"Hiring good people is hard. Hiring great people is brutally hard. And yet nothing matters more in winning than getting the right people on the field."
~Jack Welch, former CEO, GE
Tuesday, November 24, 2009
Thursday, October 8, 2009
Wednesday, August 12, 2009
Hiring Boom may be on its way....
A hiring Boom may be on its ways...
http://www.forbes.com/2009/08/11/employment-pharma-oil-intelligent-investing-hiring.html?partner=yahootix
http://www.forbes.com/2009/08/11/employment-pharma-oil-intelligent-investing-hiring.html?partner=yahootix
Thursday, July 30, 2009
Positive Press for the Pharma World
Well they say when a door closes a window opens..... the flu pandemic has started to shed positive light on the pharma world. It is wonderful to read articles commenting on how the pharma and biotech industries can help curtail a flu pandemic.
Countless scientist spend untold hours and companies spend billions of dollars to search for the next cure for life threatening disease, this seems to have been lost in all the hype about drug prices. In a world were negative gets "clicks" people writing about the promise of an H1N1 vaccine and the good the industry does is a welcome breath of fresh air.
Please feel free to share your comments
Countless scientist spend untold hours and companies spend billions of dollars to search for the next cure for life threatening disease, this seems to have been lost in all the hype about drug prices. In a world were negative gets "clicks" people writing about the promise of an H1N1 vaccine and the good the industry does is a welcome breath of fresh air.
Please feel free to share your comments
Thursday, June 18, 2009
CNN Money Summit
CNN is doing a wonderful segment called the Money Summit
They spoke about the value of networking, volunteering and finding your passion, most importantly they spoke about the value of education.
If you are over the age of 25 and hold a Bachelor's Degree unemployment is only 4.76%, the only time I have seen that shown on tv.
They spoke about the value of networking, volunteering and finding your passion, most importantly they spoke about the value of education.
If you are over the age of 25 and hold a Bachelor's Degree unemployment is only 4.76%, the only time I have seen that shown on tv.
Thursday, June 11, 2009
10 tips to prepare for an interview
10 tips to prepare for an interview
In a tight job market, gaining an advantage on your competition is crucial. Here are some proven methods to distinguish yourself from the next candidate.
1.Research the company. Review their website; look at recent press releases, financial information, etc. Review the job details. If you are working through a recruiter, make sure they provide you with a job description, qualifications, and who you will be interviewing with. Also, ask them for any specific tips or advice about the meeting. They often have insights based on their relationship with the company.
2. Bring additional copies of your CV and be prepared to take notes. Take notes throughout the interview so you can reference them during a second interview or follow up.
4. Dress professionally. Even if the day-to-day dress code is more casual, wearing business attire is a must for the initial interview.
5. Arrive about 10-15 minutes early
6. During the interview:
-Be courteous to everyone that you meet; including security and administrative staff. Your interview begins as soon as you drive into the parking lot.
-Be thoughtful and concise with your answers. If you need to take a few seconds to digest the question before answering it, you can repeat back the question.
-Maintain eye contact. Looking around the room or at the floor can give the impression that you are either not confident in your answers or not interested in the process.
7. Sell yourself. This is the time to present your case for why this company should hire you. Discuss specific achievements, projects that you have led, deals that you have closed, changes you have implemented, etc. Always be truthful and prepared to show the value that you can bring to the team.
8. After the interview:
Send everyone you interviewed with a “Follow-up” note or email. Make sure the note/email is brief and conveys that you appreciate their time and are interested in moving to the next step. Try to use specific things mentioned during the meeting.
9.Be patient. We all want instant gratification after an interview, but the process takes time. Hiring manager’s will often discuss interviews with other managers/employees. This can take time…especially if managers travel or if there are other candidates to interview. If you found the position through a recruiter, follow up with them. They will get feedback for you ASAP. Being patient can be tough part when you are looking for a new job but it is necessary.
10. At this point, you have prepared properly, performed your back on the interview, and have sent a follow-up note. RELAX!
Interviewing for new opportunities can be a stressful situation and sometime is skill set different from the position you are interviewing for, but if you follow these steps, you have given yourself that best opportunity to get the position!
