“Hiring is not merely an HR activity. It is an Operating System that determines whether the business can execute its plans”

In Episode 10 of The Talent Lab, Brad McMillan and Marina Hart examine a common hiring mistake: treating a process problem as a staffing problem. More sourcing, more outreach, and more recruiting hours may not help when qualified candidates keep running into the same delays.

They explain the difference between executive search, recruitment process outsourcing (RPO), and RPM ReSearch’s process consulting—and how to determine which type of support your organization actually needs.

In this episode, we cover:

• The hidden cost of vacant roles: How an unfilled position can affect team productivity, delay decisions, and limit revenue.
• Where hiring gets stuck: Unclear role expectations, repetitive interviews, slow feedback, and offer approval delays.
• RPM’s diagnostic framework: A review of 86 critical control points across eight hiring phases, from role definition through post-start retention.
• When to look beyond sourcing: Warning signs such as candidate withdrawals, repeated offer declines, and rising recruiting spend without more hires.

Brad and Marina also explain four ways RPM supports organizations: a hiring system health assessment, a hiring process diagnostic, a process optimization sprint, and ongoing guidance from a fractional talent advisor.

This isn’t about blaming recruiters, replacing your internal team, or buying another software tool. It’s about identifying what is getting in your team’s way and building a process that helps them succeed.

Fix the system, then execute.

Visit RPM ReSearch’s website to complete the hiring bottleneck self-assessment and identify where your process needs attention before your next search.

https://rpmresearch.solutions/

What does it actually take to build a drug program that survives?In Episode 10, Brad and Marina sit down with Dr. Kevin Bacon — pharmacologist, startup founder, and 35-year veteran of drug discovery and clinical development. Kevin has built programs in respiratory disease and vaccines, led cross-functional teams across the US, Europe, and Japan, and helped companies find their path from early-stage asset to exit.In this conversation, Kevin unpacks what he calls the science executive mindset: why the science behind the molecule is the make-or-break variable that investors and boards often ignore until it's too late. He also talks about the financing pressures reshaping biotech right now, why so many job descriptions are setting companies up to fail, and where AI genuinely helps — and where humans still have to be in the room.In this episode:→ Why Kevin calls himself a science executive — not a biotech executive→ The real reason biotech programs fall apart in clinical development→ The 2023–2024 bust: what actually caused it→ AI in drug discovery: where it adds value and where it doesn't→ Why biotech job descriptions have become unrealistic — and what to do instead→ What global leadership taught Kevin about people being the cornerstone of this industry

In Episode 08 of The Talent Lab, Marina Hart sits down with Dr. Laura Berenger for a conversation that goes far beyond job titles.

Laura works at the intersection of toxicology, biocompatibility, regulatory science, and patient safety. Her work helps answer a high-stakes question before a medical device ever reaches the market:

Is it truly safe for the human body?

But this episode is about more than science.

It is about what it means to be a woman in biotech while making difficult decisions, delivering uncomfortable truths, and staying grounded in your convictions in rooms that do not always make space for your voice.

Marina and Laura talk about:

• what biocompatibility really means in plain English
• why safety decisions need to start early in device development
• where animal testing, alternative methods, and AI fit into the future of safety science
• why mentorship matters for women in technical fields
• the pressure women still face to be likable, measured, and easy to hear
• and why “having it all” is often one of the most damaging myths women are sold

One of the biggest takeaways from this episode:

Do not build your career around being liked. Build it around conviction, ethics, and doing the work that matters.

This is a smart, honest conversation about science, leadership, motherhood, mentorship, and the reality of being a woman in bio today.

Most people do not have a résumé problem because they need a total rewrite.

They have a résumé problem because the document they are using is not doing its job.

It is too long.Too vague.Too focused on responsibilities instead of relevance.
And too often written to explain the past instead of earn the next conversation.

In this episode of The Talent Lab, Marina Hart and Brad McMillan break down a practical Résumé Rehab approach for professionals who need to improve their résumé quickly without turning it into a massive project.

They cover what to cut, what to tighten, how to make your experience easier to scan, how to handle location and LinkedIn, and why showing impact matters more than listing duties. They also explain the difference between Brad’s long-term Keystone Résumé strategy and the faster, more tactical fixes job seekers can make right now.

