Victoria Morales

🌟Excited to be connected to 11,000 of you here on LinkedIn!🌟 As I continue to build my network through the LinkedIn community, I think it makes sense to remind everyone of what I do and how I can help. I specialize in partnering with startup to mid-size sponsored Life Sciences companies to help identify talent for their hiring burdens. ➡️My clients are a mix of sponsored Biotechnology, Pharmaceutical, and Medical Devices companies.  ➡️I work in a 180 recruitment model, which means I drive client relationships with a specialized recruitment team who are vertically aligned from preclinical development to commercial expertise.  ➡️I started recruiting in Boston pre pandemic, it's where the majority of my connections began, many of the clients I work with are now dispersed amongst the United States (MA, CA, NJ, etc.). ➡️My job is to make the hiring process seamless/streamlined for the client and candidate. I work in tandem with HR/Talent teams and Hiring Managers to help find the right fit for their hiring needs. What I've learned over the course of my career is recruiting is about the gray. We are in the business of people and career matching, I take pride in helping people make life changing decisions like taking a new job. The most rewarding part of this job is the fact I get to work alongside companies who discover drugs and devices to improve the quality of peoples lives. 😊 Looking forward to continuing this line of work, and I appreciate you all for being a part of my network. #lifesciences #recruitment

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Recruiting is a unique industry. If we are doing our job, we make our hiring managers look good without anyone knowing we were involved. So, I guess that makes us part 🥷 In polling out clients, it has been heartwarming to hear how our FSP and Staffing services has helped them succeed: 1. Expertise and Skill Match: Access to highly skilled and experienced professionals. Proper alignment of staff skills with specific project needs. Faster onboarding due to pre-vetted candidates. 2. Efficiency and Speed: Quicker recruitment process, reducing project delays. Immediate availability of staff for urgent or high-priority projects. 3. Cost-Effectiveness: Reduced recruitment and training costs. Flexible staffing solutions, such as temporary or project-based hires, to manage budget effectively. 4. Quality and Compliance: High-quality work due to experienced and knowledgeable staff. Improved adherence to regulatory and compliance standards. 5. Scalability and Flexibility: Ability to scale the team up or down based on project demands. Flexibility to bring in specialized expertise as needed. 6. Operational Efficiency: Streamlined hiring processes, allowing internal teams to focus on core activities. Better resource allocation and workload management. 7. Innovation and Best Practices: Introduction of new ideas and best practices from industry experts. Enhanced problem-solving capabilities due to diverse experiences. 8. Risk Management: Reduced risk of project delays and non-compliance. Mitigation of potential staffing challenges or turnover. 9. Networking and Industry Connections: Access to a broader network of professionals and industry contacts. Opportunities for partnerships and collaborations. 10. Employee Retention and Satisfaction: Higher job satisfaction due to proper job fit. Lower turnover rates due to better candidate matching. 11. Focus on Core Competencies: Internal teams can concentrate on strategic and high-value tasks. Less distraction from administrative and recruitment tasks. 12. Enhanced Reputation: Improved project outcomes enhance the company's reputation. Positive perception in the industry due to high-quality work. 13. Compliance with Employment Regulations: Assurance of compliance with employment laws and regulations. Reduced legal risks associated with hiring and employment practices. 14. Long-Term Strategic Planning: Ability to plan and execute long-term projects with the right talent. Better alignment of staffing strategy with organizational goals. 15. Adaptation to Market Changes: Agility to adapt to changes in the clinical research landscape. Ability to quickly respond to new opportunities or challenges. 🙏 for the feedback!!

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Trying to solve the Pharma and Life Sciences talent deficit? Create a pipeline of possibility by closing the skills gap with the specific actions outlined in our new report. #Talent #TalentAcquisition #Staffing #PharmaceuticalIndustry #Pharamceutical #Scientist

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Skills-based hiring is a proven solution to expand access to talent and improve business outcomes. But what does it entail, what are the benefits and how do you get started? Find out here.

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The FDAs rule on Laboratory Developed Tests is officially here. What does this mean for your team? An ALKU expert can help answer that question, or assist in execution if a roadmap has already been identified. Reach out today to speak to some of the best in the industry, who exclusively consult through ALKU. #FDA #LDT #LaboratoryDevelopedTests #FDACompliance #MedicalDevice

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FYI when applying to a position: unless the job posting/description specifically states it is a fully remote role, it is safe to assume that a position is either onsite or hybrid schedule.  For example, if a job posting states the location to be Philadelphia, PA, then only apply if you live within a commutable distance to the Philadelphia address noted. Also please don't assume relocation assistance will be offered (it may but that is an exception and on a case-by-case basis) and also don't expect a position to be changed to be remote to suit your preference. The company sets the hiring criteria, not the applicant. I hope by managing expectations properly, this will avoid a lot of unnecessary time spent applying to unrealistic positions. I share this not only as a recruiter but also a former job seeker too!

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Is this in line with what you're seeing out there? Comment below, I'd love to hear your thoughts.

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45% of employers say an applicant having a degree is ‘not important’ according to a recent article. Though according to LinkedIn, only 30% of jobs posted in 2022 didn’t require a degree. Requiring a degree for employment is a traditional way of hiring and could create some barriers for employers. What is ‘Degree Inflation’ and how does it impact social mobility, and future skills gaps? #Talent #HR #CEO #Education #Hiring #AMSExpertInsights

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Trying to solve the Pharma and Life Sciences talent deficit? Create a pipeline of possibility by closing the skills gap with the specific actions outlined in our new report. #Talent #TalentAcquisition #Staffing #PharmaceuticalIndustry #Pharamceutical #Scientist

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If your go-to sourcing methods aren't delivering the desired results, it's time to shake things up. Our latest post offers fresh perspectives on healthcare talent sourcing. Get inspired today! #WeAreTMF #HealthcareRecruitment #HealthcareLeaders #MedicalEducation #PhysicianRecruitment #HealthcareProfessionals #HealthcareJobs​

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Here's a scenario for a candidate that I'm currently working with that is weighing up two very different roles: One opportunity is for a BD Director at a well-established company, top 3 in their market. High base and a good total comp package. The deals won't do themselves, but there's a steady flow of inbound leads and a large outbound lead gen team to book meetings. The second opportunity is high risk/high reward. It's a lower base with high commission potential the total comp would be about the same as the first opportunity. It comes with equity and if you were to believe the founder it would be a close to 7 figure payout in the next 5 years. BUT - it's a new company in a nascent area. They've closed deals, but not enough that they can 100% say there is product-market fit. They'd be responsible for self-generating all leads. Which one would you opt for and why?

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If your go-to sourcing methods aren't delivering the desired results, it's time to shake things up. Our latest post offers fresh perspectives on healthcare talent sourcing. Get inspired today! #WeAreTMF #HealthcareRecruitment #HealthcareLeaders #MedicalEducation #PhysicianRecruitment #HealthcareProfessionals #HealthcareJobs​

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Trying to solve the Pharma and Life Sciences talent deficit? Create a pipeline of possibility by closing the skills gap with the specific actions outlined in our new report. #Talent #TalentAcquisition #Staffing #PharmaceuticalIndustry #Pharamceutical #Scientist

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Leveraging real-world data (RWD) transforms global clinical trials, enhancing patient engagement and improving regulatory decision-making.

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