Good luck!
In a tight job market, gaining an advantage on your competition is crucial. Here are some proven methods to distinguish yourself from the next candidate.
1.Research the company. Review their website; look at recent press releases, financial information, etc. Review the job details. If you are working through a recruiter, make sure they provide you with a job description, qualifications, and who you will be interviewing with. Also, ask them for any specific tips or advice about the meeting. They often have insights based on their relationship with the company.
2. Bring additional copies of your CV and be prepared to take notes. Take notes throughout the interview so you can reference them during a second interview or follow up.
4. Dress professionally. Even if the day-to-day dress code is more casual, wearing business attire is a must for the initial interview.
5. Arrive about 10-15 minutes early
6. During the interview:
-Be courteous to everyone that you meet; including security and administrative staff. Your interview begins as soon as you drive into the parking lot.
-Be thoughtful and concise with your answers. If you need to take a few seconds to digest the question before answering it, you can repeat back the question.
-Maintain eye contact. Looking around the room or at the floor can give the impression that you are either not confident in your answers or not interested in the process.
7. Sell yourself. This is the time to present your case for why this company should hire you. Discuss specific achievements, projects that you have led, deals that you have closed, changes you have implemented, etc. Always be truthful and prepared to show the value that you can bring to the team.
8. After the interview:
Send everyone you interviewed with a “Follow-up” note or email. Make sure the note/email is brief and conveys that you appreciate their time and are interested in moving to the next step. Try to use specific things mentioned during the meeting.
9.Be patient. We all want instant gratification after an interview, but the process takes time. Hiring manager’s will often discuss interviews with other managers/employees. This can take time…especially if managers travel or if there are other candidates to interview. If you found the position through a recruiter, follow up with them. They will get feedback for you ASAP. Being patient can be tough part when you are looking for a new job but it is necessary.
10. At this point, you have prepared properly, performed your back on the interview, and have sent a follow-up note. RELAX!
Interviewing for new opportunities can be a stressful situation and sometime is skill set different from the position you are interviewing for, but if you follow these steps, you have given yourself that best opportunity to get the position!
Good luck!
Friday, May 1, 2009
Pandemic sheds a positive light on Pharma
I do not typically re-post articles but this is a great one!
No pharma-haters in a pandemic
By Tracy Staton
It's not often that we see a headline like this one: "Big Pharma Can Save Us." Perhaps it takes the threat of a pandemic to remind folks how much good the pharma business can do--and does. For whatever reason, today's wave of news on H1N1 influenza A (as we're now supposed to call it, per WHO) is full of good tidings for drugmakers. Some of the "pharma-comes-to-our-aid" variety; some of the antiviral sales-boost variety, the sort we simply read as "cha-ching!" And presumably anti-flu drug makers Roche and GlaxoSmithKline do, too.
Along those lines, HHS Secretary Kathleen Sebelius announced that the feds will buy another 13 million treatment courses to replenish the Strategic National Stockpile and beef it up a bit more. That's $251 million worth of drug-buying, HHS said in a statement. "The...additional treatment courses will allow us to ..further ensure we are prepared to provide the American people with the treatments they need to stay healthy," Sebelius said.
Meanwhile, many governments and government agencies have fallen behind on their own stockpiling efforts, the Washington Post reports. Twenty-seven U.S. states and the District of Columbia are short a total of 10 million doses. And federal agencies, which are expected to maintain their own supplies of antivirals, to make sure they--and society--continue to function in a full-blown pandemic, haven't accumulated the drugs they need. For instance, the Postal Service, which could be essential in a pandemic, has no antivirals. None. Maine has none either, and it already has three confirmed cases of the new H1N1 virus. If you look globally, dozens of countries aren't prepared with supplies of antiviral meds. Millions more treatment courses would be needed to supply patients in a "full-blown crisis," the Post points out.
