News & Insights
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3 readHow to Ace Your Remote Interview: Our Top Tips
Very few job hunters excitedly count down to an interview. The fact is, most of us feel sick to the stomach about shouting about our skills to one, two or maybe three people. Add to that the fact the Covid-19 pandemic means interviews may now be hosted remotely and you have a little more to think about when it comes to preparation. Your pre-interview fears may be exactly the same if you’re logging on virtually to meet your prospective boss. You may worry about stumbling over your words, nervously neglecting to tell the interviewer crucial parts of your job industry and expertise, or even fluffing an answer.There’s a huge possibility that you may absolutely ace your remote interview, though, beating stiff competition to bag your dream role. With our top tips tucked away in your arsenal, you won’t go far wrong. Read on…Fail to Prepare; Prepare to FailFailing to prepare really can mean preparing to fail. Be ready and raring for your interview – with your friendly recruitment consultant here at Life Science People or your would-be employer – and we can pretty much guarantee the outcome will be positive.Life Science People’s Harpreet Heir has some great tips, the bottom line is this: you should treat your virtual interview exactly the same as you would a face-to face, ‘real life’ in normal circumstances interview.She says you should do plenty of research about the company and the interview panel, having a few pointers close to hand that you can bring up when the interviewers inevitably ask: ‘So, what do you know about our company?’“You should also keep the job description and your CV close by”, says Harpreet. Doing so will give you a little extra confidence, she says, as you can be sure you won’t forget any important details about your previous roles and make the comparison to the requirements of the job you are interviewing for. “Many people get so nervous that they draw a blank.”You could also prepare key technical questions so the conversation is able to flow nicely, adds Harpreet, who says Life Science People candidates will have the opportunity for a practice run ‘interview’ with a member of the team. Spend Time Setting UpIn pre-covid times, you’d turn up at your would-be office and wait in the reception area to be called in for your interview. But that can also mean a worrying commute to an area you’re not familiar with. With virtual interviews now part of everyday life, you don’t need to consider taking a day out of your current role and navigating your way to an office, meaning it will slot into your schedule much easier.There’s also something quite nice about being interviewed while you’re at home. You’re in your natural habitat and you’ll probably feel more at ease – but don’t be too comfortable, says Harpreet.Spend some time setting up prior to your interview, ensuring your background is ‘free from distractions’ and ‘everything looks tidy in the view of the camera. It’s better to use your laptop for a virtual interview, too, adds Harpreet. “If you use your phone and don’t have a steady hand, it doesn’t look professional.”“Test the technology, too.” advises Harpreet. “Ensure you have a good Internet connection, and you know how to use the app for your virtual interview in advance and make sure it’s fully downloaded before your virtual interview. Click on the link five minutes before, so your interviewer knows you’re on time and waiting.” It also gives you five minutes to take a deep breath, collect your thoughts and calm your nerves before the virtual interview starts. The Internet can be temperamental at the best of times, so ensure you’re set up and ready to go in advance. Remove any distractions in the background and close the door to the room you’re in, too – letting anyone in the house know you’re about to start your interview, adds Harpreet.Be ProfessionalYou may be in your comfort zone, but acting professional is a must; you’re still being interviewed for a role, after all. “Remain professional and alert at all times,” says Harpreet, who suggests keeping a glass of water by your side in case your throat dries up.“Remember: your interviewers haven’t met you in person, so be aware of body language; look at the screen instead of at the camera, making regular eye contact.”Being professional also includes dressing smartly. “Make sure you are wearing something smart and professional”, says Harpreet, who adds that it’s the little things that can make a big difference.Now, go and ace that interview…good luck.Want to discover more about how Life Science People can help you prepare for your next big career move? Do not hesitate to get in touch with our team.
