What Biotech Recruiters Wish Job Seekers Knew (But Don’t Say Out Loud)

After years as a recruiter in biotech, here’s the truth: there’s a lot we wish candidates knew—but rarely say out loud.

Not because we’re trying to be mysterious. But because hiring is nuanced, and frankly, some of it is hard to say gently.

So, if you’re job hunting in biotech in 2025, here’s your insider look into what recruiters are *actually* thinking—and how to use that to your advantage.

1. We can’t read your mind (and neither can hiring managers)

If your resume and LinkedIn don’t clearly show what you want next and the value you bring, we’re moving on. Quickly.

Be clear. Be bold. Don’t assume we’ll connect the dots between your past roles and the job you’re hoping to land.

2. If your resume isn’t skimmable in six seconds, it’s not working

We skim. Everyone does. And when a hiring manager is balancing interviews, internal meetings, and pipeline decisions, they skim too.

Design your materials so your strengths *pop*—not get buried in text blocks or vague language.

3. We want to advocate for you—but you need to give us something to work with

When your resume tells a compelling story, we can pitch you with confidence.

But if it’s generic, outdated, or missing impact, it’s hard to go to bat for you—especially when we’re competing to get you in front of busy hiring leaders.

4. Following up isn't annoying. It's smart.

If you’re respectful, timely, and concise? Follow up. We might have 40 roles open and appreciate the nudge.

Just don’t send novels or guilt-trips. A simple “checking in” message is often the difference between silence and next steps.

5. We don’t always know what’s happening behind the curtain

Sometimes, the hiring manager disappears. Or the budget shifts. Or the role changes mid-search. We wish we could give you clear answers, but we’re not always looped in either.

If you’ve been ghosted, it might not be personal—but it’s still frustrating. We get it.

6. If you want to stand out, act like a peer—not just an applicant

Especially at the mid-to-senior level, recruiters and hiring managers want to hire *partners*. People who think critically, speak the language, and understand where the company is headed.

That means showing up with informed questions, relevant insight, and executive presence—even if you’re not applying for a VP role.

The Bottom Line

Recruiters are your allies—but we’re also your filter. And in a competitive biotech market, that first impression matters.

Make it count.

Want real feedback from someone who’s been on the hiring side?

Book a Career Materials Audit and get strategic, recruiter-level insight into what’s helping (or hurting) your visibility.

We’ll help you close the gap—and finally get noticed.