No wonder Roche and GlaxoSmithKline are ramping up production of Tamiflu and Relenza. And no wonder a Forbes columnist is waxing appreciative of drugmakers today. Antiviral meds are the key tools for public health officials trying to slow down the virus's spread long enough for vaccine makers to do their thing. Indeed, some 400,000 of the treatment courses HHS has deployed are now en route to Mexico, in an effort to trip up H1N1. "Flu viruses don't stop at the border, and it is imperative we do whatever we can to slow the spread of the virus," Sebelius said.
If a new wave of H1N1 hits in the fall--which is what happened with the 1918 pandemic--it could come roaring back stronger, virologists are saying. With this new strain spreading in Asia, where highly pathogenic H5N1 is active, there's the potential for it to pick up genetic material that makes it more virulent. That would be the "full-blown crisis" the Post mentioned. You can bet that even more people would be crying for pharma's help then. Let's hope we don't have to get to that point for another round of feel-good news.
Please feel free to share your comments…
No pharma-haters in a pandemic
By Tracy Staton
It's not often that we see a headline like this one: "Big Pharma Can Save Us." Perhaps it takes the threat of a pandemic to remind folks how much good the pharma business can do--and does. For whatever reason, today's wave of news on H1N1 influenza A (as we're now supposed to call it, per WHO) is full of good tidings for drugmakers. Some of the "pharma-comes-to-our-aid" variety; some of the antiviral sales-boost variety, the sort we simply read as "cha-ching!" And presumably anti-flu drug makers Roche and GlaxoSmithKline do, too.
Along those lines, HHS Secretary Kathleen Sebelius announced that the feds will buy another 13 million treatment courses to replenish the Strategic National Stockpile and beef it up a bit more. That's $251 million worth of drug-buying, HHS said in a statement. "The...additional treatment courses will allow us to ..further ensure we are prepared to provide the American people with the treatments they need to stay healthy," Sebelius said.
Meanwhile, many governments and government agencies have fallen behind on their own stockpiling efforts, the Washington Post reports. Twenty-seven U.S. states and the District of Columbia are short a total of 10 million doses. And federal agencies, which are expected to maintain their own supplies of antivirals, to make sure they--and society--continue to function in a full-blown pandemic, haven't accumulated the drugs they need. For instance, the Postal Service, which could be essential in a pandemic, has no antivirals. None. Maine has none either, and it already has three confirmed cases of the new H1N1 virus. If you look globally, dozens of countries aren't prepared with supplies of antiviral meds. Millions more treatment courses would be needed to supply patients in a "full-blown crisis," the Post points out.
No wonder Roche and GlaxoSmithKline are ramping up production of Tamiflu and Relenza. And no wonder a Forbes columnist is waxing appreciative of drugmakers today. Antiviral meds are the key tools for public health officials trying to slow down the virus's spread long enough for vaccine makers to do their thing. Indeed, some 400,000 of the treatment courses HHS has deployed are now en route to Mexico, in an effort to trip up H1N1. "Flu viruses don't stop at the border, and it is imperative we do whatever we can to slow the spread of the virus," Sebelius said.
If a new wave of H1N1 hits in the fall--which is what happened with the 1918 pandemic--it could come roaring back stronger, virologists are saying. With this new strain spreading in Asia, where highly pathogenic H5N1 is active, there's the potential for it to pick up genetic material that makes it more virulent. That would be the "full-blown crisis" the Post mentioned. You can bet that even more people would be crying for pharma's help then. Let's hope we don't have to get to that point for another round of feel-good news.
Please feel free to share your comments…
Wednesday, April 22, 2009
Utilizing your Medical Degree outside of Clinical Practice
I often speak with physicians who have come to a point in their career were they feel the practice of clinical medicine is not their life’s career path.
They struggling to deal with this, to deal with the emotions of having obtained so much training and then feeling like their career is not what they thought it would be.
Well, there are lots of ways to use a Medical Degree outside of the practice of traditional clinical medicine and it is shame alterative career are not spoken about in most medical school. Many times an alternative career path can allow you to effect more patients, transform the way entire populations are treated, pioneer new treatments, have a better work/life integration or save more lives than would have ever been possible “practicing” medicine.
Over the years I have referred a number of physicians to a book that speaks to this struggle; Leaving the Bedside….
