Successfully Recruit and Retain Talent in Your Technology Transfer Office

Topics covered include:

Recruiting:

• Pay and benefits…what can you offer? What is an attractive offer today?
• Who are our (academic TTO) competitors?
• Relationship/rapport with HR
• Intern and Fellowship programs to create a pipeline of talent
• Use of recruitment services, job boards
• Geographic challenges (e.g., high cost of living regions)

Benefits and incentives such as: 

• Professional development, training, and promotion opportunities
• Sign-on payments/bonuses; retention pay; other benefits (vacation, tuition discounts/reimbursement for staff and for beneficiaries, etc.)
• Hybrid/remote and flex-time schedules

Retention:

• TTO jobs as steppingstones (e.g., TTOs can get caught in a cycle of training licensing officers who quickly move on to other jobs)
• Private sector competition
• Creating a sense of community
• Budgetary considerations
• Strategies to combat high turn-over
• Career trajectory and timeline to managerial positions

Attracting and retaining top talent is a persistent challenge for technology transfer offices.

When you consider the competition for talent, academia generally lags in wages, directly impacting applicants’ cost of living and work/life balance. So, how do successful TTOs attract — and keep — top-level staff?

TechPipeline has teamed up with three tech transfer leaders who will explore proven strategies and best practices to effectively recruit, engage, and retain highly skilled professionals in your TTO. This session will equip you with actionable insights to build a strong and sustainable team: from understanding the unique skill sets needed to knowing the values today’s workforce highly regard to creating an engaging workplace culture.

Program Leaders