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3 readNotified Bodies: Why they’re as important as ever during the Covid-19 pandemic
What is a notified body – and what makes its work so vital in the healthcare arena? An organisation that has been designated by an EU member state to assess whether manufacturers’ medical devices meet legislative requirements, a notified body is, as you can well imagine, used extensively in healthcare.The notified body has always played a vital role – but now more than ever. Why? With advancements in healthcare happening at a much greater rate during the pandemic, the role of notified bodies is as important as ever. Read on to find out why the increasing workload of notified bodies may mean more job opportunities for you, too.Ensuring Healthcare Products Are Fit for Purpose and Safe“A notified body ensures each product [used in the medical industry] – such as a medical devices, PPE and ventilators – is as safe as possible.” Life Science People’s Aaron Smith explains. On the same level as government bodies, notified bodies can enforce regulations to ensure healthcare products that get to market are fit for purpose but, above all, they’re safe. “If a product doesn’t meet these regulations,” continues Aaron, “the manufacturer must make the necessary changes before it’s safe to take to market.”New regulations were announced before Covid-19 emerged, with the Government explaining what they mean for healthcare companies, as of January 2021. In short, the Medicines and Healthcare products Regulatory Agency (MHRA) will shoulder the responsibilities for the UK medical devices market that are currently undertaken through the EU system, says the Gov.uk site.The guidance gives information including how to get your device certified; conformity marking your device and registering it with the MHRA. UK Manufacturers Must ‘Be Ready’ Ahead of the New RegulationsThese new regulations aren’t too far off, says Aaron – and UK manufacturers will ‘need to be ready’ before January, says Aaron.The fact is, he says, notified bodies’ workload has risen hugely – from around 15 to 20%, leading up to 70% to the Medical Device Regulation (MDR) and Invitro Diagnostic Regulation (IVDR).There will be more audits over the coming months, Aaron suspects – and companies who are seeing significant growth during the pandemic will need to ensure their products meet the regulations. A notified body will, amongst other critical tasks, carry out an assessment of the manufacturer’s quality system, including design. Assessing the full design dossier relating to each type of product to ensure they meet the requirements, the notified body will also assess the full technical information relating to each product, carrying out appropriate testing of a representative example of production. What does that mean for those looking for work during the pandemic?With more and more products to test during the pandemic, there are undoubtedly more opportunities for work – and we’re recruiting for plenty of roles every day, across the breadth of the life sciences industry.Learn More About Life Science People’s Current Roles…Want to hear more about the different roles we’re currently recruiting for? Do not hesitate to get in touch with our friendly team here at Life Science People.
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3 readLife sciences: how vital are CMOs?
Pfizer-BioNTechand Moderna are leading the race for a covid-19 vaccine – with 95% and 94.5% efficacy respectively – and some hope for an end to the pandemic. It’s worth noting, though, that it could be 12 to 24 months before mass-scale vaccinations are achieved in the UK.So, how has Moderna got to this point? A ‘wave of massive manufacturing tie-ups’ may have helped secure capacity for this possible winner, says the Fierce Pharma site, with Moderna ‘tapping CDMO Catalent to help out on the finishing stages of its shot’ and signing a manufacturing deal with Lonza. Catalent plans to handle fill-finish duties for up to 100 million doses of Moderna’s vaccine and has ‘put its team into 24-7 production mode’; this may not have come to fruition without Contract Manufacturing Organisations (CMOs).What are CMOs?Sometimes referred to as CDMOs (Contract Development and Manufacturing Organisations), CMOs provide crucial drug development and manufacturing services, on a contract basis, in pharmaceuticals.The business model works well, helping to reduce overheads for life science companies of all sizes, who may not have the budget for their own manufacturing facilities. It could also prove too costly for firms to produce medicines such as vaccines at their current manufacturing facilities;by using a CMO, medicines can get to patients quicker.In the case an ongoing battle for a COVID-19 vaccine, CMOs are more important than ever.The Right Roles for the Right CandidatesThe Contract Pharma site, specifically, is an asset when it comes to finding the right roles for theright candidates, suggests Matthew Lancaster.There is an increased need for CMOs, to not only deliver a commercialised COVID-19 vaccine worldwide – if this does become a reality – but to have the capacity to manufacture billions of vaccine dosages in the future. This will have a significant impact on the need – in an alreadycandidate-sparce market – to hire industry professionals to work on production.And with companies such as Lonza and Catalent Pharm Solutions agreeing dealswith Moderna to manufacture its COVID-19 vaccine – there is increased pressure to deliver. “The focus has become more apparent in the development of differentdrugs/molecules over the past few decades – with the emergence of thebiotechnology industry and the discovery of innovative medicines, such as CAR-Ttherapies and RNA vaccines” says Matthew.