TALENT ACQUISITION THOUGHT LEADER Q&A III
12.00pm-12.45pm EST

Opening Panel Discussion: Thinking Differently About Who And How We Hire: Challenging Traditional Thinking Around Talent Acquisition In Life Sciences

  • Tom Maino Director, Client Services , Proclinical
  • Suzanne Volkert Head of Talent Acquisition, Daiichi Sankyo
  • Karen Dimsey Executive Director, Talent Acquisition, Insmed
  • Brooke Clark Senior Director Talent Acquisition, Recursion Pharmaceuticals
  • Ian Ide Vice President Talent Acquisition, Foundation Medicine

REDEFINING YOUR TALENT BRAND
12.45pm-4.30pm EST

Discover: Competing in the War for Talent: How Daiichi Sankyo is Redefining its EVP in a Competitive Oncology Market

Synopsis

• Exploring how Daiichi Sankyo has been selling its story as a fairly new entrant to the oncology space
• Growing brand presence and establishing a compelling EVP in a smaller pharma company
• Ensuring you can attract the right talent at the right time to support a strong pipeline and future launches

Discover: How Insmed is Evolving the EVP to Reflect the Future of Work and Continue to Compete in a Competitive Life Sciences Talent Market

  • Karen Dimsey Executive Director, Talent Acquisition, Insmed

Synopsis

• Tying EVP into culture even as the business continues to grow and expand
• Understanding how the EVP evolved during COVID to keep a consistent message about Insmed to candidates
• How is the future of work at Insmed going to affect the EVP?

Develop:Lessons Learned From Our Efforts To Redefine Our Employer Value Proposition

Synopsis

• Question & answer session

Recharge Break & Structured Networking

Discover:How Takeda Oncology are Evolving Their Company Branding to Help Life Sciences Talent Feel “Takedaism” Throughout Their Candidate Journey

Discover: Turning Your Weaknesses Into Strengths: Building An Employer Brand To Attract People To A Non-Traditional Life Sciences Talent Market

  • Brooke Clark Senior Director Talent Acquisition, Recursion Pharmaceuticals

Synopsis

• Leveraging storytelling to attract in-demand talent from traditional hubs to nontraditional markets
• Ensuring a sense of inclusion and improving on-boarding for an in-person and distributed workforce
• Teaching employees how to effectively communicate their brand identities to candidates, prospects, and peers

Develop: Lessons Learned From Efforts To Redefine The Talent Brand In Life Sciences Today

Synopsis

• Question & answer session