How to Conduct a Successful Job Search and Negotiate Your Best Offer 

Step 1: Reflect on Your Career Goals

Before diving into job postings, take a step back and reflect. What direction do you want your career to take? Consider the following: 

• Do you envision yourself leading a department, becoming a subject matter expert, or perhaps transitioning to academia or a government role such as the US Food and Drug Administration? 
• What skills or experiences do you need to move in that direction? 

Take stock of where you are now and compare it to where you’d like to be. Reviewing job descriptions for roles you aspire to can help identify any experience gaps. You might find you’ll need an interim step, a role that bridges where you are today with where you want to go. For example, if your long-term goal is to lead biometrics and you’re currently at the director level, targeting a therapeutic area head position may be a smart next move.

Step 2: Should You Work with a Recruiter?

Entry-Level: Recruiters usually don’t place early-career candidates, as most employers expect new graduates to apply directly or come through referrals. Tap into your alumni network and university career resources. 

Mid-Career: A well-connected recruiter can be a valuable partner. Speak to a few to find someone who understands your area of expertise. Their services should come at no cost to you, and the right recruiter will feel like an ally, not a salesperson. 

Senior-Level: At the executive level, it’s worth establishing ongoing relationships with trusted recruiters. Even if you’re not actively looking, taking calls from contingent and retained search firms keeps you informed about market trends and top-tier opportunities. 

Step 3: Where to Look for Opportunities

• Company Websites: Make a shortlist of organizations you admire and check their career pages regularly. 

• Job Boards & Alerts: Use Google Jobs, LinkedIn, and Indeed to set up automated alerts based on your interests. 

• Professional Network: Keep in touch with colleagues, former managers, and peers. Many opportunities arise through word of mouth. 

• Recruiting Firms: Stay in touch with recruiters throughout your career, not just when you’re job hunting. 

Step 4: Navigating the Interview Process

Be Proactive with Logistics 

When you’re scheduling, be flexible and provide a range of availability. Clarify the process—how many rounds, interview formats, and whether any will be in person. Then, dig into your research and do the following: 

• Learn about the company’s pipeline, mission, leadership, and funding, if applicable. 
• Look up relevant studies on Clinicaltrials.gov. 
• Review the LinkedIn profiles or publications of your interviewers. 

Set Yourself Up for Success 

Virtual Interviews 

• Test your audio, video, and internet connection in advance. Download appropriate applications (i.e., Microsoft Teams or Zoom)  
• Choose a clean, neutral background with good lighting. 
• Dress professionally, just as you would for an in-person meeting. 
• Have a glass of water handy, not a sports bottle or cup with a straw. 

Onsite Interviews 

• Travel the day before, if possible. 
• Confirm who will make travel arrangements and find out what the reimbursement policies are. 
• Choose business attire to make a polished impression. 

Prepare Thoroughly 

• Re-familiarize yourself with your résumé, including older roles. You should have examples of at least one project from each role with good detail.  
• Prepare a presentation if it’s requested—or even if it’s not. 
• Jot down key accomplishments to refresh your memory. 
• Rehearse your answers to common questions and practice your presentation with a trusted friend or colleague. 
• Customize thoughtful questions for each person you’ll meet, taking into consideration their area of expertise and how their function would interact with the role you are interviewing for. 
• Use the STAR method to structure your responses: 
  • Situation: What was the context? 
  • Task/Action: What did you do? 
  • Result: What was the outcome, and what did you learn? 

Present Yourself Well on Interview Day 

In Person 

• Maintain eye contact and good posture. Sit toward the front of your chair; it creates a strong impression of engagement. 
• Offer a confident but approachable handshake. 
• In panel interviews, distribute your eye contact across the group—focus on the person asking the question and acknowledge everyone else, as well. 
• For both in-person and virtual interviews, thank each interviewer at the end of the interview and, with the hiring manager and human resources representative, express your interest in the role with examples of why you think you are a good fit and how the company and this opportunity fit your career goals.  

Virtual 

• Avoid backlighting and use a ring light, if needed. 
• Have notes and place them around your screen discreetly or on your desk. Avoid paper rustling. 

Follow Up Thoughtfully 

• Ask about the timeline for decisions. 
• Thank each interviewer sincerely—by email, if you have their contact, or through your company point of contact. 
• If you haven’t heard back by the expected date, follow up with a polite message reaffirming your interest. 

Step 5: Offer Time – Negotiate with Confidence

Before negotiating, consider the following important questions: 

• Does this role move me closer to my long-term goals? 
• Does the company’s mission resonate with me? 
• Do I see myself thriving with this team and manager? 

Then, think about your current role and ask yourself the following questions: 

• Are you due a bonus or equity vesting in the next 12 months? 
• What’s your paid time off policy, and how much do you use it? 

Understand Your Market Value 

• Research salary benchmarks using job boards, public pay ranges, and conversations with peers. 
• Know how company size influences compensation. 
• Ask about the salary range early in the process. 
• Understand most offers fall between the 50th and 75th percentile. 

Prioritize What Matters 

• Base Salary 
• Sign-On Bonus 
• Long-Term Incentives 
• Paid Time Off 

Identify 1–2 priorities for negotiation. Keep perspective. A small increase in base salary may not translate into a significant paycheck change, and pushing too hard can risk the offer or create an uncomfortable environment for you at the company. Paid time off may be negotiable, but bonuses and long-term incentives are not. 

When you negotiate, do the following: 

• Clearly communicate what you are asking for and your reasoning. 
• Include your preferred start date in the negotiation. 
• Let them know you’ll accept the offer immediately if your terms are met. 
• Stay respectful and professional throughout. 

Job searching and negotiating your offer are rarely simple, but with preparation and focus, you can navigate both with confidence. Take the time to understand what you want, what you’re worth, and how to present yourself effectively. You’ll be well positioned not just to land a new role, but the right role.

Barbara Day

Vice President, Biometrics Permanent and Contract Staffing Solutions, Penfield Search Partners

With a career spanning more than 25 years, Barbara Day has established herself as an expert in the pharmaceutical, biotech, and contract research organization industries. She heads the permanent biometrics practice and is the founder of Penfield’s Consulting Group. Day has played a key role in connecting talented individuals with top-tier companies in need of specialized expertise in biostatistics. Her deep understanding of the drug development industry has been instrumental in shaping the success of countless projects and initiatives. 
 
Day has a passion for helping companies integrate the right biometrics professionals into their organizations to improve the drug development process and lower the drug failure rate due to study design flaws. She strives to work with chief medical officers in the emerging biotech space to identify the right time to bring in quantitative approaches to the trials through both high-level strategic consultants and full-time hires.