Leyton

I provide technical and financial expertise to companies throughout Canada in various industries to successfully secure non-dilutive Funding (SR&ED Tax incentives) as part of their growth and expansion.

SR&ED Innovation Funding Consultant

Franklin SR&ED Consulting 

I help science and tech companies communicate their research efforts to the CRA for Scientific Research and Experimental Development (SR&ED) tax incentives. I've completed 40+ technical interviews and 125+ technical write-ups, 70% of which were software.

This entails:
Facilitating and organizing meetings and follow-ups with SR&ED claimants to identify applicable projects and interviewing subject matter experts to collect data required for the technical write-up. 

Creating SR&ED technical write-ups using standard scientific writing principles for one company a day along with editing resulting in up to an average of 4 claimants receiving their write-ups for review per week. 

Working as a technical consultant for IT, technology, manufacturing, chemical, and biological SR&ED projects averaging $50 000 in claim value.

SR&ED Account Manager and Technical Writer

Banhall Consulting Ltd.

Wrote SR&ED technical reports for software companies from provided interview transcripts.

SR&ED Software Technical Consultant

FundTact

I facilitated interviews for SR&ED claims for various food and beverage organizations and created detailed SR&ED reports for the organization.

SR&ED Technical Consultant

Kundoodles

In my free time, I enjoy exploring my artistic talent. I have set up an e-commerce platform to sell my art. I manage all the listing changes, blogging, social media and content creation for this platform. I develop social media calendars and marketing strategies for the platform and educate other artists on how to start their Etsy stores.

Ecommerce Business Owner

ERA Environmental Management Solutions

As a science content writer at ERA, I am responsible for content marketing and content marketing strategy development for the sustainability and EHS software. I write SEO-optimized inbound marketing content for B2B audiences. Responsibilities also include email marketing campaigns, content strategy and planning, writing brochures, eBooks and whitepapers for prospective software clients and existing clients, writing RnD documentation and general technical writing. Overall, I simplify complex scientific and regulatory information for a wide range of audiences that use or are interested in using our sustainability and EHS software. Trained 5 technical writers and created a training course from the
onboarding documents to ensure seamless onboarding for new content writers and technical writers.

Scientific Content Writer

As a science content writer, I research and write thousand-word blog articles from a mini brief and subject matter expert interviews with well-researched peer-reviewed scientific sources for Biotechnology, Tech and Sustainability companies, resulting in increased leads reported.

Science Content Writer

Genomics in Regulatory and Applied Toxicology (GReAT) Laboratory - Carole Yauk

In this role, I conducted scientific research on the effects of Bulky Adducts on DNA to build an Adverse Outcome Pathway for the Genomics in Regulatory and Applied Toxicology (GReAT) Laboratory. This allowed me to explore my love for genetics, science and communication. The AOP is still in progress. https://caroleyauk.weebly.com/great-people.html

Volunteer Research Assistant

Carleton University

Residence Assistants are responsible for facilitating positive relationships, self-awareness and community engagement in Residence communities. They are a role model, resource person, helper, community developer and leader for the students on their floor. They are responsible for about 45 students and are a support system for all the students.

Responsibilities:
Wrote formal weekly logs using Microsoft Word which resulted in an above-average score for meeting deadlines in work evaluations.

Used Microsoft Excel spreadsheets to keep track of forty-three students which resulted in an increase in wellness for the students and a 70% increase in event attendance.

Increased interpersonal and presentation skills from weekly conversations with students and from facilitating community meetings which resulted in students being informed about their rights and responsibilities within the residence building.

Worked in a team of 6 to plan wellness events and to strategize on increasing student engagement which resulted in 3 events with 60% attendance from students in the residence building.

Residence Fellow (Residence Assistant/Don)

National Research Council Canada / Conseil national de recherches Canada

This is a week-long internship that focuses on providing information on biological drug development. The information learnt includes the design, biomanufacturing, clinical and business aspects of the developed drug. 

Recorded results and findings of various forms of literature to review how various target genes can be used in cancer treatment which resulted in a conclusive report on the subject.

Presented and summarized the research findings concisely which resulted in an A grade from program facilitators.

Biotechnology Internship Participant

Hi! I'm a technical writer passionate about simplifying complex scientific and tech information. With expertise in Biology and Biotechnology, plus three years of experience in B2B marketing, grant writing (I have written 150+ SR&ED reports), and communications in life sciences, I can make research accessible to anyone. 

