Most platform biotechs don’t fail on science—they fail because investors don’t believe the team can turn that science into a real, defensible engine. This post breaks down what VCs are actually trying to de‑risk in a platform biotech, how your first five hires map to those concerns, and the concrete artifacts (org map, hiring plan, scorecards, RA/QA and BD thinking) you can bring to a pitch to show you’re building a fundable team, not just a cool idea.

For decades, families affected by rare diseases have heard the same heartbreaking message: ‘There is no approved treatment yet.’ In 2026, that story is finally changing. From the first-ever approval for Menkes disease to a landmark FDA policy shift for gene therapies, the rare disease landscape is transforming at a pace never seen before. Here’s what you need to know.

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.