📣 TUNE IN JULY 3rd 📣 8am PDT 11am EDT 4pm BST 5pm CEST As we've flown through the first half of 2024, we sat down with Life Sciences recruitment titans Nick Antonelli (Client Services Director) and Elle Bains (Division Manager), to chat about the year in Life Sciences so far. The team will be covering topics including: How has the market reacted in the first half of the year, what companies have stood out so far, and how you should prepare for H2 and 2025 hiring plans.
A look back on H1: LIVE
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Owen Beynon
1w
Simthandile Ntobela The reality is the answer is still unknown - companies are constantly looking into how they can integrate AI into their business but given it's infancy the impact to date has been minimal - I would expect to see greater changes in coming months/years but for now it's too early to tell
What is the responsibility of the recruiter when placing a candidate in front of a company, and the contract fails in less than 2 months?
Do we see the contractor:permanent role ratio continuing to skew more in favor of contractors in the future? If so, or not, why?
Back to the point that the second half of the hiring year may have different patterns, for the hiring and also candidates. Does that mean that candidates waiting for a better opportunity are recommended over accepting an offer ?
Elle Bains
3w
Really enjoyed this discussion, particularly about the growth off the back of 2023 and the effects that shaped life science contract as a whole. Eager to see where the market will go and what will be next for us! Thanks for having me looking forward to the rest of the episodes to come.
As a consultant we charge more but companies still save money vs full time
To your point Glenn, I wonder if the hiring trend will favor contractors more and more due to the perceived (and realized) benefits. Or if there will continue to be fluidity in that hiring ratio due to the variance in company needs.
Not sure if you've addressed this, how has AI affected the market for contractors? e.g Chatgt vs Technical Writer
Owen Beynon
1w
Ana Lorena Flores Our responsibility is to firstly investigate whether there is any way of resurrecting the relationship between Candidate/Company.
Synthetic Organic researcher/
1wgap between recruiting agency hiring managers talking to candidate s is like year and year and half candidate s get that much gap hiring managers can't get through with candidate such as reference s they don't give positive response. candidate s salary position is affected. hiring managers psyics abilities fails . they lose candidate s onces with experiences . appresension about candidate with gap. how do you solve it. some r used for reforms for example for recruiting agency. globally is it applicable across globe