My ability to establish strong connections with clients (I've interviewed 50+ SR&ED Claimants), coupled with my enthusiasm for delving into the nitty-gritty details with scientists and programmers, enables me to present information in a clear and concise manner. If you are looking to enhance your inbound marketing strategies by communicating your research or technology effectively, I am here to help. 

Let's work together to make your message accessible to everyone.

In my free time, I'm a visual artist.
Please check out my Instagram and my Etsy store!
Store: https://www.etsy.com/ca/shop/KunDoodles
Instagram: https://www.instagram.com/kundoodles/

"Should I go for Research Associate (lab-based) or Regulatory Affairs (compliance-focused)?"
Wrong question.
The right question: "Which salary and trajectory fits my career timeline?"

1️⃣  Here's what the numbers actually tell you:
Research Associate:
→ Starting: $39K-$70K
→ Senior: Up to $90K+
→ Growth pattern: Slow and steady climb

Regulatory Affairs:
→ Starting: $49K-$70K  
→ Manager: Up to $100K+
→ Growth pattern: Steeper curve, higher ceiling

2️⃣ Probable Career Progression 
Research Associate → Senior RA → Research Scientist → Principal Scientist
Timeline: 6-10 years to senior technical roles

RA Associate → Senior RA → Regulatory Manager → Director  
Timeline: 5-8 years to management positions

Factors affecting Salary: 
3️⃣  Company Size:
→ Academia: Lower pay, predictable hours
→ Biotech startups: Equity upside with base salary risk
→ Big pharma: Highest guaranteed compensation

4️⃣  Location:
→ Some countries and cities pay more than others
→ Boston/SF Bay Area: Add 20-30% to all ranges
→ Research Triangle, San Diego: Add 10-15%

5️⃣  Industry Segment :
→ Oncology research: Premium for specialized knowledge
→ Rare diseases: Higher regulatory complexity = higher pay
→ Medical devices: Different regulatory pathway, similar ranges

Both roles have wide salary spans depending on industry and seniority.

The private sector usually pays more than academia.

Specialization (RA certifications, niche research fields) = higher earning potential.

Which career path would you choose: lab research or regulatory compliance?

Are you optimizing for technical mastery or management progression?

Kundai Mufara

Scientific Research & Experimental Development (SR&ED) Consultant | Science and Tech Innovation Funding Consultant | Visual Artist

Stop applying to jobs. Start building projects.

You can send out 100 resumes this month and still hear nothing back.

Why?

Because hiring managers don’t just want to know what you studied or where you worked.

They want proof that you can deliver.

And the fastest way to show proof?
→ Build projects.

For STEM grads, that could look like:
🔬 Designing a mini research protocol and publishing your summary online

📊 Analyzing a real dataset (public clinical or biotech data) and posting insights

🧪 Creating a mock regulatory submission outline for a drug/device

💻 Building a portfolio site that shows your lab, coding, or data work

📝 Writing simplified explainers of complex topics (like FDA approvals or CRISPR ethics)

Projects do two things:
✔️ They give you real examples to talk about in interviews.
✔️ They show employers you don’t just wait to be told what to do, you take initiative.

Your resume gets 6 seconds of attention. Your project gets 10 minutes.

To amend my earlier statement, don't stop applying for jobs entirely, apply while building projects that can show you're someone who already understands their problems and builds solutions.

Not every high-paying biotech job requires a PhD.

Plenty of six-figure careers are open to those with a bachelor’s or master’s degree.

Here are 7 strong options :

1️⃣ Scientific Instrumentation Sales
 💵 Avg Salary: ~$100K+
 Sell advanced lab equipment and biotech tools to research labs, hospitals, and universities. Strong communication + technical product knowledge are key.

2️⃣ Biochemist / Biophysicist
 💵 $107,460
 Study chemical and physical principles of living organisms. Work often leads to new drugs, therapies, or food safety innovations.

3️⃣ Biotechnology Research Scientist
 💵 $96,434
 Design and run experiments in agriculture, food, or medical biotech. Mid-level salaries approach six figures; senior roles pay much more.

4️⃣ Biomanufacturing Specialist
 💵 $61,364 (up to $104K)
 Create vaccines, biologics, and other biotech products. With supply chains shifting back home post-pandemic, this field is growing fast.

