Are you stuck in the endless loop of applying for jobs but not getting anywhere? Wondering why your LinkedIn profile feels more like a ghost town than a buzzing marketplace? Or maybe you’re asking yourself, “Am I really taking the right steps to land my next role, or just spinning my wheels?” Welcome to our latest roundtable podcast, where a team of career pros dives deep into the art and science of taking action in today’s job market.

What does it truly mean to “take action” beyond just hitting that “Apply” button in this new job landscape? How can understanding your “why,” “what,” and “who” sharpen your job search and save you wasted time in today’s job market? Have you ever considered that your approach might need a full makeover rather than just a little tweak? And what about the dreaded interview: How can asking the right questions turn an interrogation into a collaborative conversation?

Are you leaving interview prep on the table? How crucial is that timely thank-you note after an interview, and could skipping it be costing you the job? If recruiters say they want to help, why are so many candidates missing key steps? And just how polished should your LinkedIn really be to get noticed in today’s noisy job market?

This lively conversation tackles these questions and more, with insights you can start using immediately to change your career path. Curious about how small actions can produce big results? Ready to shift your mindset from “hoping for luck” to “making it happen”? Tune in and let’s get real about what it takes to get noticed, get interviewed, and get hired…starting today.

craresources

Today's podcast is the perfect pit stop if your approach to job hunting feels a bit like using a map from the Stone Age in the GPS world. Angela is joined by Lyle Gee (and the insightful Becky Clark) to drop truth bombs and chuckles for anyone stuck in the “old way” of job searching. Whether you are a seasoned pro or still figuring out which way is up, this conversation digs deep into what it really means to be flexible without settling for just any paycheck.

In this episode, you will hear the unvarnished truth about why flexibility is not a cry for help, but a skill, and why your ego might just be your biggest job search enemy. The crew tackles how to showcase adaptability when companies want candidates who are moldable and humble, yet still bring their unique flavors to the table. Plus, get the skinny on soft skills, intellectual honesty, and why recruiters do not want a “know-it-all” or a “know-nothing,” just a confident learner ready to hustle.

From the folks who remember when fax machines ruled, to the new generation armed with enthusiasm but short on titles, this episode equips you with a job search strategy that wins in today’s competitive market. Strap in and get ready for laughs, insights, and plenty of actionable advice to transform your job hunt from desperate to dynamic.

Tune in, turn up your confidence, and take notes, because mastering your job search strategy just got a whole lot more interesting.

craresources

This episode explores the vital but often overlooked importance of going beyond protocols in clinical research. How? By emphasizing essential soft skills for Clinical Research Associates (CRAs). While technical knowledge and strict adherence to study protocols are foundational, this conversation highlights that true success in clinical trials depends on qualities like critical thinking, problem-solving, and adaptability. These skills drive effective communication, conflict resolution, and the ability to navigate the complexities of diverse research sites. Well-developed soft skills are not just beneficial; they are indispensable for managing the unpredictable challenges that arise day-to-day in the field.

For CRAs, excelling means moving beyond the checklist mentality and embracing flexibility when working with various site personnel and dynamic situations. Our guest, Robyn Himick, a seasoned leader in clinical research, shares her perspective on identifying and cultivating these skills within teams. She stresses that while technical tasks can be taught, the capacity to think on one’s feet and adapt cannot be simply learned overnight. Instead, it’s honed through experience, self-reflection, and mentorship.

This episode tackles critical questions about leadership and professional growth. Can soft skills be taught? Or must they be innate? How do leaders foster an environment where critical soft skills are recognized and developed? And why are emotional intelligence, self-awareness, and accountability just as crucial as technical expertise?

Listen to gain actionable insights through real-life examples. We deliver coaching strategies designed to help both new and experienced clinical research professionals grow beyond protocols and elevate their team culture and effectiveness.

craresources

Our primary niche is in the placement of Contract CRAs. And by the nature of the contract ‘beast’, often those assignments will be short.  Even though our firm understands that this is often how contract positions work, we will still ask CRAs the reason for leaving their last assignment (or position if perm).

So this begs the question – what answer are we looking for?

While there isn’t a perfect answer to this question, candidates should evaluate their own tenures…for both their contract assignments and permanent positions.  I recently had a candidate approach me who had horrible (seriously – horrible) tenure. When I explained to her that she looked like a job hopper and should consider sticking with her current position a bit longer to improve her brand as a candidate, she was shocked.

She didn’t realize that she had poor tenure!

Then it was my turn to be shocked. Until I told her that her tenure was less than desirable, she had no idea. She then confided in me that it now made sense as to why she wasn’t winning interviews. So we thought we would educate our audience on this topic. What is poor job tenure? When is the reason for leaving an assignment or position not okay? When is it absolutely okay?

