Blog Classic

Most companies hire Commercial leaders based on what they can see—résumés, titles, and interview polish. But real leadership fit runs deeper. This post breaks down why surface-level hiring (Phenotype) often fails—and how to assess the underlying traits, drivers, and behaviors (Genotype) that actually predict success. Includes a framework for reducing bias and expanding your access to diverse, high-performing talent.

Hiring a Chief Commercial Officer, VP of Sales, or VP of Marketing isn’t about instincts and interviews. It’s about structure. This post breaks down how to identify, benchmark, and hire Commercial leaders who actually drive growth in Life Sciences.

Investors and CEOs of Life Sciences companies aren’t looking for transactional recruiters — they want a partner who understands the pressure, the pace, and what’s at stake. This blog unpacks what they truly value and how Alder Brooks aligns with that mindset.

Great Founders know when to lead from the front — and when to bring in a commercial leader who’s done it before. This post explores the mindset shift required to grow from building the product to building the team — and how that one decision changes the trajectory of Life Sciences companies.

A candidate can have a great resume, tell a strong story, and still fail to deliver. This post explains why even the most experienced CEOs and Investors need a structured evaluation process — and how retained search firms go deeper than contingent firms when the stakes are highest.

Resumes show experience. Interviews test communication. But neither tells you who a leader really is. This blog breaks down the difference between competencies and traits — and explains why evaluating both is essential when hiring Sales and Marketing executives in Life Sciences.