5️⃣ Medical Scientist
 💵 $100,890
Focus on improving health outcomes, whether that’s testing new devices, studying diseases, or optimizing drug manufacturing.

6️⃣ Microbiologist
 💵 $85,470
 Research microorganisms and their impact on humans, animals, or environments. Often lead teams on cross-disciplinary projects.

7️⃣ Process Development Scientist
 💵 $101,098 (up to $138K)
 Design and optimize how biotech products are made, improving efficiency, quality, and scale-up for manufacturing.

You don’t always need a PhD to earn six figures in biotech. 

With the right bachelor’s or master’s degree, plus some experience, these roles put you on a high-growth, high-impact path.

➕ Follow me for more insights

7 Types of Biotech Consultants (and What They Earn)

Biotech companies don’t just run on scientists in the lab.

Behind the scenes, consultants play a critical role in strategy, compliance, and growth.

1️⃣ General Biotech Consultant
→ Role: Strategic planning, market analysis, business development
→ Average salary: $133K (Montreal: CA$75K)
→ Background: Science PhD + business experience preferred

2️⃣ Regulatory Affairs Consultant 
→ Role: Navigate FDA approvals, compliance strategies
→ Average salary: $92K+
→ Background: Life sciences degree + regulatory experience

3️⃣ Market Access Consultant
→ Role: Pricing strategies, payer negotiations, reimbursement
→ Average salary: $110K-$150K+ (project-dependent)
→ Background: Health economics, pharmacy, or MBA

4️⃣ Clinical Trial Consultant
→ Role: Study design, protocol development, trial management
→ Average salary: $120K-$180K+
→ Background: Clinical research, medical degree, or biostatistics

5️⃣ Statistics Consultant
→ Role: Data analysis, biostatistics, clinical trial design
→ Average salary: $100K-$160K+
→ Background: Statistics, biostatistics, or data science PhD

6️⃣ Manufacturing Consultant
→ Role: Process optimization, quality systems, scale-up
→ Average salary: $125K-$175K+
→ Background: Chemical/bioprocess engineering + manufacturing experience

7️⃣ Commercial Strategy Consultant
→ Role: Go-to-market planning, competitive intelligence
→ Average salary: $115K-$165K+ (project-based)
→ Background: MBA + pharma commercial experience

The earnings breakdown:
→ Entry-level: $70K-$90K
→ Quebec average: $83K
→ Experienced consultants: $110K-$150K+
→ Top specialists: $150K+

The specialized knowledge in biotech commands premium rates. Companies pay well because regulatory mistakes or failed launches cost millions.

Which consulting area interests you most, and what's stopping you from making the transition?

You open a posting that says “Entry-Level STEM Role.”
Sounds perfect, right?

Until you scroll down and see:
⚠️ “2–3 years of experience required”
⚠️ “Knowledge of FDA/EMA submissions”
⚠️ “Advanced technical skills preferred”

That’s not entry-level.
That’s a mid-level role with an entry-level salary.

Companies sometimes use “entry-level” as a catch-all.

But what they really mean is "cheap but experienced hire."

Don't get discouraged thinking
“If even entry-level needs 3 years of experience, I’ll never qualify.”

There's a workaround 
👉 Look for roles with titles like “Assistant, Coordinator, or Associate.”
👉 Target CROs, startups, or med device firms (they actually hire true entry-level).
👉 Apply even if you’re missing 20–30% of the “requirements.” Most of those lists are wish lists, not absolutes.
👉 Build credibility with short certificates, projects, or volunteer work that cover the “experience gap.”

The job title doesn’t define your readiness, you do.

So don’t let inflated requirements push you out of the race.

Plenty of candidates land these roles by showing transferable skills and a willingness to learn.

Most people treat entry-level roles as "just a job."
Something to pay bills until the "real career" starts.
But...Entry-level roles often hide $150K+ career paths.

If you know where to look, they can launch you into specialized or leadership tracks within 5-7 years.

