Ask any Specialty Pharma leader what they want in their next executive hire and you’ll hear familiar themes: “fresh thinking,” “diverse perspectives,” “ability to challenge the status quo.” Then the search progresses, and a strong candidate gets rejected with a vague line: “They’re great, but I’m not sure they’re a culture fit.” In many organizations, that is where diverse, high‑potential leaders—especially those who don’t look, talk, or network like the current C‑suite—qui

Your first five hires will decide whether your “platform biotech” ever becomes more than a pitch deck. In the first 18 months you’re not building an org chart, you’re building an engine: one person who truly owns the platform, one who runs everything that isn’t science, one who turns data into a scalable system, an early regulatory voice to stop you tripping over yourself later, and a business partner who keeps capital and deals flowing.

On 23rd July, I’m officially launching Sharon Shields Consulting — a specialist consultancy focused on executive research, market mapping and talent intelligence for life sciences organisations across the UK, Europe and the US. I also partner with executive search consultancies who need deep, reliable research support for complex senior mandates.

Fractional vs Interim in Life Sciences – Not the Same Thing I’m seeing more life sciences organisations explore fractional senior roles – and they’re often confused with interim roles. Interim: usually full‑time, time‑limited, covering a defined role for a fixed period. Fractional: usually part‑time, longer-term, adding senior expertise for a set number of days or hours without owning the whole role. In a milestone‑driven, resource‑constrained environment, fractional models