Technology Expert | Process Optimization & Automation | AI Specialist in Procurement, Supply Chain & Finance

With over 26 years of experience, I specialize in transforming how businesses operate by leveraging cutting-edge technology to optimize processes, automate workflows, and enhance decision-making. My expertise spans procurement, supply chain, and finance, where I’ve consistently driven efficiency, reduced costs, and unlocked operational agility through intelligent automation and AI-driven solutions.

💡 Core Strengths

	•	Process Optimization & Automation: Streamlining complex workflows to reduce manual tasks and empower teams with data-driven insights.
	•	AI-Driven Solutions: Implementing AI to boost operational efficiency, improve decision-making, and elevate performance across procurement, supply chain, and finance functions.
	•	Technology Leadership: Partnering with professionals to integrate advanced technology for better business outcomes, driving sustained growth and long-term value.

🌍 Industry Expertise & Impact
I collaborate with executives, managers, and teams who are ready to future-proof their operations by adopting smart technology solutions. From identifying inefficiencies to delivering tailored roadmaps, I focus on measurable improvements that lead to tangible results.

🤝 Client-Focused & Results-Driven
My approach is client-centered, focusing on delivering scalable solutions that solve immediate challenges while anticipating future needs. I’m passionate about building lasting relationships, where technology serves as the backbone for sustained success.

Let’s connect to explore how technology can redefine your operations and elevate your organization’s potential.

Omar ️

Executive Recruiter @ Green Key Resources | Pharmaceutical Recruitment

The market operates on incentives, not intentions. I help biotech and pharma companies stop fighting that reality and start using it.

VP Biotech & Pharma Recruiting at GQR Global Markets. MIT AI/ML certified.

I place R&D executives and build teams for Phase 2+ companies - clinical development, drug safety/pharmacovigilance, biometrics, clinical operations, and C-suite. Also run high-volume contract recruitment when you need specialized talent yesterday.

1,000+ conversations yearly with biotech C-suite and VP-level leaders. That access taught me something: most hiring failures aren't talent problems. They're alignment problems. Wrong fit. Wrong timing. Wrong incentives.

My job isn't filling seats. It's making sure the move makes sense for both sides - because my reputation depends on what happens six months after the offer letter.

The AI handles scale. I handle judgment.

Recent placements: Three Senior Medical Directors (45 days), Chief Medical Officer, VP Clinical Supply Chain, biometrics teams across biostatistics and CDM.

Two newsletters:

→ RecruitRx: Biotech talent strategy. Data from companies raising $5M-$5B and what it means for your hiring. No hand-holding.

→ recruit.ai: AI applications for recruiting and knowledge work. How automation actually changes workflows - without the hype.

bryan.blair@gqr.com

Bryan Blair

42,700 biopharma employees were affected by layoffs in 2025.

That's a 47% increase from 2024 📉

The numbers are stark, but understanding what's driving them matters more than the headlines.

The primary driver wasn't failed science or poor management - it was capital starvation. After a wave of early-stage biotech failures, investors rotated out of the sector entirely. With the biotech IPO window effectively closed, pharma M&A became the only viable path to liquidity.

Companies without clear M&A appeal or near-term catalysts had one option: extend runway through workforce reductions.

7 companies alone cut over 1,000 employees each:
📍 Novo Nordisk: ~9,000 
📍 Merck: ~6,000 
📍 Bayer: ~4,450 
📍 CSL: ~4,350 (15% reduction) 
📍 Teva: ~2,900 by 2027 
📍 Bristol Myers Squibb: ~1,450 
📍 Novartis: ~1,069

Q3 2025 was the busiest quarter for cuts. But Q4 saw a 47% decrease compared to the same period in 2024 - suggesting the most aggressive restructuring may be behind us.

The geographic concentration is significant: California had 58 companies making cuts, Massachusetts had 56, New Jersey had 12. When hiring resumes, competition for strong candidates in these hubs will be fierce.

🔮 What about 2026?

Experts predict stabilization. The XBI is up over 30%, healthcare sentiment has improved, and rates are coming down. Significant structural correction has already occurred.

But workforce changes will continue in a more targeted, strategic way - reflecting portfolio discipline and a lasting shift toward technology-enabled operating models.

For those building teams: the worst may be over, but the operating environment has permanently changed.

What patterns are you seeing in your corner of biopharma?

LinkedIn Top Voice | VP Biotech & Pharma Recruiting @ GQR | R&D Talent Strategy & Market Intelligence | MIT AI/ML | RecruitRx + recruit.ai

Open article: Biopharmas Axed 47% More Employees Year Over Year by biospace.com

Illustration of businesspeople with forward progress stopped because of chasm between them and arrow pointing forward

Biopharmas Axed 47% More Employees Year Over Year

The XBI is up 75% from April lows.

Job postings are down 32% year-over-year.

