wonder will they move further from a model that appreciates the value one key person can add to the team. When talent acquisition in many large companies becomes more like the purchasing of staples, the value of critical staff is lost.
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