“These are highly complex molecules that have specific manufacturingprocesses, which can prove costly to manufacture. These are not medicines thatcan be so easily replicated in a production line, such as traditional/genericmedicines. Hence the challenges we are seeing today in manufacturing COVID-19 vaccines.” Matthew says CMOs can prepare their manufacturing facilities globallyto produce these complicated and innovative medicines on a global scale. “They are in the bestposition to provide a critical manufacturing service in the delivery of medical healthcare and a potential COVID-19 vaccine to patients.”‘All Kinds of Jobs in Lots of New Companies’“Obviously, this [current] focus on CMOs [with the fight to develop avaccine] has [resulted in a huge increase in the need for these companies toemployee head-count, by a significant number] has resulted in all kinds of jobs in lots of newcompanies.” Matthew says the focus should not only lie with the COVID-9 vaccine, CMOs already have pre-existing customers and contracts to deliver – adding another potential issue for hiring industryprofessionals. CMOs offering their services to produce vaccines, however, on behalf of companiessuch as Moderna and the Pfizer-BioNTech collaboration, has caused a potential ‘big shift in candidate mentality’.“It’s also highlighted the fact that lots of people want to work forthese companies.”Plus, candidates who take up a role in these fast-paced manufacturingenvironments are opening themselves up for lots of exciting opportunities later.“These candidates have been exposed to lots of different products”, saysMatthew, who adds that by developing their skills in this way, they may have aplethora of work experience opportunities in a wide range of small and largemolecule medicines, which is attractive to potential future employers.Get in Touch…The challenge for CMOs is attracting that talent, says Matthew – as wellas maintaining pharmaceutical partnerships. Discover how we can help by getting in touch with our team.
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3 readCovid-19: Four Ways to Develop a Successful Onboarding Process for New Recruits
It’s not surprising that the covid-19 pandemic has given way to a continued hiring inthe pharmaceutical industry. But how, at a time when remote working is key, docompanies ensure a smooth onboarding process for their new recruits?We look at four ways you can develop a successful onboarding process to welcome staff toyour company and ensure a better outcome for all. After all, 69% of employees say they were more likely to stay with a company forthree years when experiencing great onboarding.Ensure the Job Description is ClearImagine starting a new role, only to find out later that the job description didn’t layout exactly what you’d be doing. It would be frustrating, to say the least.We believe onboarding starts well before your employees even begin working with you. By taking the time to lay out a clear and concise job description and ensuring, your newrecruit will be ready and raring to tackle the job at hand. It’s when peopledon’t know what they’re doing that they begin to lose confidence, which canultimately show in their work.Streamline the Admin Process for New StartersMost new recruits will likely want to feel part of the team as soon as possible, butnothing screams ‘new starter’ quite like three hours spent hunched over reamsof paperwork about fire safety and manual handling.If possible, streamline the admin process for new starters by making paperworkavailable online well before they begin work. They can then digest everythingin their own time, leaving them free to take on new tasks on their first day‘in the office’. Of course, during the pandemic they will probably be workingfrom home anyway, but anything you can do to make your new employee feel likepart of the team will help them settle in much quicker.According to a SaplingHR survey last year, 58% of organisations state onboardingprocesses focus on paperwork, with an average of 54 activities to completeduring onboarding. That’s a lot of paperwork!Put firm plans in place to make sure this isn’t the case for your new starter, andyou’ll be glad you did. In an SHRM report, automated onboarding technology was a methodemployed by 68% of level 3 organisations, level 3 being the most proactive andsuccessful in utilising strategic onboarding techniques, with only 20% oforganisations reaching this level. This included simple changes, such as automatingforms, tracking progress against development plans, and identifying employees whoneed additional support.Introduce a Clear Performance PlanIt may be slightly more difficult to keep tabs on employees’ productivity ifthey’re working from home, but by introducing a clear performance plan from theoutset, you can ensure everyone benefits in the long-term. Check in with new recruits as regularly as possible, for performance one-to-ones viavideo call. It helps boost morale at a time when employees may easily feelisolated during a period of remote work, and it can offer some much-neededstructure to the working week or month. You could also implement a ‘buddy system’ for new recruits, linking them up withsomeone they can have a regular Zoom call with to feel better connected to thewider team. This could act as an informal way for new employees to ask anyquestions they have to help guide them through their first weeks. Set Up Regular Employee Feedback SessionsWithin the life sciences sector, thereare many different sizes and types of organisations, each with their ownculture. That’s where regular employee feedback sessions come in, which cancontinually shape the onboarding process to suit new starters joining thebusiness. You could send surveys to new starters to find out how they’re getting on. Alternatively, you might choose toset up focus groups to discuss the onboarding experiences amongst long-standingemployees.Benefits to a great onboarding process include cost savings, improved retention andincreased productivity of employees, which ultimately contributes to businessimprovement, so why wouldn’t you want to set one up that works during thepandemic too?Will you be introducing a new onboarding process? Let us know by commenting on this blogpost (below).
