For decades, the CV was the unquestioned foundation of recruitment. In life sciences especially, a well-structured CV — packed with job titles, responsibilities, and technical skills—was seen as the ultimate ticket to career progression. But today, the rules are changing fast.
As pharma and biotech become more global, competitive, and innovation-driven, the traditional CV is struggling to keep up. Hiring managers are no longer asking where someone worked alone. They want to understand how a person thinks, adapts, and contributes in complex, fast-moving environments.
So, are CVs dead? Not entirely. But they are no longer the main character in life sciences recruitment.
A CV provides a static snapshot of the past. It lists roles, dates, and achievements, but it rarely explains the deeper story behind them.
In highly specialised fields like pharmaceuticals, biotechnology, and medical devices, this limitation is critical. Success depends on far more than technical knowledge. Employers are looking for:
None of these qualities are easy to measure from a two-page document. As a result, many hiring decisions now rely on signals that exist beyond the CV.
LinkedIn has quietly become the most powerful recruitment platform in life sciences. For many hiring managers, it is the first place they look — sometimes even before a CV is requested.
Unlike a traditional CV, LinkedIn is dynamic. It evolves in real time and shows far more than job history. A strong LinkedIn profile allows professionals to:
For recruiters, LinkedIn offers something a CV never could: recommendations, mutual connections, activity history, and visible engagement with the industry. In many cases, this creates a richer and more accurate picture of a candidate’s potential.
Beyond LinkedIn, personal branding has become a major differentiator in life sciences recruitment.
Personal branding does not mean self-promotion for its own sake. Instead, it is about clarity, credibility, and consistency. It shows how a professional thinks, what they care about, and where their expertise lies.
Effective personal branding can include:
These activities help professionals stand out naturally. When candidates consistently demonstrate insight, hiring managers often feel they already “know” them — long before a formal application begins.
In life sciences recruitment, referrals consistently outperform traditional applications.
A referral carries trust. It signals that someone within the network believes the candidate is not only competent but also culturally aligned. This is especially important in regulated, high-stakes environments where collaboration and reliability matter.
Many senior and specialised roles are filled before they ever reach job boards. This makes networking a strategic necessity rather than an optional extra.
For employers, referral-driven hiring often leads to:
For candidates, it reinforces a simple truth: relationships open doors faster than applications.
What happens if a candidate wants to stand out beyond job titles — or lacks a large professional network? Increasingly, tangible proof of expertise is becoming a deciding factor.
Examples include:
These formats allow candidates to show their thinking rather than simply describe it. In a knowledge-driven sector like life sciences, evidence of problem-solving and decision-making often carries more weight than years of experience alone.
As CVs lose their central role, forward-thinking organisations are modernising how they assess talent.
Common approaches now include:
The goal is to build a holistic understanding of each candidate. Instead of focusing only on linear career paths, employers are prioritising potential, creativity, and learning agility — qualities that drive innovation.
To remain competitive in life sciences recruitment, professionals should:
A CV may still be required, but it should support your professional story — not carry it alone.
For employers, modern recruitment means:
In an industry shaped by change, hiring processes must evolve too.
Candidates:
Optimise your LinkedIn profile and start sharing your expertise consistently, even in small ways.
Hiring Managers:
Introduce skills-based assessments and strengthen referral strategies within your organisation.
1. Are CVs completely obsolete in life sciences?
No. CVs still matter, but they are no longer enough on their own.
2. Is LinkedIn more important than a CV?
In many cases, yes. LinkedIn is often the first screening tool used by recruiters.
3. Do I need to post content regularly to stand out?
Consistency helps, but quality matters more than quantity.
4. What if I’m not active on social media?
Even limited engagement and a well-optimised profile can make a difference.
5. How important are referrals in pharma and biotech?
Extremely important — many roles are filled through networks before being advertised.
6. What should companies focus on instead of CVs?
Skills, mindset, adaptability, and real-world problem-solving ability.
CVs aren’t dead — but they are no longer the main character in the recruitment story.
In life sciences, standing out now means being visible, credible, and engaged beyond the page. Those who understand and embrace this shift—whether candidates or employers—will be the ones shaping the future of hiring in pharma and biotech.
