Funding Secured - Now What?

Building a Scalable Team in the Life Sciences Sector

Secured your first funding round? Congratulations.

Now the real challenge begins.

For many early-stage life sciences companies, securing seed or Series A investment represents validation - not only of their scientific vision but of their commercial potential. However, as any investor will tell you, execution is everything. And execution begins with the team.

At HRS, we’ve partnered with dozens of biotech, MedTech, and diagnostics startups at this exact inflection point. We know what separates those who scale effectively and those who stumble: A strategic approach to talent right from the start.

This might sound confusing but it’s important. Founders often oscillate between over-hiring too quickly and waiting too long to plug critical gaps. The key is a phased hiring strategy that maps roles to both milestones and cash burn.

At HRS, we work with clients to build phase-specific hiring roadmaps that align with development timelines. Whether it’s preparing for IND submission, CE marking, or a commercial pilot, we understand the essential nature of hiring strategy – and implement the best one for your company. 

 

 

These early team members will define your startup's DNA. At this early stage, every individual has an outsized influence on how decisions are made, how challenges are approached, and how your team collaborates under pressure. These aren't just employees; they're co-builders of your business identity.

It’s a common mistake to hire based solely on academic pedigree or technical accomplishments. Of course, scientific excellence matters - but in a startup environment it’s one part of the equation. You need people who believe in the mission, who can adapt to ambiguity, and who thrive in a fast-paced, high-accountability setting where roles evolve quickly. Make sure your first hires shape the character, culture, and long-term trajectory of your company.

We evaluate candidates not only for skills and experience but for startup readiness - a trait that can’t be taught, only screened for.

 

 

Beware of the Specialist Trap

In life sciences startups, it's easy to default to hiring subject-matter experts for every technical niche. While depth is valuable, an over-reliance on specialists too early can slow you down. Silos form occurs, flexibility is lost, and momentum suffers - especially when each expert focuses narrowly on their own area.

What’s often more valuable in the early stages are multidisciplinary generalists - individuals with a solid technical foundation who can flex across functions. These team members bridge gaps between R&D, operations, regulatory, and strategy. They adapt quickly, wear multiple hats, and help push the business forward when resources are tight, and roles are fluid.

At HRS, we help startups find that balance. We look for people who bring both capability and adaptability - the ones who can grow with your company and evolve as roles become more specialised later down the line.

Specialists build depth, but generalists build momentum. Start with agility, then scale into expertise.

 

 

In-House vs. Outsourced: Making the Right Call at the Right Time

When does it make sense to bring expertise in-house versus using external consultants? It’s one of the most critical strategic decisions a life sciences startup can make, and the answer is might not always seem straightforward.

Building internally gives you greater control, and the ability to develop proprietary knowledge. But it also comes with higher fixed costs, onboarding time, and a steeper management burden. On the flip side, outsourcing to external partners - whether for clinical trials, manufacturing, regulatory strategy, or bioinformatics - can offer speed, scalability, and access to seasoned expertise. However, it may limit agility and alignment if not managed carefully.

At HRS we know that quality and consistency from us, mutually aligned goals, and your maintained control of your company’s policies is essential. We've worked closely with life sciences startups at every stage of growth - from lean, VC-backed gene therapy companies just entering the clinic, to diagnostics ventures scaling ahead of IPO. Our experience means we don’t offer cookie-cutter advice. We assess your goals, funding runway, technical milestones, and team dynamics to help you structure the right mix of internal and external talent.

This is just one of the reasons that we maintain great relationships with our clients.

Whatever you’re looking for, we want to help you define a talent strategy built around your next milestone - not someone else’s playbook.

 

Final Thoughts

Raising capital is a major achievement, but it’s just the beginning. The startups that build wisely and scale deliberately are the ones that go the distance. At HRS, we don’t just fill roles - we build teams with foresight, flexibility, and real industry alignment.

Ready to map out your hiring strategy post-raise? Let’s talk.

Contact one of our specialists today.