Why Your Next Management Role is Probably at Your Current Company (And What External Hiring Managers Really Want)

The Conversation That Happens Every Week

"I'm ready for my next move. I want a people management role."

I hear this at least once a week from talented life sciences professionals. Regulatory affairs specialists, clinical research managers, quality engineers brilliant people who've mastered their technical roles and are ready to lead teams.

Then I ask the question: "How many direct reports do you currently have?"

The silence that follows tells me everything.

"Well, I don't have direct reports yet, but I've led projects. I mentor junior colleagues. I'm ready to manage people."

Here's the hard truth I've learned after 7+ years in life sciences recruitment: wanting to be a manager and being positioned to get hired as one externally are two completely different things.

Let me explain why and more importantly, what you can actually do about it.

Why Companies Won't Hire You as a Manager (Even If You're Ready)

The Internal Morale Problem

Last month, a biotech client told me they needed a Quality Manager. Great opportunity, right? I immediately thought of a talented QA specialist I'd been working with who wanted to move into management.

Then the hiring manager said something that stopped me cold: "We need someone with at least 3 years of direct people management experience. We have internal candidates who've been waiting for this promotion. If we hire someone external without management experience, we'll lose our best people."

He was right.

Think about it from the company's perspective: If they pass over internal employees who've proven themselves and hire an external candidate with no management track record, what message does that send?

It tells their team that loyalty doesn't matter. That hard work and patience don't pay off. That an outsider with no experience gets opportunities before they do.

The result? Resentment. Disengagement. And eventually, resignations.

Companies know this. Which is why they rarely take that risk.

What External Hiring Really Looks Like

When life sciences companies DO hire managers externally, they're looking for very specific things:

1. Proven People Management Experience Not "I coordinated a cross-functional team." Not "I mentored someone." They want to see:

• Direct reports on your CV (how many, for how long)

• Evidence of team development (promotions you've driven, talent you've grown)

• Performance management experience (tough conversations, managing underperformers)

• Hiring and firing decisions you've made

2. Track Record in Similar Environments A manager who's led a 5-person team at a startup won't automatically succeed managing 15 people at a multinational pharma company. Context matters.

Companies want to see:

• Experience managing in similar company sizes

• Understanding of the cultural dynamics they're operating in

• Track record in their specific sector (pharma vs biotech vs medical device)

3. Ability to Hit the Ground Running External management hires are expensive. Companies pay a premium because they expect immediate impact.

They're looking for someone who can:

• Step into leadership from day one

• Navigate company politics without hand-holding

• Build credibility quickly with established teams

• Deliver results within the first 90 days

4. Leadership Under Pressure Managing people isn't about delegation and one-on-ones. It's about making tough calls when things go wrong.

Have you ever:

• Managed a team through a failed project?

• Had to let someone go?

• Navigated conflicts between team members?

• Dealt with an underperformer who was well-liked?

If you haven't, companies assume you're not ready for the hard parts of management and they won't risk it.

The Path You're Not Seeing: Internal Promotion

Here's what most people miss: your current company is almost always your best path to your first management role.

Why?

1. They Already Know Your Work Your manager knows you deliver. Your colleagues trust you. Leadership has seen you in action. You don't need to prove yourself from scratch.

2. You Understand the Culture You know how decisions get made. You understand the politics. You've built relationships. This gives you a massive head start that no external candidate can replicate.

3. They're Willing to Take a Bet on You Companies promote internal candidates into their first management role because the risk is lower. They've watched you grow. They can support you through the learning curve.

4. There's a Clear Path (If You Create It) Most people wait passively for a promotion. The ones who actually get management roles? They build the case strategically.

How to Position Yourself for Management at Your Current Company

If you genuinely want to move into people management, here's the playbook that actually works:

Step 1: Have the Conversation Early

Don't wait until a management role opens up to express interest. Schedule time with your manager and be direct:

"I'm interested in moving into people management in the next 12-18 months. What would I need to demonstrate to be considered for a team lead or management role when the opportunity arises?"

This does two things:

1. It signals your ambitions clearly

2. It gives you a roadmap of what's expected

Step 2: Build Leadership Skills Now (Without a Title)

You don't need direct reports to demonstrate leadership. Start doing the things managers do:

• Mentor junior colleagues formally (not just answering questions, but actual development conversations)

• Lead cross-functional projects (especially the messy ones no one else wants)

• Take ownership of team initiatives (organizing training, improving processes, building documentation)

• Represent your team externally (presenting at company meetings, speaking at conferences)

These experiences build credibility and demonstrate you're ready for more responsibility.

