In the competitive world of life sciences executive recruitment, it’s common to hear phrases like:
“I led the team that brought the compound from IND to NDA.”
“I was part of the leadership that scaled the company pre-IPO.”
These statements sound impressive. But they beg the real question: What did the candidate actually do? Were they a decision-maker, a contributor, or merely a bystander?
In industries like biotech, pharma, and medtech, where each phase from molecule to market is packed with risk, regulation, and innovation, the distinction between “involved in” and “led” can make or break the success of your next hire.
Why It Matters More in Life Sciences
Life sciences is a sector where complexity reigns. Bringing a therapy or device to market requires scientific brilliance, operational rigor, and strategic foresight. A candidate’s true impact, not just their job title, is the best predictor of how they’ll perform in your company.
Unfortunately, vague, or inflated résumé language can hide red flags:
- “Was part of the team…” Could mean they attended meetings, not made calls.
- “Oversaw regulatory submission…” Did they draft it? Approve it? Or just observe it?
- “Managed commercial launch…” For a region? A product line? The whole company?
You don’t need someone who was near the fire, you need someone who built and controlled it.
How to Dig Below the Surface
Here’s how to assess whether your candidate was a true driver of outcomes, or just along for the ride.
Get Granular in the Interview
Ask about their specific role in a major milestone. Go beyond “what happened” to ask:
- What decisions did you personally make?
- What challenges did you encounter and how did you address them?
- Who else was involved, what were their roles, and how did you lead or collaborate?
- What metrics or results can be tied directly to your leadership?
A top-tier executive will answer with clarity, not vagueness.
Use the “Impact vs. Involvement” Lens
Review each CV with two categories in mind:
- Involvement: Where were they present?
- Impact: Where did they lead, change, or transform?
Highlight the roles and actions that clearly demonstrate strategic ownership or cross-functional leadership.
Verify with References, Properly
Don’t ask references if the candidate was “nice to work with.” Ask:
- How critical was this individual to your team’s success?
- Would you trust them to lead a similar initiative again?
- How did others respond to their leadership or technical direction?
Look for validation of real-world leadership and outcomes.
The Role of Executive Search in Vetting Substance
At GeneCoda®, we recognize that resumes are only the beginning. Our process digs deeper to understand each candidate’s true contributions, especially in high-stakes roles such as:
- Chief Medical Officer
- VP of Regulatory Affairs
- Head of Commercial Strategy
- SVP of Clinical Development
We combine structured interviews, cross-functional stakeholder insights, and reference triangulation to ensure you’re hiring actual impact-makers, not résumé passengers.
From Molecule to Market, Make Sure They Drove the Bus
It’s easy to be impressed by job titles and career highlights. But in life sciences, success isn’t just about being in the room, it’s about owning the result. If your next executive hire is going to drive growth, innovation, and patient outcomes, you need to know they’ve done it before and done it well.
Looking to secure proven life sciences leaders who can take your company from molecule to market? Contact GeneCoda® today to ensure your next hire isn’t just along for the ride.