Here are some examples:

🔹 Lab Technician → Quality Assurance → Regulatory Affairs
Your attention to detail in the lab is the same skillset used to enforce compliance across entire companies. ($45K → $75K → $120K+)

🔹 Research Assistant → Clinical Trials → Medical Science Liaison
Your hands-on experience with protocols can evolve into a role bridging research and medicine. ($40K → $85K → $175K+)

🔹 Customer Support Specialist (Biotech) → Technical Sales → Product Manager
Answering customer questions today can lead to shaping entire product lines tomorrow. ($45K → $90K → $140K+)

🔹 Data Entry Clerk → Clinical Data Manager → Biostatistician
Managing spreadsheets might feel small — but it's your gateway to driving multi-million dollar research decisions. ($42K → $115K → $135K+)

🔹 Manufacturing Associate → Process Engineer → Supply Chain Lead
Day-to-day operations knowledge gives you leverage to design better systems and lead global teams. ($45K → $120K → $145K+)

There's no such thing as "just" an entry-level role.

Every starter job holds seeds of leadership, influence, and high-impact opportunities.

Spot these hidden pathways early. Build relationships with people who've walked them. And pursue your path with intention.

What people think gets them hired
 → A perfect resume
 → Fancy degrees
 → Buzzwords in interviews
 → Applying to 100 jobs a week

What actually gets you hired
 → Showing the impact you’ve made (not just tasks you did)
 → Translating technical skills into business outcomes
 → Communicating clearly under pressure
 → Demonstrating you can solve problems without handholding
 → Proving you’ll make your manager’s life easier
 → Building relationships before you even need the job

 Hiring managers aren’t looking for the “smartest candidate on paper.”

They’re looking for someone who reduces risk, adds value, and fits into the team fast.

That’s why the worst answer to “Why should we hire you?” is:
“Because I’m hardworking, passionate, and a quick learner.”

Every candidate says that.

The better answer?
“Because in my last role I [insert measurable result], and I can bring the same results here.”

Interviews aren’t about what you want from the job.

They’re about what you can deliver.

Rejection emails aren't failures, they're free career data.

Most candidates delete them and think “I wasn’t good enough.”

Strategic job seekers treat them like market research reports.

Each rejection is telling you exactly what the market wants:

"We went with someone with more industry experience."
→ Data point: This sector prioritizes domain expertise over potential
→ Strategy shift: Focus on adjacent industries or emphasize transferable wins

"We found a candidate who was a better cultural fit."
→ Data point: Your skills cleared the bar, but your interview approach missed the mark  
→ Strategy shift: Deep dive into company culture, adjust your story delivery

"We're looking for stronger technical skills in X."
→ Data point: Clear skill gap identified in high-demand area
→ Strategy shift: Prioritize this skill, document progress, lead with it next time

The smart way to analyze your rejection data:

Track the patterns
→ Same feedback across 3+ rejections? That's your priority development area
→ Different feedback each time? You're targeting too broadly

Read between the lines
→ Rejected after initial screen: Resume/qualification issue
→ Rejected after multiple rounds: You're competitive, minor tweaks needed
→ Generic rejection: They had an internal candidate (not about you)

Turn rejections into intel
→ Follow up for specific feedback (1 in 5 will respond)
→ Research who got the job on LinkedIn
→ Note which companies give detailed vs vague responses

The best candidates don’t avoid rejection, they analyze it.

Each “no” sharpens your strategy for the next “yes.”

Your job search becomes a data-driven process instead of throwing applications into the void.

What pattern have you noticed in your rejections that completely changed your approach?


➕ Follow for more strategic career insights

Stop memorizing interview answers, start doing this instead.

The problem with memorized answers? They sound robotic, inauthentic, and fall apart under pressure.

Here's what high-performers do instead:
→ Build a personal experience spreadsheet (categorized by skill)
→ Practice explaining complex situations simply
→ Create frameworks for thinking on your feet 
→ Focus on understanding WHY behind each answer

The goal isn't to remember the "perfect" response.
It's to develop the ability to craft authentic answers in real-time.

What's your strategy for handling unexpected questions?

5 signs you're ready to step into leadership (even if your title says otherwise).

Your business card might not say "Manager" or "Director," but leadership isn't about titles.

It's about behaviour and impact.

Here are the signs that show you're already thinking and acting like a leader:

1️⃣ You Take Initiative Without Being Asked
→ You see problems and solve them before they escalate
→ You volunteer for challenging projects others avoid  
→ You don't wait for permission to make improvements

2️⃣ Colleagues Naturally Come to You for Advice
→ People seek your input on decisions outside your job scope
→ You're the person others turn to when they're stuck
→ Your opinion carries weight in group discussions

This happens because you've built trust through consistent good judgment.