Oh – and how do you answer the fated ‘what was your reason for leaving’ interview question?

Listen to find out!

craresources

“Why do I keep failing interviews?” she asked.  I felt bad for her because she was an excellent CRA. But the reality is that she wasn’t failing her interviews because she lacked experience or competency within the role.

Actually, it has been our experience that interview fails rarely have anything to do with your qualifications. It is also not typically about your resume. After all, the resume’s sole purpose is to win you an interview, so if the recruiter or hiring manager invited you to speak with her, she liked your resume.

So why do job seekers keep failing interviews?

The answer may surprise you. Our team just held a roundtable to discuss the top interview fails we have witnessed. But I should warn you…some of the stories may cause you to fall out of your chair. Some are funny, some are shocking, and others are…well…just plain silly.

But all should help you uncover why you may be experiencing some interview snafus.

craresources

Candidates need them. Businesses need them...Recruitment Agencies are a critical part of any industry. But how do you recruit a recruitment agency? How do you evaluate recruitment agencies that are ethical as well as good at what they do?

And how do you define a 'good' recruitment agency? After all, recruitment agencies can have some pretty horrible reputations.

We sat down with one of our favorite Hiring Managers to discuss what she looks for in a recruitment agency. We think you will agree with many of her insights!

We would love to hear from you - how do you recruit a high-quality recruitment agency?

craresources

When your candidate pool is too large, you are at risk of missing the highest-quality candidates.

I was speaking to an HR manager at a mid-sized CRO and she was in tears. Her operations team desperately needed CRAs for an upcoming project, but for each position she posted, she received over one hundred applicants.

She couldn't get through all of the resumes, much less determine which candidates should progress to the interview.

This begs the question, how do you effectively fine-tune a large candidate pool so that you are able to only focus on the best and the brightest?  In the narration of an article that provides a table and checklist to help you sort through hundreds of job applications quickly, one of our beloved team members provides some hiring hacks.

craresources

Last week someone reached out to me with a simple question: Do you place Contract CRAs?  This was definitely not the best LinkedIn connection request message to send me.

Why? If this potential candidate had spent even a brief amount of time on my profile, he would have known that placing CRAs is a specialty of mine. My partner and I built a business that specializes in it. We have a team dedicated to source and place the top CRAs in North America. So asking if I place Contract CRAs means he hadn’t done his homework. It also shows that he was being generic…and if I can say it…a bit lazy.

He made one of the top errors that many make on LinkedIn: Failing to use a LinkedIn connection request to enter into real conversations with real people.  While our firm certainly agrees that networking on LinkedIn is critical, it is important that you do it the right way.

This topic made it to our Roundtable discussion! We discuss everything from what should and shouldn’t be included on your LinkedIn profile to how to build an outstanding network that will bring job offers right to your door.

Oh…and the answer to the “best LinkedIn connection request message” question? A genuine and personal one.

craresources

This past week I had an individual contact me through LinkedIn asking to be considered for some of our open Clinical Research Associate positions. His foundations were terrific but he met none of the qualifications of our industry CRA positions.

The rub...he didn't understand that he was extremely underqualified.

Are our Clinical Research Associate candidates confused?

His inquiry made me wonder - is there confusion when it comes to the role of a CRA? We often see sites and academic institutions call their patient-facing research coordinators Clinical Research Associates. In addition, we are seeing Sponsors and CROs move further away from using the CRA title, using terms like Clinical Site Managers, Site Relationship and Excellence Partners, and Clinical Site Ambassadors.

Maybe it is time to help better define roles within our industry - starting with that of an Industry CRA. Our team held a round table to discuss the topic as well as provide some valuable insight for those of you who are seeking a CRA role. We hope this is helpful and want to hear your thoughts!

craresources

You have heard us say it before – Competent CRAs are great public speakers! But being an effective public speaker isn’t magical. We have addressed overcoming the fear of public speaking and why you should seek public speaking opportunities. Now we dig into how to engage your audience.

We sat down with one of our favorite people, Elizabeth Weeks-Rowe to discuss this very important topic. Elizabeth has been in this industry for over twenty years and is a highly respected and sought-after speaker on industry topics. With such a passion for speaking, Elizabeth is well-positioned to share outstanding tips and tricks that will surely help you successfully engage any audience.

We hope you enjoy it!

craresources

Many job seekers take the flawed approach of focusing on the formatting of their resume instead of their resume content.  While we certainly don't want to go on record stating that resume formatting isn't important, the content is the point.

What content should I include on my resume?

