Karen Haslbeck 09/05/2025
As a small, emerging biotech company, you probably can’t afford a full-time, experienced HR leader. The cost of a senior-level professional, with the deep expertise required to navigate the unique challenges of the biotech industry, is often out of reach for companies at this stage. Additionally, the workload may not yet justify a full-time role.
For emerging biotech companies, it’s never too early to consider bringing in a human resources (HR) professional. The ideal time is as soon as possible, even before you think you need one.
This is where fractional HR comes in as a perfect solution. Fractional HR provides you with access to a highly experienced HR leader who works for you on a part-time basis. This person essentially becomes a part of your team, but only for the hours or days you need them. It’s a cost-effective way to get top-tier expertise without the commitment and expense of a full-time employee.
Hiring a fractional HR professional with a background in biotechnology is especially beneficial. They’ll have a deep understanding of the industry’s specific needs at each stage of company development.
Seed Stage: Laying the Foundation
At the seed stage, HR is less about a dedicated department and more about working with the founders establishing a strong, scalable foundation. The focus is on defining the company’s culture and values, and setting up the initial processes that will guide future growth.
- Define Company Culture: This is the most critical first step. The culture should reflect the values and beliefs that will shape the work environment. Involve the early team in this process to ensure buy-in. A well-defined culture acts as a compass for all future decisions, from hiring to performance and even conflict resolution.
- Develop a Hiring Strategy: With limited resources, a strategic approach to hiring is crucial. Define roles clearly and focus on finding people who not only have the right skills but also align with the company’s culture. Leverage professional networks and referrals and create a streamlined interview process.
- Implement an Onboarding Process: Beyond a simple orientation, a structured onboarding process helps new hires integrate quickly and become productive. Assign a mentor or “buddy” and set clear goals for the first 30, 60, and 90 days.
- Establish Basic HR Policies: Even at this early stage, you need a framework for consistency and fairness. Essential policies to consider include a code of conduct, leave and attendance policies, and transparent communication about compensation and benefits.
Series A: Building a Scalable Organization
Once a biotech company secures Series A funding, the focus shifts from a small, research-driven team to building a scalable organization. This is where the HR function begins to professionalize and expand.
- Hire Key Roles: Post-Series A, you need to recruit for specialized scientific and operational roles. These hires should align with the next key milestones, such as an IND filing or a first-in-human trial. Critical hires at this stage may include clinical functions, regulatory and compliance officers, and professionals business development.
- Invest in Talent Infrastructure: To manage a growing team, you should invest in talent infrastructure. This can include:
- Applicant Tracking Systems (ATS): To manage a talent pipeline more efficiently.
- Performance Management Tools: To set clear expectations, conduct regular check-ins, and provide structured feedback.
- Compensation and Benefits Platforms: To manage payroll, taxes, and other compensation-related costs.
- Expand Talent Strategy: Think beyond just hiring. A comprehensive talent strategy should include:
- Retention Strategies: Regularly recognize and celebrate achievements, conduct engagement surveys, and offer competitive benefits to retain top talent.
- Coaching and Performance Culture: Shift from informal feedback to a structured performance management system. Set clear expectations and goals, and hold regular check-ins.
- Diversity and Inclusion: Prioritize creating an inclusive environment where all employees feel valued and empowered to share their perspectives.
- Plan for Scaling: Think about how the company’s structure will need to evolve. This may involve creating a blend of full-time employees and fractional experts to manage the burn rate while accessing necessary expertise. Avoid hiring too quickly before workflows are defined and focus on mission-critical positions. You may also want to partner with a life sciences staffing agency to access pre-vetted candidates and fill specialized roles.
