Tag: Chiron Corporation

[Through the Glass Door] Does Art Levinson Stay at Genentech?

Folks like Art – as well as many if not most of the Genentech exec team – have lots of options. Everyone loves a winner, and loves a winner with a string of success even more. And the with a retention plan in place that only keeps folks until the summer, my bet is that a la Chiron a number of folks leave once the plan’s handcuffs are off.

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[New Rules] 5 Landmines to Sidestep When Changing Jobs

Landmine Explosion during UNMIN Training

Changing jobs in today’s economy is tough enough without adding complexity. But something as seemingly straight forward and simple as moving from one organization to another for a job change can get sketchy if you manage to make some highly avoidable mistakes.

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[Through the Glass Door] The Genentech Acquisition: An Open Letter to Basel

As the new owners you might want to think about how you’re going to keep some of the current great talent, or even attract new talent when some of the newly minted Genentech millionaire employees decide to do the unusual and really retire. It’s not easy – the people who settled in North America in the old days were adventurers and today’s inhabitants still are. I meet these entrepreneurial souls all the time, and a few of them are even from Switzerland, where they say (sorry for the candor) that the phrase “Swiss creativity” is an oxymoron.

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10 Secrets Headhunters (Usually) Don’t Tell You – Part 7 of the series “Choose Me, Hire Me!”

Top Secret!

Even in a down market, jobs are can be hard for employers to fill for a variety of reasons and some form of search agency is utilized: hard technical requirements, over choosiness on the part of the employer, requisite discretion when replacing an unknowing incumbent, or the job is of such a nature or level where candidates are unlikely to come forward themselves and need to be surfaced directly.

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Choose Me, Hire Me! – Part 1: Show Up

Woody Allen

Woody Allen’s line “Eighty percent of success is showing up” says it all. I’ve lost count of candidates who failed to show for interviews, missed phone calls, or didn’t send in follow-up materials. The excuses – if there are any – all are good and ultimately lame, and they’ve come from senior exec to factory worker job candidates.

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