By Jennifer Maffia, Owner of Advanced Recruiting Partners 

A successful biopharma launch is years in the making. 

Long before a product reaches the market, teams have invested enormous amounts of time, expertise, and resources into research, clinical development, regulatory strategy, and everything required to move a promising therapy forward. 

But as a company gets closer to commercialization, another piece of that strategy becomes increasingly important: the people who will help bring that product to market. 

Commercial hiring cannot be something companies begin thinking about at the last minute. The right people need enough time to understand the product, the market, the organization, and the challenges ahead. 

A Successful Launch Starts Earlier Than Launch Day 

One of the biggest questions companies face is when to begin building their commercial organization. 

There isn’t one universal answer. 

Company size, existing infrastructure, launch strategy, market access needs, geographic reach, and the product itself can all influence when particular roles need to be filled. 

What matters is working backward from what needs to be in place at launch rather than waiting until a position suddenly becomes urgent. 

BioSpace recently highlighted this challenge in a discussion with commercial leaders and recruiting professionals. The timing of commercial hiring can vary significantly depending on an organization’s circumstances, but getting the right capabilities in place early can be especially important for smaller and midsize biopharma companies preparing for launch. 

From a recruiting perspective, this is where workforce planning becomes part of launch planning. 

Commercial Experience Alone Isn’t Enough 

Experience matters, particularly when you’re building a team responsible for navigating a complex marketplace. 

But I would caution hiring managers against assuming that years of commercial experience or an impressive company name automatically make someone the right hire. 

Some of the qualities that are hardest to capture on a résumé are also incredibly important. 

Can this person collaborate across functions? 

Do they take initiative? 

Can they understand the science and communicate it appropriately? 

Are they comfortable solving problems when there isn’t an established playbook? 

Industry leaders interviewed by BioSpace similarly emphasized qualities including collaboration, initiative, clinical understanding, integrity, and the ability to operate within complex environments. 

Those characteristics can become especially important during a launch, when circumstances change quickly and teams need to adapt. 

Hire for the Company You Actually Are 

This is one of the most important conversations I have with both candidates and hiring managers. 

Someone can be extremely successful in one organization and struggle in another. 

A professional coming from a large pharmaceutical company may be accustomed to established systems, specialized responsibilities, and extensive internal resources. Moving into an emerging biotech may mean broader responsibilities, fewer established processes, and considerably more ambiguity. 

The reverse can also be true. Someone who thrives with autonomy in a smaller organization may find a highly structured environment frustrating. 

Neither candidate is necessarily stronger. 

They simply may be suited to different environments 

Understanding how someone achieved their previous success can tell you far more than looking at the company names on their résumé. 

Move Quickly, But Don’t Rush the Decision 

This is where commercial recruiting requires balance. 

Strong candidates have options. BioSpace reported that employers can lose candidates when hiring processes move too slowly, particularly in a market where sought-after commercial professionals can be selective. 

That doesn’t mean companies should rush hiring decisions. 

It means the process needs to be intentional. 

Know who needs to interview the candidate. Know what you’re evaluating. Eliminate unnecessary delays. Communicate clearly about next steps. 

At the same time, give yourself enough opportunity to understand the person beyond the résumé. 

A fast process and a thoughtful process don’t have to be opposites. 

Retention Begins During Recruitment 

Hiring the commercial team is only the beginning. 

When experienced talent is in demand, other companies will be interested in the people you’ve hired too. BioSpace’s panel discussed employee poaching as a particular retention concern in areas including oncology and rare disease. 

That’s why retention shouldn’t become a conversation six months after someone joins. 

It begins with recruitment. 

Are expectations realistic? 

Does the candidate understand the environment they’re joining? 

Can they see opportunities to grow? 

Will they have the trust and resources necessary to succeed? 

Do they understand how their work contributes to the company’s larger mission? 

Compensation matters, but people also pay attention to whether they feel valued, challenged, supported, and invested in. 

Your People Are Part of Your Launch Strategy 

Companies understandably spend enormous amounts of time thinking about clinical milestones, regulatory requirements, market access, commercialization strategy, and launch execution. 

The people responsible for executing those plans deserve the same level of consideration. 

Commercial hiring isn’t simply about filling a certain number of positions before a launch date. 

It’s about building a team with the experience, adaptability, judgment, and motivation to take everything an organization has spent years developing and help successfully carry it into its next stage. 

After more than 20 years in recruiting, one thing continues to hold true for me: the best hiring strategies aren’t separate from the business strategy. They’re built into it. 

And when the stakes include bringing a new therapy to market, getting the people piece right matters from the very beginning. 

About Jennifer Maffia 
With over 20 years of experience in clinical staffing, Jennifer Maffia connects pharmaceutical, biotech, and life sciences companies with top-tier clinical talent. She is known for building lasting client relationships, supporting tenured recruiters, and driving impactful hiring strategies. Through industry partnerships and active board involvement, Jennifer remains committed to advancing the life sciences field and improving patient outcomes.