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.

LinkedIn description

Episode 06 of The Talent Lab is live.

In this special Women in Bio conversation, Marina Hart sits down with Angeliki Kotsianti for an honest and high-level discussion on leadership, oncology, innovation, and what it takes for women in biotech to build real influence.

This episode goes far beyond career advice.

It explores the gap between science and impact.
Why expertise alone is not enough.
Why visibility is a strategy.
And why the future may belong to women who stop waiting for permission and start building their own room.

If you work in biotech, pharma, life sciences, or talent leadership, this conversation is full of insights on:

• translational value in science
• leadership vs expertise
• women at decision-making tables
• negotiation, presence, and influence
• portfolio careers and fractional leadership

One of the most powerful takeaways:
Stop waiting to be noticed. Start becoming impossible to ignore.

Listen to Episode 06 of The Talent Lab and join the conversation.

#TheTalentLab #WomenInBio #Biotech #LifeSciences #Leadership #WomenInScience #Oncology #FractionalLeadership #TalentStrategy #BiotechCareers

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.

If you want, I can also turn this into a second LinkedIn version that feels even more like an Ora-style post with a stronger hook and punchier line-by-line formatting.

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