Step 3: Ask for Incremental Responsibility

Don't wait for the perfect management opening. Ask for small leadership opportunities:

• "Can I lead the onboarding for our next new hire?"

• "Would you like me to run our team's quarterly planning process?"

• "I'd like to take ownership of our SOPs. Can I coordinate that effort?"

Each of these builds management skills delegation, accountability, decision-making without needing a formal title.

Step 4: Understand the Business, Not Just Your Function

Managers think beyond their immediate responsibilities. Start attending company-wide meetings. Understand financial pressures. Learn what keeps senior leadership up at night.

When you can connect your team's work to broader business goals, you think like a manager not just an individual contributor.

Step 5: Be Patient (But Strategic)

The average time to first management promotion in life sciences is 3-5 years in role. That might feel long, but it's the reality.

However, you can accelerate this by:

• Making your ambitions known

• Consistently delivering results

• Building visibility across the organization

• Being the obvious choice when the opportunity comes

What If Your Current Company Has No Path?

Sometimes, there genuinely isn't a path forward. Small companies with flat structures. Departments where your manager is young and isn't going anywhere. Organizations that hire managers externally as a rule.

If that's your situation, here's what I recommend:

Option 1: Look for Team Lead or Senior IC Roles Elsewhere These roles offer:

• Leadership responsibilities without direct reports

• Project management experience

• Visibility to senior leadership

• A stepping stone to future management

In life sciences, roles like "Senior Clinical Research Associate," "Lead Regulatory Affairs Specialist," or "Principal Scientist" often carry leadership expectations that can position you for management later.

Option 2: Target Startups and Scale-ups Smaller, fast-growing companies are more willing to take risks on first-time managers because:

• They need to build teams quickly

• They value potential over proven experience

• They're creating new roles, not filling established ones

If you're willing to accept the risk and ambiguity of a startup, this can be a faster path.

Option 3: Consider Contract or Interim Management Roles Some companies hire interim managers or consultants to lead projects or cover maternity leaves. These roles let you build management experience without the long-term commitment.

Option 4: Invest in Management Training Take formal leadership courses. Get coaching. Earn certifications in people management. This won't replace experience, but it signals serious intent and gives you frameworks to reference in interviews.

The Reality Check: Management Isn't for Everyone

Before you commit to this path, ask yourself honestly: Do you actually want to manage people, or do you just want the title and pay bump?

Management means:

• Less hands-on technical work

• Difficult conversations regularly

• Being responsible for others' mistakes

• Politics and organizational navigation

• Performance reviews, conflict resolution, and tough decisions

Some of the best technical professionals I know would hate management. And that's okay. Senior individual contributor roles can be just as rewarding and well-compensated—without the headaches.

What We Tell Candidates at PNJ Global

When talented professionals come to us wanting management roles without experience, we have an honest conversation:

"The market for first-time managers hired externally is extremely limited. Your best path is almost always internal promotion. However, we can help you find senior roles that position you for management either at your current company or your next one. But we need to be realistic about timelines and expectations."

This honesty protects our candidates from wasted time and frustration. It also protects our clients from bad hires.

Because here's the truth: A talented individual contributor forced into the wrong management role doesn't just fail they become miserable.

The Bottom Line

If you want to move into people management:

1. Build the case where you are. Your current company is your best bet for your first management role.

2. Demonstrate leadership before you have the title. Start acting like a manager now.

3. Be strategic and patient. Management promotions take time, but they're worth it if done right.

4. If there's no path internally, look for team lead or senior roles externally that position you for management in the future.

5. Be honest with yourself. Make sure you actually want to manage people, not just the perception of success that comes with the title.

Management is a completely different career path. It requires different skills, different mindsets, and different trade-offs. Make sure it's what you actually want before you commit to pursuing it.

At PNJ Global, we help life sciences professionals navigate these career transitions thoughtfully. If you're considering a move into management or exploring your next career step let's have an honest conversation about what's realistic and what's possible.

Contact us today to discuss your career goals and how we can help you get there strategically.