3️⃣ You Think Beyond Your Current Role
→ You understand how your work connects to bigger company goals
→ You spot opportunities and risks before others do
→ You ask "what if" questions that help teams prepare

You're not just completing tasks – you're thinking about outcomes and impact.

4️⃣ You Help Others Succeed Without Expecting Credit
→ You share knowledge and resources freely
→ You celebrate team wins louder than your own achievements  
→ You mentor colleagues in your spare time

Real leaders know that elevating others elevates everyone.

5️⃣ You Deliver Results While Making Others Better
→ Your projects consistently succeed
→ People perform better when working with you
→ You create systems that work even when you're not there

You don't just get things done, you improve how things get done.

Leadership is a choice you make every day, not a promotion you wait for.

You can start leading from any position, at any level.

What leadership behaviour will you demonstrate this week?

Waiting for your dream role keeps you unemployed.

Most job seekers scroll through endless listings, waiting for that "perfect match" that ticks every box.

Meanwhile, strategic candidates are building their dream roles from the inside.

Here's why the "dream role" mindset backfires:

→ You're optimizing for job descriptions, not career growth
→ Perfect roles get hundreds of applications from people just like you
→ Experience beats credentials every time - but you need somewhere to get it
→ Companies promote from within way more than they hire externally for senior roles

Dream roles are built, not found.

Here's how:
1️⃣ Target companies, not just positions
Look for organizations where your dream role could evolve. Sometimes a "good enough" position at the right company beats a perfect title at the wrong one.

2️⃣ Focus on transferable skills over perfect job matches
→ Most job seekers: "I need exactly these responsibilities"
→ Strategic candidates: "Where can I develop the skills that matter most?"

3️⃣ Use stepping stone positions strategically
That "junior" role at your target company? It's your inside track to understanding their real needs and proving your value before the perfect opening exists.

4️⃣ Build relationships while you're employed
The best opportunities come through internal networks, not job boards. Get in the door, then get known.

People who take "imperfect" roles often create their ideal position within 12-18 months.

They identify gaps, propose solutions, and suddenly they're doing work that didn't exist in any job posting.

While the perfectionists are still scrolling job boards, the strategic movers are already building their next promotion.

What's a role you took that seemed "beneath" you but ended up accelerating your career?

Most job seekers:
🔹 Send 100 resumes
🔹 Cross your fingers
🔹 Wait for a reply

That’s why most job seekers stay stuck.

Sadly, resumes rarely start conversations. They get ignored.

What actually works is sending something that shows impact 👇

🔹 A short project you built that solves a real problem
🔹 A portfolio of case studies (yes, even for non-design roles)
🔹 A one-page breakdown of how you’d improve the company’s process or product
🔹 A LinkedIn post where you share insights about their industry
🔹 A referral request with context on why you’re a fit

Hiring managers don’t remember generic bullet points.

They remember proof.

Your resume says: “I’ve done these tasks.”
Your project or portfolio says: “Here’s how I create value.”

 That difference is what gets you noticed, called back, and eventually hired

The worst answer you can give to “Why should we hire you?”

It’s one of the most common interview questions.

And also one of the easiest to mess up.

Most candidates answer with:
 👉 “Because I work hard.”
 👉 “Because I’m passionate about the field.”
 👉 “Because I have the right degree.”

Here’s the problem ⬇️

None of those shows impact.

Hiring managers don’t just want to know who you are.

They want to know what changes when you’re in the role.

Bad answers describe effort.

Great answers describe results.

Instead of:

❌ “I’m detail-oriented and hardworking.”

Try:

✅ “In my last role, I created a new tracking system that reduced reporting errors by 30%. I’d bring that same problem-solving mindset to your team.”

See the difference?

One tells them about you.

The other shows them the impact you’ll have.

The biggest interview prep mistake isn't practicing "common questions".

It's showing up without a story bank.

Most candidates think having "some examples" is enough. But a story bank is different. It's a curated collection of 10-15 specific situations from your experience, each pre-structured and ready to deploy.

Here's what goes into a proper story bank:
→ Challenge/conflict situations you navigated
→ Leadership moments (formal or informal)
→ Times you improved processes or solved problems
→ Collaboration across teams or departments
→ Failures and what you learned from them
→ Initiatives you drove from start to finish

It's like having a cheat sheet for an exam, except instead of formulas, you have real experiences that prove your capabilities. And unlike cramming generic answers, these stories are authentically yours.