(Leaving the Bedside: The Search for a Nonclinical Medical Career)
https://catalog.ama-assn.org/Catalog/product/product_detail.jsp?productId=OP392096?checkXwho=done
Many have told me they found the book helpful if nothing else than it make them feel not so alone. I am hoping to share this on a broader platform to encourage physicians to find a career that they are passionate it about.
Please feel free to share your thoughts or experiences……..
They struggling to deal with this, to deal with the emotions of having obtained so much training and then feeling like their career is not what they thought it would be.
Well, there are lots of ways to use a Medical Degree outside of the practice of traditional clinical medicine and it is shame alterative career are not spoken about in most medical school. Many times an alternative career path can allow you to effect more patients, transform the way entire populations are treated, pioneer new treatments, have a better work/life integration or save more lives than would have ever been possible “practicing” medicine.
Over the years I have referred a number of physicians to a book that speaks to this struggle; Leaving the Bedside….
(Leaving the Bedside: The Search for a Nonclinical Medical Career)
Many have told me they found the book helpful if nothing else than it make them feel not so alone. I am hoping to share this on a broader platform to encourage physicians to find a career that they are passionate it about.
Please feel free to share your thoughts or experiences……..
Wednesday, April 15, 2009
Musical Chairs Pharma Style
Well, back to were I started my Blog a few short weeks ago, focusing on the talented folks who understanding drug development; the people who are key to moving forward the pipeline inside of Mega Pharma.....
As Mr Carroll outlines below the game of musical chairs has begun:
Genentech Execs hit the door as Roche takes over
By John Carroll
The game of musical chairs at the newly-acquired Genentech has begun. And it's starting at the top.
Genentech CEO Arthur Levinson (photo) has been handed the role of chairman of a new board of directors, which will be drawn from Roche's executive ranks and also include outside directors. And Susan Desmond-Hellmann (photo), the highly-lauded president of development at Genentech and a key player in the advancement of a slate of cancer blockbusters, will stay on until the middle of the year and then hand over the assignment to someone else. She will take an advisory role and join Genentech's scientific resource board.
Richard Scheller, now the executive vice president with Genentech Research, will lead an independent center that will pursue the biotech's research and early development activities. Roche had said at the time it forged the $47 billion deal to buy the outstanding shares of Genentech that it would keep that work separate from Roche's other development work.
Pascal Soriot has been named chief executive at Genentech North America, which will combine Roche Pharma North America and Genentech. Genentech CFO David Ebersman and Steve Juelsgaard, chief compliance officer, are leaving the company.
Investors have been paying close attention to Roche's absorption of Genentech, saying that it's critical for the pharma company to keep the top talent at Genentech in order to get full value for the acquisition. But these executives have been made rich in the buyout and many seem content to move out of their day-to-day roles as Roche takes the reins.
"By and large, the Genentech leadership will move on, staying as long as their golden handcuffs require them to," venture capitalist Steven Burrill told Bloomberg in a telephone interview. "The spirit of entrepreneurship won't be the same. People who were excited by entrepreneurship will find new homes and those that are comfortable with a large corporate structure will stay."
As Mr Carroll outlines below the game of musical chairs has begun:
Genentech Execs hit the door as Roche takes over
By John Carroll
The game of musical chairs at the newly-acquired Genentech has begun. And it's starting at the top.
Genentech CEO Arthur Levinson (photo) has been handed the role of chairman of a new board of directors, which will be drawn from Roche's executive ranks and also include outside directors. And Susan Desmond-Hellmann (photo), the highly-lauded president of development at Genentech and a key player in the advancement of a slate of cancer blockbusters, will stay on until the middle of the year and then hand over the assignment to someone else. She will take an advisory role and join Genentech's scientific resource board.
Richard Scheller, now the executive vice president with Genentech Research, will lead an independent center that will pursue the biotech's research and early development activities. Roche had said at the time it forged the $47 billion deal to buy the outstanding shares of Genentech that it would keep that work separate from Roche's other development work.
Pascal Soriot has been named chief executive at Genentech North America, which will combine Roche Pharma North America and Genentech. Genentech CFO David Ebersman and Steve Juelsgaard, chief compliance officer, are leaving the company.
