Consulting built from real hiring decisions.
Career, placement, and advisory work for people and teams in pharma, biotech, and life sciences.
Most career and hiring advice in this industry is written by people who have never read a CV at 11pm before a hiring committee, or sat across from a graduate explaining for the third time that the role was filled internally. I have. The work below comes out of that vantage point — running placements through EduRecru, advising training and ed-tech teams, and walking individual candidates from a stalled job hunt into a role they would actually stay in.
What follows is not a menu of generic offerings. It is the four kinds of work I take on, who each one is for, and what you can expect to leave with. If a problem doesn't fit cleanly into one of these, tell me — I would rather decline a bad fit than sell you a misshaped engagement.
1:1 Career Strategy
Who it's for
Graduates, scientists, and mid-career professionals in pharma, biotech, and life sciences.
Most career advice in pharma is recycled from people who have never sat on a hiring panel. I have — for over a decade, across formulation, QA, regulatory, and commercial roles. These sessions are a working diagnosis, not a pep talk: we audit your positioning, separate signals recruiters actually read from noise, and build a 90-day plan with named target companies, role families, and the specific gaps to close before applying.
What you leave with
- A written positioning statement you can paste into LinkedIn the same day
- A shortlist of 15–25 realistic target employers, ranked by fit
- A 90-day execution plan with weekly checkpoints
Placement & Hiring Support
Who it's for
Pharma colleges, training institutes, and hiring managers building life-sciences teams.
Placement cells get judged on percentages; hiring managers get judged on retention. Both break for the same reason — candidates are matched on degrees, not on the work. Through EduRecru I run a structured pipeline that screens for the things interviews miss: lab discipline, documentation habits, regulatory literacy, and the willingness to start in tier-2 cities where the actual jobs are. Institutions get measurable placement lift; employers get hires who stay past month nine.
What you leave with
- Pre-screened candidate shortlists with role-specific scorecards
- Curriculum feedback loops from real employer interviews
- Retention data tracked at 3, 6, and 12 months
Workshops & Talks
Who it's for
Universities, accelerators, and corporate L&D teams.
I don't deliver motivational keynotes. The sessions I run are built from anonymised hiring decisions — the actual reasons candidates were picked or passed — and the audience leaves with frameworks they can use in the next interview, not slogans. Topics include reading pharma JDs honestly, building a portfolio when you have no industry experience, and the quiet biases that decide most early-career hires.
What you leave with
- Custom-built sessions tied to your cohort's stage and industry
- Worksheets and rubrics participants keep after the session
- Optional follow-up office hours for high-intent attendees
Advisory & Consulting
Who it's for
Ed-tech, recruitment, and pharma-training founders building hiring or learning products.
I have spent the last several years inside both sides of this market — running a placement company and advising teams shipping career products. That vantage point is rare and it shows up in the work: I help you decide which user you are actually serving (it is usually not the one in the deck), where your funnel is leaking money, and which content, hiring partnerships, or go-to-market motions will compound. Engagements are scoped tightly; I would rather do one quarter well than twelve months of vague retainers.
What you leave with
- A written diagnostic of the highest-leverage gaps in your product or GTM
- Hands-on work on positioning, content, or hiring-partner motion
- A clear exit so your team owns the playbook, not me
How I work
Every engagement starts with a 25-minute call — free, no pitch deck — to decide together whether I am the right person for the problem. If I am not, I will say so and, when I can, point you to someone who is. If we proceed, the scope, deliverables, and price go in writing before any work begins. No retainers that drift, no recurring invoices for vague "support."
I publish openly about pharma hiring on the writing page so you can read the thinking before you buy the time. That is on purpose: trust should be earned in public, not promised on a sales call.
Frequently asked questions
- How much does an engagement cost?
- 1:1 career strategy starts at INR 15,000 for a single working session and scales for multi-week sprints. Placement and advisory work is scoped per engagement — typically INR 75,000 to INR 4,00,000 per quarter depending on depth. Every quote is fixed and goes in writing before any work begins. No hourly billing, no creeping retainers.
- How long does the work take?
- Individual career sprints run 4 to 12 weeks with weekly check-ins. Institutional placement pipelines need at least one academic cycle (8 to 10 months) to show real numbers. Advisory engagements are scoped to a single quarter by default — I would rather do one quarter well than 12 months of vague support.
- What do I actually receive?
- Every engagement ends with written artefacts you keep: a positioning document and 90-day plan for individuals; scorecards, curriculum patches, and partner-employer lists for institutions; a written diagnostic and playbook for advisory clients. The goal is for your team to own the work, not me.
- Do you offer guarantees or refunds?
- I don't promise job offers — anyone who does is selling you something. What I do guarantee: a free 25-minute scoping call before you pay; a written scope with fixed deliverables; and if I miss a deliverable on my side, I either fix it on my own time or refund that portion. About 1 in 5 intake calls end with me declining the engagement because I'm not the right fit, and that is by design.
Want to see how this plays out in practice? Read the case studies for three anonymised engagements with numbers.
Curious whether one of these fits your situation?
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