The strategic advantage is massive:
→ You answer behavioural questions with confidence, not panic
→ One well-crafted story addresses multiple competencies
→ Interviewers remember specific examples over vague claims
→ You control the narrative instead of scrambling for examples
→ You sound natural because you're talking about real experiences

While other candidates fumble through "tell me about a time when..." questions, you're strategically showcasing your best work.

The candidates who build story banks don't just get jobs. They get the jobs they actually want.

What's your story bank looking like? Are you building one, or still crossing your fingers and hoping for softball questions?

☎️  Message me if you need help building your story bank and learning how to interview well
♻️ Share this with someone interviewing soon
➕ Follow for more strategic career advice

How STEM grads can go from lab bench → leading teams in 3 moves.

Most technical professionals think leadership means abandoning their expertise.

That's not true.

In fact, your technical background is your secret weapon.

The best STEM leaders leverage their analytical thinking and problem-solving skills to build stronger teams.

Here's how to make the transition:

1️⃣ Develop Leadership Skills Within Your Technical Role
→ Volunteer to mentor junior researchers or new hires
→ Lead journal clubs or technical presentations  
→ Take ownership of project timelines and deliverables
→ Start documenting SOPs that others can actually follow

Your advantage: You understand the work deeply, so people trust your technical guidance.

2️⃣ Build Cross-Functional Experience
→ Join project teams with marketing, regulatory, or business development
→ Attend client meetings to understand actual customer pain points
→ Participate in budget planning and resource allocation discussions
→ Translate complex technical concepts for non-technical stakeholders

Your advantage: You can bridge the gap between what's scientifically possible and what's commercially viable.

3️⃣ Take Initiative on Team Projects
→ Propose solutions to workflow inefficiencies you notice daily
→ Lead cross-departmental initiatives or process improvements
→ Organize knowledge-sharing sessions between departments
→ Volunteer for high-visibility projects requiring technical expertise

Your advantage: You see operational problems others miss and can design systematic solutions.

Most senior scientists earning $120K+ started by doing exactly these things while still pipetting.

The transition timeline? 18-36 months if you're strategic about it. 

Companies desperately need leaders who understand both the science and the business. And they're willing to pay for it.

Ready to leverage your STEM background into leadership? Start with step 1 today.

What's holding you back from taking that first leadership step?

Leadership is the only promotion where your success is measured in other people’s growth.

In every other role, success is about you:
→ Your output
→ Your results
→ Your expertise

But leadership flips the script.

It’s no longer about being the smartest person in the room.

It’s about creating a room where everyone feels smart enough to contribute.

Great leaders measure their success in:
→ How many people grow under their guidance
→ How many team members feel safe to take risks
→ How many careers they help launch, not block

The hardest part?

You don’t get instant credit.

When you close a deal, write code, or finish an experiment, there’s a clear win.

When you lead, the win shows up later:
→In someone else’s promotion.
→In a junior hire finding their confidence.
→In a team solving problems without you in the room.

That’s why leadership is one of the most rewarding (and humbling) promotions.

Because your growth depends on letting go of “me” and doubling down on “we.”

7 Science-Adjacent Careers to give your income a little boost. Your science degree opens doors far beyond traditional lab work. 

Here are 7 roles where your research background becomes a valuable asset (sometimes with higher compensation than bench research):

1. Technical Services | $60K–$85K
Perfect for problem-solvers who enjoy scientific consultation without benchwork. Support research teams remotely, troubleshoot complex issues, and apply your expertise in a client-facing role.

2. Product Management | $90K–$130K (Director level: $150K+)
Drive strategy and success for biotech products from conception through market presence. Blend scientific knowledge with business acumen to shape product direction and growth.

3. Biotech Sales | $70K–$120K (Top performers: $150K+)
Transform your lab experience into a revenue-generating asset. Represent cutting-edge scientific products while building relationships with research institutions and biotech companies.

4. Field Application Scientist | $85K–$120K
Bridge the gap between products and scientists through hands-on training and support. Ideal for those who love teaching and travelling while staying connected to research.

5. Business Development | $100K–$150K+
Shape the future of biotech through strategic partnerships and deals. Leverage your scientific background to identify and evaluate opportunities for growth and collaboration.

6. Manufacturing QA/QC | $65K–$95K (Senior roles: $110K+)
Ensure the quality and compliance of biotech products at scale. Critical role in bringing innovations from lab to market while maintaining rigorous standards.

