The Talent Lab

In Episode 08 of The Talent Lab, Marina Hart sits down with Dr. Laura Berenger for a conversation that goes far beyond job titles.Laura works at the intersection of toxicology, biocompatibility, regulatory science, and patient safety. Her work helps answer a high-stakes question before a medical device ever reaches the market:Is it truly safe for the human body? But this episode is about more than science.It is about what it means to be a woman in biotech while making difficult decisions, delivering uncomfortable truths, and staying grounded in your convictions in rooms that do not always make space for your voice. Marina and Laura talk about:what biocompatibility really means in plain Englishwhy safety decisions need to start early in device developmentwhere animal testing, alternative methods, and AI fit into the future of safety sciencewhy mentorship matters for women in technical fieldsthe pressure women still face to be likable, measured, and easy to hearand why “having it all” is often one of the most damaging myths women are sold One of the biggest takeaways from this episode:Do not build your career around being liked. Build it around conviction, ethics, and doing the work that matters.This is a smart, honest conversation about science, leadership, motherhood, mentorship, and the reality of being a woman in bio today.

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 impactWhat leadership looks like before recognition arrivesWhy visibility is a strategy, not vanityHow women in biotech can rethink negotiation and influenceWhy portfolio careers and fractional leadership may be the futureA must-listen for women in science, biotech leaders, founders, and anyone building a career with purpose. LinkedIn descriptionEpisode 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 scienceleadership vs expertisewomen at decision-making tablesnegotiation, presence, and influenceportfolio careers and fractional leadershipOne 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 #BiotechCareershttps://www.linkedin.com/in/angeliki-kotsianti/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