BioMed Recruitment

We're excited to be partnered with a company that's progressing cell culture automation with their industry leading robotic system.   This key hire will lead software efforts from their Fremont facility.   Experience with liquid handling method development and scheduling software is required. Proficiency with programming languages like C# and Python is preferred.   More details and the ability to apply can be found on BioMed Recruitment's page.

We're hiring a Field Application Engineer for the global leader in sample management and traceability.   You'll be the applications expert for labs throughout the West Coast while installing their fleet of automated products.   I will not downplay that this person will need to be an absolute road warrior. Installs are Monday through Thursday and happen most weeks.   You can live anywhere on the West Coast, but will need to frequently travel overnight.   Check out our posting on BioMed Recruitment for more information - where you can also apply directly. 

Yesterday I attended a great event hosted by Automation Trainer, LLC. It was very informative and a great opportunity to watch scientists and engineers interact with different lab automation tools in real time. If you haven't attended one of these trainings, I highly recommend doing so. Specifically, young professionals looking to gain automation knowledge. Special thanks to Kevin Hu and Professor Petar Stojadinovic!

What do you think should be the standard timeline for a candidate to accept an offer?   𝐌𝐲 𝐨𝐩𝐢𝐧𝐢𝐨𝐧, 𝐢𝐬 𝐞𝐢𝐭𝐡𝐞𝐫 𝟑 𝐨𝐫 𝟓 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐝𝐚𝐲𝐬 𝐟𝐫𝐨𝐦 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞 𝐰𝐫𝐢𝐭𝐭𝐞𝐧 𝐨𝐟𝐟𝐞𝐫 𝐢𝐬 𝐞𝐱𝐭𝐞𝐧𝐝𝐞𝐝.   3 business days should always be the ideal timeline for the hiring team to provide. Pressure them to much = you may lose them. Give them too much time = you may lose them.   For 𝟑 𝐝𝐚𝐲𝐬 to be fair on the candidate, the hiring team needs to run an efficient interview process by not delaying feedback in between interview rounds, set the 3 day expectation at some point during that process, and provide a competitive offer that is not below expectations.   If that's the case, 3 business days should be respected by the candidate.   I believe 𝟓 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐝𝐚𝐲𝐬 (𝐨𝐧𝐞 𝐰𝐞𝐞𝐤) should be allowed when hiring teams drag out an interview process, don’t effectively communicate timelines, or provide an underwhelming offer. This is something we've eliminated from the hiring teams we partner with.   Never let a company pressure you into making a decision in less than 3 days from a written offer being extended.   However, if you're sure about the opportunity, accept earlier! This shows confidence in your future employer and saves unneeded overthinking / stress.   𝐌𝐲 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐨𝐧 𝐚𝐯𝐞𝐫𝐚𝐠𝐞 𝐚𝐜𝐜𝐞𝐩𝐭 𝐨𝐟𝐟𝐞𝐫𝐬 𝐢𝐧 𝐥𝐞𝐬𝐬 𝐭𝐡𝐚𝐧 𝟑 𝐝𝐚𝐲𝐬.   I'm confident that's because by the time an offer is extended, we've already spent the past few weeks talking through their options, and I've done my part to ensure this is their ideal career move with the compensation details to match.

At BioMed Recruitment, we do our best to equally support each candidate 𝐚𝐧𝐝 hiring manager.   Striving to improve a candidate's interview experience is obviously valuable to that individual.   The point I want to make, is I believe the services we provide throughout the interview process are just as valuable to the hiring team. This is why I know recruiters should and can offer much more value than just submitting resumes.   Some of those time consuming, but essential responsibilities include:   𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐰𝐢𝐭𝐡 𝐞𝐚𝐜𝐡 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞. By doing full debriefs following each interview, we can relay over current and necessary information that will help you successfully pursue those who are more realistic to join and truly bought into what you're doing. This has drastically reduced our client's offer turndown and employee turnover rates.   𝐊𝐞𝐞𝐩𝐢𝐧𝐠 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐮𝐩𝐝𝐚𝐭𝐞𝐝. This sounds simple, but candidates often tell us that communication isn't clear and feedback is slow with their other interviews. We never let a couple of days go by without checking in. This sets realistic timing expectations and makes it much more probable that they will accept your offer and withdrawal from another interview process vs the other way around.   𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬. This is a bonus service we provide if you simply want to show up to each interview at the scheduled time and provide us with feedback. We'll handle everything else. We've also perfected partnering with internal recruiters to ensure we adhere to their processes while providing them more time to spend on openings they prefer filling.   Having a recruiter that stays in constant communication with their candidates and builds genuine relationships with them, 𝐰𝐢𝐥𝐥 give you a huge advantage over your competition when hiring.

Per SLAS's event website, there were • 𝟏𝟐𝟖 𝐋𝐢𝐪𝐮𝐢𝐝 𝐇𝐚𝐧𝐝𝐥𝐢𝐧𝐠 𝐄𝐪𝐮𝐢𝐩𝐦𝐞𝐧𝐭 𝐞𝐱𝐡𝐢𝐛𝐢𝐭𝐨𝐫𝐬 • 𝟐𝟗 𝐑𝐞𝐦𝐨𝐭𝐞 𝐋𝐚𝐛 / 𝐂𝐥𝐨𝐮𝐝 𝐀𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧 𝐞𝐱𝐡𝐢𝐛𝐢𝐭𝐨𝐫𝐬   I tried doing the rounds to as many possible. Although there were commonalities, I was impressed by how each has (or is working towards) something that positions them uniquely in the market. To the end users and potential buyers... 𝐖𝐡𝐚𝐭 𝐭𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐬𝐭𝐨𝐨𝐝 𝐨𝐮𝐭 𝐭𝐨 𝐲𝐨𝐮?

Make sure to connect with Ian Cooper and Chris Gaetani if you'll also be in Boston for #SLAS.   They're a great resource for #labautomation hiring managers and those seeking new positions.   That may not be you now, but both like building relationships that can support you with hiring/interviewing when the time is right.   Don't hesitate to message them directly on LinkedIn to let them know that you'll be there. 

It's finally that time of year, and I'm fully prepared (professionally and for the cold) to be in Boston for SLAS. Although the technology was a highlight, my favorite takeaway from last year's conference was having the international lab automation community in one place. Make sure to reach out if you'll be in town!

Ian Cooper and Chris Gaetani will be at Joya Kitchen for #LRIG San Diego this Thursday. If you bump into them, feel free to ask about their thoughts on the current lab automation hiring market, as well as their projections for 2024.