This episode is for anyone in the market who wants a clearer, sharper résumé that gives hiring teams a reason to keep reading.

Because your résumé does not need to tell your whole story.

It needs to make the right person want to talk to you.

https://rpmresearch.solutions/featured-jobs/

In this episode of The Talent Lab, Marina Hart sits down with Angeliki Kotsianti for a powerful conversation on women in biotech, leadership, oncology innovation, and the future of career growth in life sciences.

Together, they explore what it really takes to move science into impact, why value matters more than elegant ideas alone, and how women can stop waiting to be recognized and start becoming impossible to ignore. Angeliki shares hard-earned insight on leadership, visibility, negotiation, portfolio careers, fractional work, and building influence in rooms where decisions shape industries.

This is a conversation about science, strategy, ambition, and creating your own seat at the table.

What you’ll hear in this episode:

• Why translational science starts with patient impact
• What leadership looks like before recognition arrives
• Why visibility is a strategy, not vanity
• How women in biotech can rethink negotiation and influence
• Why portfolio careers and fractional leadership may be the future

A must-listen for women in science, biotech leaders, founders, and anyone building a career with purpose.

https://www.linkedin.com/in/angeliki-kotsianti/

https://rpmresearch.solutions/featured-jobs/

In this episode of Clinical Veterinary Recruiting Insights, Brad McMillan speaks with Dr. William Singleton about his career across lab animal medicine, pharmaceutical research, academia, consulting, and CRO settings — and how those experiences shaped his perspective on leadership, operations, and organizational growth.

Together, they explore:

• how Dr. Singleton found his path into lab animal medicine
• why leadership became a bigger part of his career than clinical work alone
• what makes some veterinarians thrive in leadership roles while others struggle
• how consulting evolved from technical training into broader advisory work
• why operational efficiency, communication, and culture are often more connected than organizations realize
• what veterinarians can do early in their careers to prepare for leadership and consulting opportunities

This episode is especially relevant for professionals in lab animal medicine, veterinary leadership, CROs, preclinical research, animal welfare, and veterinary consulting.

It’s a conversation about more than career progression — it’s about building stronger teams, better systems, and lasting impact.

https://rpmresearch.solutions/featured-jobs/

Sales candidates are trained communicators. They can build rapport fast, tell a great story, and look confident in an interview. So how do you tell the difference between real capability and interview polish?

In Episode 4 of The Talent Lab, Brad McMillan and Marina Hart (RPM ReSearch) sit down with Aaron Schieving, a commercial leader with 20+ years building teams across biotech and life sciences. Aaron explains why commercial hiring is high-stakes in life sciences: sales cycles can run 6–9 months, and a mis-hire can delay revenue and force you to restart onboarding and training all over again.

Aaron walks through a structured hiring process built to reduce gut-feel decisions, including his “ticket” (a clear definition of the ideal hire), a 30-minute conversation before any formal interview, and a sales assessment built around five common weaknesses that can limit performance: need for approval, emotional involvement, money weakness, self-limiting beliefs, and buy cycle.

He also shares why he gives candidates their results—whether he hires them or not—and how transparency can strengthen your employer brand over time.

Link to Aaron Schieving book:

https://www.amazon.com/Infinite-Positivity-practical-business-customers/dp/B0DGF83ZPM

Most hiring problems don’t start in the interview. They start before it.

In this episode of The Talent Lab, Brad and Marina unpack the first real question hiring managers need to answer before posting a role:

What is the first real problem this person will own?

Not the job description.

Not the long-term career path.

The first project or decision that will quickly reveal whether this hire is working — or not.

They also break down a common leadership mistake: trying to hire for build, stabilize, scale, and fix all at once. Every function is in a state. If you don’t define it, your interviews will wander — and your “ideal candidate” will contradict itself.

If you’re a hiring manager, director, or founder in biotech, clinical research, or drug development, this conversation will sharpen how you define outcomes, performance standards, and risk before you ever ask your first interview question.

Clarity upfront. Stronger interviews downstream.

The Hiring Kickoff checklist