Our blog

Life Science Head-hunter Katie Davis is consistently keeping up to date with the latest news within the biotech industry. In this blog, we explore the latest updates throughout Q4 2024 - from funding through to market updates.

Across the life sciences market, IPOs are more than just fundraising —they are indicators of investor confidence and market potential. After a slowdown in recent years, IPO activity is picking up pace again in 2025, particularly within biotech. In this blog, Katie Davis explores the latest trends.

We have partnered with genomics startup SeqOne Genomics since 2021, building out their European teams. Recently, Revna Comertpay and team sourced five more crucial hires, all of which required specific industry expertise.

For the second year in a row, we have won the Life Science Talent & Executive Search Award - Northern England 2024. This award showcases our dedication and expertise when it comes to finding you the best talent in the market.

An industry global leader and established partner of over 10 years got in touch with us to assist in growing their sales and commercial team across the US. The company required a Director of Scientific Affairs for the East Coast US.

Sadly, 25% of businesses fail within their first year and 65% of businesses fail within ten years. So, if you're thinking about starting a business or you've recently made the leap, how can you optimize your chances of success? 

The question of funding size success has become increasingly relevant. Is the amount of funding always the key to breakthrough discoveries? Katie Davis explores the impact of funding size on research, development, and commercialization in the life science industry.

Young firms across the world are creating almost half of new jobs and – having watched the monumental success of early stage ventures, more and more of us are being drawn by the unique opportunities that working at a startup presents. So what is it that attracts people to work for a startup?

50% of employees receive a counteroffer when they resign. For your employer, it’s undoubtedly a costly process to recruit your replacement and it is only natural they would try to keep you. But should you ever accept and can your underlying issues be resolved?