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Earlier this week, I had lunch with a friend who after 15 years of being knee-deep in lab work had decided it was time to trade in lab work for a role in the commercial world. 

Naturally, we ended up chatting about how the career paths into both lab and commercial roles have changed dramatically over the years.

We took a trip down memory lane, back to the 1980s. Back then, being hired straight from the lab was a lot easier.
If you could understand the science, selling the product was practically a walk in the park. 

Companies were far more willing to take a punt on new recruits provided you had the right mix of curiosity and character. After all, if you could grasp the intricacies of science, you’d probably figure out their product in no time. 

Before we all became glued to our smartphones (and couldn’t live without them, let’s be honest), we relied on trade magazines for updates. Those back pages? They were a treasure trove ads for lab roles, a few opportunities in Saudi Arabia, and of course, some recruiters. That was where I first came across Penny Warren.

Now, Penny wasn’t just any recruiter. Penny knew every senior manager, every HR head, and had personal relationships with the who's who of the industry. If there was a conference, Penny was there front and centre. She always seemed to be one step ahead of the curve. It wasn’t just the names she knew; it was the insider knowledge that made the difference. She wasn’t just matching resumes with job ads she was matching personalities with company cultures.

I owe Penny a lot. She placed me at multiple companies, and the people I hired through her? Haven’t regretted a single one. When Penny sent someone my way for an interview, I knew they were the real deal. No surprises, no “oops” moments. She understood that skills were important, but a cultural fit? That was the cherry on top.

But here's the thing: Could I start my career the same way today? No, I could not. 

Fast-forward to now, and the landscape is vastly different. A BSc? That's the bare minimum. Nowadays, they’re asking for MScs or PhDs. You’d better have at least 5 years of sector-specific sales experience if you want to get your foot in the door. The days of a blank slate are gone.

And then there’s LinkedIn the latest evolution in recruitment. With a premium membership, everyone can be a "recruiter." They’re not personally invested in your career; they’re looking for keywords, hitting search criteria like a bingo card. The human touch? That feels like it’s gone.

Having worked with some “generalist” recruiters myself, the difference is night and day. You often find yourself going through a pile of CVs that barely meet the mark just because they’ve ticked off a few buzzwords. The human element is fading, and with it, the real art of recruitment relationships.

Now, I’m not here to turn this into a shameless plug for Penny Warren Recruitment (though I wouldn’t mind if that were the case 😜). This was just a candid chat with a friend about the challenges of breaking into the commercial world today versus the 1970s and 80s. And it made me wonder, are other industries experiencing the same shift?

So, my advice to my friend: You've got the scientific background. You’re halfway there. But now, be picky with your recruiters. Don't fall for the quantity-over-quality trap. Find those who get you the ones who see beyond the keywords and actually understand your career aspirations. That's how you'll land a job that fits like a well-tailored suit, not just a paycheck.