Investors have been paying close attention to Roche's absorption of Genentech, saying that it's critical for the pharma company to keep the top talent at Genentech in order to get full value for the acquisition. But these executives have been made rich in the buyout and many seem content to move out of their day-to-day roles as Roche takes the reins.
"By and large, the Genentech leadership will move on, staying as long as their golden handcuffs require them to," venture capitalist Steven Burrill told Bloomberg in a telephone interview. "The spirit of entrepreneurship won't be the same. People who were excited by entrepreneurship will find new homes and those that are comfortable with a large corporate structure will stay."
Goodman Fills FDA's Chief Scientist position.....
Goodman Fills FDA's Chief Scientist Position......
Acting FDA Commissioner Joshua Sharfstein named former CBER Director Jesse Goodman as the agency's new acting chief scientist, expanding Goodman's role within the FDA. "Goodman will be a key advisor to the commissioner on scientific, medical and public health issues," Sharfstein says in a memorandum sent to FDA staff. "He knows our agency well - having served since 2001 first as the Deputy Director and later the Director of CBER."
Please feel free to share your thoughts.
Acting FDA Commissioner Joshua Sharfstein named former CBER Director Jesse Goodman as the agency's new acting chief scientist, expanding Goodman's role within the FDA. "Goodman will be a key advisor to the commissioner on scientific, medical and public health issues," Sharfstein says in a memorandum sent to FDA staff. "He knows our agency well - having served since 2001 first as the Deputy Director and later the Director of CBER."
Please feel free to share your thoughts.
Monday, April 13, 2009
Working to create a Better Healthcare setting…..
Good new Book: “Why Hospitals Should Fly: The Ultimate Flight Plan to Patient Safety and Quality Care “
This book speaks of moving the Healthcare industry forward and it does not blaming all the troubles in healthcare on Big Pharma or the insurance companies.
It speaks about the need to reform the whole system, the need to move hospitals forward into the technology age. With only 1.5% of hospitals fully electronic our health systems lags sorely behind our industry. We more than 260 people dying per from medical mistakes to need for change should be clear.
We need to start to look at healthcare and how to improve the system.
Please feel free to share your thoughts…..
This book speaks of moving the Healthcare industry forward and it does not blaming all the troubles in healthcare on Big Pharma or the insurance companies.
It speaks about the need to reform the whole system, the need to move hospitals forward into the technology age. With only 1.5% of hospitals fully electronic our health systems lags sorely behind our industry. We more than 260 people dying per from medical mistakes to need for change should be clear.
We need to start to look at healthcare and how to improve the system.
Please feel free to share your thoughts…..
Sunday, April 5, 2009
Career Management in 2009
Below is a link to a timely article from Fortune Magazine titled: How to get a Job.
It speaks of the need to be proactive if you do have a job even one you really enjoy; you should build a network in your field and develop a relationship with 'headhunter' in your space.
It also pointed out that in according the Bureau of Labor Statistics, while 2.5 million people were laid off in January 2009, 4.4 million new workers were hired (numbers not often mentioned on CNN or CNBC)
David Perry of the executive search firm Perry-Martel International cautioned people to remember that in a recession many companies go stealth when it comes to hiring, that vast amount of positions maybe even as high as 90% are in a hidden job market.
http://money.cnn.com/2009/03/27/news/economy/yang_jobhunters.fortune/index.htm
Please feel free to share your views....
It speaks of the need to be proactive if you do have a job even one you really enjoy; you should build a network in your field and develop a relationship with 'headhunter' in your space.
It also pointed out that in according the Bureau of Labor Statistics, while 2.5 million people were laid off in January 2009, 4.4 million new workers were hired (numbers not often mentioned on CNN or CNBC)
David Perry of the executive search firm Perry-Martel International cautioned people to remember that in a recession many companies go stealth when it comes to hiring, that vast amount of positions maybe even as high as 90% are in a hidden job market.
http://money.cnn.com/2009/03/27/news/economy/yang_jobhunters.fortune/index.htm
Please feel free to share your views....
Tuesday, March 24, 2009
Positive Press for two Pharma CEO's
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
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 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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