7. Technology Transfer | $75K–$115K
Guide scientific discoveries from academia to commercial applications. Perfect blend of scientific expertise, intellectual property knowledge, and business strategy.

While traditional research roles often cap at $70K-$85K, these alternative paths can offer higher earning potential while keeping you connected to science.

Stop trying to ‘motivate’ people. Start removing what demotivates them.

You can't force someone to care about their work.

But you can absolutely kill their enthusiasm without even realizing it.

Most people start jobs excited and engaged. Then we slowly crush that drive with policies, processes, and death by a thousand cuts.

The biggest motivation killers I see:
→ Micromanaging every decision (even the $5 ones)
→ Expectations that shift like sand dunes
→ Meetings about meetings about meetings  
→ Approval chains for basic supplies
→ Taking credit when things go right, assigning blame when they don't
→ Radio silence for months, then "we need to talk"

Instead of motivational posters, try this:

1️⃣ Give clear direction, then get out of the way
→ Define the outcome you want
→ Let them figure out how to get there
→ Check in, don't check up

2️⃣ Kill the bureaucracy that kills momentum
→ If it takes longer to get permission than to do the work, eliminate it
→ Question every "that's how we've always done it"
→ Make the default "yes" instead of "let me ask my boss"

3️⃣ Make it safe to be human
→ Admit when you don't have answers
→ Ask "What's blocking you?" not "Why isn't this done?"
→ Treat mistakes as tuition for better judgment

The best managers don't pump people up.

They remove the friction that wears people down.

What's the most demotivating thing you've experienced at work? Leaders, what obstacle could you eliminate for your team this week?

Hidden interview mistakes you don't even notice you're making (and how to fix them).

1️⃣  Over-explaining
You gave a 10-minute technical breakdown when the interviewer wanted a 90-second summary. 

2️⃣  Answering in the past only
You talk about what you did, but never link it to how you'll create impact in their role. Connect your past project to THEIR specific business challenges.

3️⃣  Skipping context
You jump straight into results without setting the stage, leaving the interviewer lost. Start with "We needed to reduce server costs by 40%" before diving into your implementations.

4️⃣  Not bridging skills
You assume your lab/project experience speaks for itself rather than connecting it to the job description. Show how your research methodology applies to their agile development process.

5️⃣  Treating it like an exam
You think there's a "right answer" instead of showing how you think, collaborate, and problem-solve. The best candidates I've hired weren't always the most technically perfect.

These mistakes don't show up in your interview prep notes.

They sneak in while you're nervous, focused on sounding smart, or trying to prove yourself.

But there's good news. The most successful candidates turn it around by:
👉 Practicing 90-second versions of their best stories
👉 Explicitly connecting past work to the company's current challenges
👉 Using stories with context → action → impact
👉 Drawing clear lines between academic or personal projects and business outcomes
👉 Approaching interviews as two-way discussions about solving real problems

You don't need to be perfect.

You just need to avoid the mistakes that sink 80% of technical interviews.

Memorizing your "Tell me about yourself" answer is sabotaging your interviews.

Here's why it backfires,

You sound like you're reading a script. Interviewers hear over 50 candidates weekly. They can spot rehearsed answers instantly.

But the real damage happens after.

When they ask "What specifically drew you to biotech?" or "How does that experience relate to our regulatory challenges?" you freeze.

Your memorized speech didn't prepare you for the follow-up.

→ You stumble through generic responses
→ Miss opportunities to connect your story to their needs  
→ Show you can't think adaptively under pressure
→ Waste the one question designed to build rapport

What works instead:
→ Master a 3-part structure: relevant background → current focus → why this role
→ Practice explaining career transitions conversationally (not word-for-word)
→ Prepare 3-4 different angles based on job requirements
→ Connect each part to problems they're actually trying to solve

Example: Applying for a regulatory role? Lead with your compliance experience and process improvement wins. Research position? Start with technical problem-solving and highlight specific methodologies.

The best "Tell me about yourself" answers feel like natural storytelling, not elevator pitches.

They show you understand what matters to them and can communicate complex ideas simply under pressure.

Also add a fun fact about yourself, you never know what will connect you with interviewer.

I once briefly mentioned having an Etsy shop where I sell art on the side and the recruiter found that fascinating. 

How do you currently prepare for this question?

Do you memorize a script or practice flexible frameworks?

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