There always seems to be confusion about what to include. This podcast is all about the do's and don'ts as it relates to ensuring your resume content is optimized.

We dig into important topics such as how to protect yourself from ageism, what to include when you are early in your career and are light on work experience, simple errors you can avoid, how to leverage keywords and phrases to make you stand out, and much more.

For additional content on this topic, check out our blog posts on resume tips.

craresources

Applying for multiple jobs at the same company may seem like a smart approach. And maybe in certain circumstances it does make sense to apply for more than one position at any single company.

However, you have to be very careful in how you go about it.  One of my favorite colleagues has narrated one of our exceptionally popular blog posts on this topic. Stay tuned as she describes how submitting multiple applications to the same company may negatively impact your candidacy.

craresources

Let's just start out by stating that a gap in resume is normal. Everyone has them. But when it comes to providing an employment gap explanation...Well, everyone doesn't have those.

Gracefully providing employment gap reasons is an incredibly useful skill. In this podcast edition we break down the various reasons for employment and career gaps. The goal is to assist Job Seekers when it comes to articulate their employment gap explanation.

As well as assist Hiring Managers when it comes to better understanding what employment and career gaps make an applicant a stronger candidate (and which ones don't).

craresources

Welcome to our team Roundtable Podcast. Today, we focus on mindset, resilience, and the hidden challenges of job search burnout. This discussion goes beyond crafting an outstanding resume; it centers on the internal strength needed to sustain you through setbacks and uncertainty.

Mindset and resilience are critical qualities to stay motivated during prolonged job searches and repeated setbacks. Job search burnout is a real challenge. The key question is how to recognize it early and what steps to take to prevent it from derailing your progress.

Maintaining confidence can become difficult, especially when facing multiple rejections or the long silence that often accompanies a job search. Much career advice focuses on external tasks like refining your resume or cover letter. While those are important, today’s focus is on developing resilience and confidence from within—the foundation every job seeker needs.

We remind you that you are responsible for your own growth. Self-improvement and self-care require intention, and building confidence begins there. If you feel uncertain or defeated, that mindset can hold you back. Instead, concentrate on how to grow and position yourself as an attractive candidate. Consider what hiring managers seek and reflect on where you fit best.

We also explore how reframing rejection as redirection can transform your outlook. Some team members share personal stories about seeing each “no” not as failure, but as a step closer to the right opportunity.

Ultimately, hiring managers want to say “yes” to the right candidate—they want to hire you. Recognize job search burnout, but do not let it define your journey. This roundtable is here to support your growth, confidence, and next career move. Let us begin.

craresources

For professionals at all level, the ‘How Far Back Should a Resume Go?” question is one that is important to consider.

For the senior level professionals, be aware that unfortunately Age Discrimination in the workplace is real.

For the junior level professionals, understanding what to include in order to show a desired path is critical.

So how do you decide what positions and activities such as volunteer work and participation with professional organizations should you include on your resume?

Great question! This podcast will provide some guidance. 

craresources

There are several resume mistakes candidates make that fall outside of the obvious spelling and grammar issues we often see.  This podcast covers the 'not so obvious' resume mistakes such as:

• Adding meaningless statements: Of course you will provide references upon request! Save the space on your resume to reinforce your skills, qualities, achievements and passion points.
• Including an unclear 'Objective': Not only is an Objective unnecessary, but it can quickly get you into trouble. Instead of making this simple resume mistake, add a professional summary which will help tell your story as well as show why you are qualified for the position.
• Being careless with your formatting: We go through several scenarios where candidates have made fatal resume mistakes when it comes to "lazy" or "crazy" formatting.
• Not tailoring your resume for resume scanning systems: If you want a human to actually lay his or her eyes on your resume, you need to know how to navigate the scanning systems. We discuss how!

craresources

When outsourcing your clinical studies, should you consider establishing an oversight monitoring plan?  We work with some outstanding Sponsors who did not…and the results were disastrous.

So when do you need an oversight monitoring program? In this recording of one of our most popular articles on the topic, we discuss a specific case study which will help you make the right decision for your company and projects.

We discuss the ‘why’ as well as the cost and methodology to implement.  We hope you enjoy!

craresources

You should know that the simple act of creating a resume doesn't mean it will be read. According to a recent article in the Harvard Business Review, it only takes around seven seconds for a recruiter to decide if you might be right for a job.

Seven seconds. 

One thing is for sure, creating a resume that gets read is more than just documenting your work history and education. You need to find ways to stand out...but in a professional way. In our most recent podcast we discuss several tactics to use while creating a resume, including:

• How to outsmart the automation tools used by most recruiting agencies and hiring teams.
• A strategy you can use to show off your skills and accomplishments.
• Tips on how to establish your personal brand by professionally highlighting your related passions and ambition.

