Your next career step in life sciences – with recruiters from the industry.

Employers are not just looking for a list of tasks. They want to recognise which need a person can meet. This might be, for example, implementing quality processes reliably, handling regulatory requirements, advancing clinical development projects, safeguarding data quality, improving production processes or coordinating cross-functional teams. In the coaching, we translate your specific experience into a clear benefit for the employer – tailored to your target role.

Describe not only what you worked on, but also your own contribution and the result. What was improved, made possible, accelerated or made more reliable? What responsibility did you have? Are there key figures, milestones, quality improvements, time savings or other verifiable results? Where figures are not available or are confidential, the scope, complexity and your specific contribution can still be described precisely. Confidential company data does not belong in public application documents.

Your USP is the combination of expertise, experience, results and way of working that is relevant to a target role. It answers the question: why does your profile in particular match this need? We work it out on the basis of your projects and your track record and phrase it so that an employer can grasp it quickly. It is not about unsupported superlatives, but about specific, credible added value.

We check whether your target role, search strategy and documents fit together and whether your relevant contribution is clear at first glance. We also look at search channels and your choice of employers. A lack of response can have many causes; we cannot guarantee a reaction from an employer, but together we can identify specific starting points.

Yes. In that case, the challenge may lie less in the CV and more in how you position yourself verbally, in the link between your experience and the specific need, or in preparing for typical questions. In the coaching, and especially in the mock interview, we practise structuring examples clearly, explaining your own contribution and answering critical questions confidently.

In conversation, we can ask follow-up questions, understand connections between tasks and results, and place experience in the relevant functional and industry context. This also includes the plausibility of your positioning, the fit with target roles and the question of how a potential employer is likely to read the contribution described. Digital tools can help; they do not fully replace a personal, context-based assessment.

The German Biotechnology Report 2025 by EY and BIO Deutschland reports a total of 1,020 companies in the German biotech industry for the reporting year 2024. This figure is a time-bound industry indicator and does not automatically include all employers in pharma, MedTech or the wider life sciences environment. Source: EY, German Biotechnology Report 2025.

No. A clear target role is helpful, but not a prerequisite. In the orientation call, we first get a rough picture of your starting situation. In the application strategy package or the Premium package, we can narrow down possible target roles and suitable search directions together.

No. The application advice is a separate consulting service. It is not a commitment to placement and does not establish preferential consideration in a recruiting process. Your documents are only passed on with your express consent and in accordance with the applicable data protection processes.

No. The questions are a means of preparation and reflection, not an aptitude test. If you do not yet have a clear answer about your USP or the benefit you offer an employer, that is exactly a topic we can work on together.