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3 readThe Value of a Talent Function within Venture Capital
Calling all venture capitalists! You want to place more emphasison value in your portfolio companies – and why wouldn’t you?! After all, byboosting operational value, you can secure your investments over a longerperiod of time.So, how do you do just that? A key factor comes down to hiring theright people: the very people that will ensure success for the companies youmanage. What you need, then, is an embedded recruitment solution.That’s where Life Science People comes in. We’re your go-tospecialised provider and we realise the importance of making the right hires tokeep costs down and boost company performance. The aim is to ensure astandardised recruitment process across all the firms you invest in, allowingfor substantial cost savings and greater control of quality of hire. This isdone through a purpose built, in house, outsourced recruitment team workingacross your portfolio of investment companies, acting as a ‘central hub’ ofrecruitment. Here’s a closer look at what we can do for you when you outsourceto us…Hire WellWe hire well so you don’t need to hire twice. After all, making the wrong hires can slow things down and costmoney. But we’ll find the right talent for you to ensure greater success downthe line. Ensuring improved – and faster – company growth, the right people canmake a big difference to the health of your portfolio.Devise One Process That WorksWe’ve been doing what we do for years, with decades of lifescience recruitment experience and expertise amongst our small butever-expanding team. At Life Science People, we work hard to standardiserecruitment processes across your portfolio, tracking metrics so you knowexactly what you’re spending and when.Choose an embedded model like the one we offer, and you could savebetween 40 and 50% vs search firm and agency costs, thanks to a dedicatedin-house recruitment team that can help maximise profits. According to HR News, 51% ofHR directors admit to not knowing their average cost per failed hire. The siteoffers a handy calculator that can reveal the cost of true recruitment failures;it presents a telling example below: ‘…a company with 500 employees inthe hospitality industry, that is looking to increase its headcount by 5% ayear and has staff turnover rate of 15%, which is equivalent to the UK average,bad hires are costing them a staggering total of £406,038 ayear.’By making the right hires now, you could improve your bottom linein mere months. Harvard Business Review also weighs in on the subject, here: ‘…successfulportfolio transformations require financial discipline that is not an event,but a pattern; strategic clarity that is not a direction, but a commitment;operational excellence that is not a tool, but a mindset.’The site addsthat making these shifts ‘requires increased attention to organisational governancethrough talent, capability and leadership.Ensure Boosted GrowthWe’ve said it once, but we’ll say itagain: our embedded solution can help ensure future growth. In short, the rightpeople will help make money for the companies you manage. Aside from that, youcould be spending on existing hires which, sadly, aren’t needed. By streamlining your processes – andyour team – we can ensure your investments work as hard for you as possible.Want to know more? Do not hesitate to getin touch with our team here on the site.