If you're a hiring manager planning searches based on green stock charts, you're about to get outmaneuvered in Q2.

Here's what the "biotech recovery" narrative misses:

Capital is back. Headcount isn't.

The money flowing into the sector? It's going to runway extension, M&A war chests, and internal skill-swaps - not net new hires.

The data is brutal: 

→ 180+ companies executed layoffs in late 2025 
→ 41,000+ professionals displaced 
→ 67% of hiring authorities plan to maintain current pacing 
→ 0% plan to increase

Zero percent.

Meanwhile, Novo Nordisk posted a 147% spike in open roles while announcing 9,000 layoffs. Same quarter. That's not a contradiction - it's the new operating model.

Large-cap pharma is liquidating generalist roles to fund expensive technical hires. Pre-commercial biotechs are flooding job boards with roles they can't fund.

The lag between capital recovery and hiring recovery has doubled. We're 6-9 months out from the compression that's coming.

This week's RecruitRx breaks down:

- Why the capital-hiring correlation broke
- How to distinguish real roles from ghost jobs
- The Q2 2026 compression timeline
- What you actually control right now

The companies that win the 2026 talent market won't have the biggest budgets. They'll be the ones who understood this decoupling early enough to build pipelines before the catch-up hit.

Full analysis in the newsletter. Link below.

The XBI is up 75% from its April lows. Job postings are down 32% year-over-year. If you're a hiring manager who thinks the talent market is loosening 

Open article: The Recovery That Isn't: Why Capital Markets and Hiring Markets Have Decoupled by Bryan Blair • 6 min read

The Recovery That Isn't: Why Capital Markets and Hiring Markets Have Decoupled

Here's how I'm thinking about Q1 2025 biotech catalysts from a talent market perspective.

When you look at the full list of Phase 3 readouts and FDA decisions coming this quarter, patterns emerge. These patterns tell you where hiring will concentrate over the next 6-12 months.

Obesity/Metabolic is the clear growth area.
Arrowhead (ARO-INHBE, ARO-ALK7), Novo Nordisk (CagriSema vs. Zepbound), and Wave Life Sciences (WVE-007) all have obesity data coming. This isn't a coincidence. Every major pharma company is trying to get into this space. Positive data from any of these programs means aggressive team builds. Clinical ops, biometrics, medical affairs - metabolic disease experience is becoming a premium skill set.

Gene therapy continues maturing.
RegenxBio (MPS II), Rocket (LAD-I), Sarepta (FSHD, DM1), and Uniqure (Huntington's) all have significant news this quarter. The gene therapy talent market is still tight. Manufacturing expertise remains the bottleneck. If you're in CMC or process development with viral vector experience, you have options.

Neuropsychiatry is making another run.
Compass Pathways (psilocybin in TRD), Neumora (navacaprant in MDD), and Xenon (azetukalner in epilepsy) represent real investment in CNS. This space has burned investors before, but the mechanisms are more targeted now. Positive data here could open CNS hiring after years of underinvestment.

Rare disease remains stable.
Atara, RegenxBio, Rocket, Ascendis, Rhythm - multiple rare disease programs have catalysts this quarter. Rare disease commercial teams are small but specialized. Patient identification, HCP education, and market access roles require specific experience.

Nephrology is heating up.
Travere (Filspari in FSGS), Vertex (povetacicept in IgA nephropathy) - the kidney disease space is attracting real investment. Medical affairs and health economics talent with nephrology experience is increasingly valuable.

The strategic read:
If you're planning your next career move, don't just watch stock prices. 

Watch which programs succeed and fail. Positive Phase 3 data means 12-18 months of hiring ahead of potential approval. FDA approvals mean immediate commercial hiring. CRLs and failures mean restructuring and available talent entering the market.

Q1 2025 will reshape the biotech hiring landscape. Pay attention.

What therapeutic area are you most focused on for your next role?

Here's how I'm thinking about Q1 2025 biotech catalysts from a talent market perspective.
When you look at the full list of Phase 3 readouts and FDA decisions coming this quarter, patterns emerge. These patterns tell you where hiring will concentrate over the next 6-12 months.
Obesity/Metabolic is the clear growth area.
Arrowhead (ARO-INHBE, ARO-ALK7), Novo Nordisk (CagriSema vs. Zepbound), and Wave Life Sciences (WVE-007) all have obesity data coming. This isn't a coincidence. Every major pharma company is trying to get into this space. Positive data from any of these programs means aggressive team builds. Clinical ops, biometrics, medical affairs - metabolic disease experience is becoming a premium skill set.
Gene therapy continues maturing.
RegenxBio (MPS II), Rocket (LAD-I), Sarepta (FSHD, DM1), and Uniqure (Huntington's) all have significant news this quarter. The gene therapy talent market is still tight. Manufacturing expertise remains the bottleneck. If you're in CMC or process

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