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3 readYour Next Career Move: Start-up Vs Blue Chip Companies - Part Two
In our handy two-part blog post series, we look at the pros ofworking in either a start-up or blue-chip in the life sciences arena. Thereare, of course, benefits associated with a position in either company.If you’re tempted to work for a large, blue chip firm, though, wefocus on some of the pros in this piece: the final part of our series.Teams Will Be More DiverseIt’s almost inevitable that the larger the company, the more diversethe team you’re working in will be. If you’re keen to meet a range of people with a host of skillsetsin the medical development arena, a blue chip firm could be the route for you.Teams will be bigger, which gives you more opportunity to socialise with allkinds of people – both in and out of the office. Larger teams mean a larger pool of people to network with as well.After all, your current role isn’t just about the here and now; it could alsolead you nicely into your next position.With more colleagues to network with, it may be more likely thatyou will be promoted. Or you could find that a colleague may help you secureyour next role in a new company, thanks to their contacts outside of the firmyou’re working with now.There May Be Perks AplentyLarger companies tend to offer their employees more in terms ofperks – from private healthcare packages to free gym memberships andperformance-based incentives.There could also be more team away days or trips to look forwardto, which help larger teams – who may be spread out across several departments– connect that bit easier. You May Find a MentorWant to progress in the life sciences arena –across health tech, big pharma or medical devices? You maywell find a great mentor in a blue chip company, as there will be such a widevariety of skillsets under one roof. Get up to speed with yourrole in the health industry by learning all you can from someone else withinyour company, which is bound to prove invaluable later down the line.Work-Life Balance May Be Easier to Come ByLots of blue chip firms within the Life Scienceindustry have realised how conducive remote working can be to their employees’productivity – and their mental health. You may find, therefore, that at a larger firm, thechance to work remotely isn’t just available, it’s encouraged. This will, ofcourse, improve your work-life balance, which we think also encourages agreater appreciation in the work you do.Still not sure whether to work for a start-up orblue chip company? Do not hesitate to get in touch with our team hereat Life Science People.
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3 readYour Next Career Move: Start-ups Vs Blue Chip Companies – Part One
Recently graduated and want to begin a career in the life sciencesindustry? Or perhaps you well and truly have your feet under the table in yourcurrent role, but you’d like some insight regarding your next move. Should you choose a start-up or blue chip company? ‘It only takes one ground-breaking MedTech startup to change a productcategory forever’, says Qualio, who list a host of start-ups to keep an eye on in 2020. Imagine if you could be part of such change. In the first part of a two-part series of blog posts, we take alook at the pros of working for a start-up firm. Your Role Could Provide More VarietyThere can often be lots of hoops to jump through in large, corporate companies, especially whenit comes to getting projects approved. Smaller firms, meanwhile, can be morereactive – and sometimes more hands-on. This could be because there are fewer staff – and, when it comes to making things happen, fewerpeople ‘at the top’ to convince your idea is a goer. You may have more freedom, therefore, to get your teeth into a variety of projects and you mightalso get to work across a host of departments. In doing so, you’re bound tolearn more.“Smaller companies are agile enough to adapt to what’s happening in the market,” saysMatthew Wadsworth, Senior Consultant here at Life Science People, adding thatcovid-19 has meant the health tech industry in particular has come on in leapsand bounds, thanks to a mass switchover to digital tech.The variety offered in start-ups can and does ‘attract more talent’, continues Matthew. Thechance to be more flexible by, for example, working from home, also seems to bemore prevalent in start-ups, he says – and this can ensure greater moraleamongst staff.You’ll Probably Be Given More ResponsibilityWorking in a smaller company generally means more responsibility. The reason? Smaller teams.But with more responsibility comes the chance to make more impact – and theopportunity to progress within the firm quicker than you might in a largecorporate firm.This could push you to be more productive and more versatile – and you may move up the careerladder faster.“You can hyper-develop your skills,” says Matthew, who adds that bigger companies may beslower-moving.Good Work Will Be RecognisedYour hard work within the life sciences industry may go unnoticed in a larger, blue chip firm. Most of the time, though, this is simply not the case in a start-up. It may be to do withthe fact that the people you’re trying to impress may drop in and out of theoffice much more often than they might in a blue-chip firm. Or, like we saidearlier, they could be sitting close enough to you that they’re well aware ofthe good work you’re doing.Smaller Teams Can Mean a Better AtmosphereWe hate to say it, but when you work for a larger firm, it’s easier to feel somewhatinvisible. This isn’t always the case in a smaller company, as your immediate team will be smaller. You’ll probably get to know everyone relatively quickly – and you may find that start-up firmstake a much more casual approach to work; there could well be ‘dress downFridays’ or even post-work beers to look forward to.Looking for a new role in a start-up? Get in touch with our team anddiscover more about the right role for you.
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3 readRecruitment: Do therapy areas matter?
Keen to find a new role in life sciences? You may be wondering ifyour suitability for a specific position is dictated by your area of healthcareexpertise.“That depends”, says Elliot Shankland, Lead Consultant here atLife Science People. “Experience in certain therapy areas can be beneficial”when it comes to landing the right role, he says, adding that it isn’t alwaysthe case, though. Your Previous Experience Could Be VitalAt Life Science People, Elliot helps people find interim orpermanent positions across drug development within pharmaceuticals andbiotechnology. If you’re keen to work on an oncology project and you’vecontributed to a complex oncology study previously, that will, of course standyou in good stead – and in some cases, your previous experience in a particulartherapy area will be vital.But Elliot says that in many roles in Life Sciences, a generalunderstanding of the way things are done across the board will help a greatdeal. After all, as with many positions in a host of industries, you mayfollow a set process in your role – and that process is likely to be the samein any position, regardless of the therapy area.Display How Your Skills Could Be Put to Good Use“A diverse workplace history allows you totarget your skills to a broader range of potential employers.’ says the team atthe Chronsite, adding: ‘You can tie the pieces of your job history together to fitdifferent job openings.”The advice remains the same in life sciencesspecifically; different skillsets can be combined, says Max Eldridge, who’s akey member of the client engagement team here at Life Science People. “For example, commercial excellence teams are,as the name suggests, a centre of excellence within a company, which ensure allthe different departments are collaborating at the right level.” he says.“While it’s quite a new area within Life Science companies, someone with asales, marketing and market intelligence background would have the skills neededto thrive in this type of role.”“If you’re keen to learn more about thisemerging space, keep your eyes peeled on our blogfor more details.” Maxcontinues. Chat to Our ConsultantsThe bottom line is this: good skills arealways transferable, regardless of the industry you’re in. If you don’t have the necessary skills orexperience to bag the role you want, chat to our friendly consultantshere at Life Science People. They may be able to give you some helpful pointersahead of an interview.It’s also worth considering how workexperience might help you secure a job in the industry you’d like to end up in.Or take a look through your academic work to see if any previous projects,studies or even your dissertation can strengthen your CV or application form. Want to gain more industry insight? Keep aneye on our blog for the latest news and developments from therecruitment and life science arenas.
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3 readNew Life Sciences Recruitment Company Launched-Med-Tech Innovation
David Spencer-Percival, a serial entrepreneur and the founder of two job seekers, Huntress and Spencer Ogden, has launched his latest venture, Life Science People.With a private investment of 2 million people and an initial team of 20 people, the Spencer Percival's team plans to have 100 London offices by December and nine international offices within five years.With the launch of Life Sciences People, he continues to recruit and train graduates. Spencer-Percival is one of the five leading recruiting entrepreneurs featured on the Sunday Times Fast Track and has a strong reputation for launching businesses in the wake of the global crisis.His first business, Huntress, was launched behind the technology crash and Spencer-Ogden shortly after the 2008 financial crash. We have also established No.1 Rosemary Water, a drink brand currently sold in more than 27 countries around the world.Spencer Percival’s decision to focus on life sciences follows a record investment in the sector in 2018/19, followed by rapid technological advances and innovations in both life sciences and today’s wider world...He said: I have a habit of taking on new projects during challenging times! The truth is, life sciences have seen two years of unparalleled investment, and I believe in taking risks in growing markets. Hiring future talent has always been my passion, and in all my business I helped the most talented people to unlock their potential. Life sciences must be people.
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3 readWORLD – TECH ROUNDUP: APNA.CO, LIFE SCIENCE PEOPLE, PITCHME, JOB CRYSTAL
David Spencer-Percival, serial entrepreneur and founder of recruitment businesses Huntress and Spencer Ogden, is launching his latest venture, Life Science People. With a personal investment of £2 million and an initial team of 20, Spencer-Percival’s team have set their sights set on ambitious growth, with plans to have a London office of 100 by December, and nine international offices within five years. In launching Life Science People Spencer-Percival continues his commitment to hiring and training graduates, something he has maintained throughout all of his ventures. The decision to focus on life sciences follows record investment in the sector in 2018/19 and is in response to the rapid technological advances and innovation in both life sciences and the broader world of work today, according to Spencer-Percival.
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3 readLife Science Launch
Life Science People launches with a commitment to boost employment opportunities post Covid-19David Spencer-Percival, serial entrepreneur and founder of two globally successful recruitment businesses, Huntress and Spencer Ogden, is launching his latest venture, Life Science People.With a personal investment of £2m and an initial team of 20, Spencer-Percival’s team have set their sights set on ambitious growth, with plans to have a London office of 100 by December, and nine international offices within five years.In launching Life Science People he continues his commitment to hiring and training graduates, something he has maintained throughout all of his ventures, and feels even more passionate about given the current Covid-19 pandemic and ensuing economic contraction.He is particularly interested in how the new world of work will cater for young people as they enter the workforce.Spencer-Percival is one of the world’s leading recruitment entrepreneurs having been listed in the Sunday Times Fast Track five times, and has a reputation for launching businesses in the wake of a global crisis.His first business, Huntress, was launched off the back of the technology crash and Spencer-Ogden in the wake of the 2008 financial crash. He also founded the award-winning drinks brand No1 Rosemary Water which is now being sold in more than 27 countries worldwide. Spencer-Percival will continue as Executive Chairman of the drinks brand.David sold Huntress for £50m at the age of 36, and went on to found Spencer-Ogden, which was sold in February 2020 to a private equity firm MML Capital Partners.David’s decision to focus on life sciences follows record investment in the sector in 2018/19 and is in response to the rapid technological advances and innovation in both life sciences and the broader world of work today.“I do seem to have a habit of taking on new projects at challenging times! The truth is, life sciences has seen two years of unparalleled investment, and I believe in taking risks in growing markets. Recruiting the talent of the future has always been a passion of mine, and in all my businesses I’ve helped some of the brightest and best to unlock their potential. Life Science People will be no different.”
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3 readBlogENTREPRENEUR SPENCER-PERCIVAL MOVES INTO LIFE SCIENCES WITH NEW VENTURE
Serial entrepreneur David Spencer-Percival (pictured) has launched a new venture, Life Science People, with an initial team of 20 and a personal investment of £2m.Spencer-Percival is the founder of recruitment businesses Huntress and Spencer Ogden. He sold Spencer Ogden last February to private equity firm MML Capital Partners, and previously sold Huntress for a reported £50m. Another of his entrepreneurial efforts was the creation of the botanical drinks company No 1 Rosemary Water. He remains the drinks company’s executive chairman.According to a press statement, Spencer-Percival’s move to focus on life sciences follows record investment in the sector in 2018/19 and is in response to the rapid technological advances and innovation in both life sciences and “the broader world of work today”.The statement said that Spencer-Percival’s team are planning ambitious growth with plans for a London office by December. It also said that, in launching Life Science People, he will continue his “commitment to hiring and training graduates”.
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3 readBlogIn a remote-working future, young people have so much to lose
Boris once again rolled up his sleeves for a fight last week as he put pressure on employers to bring their teams back to the office. It won’t be easy – the business world is at loggerheads. JP Morgan and Schroeders, the most corporate of employers, have committed to remote working on a permanent basis and tech companies are now advocating never coming back to the office.I for one am backing the PM this time – because there is far too much at stake.The most passionate argument for our return is to save the already buckling British high street. But the more pressing and devastating impact of moving to remote-first will be on the youngest generation in our workforce.Ask anyone over 40 about work from home and they will probably advocate it. They have become jaded by office politics and worn down by the commute. But remember the excitement and adventure of going into a new job, starting a career, meeting people?There are practical problems young workers face working from home, where many Gen Zers will be stuck in a shared house, without the technological benefits or peace of a home office. Then there is the impact on emotional and professional development. The experience anyone has in the early days of learning on the job is a foundation for how they perform throughout the rest of their career. Many young people form lifelong friendships in those early years – friendships which are not only emotionally necessary and stabilising, but later become powerful professional networks.They miss that coffee shop trip. They want a chat with their workmates, and yes, maybe even a flirt. Many relationships start at work, with marriages and families to follow. It is a right of passage and it is being taken away. This is a generation starting their careers in the middle of the worst recession in living memory. And without having access to the professional tools and personal development that are gained from being in an office, they do not stand a chance. And we have to take very seriously the negative impact this way of working can have on their mental health.I am about to launch my fourth business – a recruitment venture called Life Science People. The success of each of my companies has been driven in part by the energy of graduates and young professionals. I have hired thousands of first jobbers and I feel a deep sense of responsibility to this generation. So should every employer. Management should not be squirrelled away in their suburban family homes. The office environment requires input from every level, as the greenest team members absorb the cultural and professional tools they need from senior people in the company. I am not opposed to flexibility, especially given the current environment. Employers must be sensitive to an individual’s needs. But we cannot and should not sound the death knell for the office. The employees who need the tools and professional acumen to navigate the decades to come are the ones who need our support most today. The alternative is a dark lonely future for a whole generation of young workers and that will be a huge loss to the world.David Spencer-Percival is the founder of Life Science People.City A.M.'s opinion pages are a place for thought-provoking views and debate. These views are not necessarily shared by City A.M.
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3 readNew life sciences recruitment firm launches
David Spencer-Percival, serial entrepreneur and founder of two recruitment businesses, Huntress and Spencer Ogden, is launching his latest venture, Life Science People.With a personal investment of £2 million and an initial team of 20, Spencer-Percival’s team have plans to have a London office of 100 by December, and nine international offices within five years.In launching Life Science People he continues his commitment to hiring and training graduates. Spencer-Percival is one of the world’s leading recruitment entrepreneurs having been listed in the Sunday Times Fast Track five times, and has a reputation for launching businesses in the wake of a global crisis.His first business, Huntress, was launched off the back of the technology crash and Spencer-Ogden in the wake of the 2008 financial crash. He also founded the drinks brand No1 Rosemary Water which is now being sold in more than 27 countries worldwide.Spencer-Percival's decision to focus on life sciences follows record investment in the sector in 2018/19 and is in response to the rapid technological advances and innovation in both life sciences and the broader world of work today.He said: “I do seem to have a habit of taking on new projects at challenging times! The truth is, life sciences has seen two years of unparalleled investment, and I believe in taking risks in growing markets. Recruiting the talent of the future has always been a passion of mine, and in all my businesses I’ve helped some of the brightest and best to unlock their potential. Life Science People will be no different.”
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3 readSERIAL RECRUITMENT ENTREPRENEUR LAUNCHES LIFE SCIENCES VENTURE
David Spencer-Percival, serial entrepreneur and founder of two globally successful recruitment businesses, Huntress and Spencer Ogden, is launching his latest venture,Life Science People.With a personal investment of £2m and an initial team of 20, Spencer-Percival’s team have set their sights set on ambitious growth, with plans to have a London office of 100 by December, and nine international offices within five years.In launching Life Science People he continues his commitment to hiring and training graduates, something he has maintained throughout all of his ventures, and feels even more passionate about given the current Covid-19 pandemic and ensuing economic contraction. He is particularly interested in how the new world of work will cater for young people as they enter the workforce.Spencer-Percival is one of the world’s leading recruitment entrepreneurs having been listed in the Sunday Times Fast Track five times, and has a reputation for launching businesses in the wake of a global crisis.His first business, Huntress, was launched off the back of the technology crash and Spencer-Ogden in the wake of the 2008 financial crash. He also founded the award-winning drinks brand No1 Rosemary Water which is now being sold in more than 27 countries worldwide. Spencer-Percival will continue as Executive Chairman of the drinks brand.David sold Huntress for £50m at the age of 36, and went on to found Spencer-Ogden, which was sold in February 2020 to a private equity firm MML Capital Partners.David’s decision to focus on life sciences follows record investment in the sector in 2018/19 and is in response to the rapid technological advances and innovation in both life sciences and the broader world of work today.“I do seem to have a habit of taking on new projects at challenging times! The truth is, life sciences has seen two years of unparalleled investment, and I believe in taking risks in growing markets. Recruiting the talent of the future has always been a passion of mine, and in all my businesses I’ve helped some of the brightest and best to unlock their potential. Life Science People will be no different.”Spencer-Percival will continue as Executive Chairman of No1 Botanicals.