We recently wrote a blog post on How to Write an Effective Resume as there are specific steps you can follow to help you be found by great hiring managers and recruiting agencies. This podcast is a narration of this article; we hope you find it useful!

craresources

"What is the best thing I can do to advance my career?" she asked.  It is a common question for us here at craresources and my answer may surprise you. While we may be tempted to tell you that learning the hard skills associated to monitoring clinical studies is critical, my real answer for what is most important is this:  Get comfortable with public speaking.

Our friend and colleague, Elizabeth Weeks-Rowenot only agrees with us but takes it one step further by recommending CRAs seek out public speaking opportunities. Why? Public speaking has the potential to open many doors for professionals at all levels. It provides visibility, establishes you as an authority on your topic and extends your professional network.

How Do You Find Public Speaking Opportunities?

Check out our latest Podcast where Elizabeth and I both share our different pathways to public speaking. And the bonus discussion: we reveal how embracing this critical soft skill has contributed to both of our career progression.

craresources

Looking for a CRA Career? Or perhaps you want to progress within your current CRA role? Before you start your CRA career search, let's discuss a 'tried and true' strategy that will enable you to effectively outline a plan to land you that perfect position.

Join us in a discussion on identifying your why, your what, as well as how to assess the areas of career development you need to focus on in order to obtain your goals.

craresources

And before you say that you don't make job search mistakes, let me be the first to correct you.

You do.

Everyone does.

And many of them are avoidable!

It surprises me how often an experienced professional will miss out on an opportunity because of committing silly (and avoidable) mistakes.

I hope you find this podcast beneficial!

craresources

Many companies are not clear on what types of charges are standard. Unfortunately the practice of Sneaky Billing is real. 

Let’s talk a little about what you should expect as well as the pitfalls and sneaky billing practices that can put your company (and your budget) in jeopardy.  

craresources

 Let us help you figure out what causes it...and more importantly, how to avoid it. I have learned that there is always a reason why job seekers don't receive a response to their job applications.  Actually there are several, so let's take a look as to why you may be getting ghosted by recruiters and hiring managers. 

craresources

Regardless of whether you work with a CRA Recruiter, Soup-to-Nuts Recruiter, or Sleezy Recruiter…it quickly becomes clear that recruiters are not all created equally. But putting the quality of the recruitment agency aside, when it comes to discussing whether a CRA, Sponsor or CRO should work with a Niched CRA Recruiting firm, how do you select an agency that will quickly yield high quality CRAs to fit your needs?

To answer the question, I usually ask this question:

Would you buy sushi from your local QuickTrip™, Circle K™ or 7-Eleven™?

The question isn’t whether 7-Eleven™ sells sushi…the question is if you should buy it from them.

Please don’t think I have fallen and bumped my head as I ask this question to invoke thought and prove a point.  Wouldn’t you agree that the CRA role is a highly skilled one? Wouldn’t you also agree that there are fake CRAs and underperforming CRAs who are quick to apply when you open a clinical monitoring position?

And lastly: wouldn’t you also agree that the CRAs you select to monitor your studies will make or break them! Given that so much is riding on your research study, why not engage a CRA recruiter who specializes in sourcing, recruiting, coaching, and placing CRAs who actually know the clinical monitoring role?

We recently published an article on the topic of working with a niched CRA recruiter, but thought you may enjoy a narrated version.  This will be on our podcast too – we hope you enjoy!

craresources

Welcome to part two of our insightful discussion with special guest Brian Dempster, Executive Director of Clinical Operations at Fate Therapeutics. Our focus is on the importance of managing conflict in clinical research environments. 

Managing conflict is not only about achieving your goals. It is also about bringing your entire team along with you on that journey. As Angela Roberts shares, the success of a leader is often determined by the employees and colleagues who stand behind them. Your professional results matter. But true conflict management is reflected in your ability to obtain those results while maintaining the support and respect of your team.

Brian Dempster highlights the personal benefits of managing conflict well. Instead of focusing on how many individual battles you can win, it is far more rewarding and healthy to learn to collaborate and get along with others. Creating harmony and trust within a team leads to a more positive work environment and supports your own well-being.

Becky Clark emphasizes the importance of these same strategies beyond your immediate team. Especially for Clinical Research Associates. Strong relationships with clinical sites are essential. The positive impact of effectively managing conflict is so significant that site-level references are a firm requirement for CRAs at craresources. Sites that express genuine enthusiasm for working with a CRA—even years after a study—demonstrate the long-lasting value of nurturing professional relationships.

In clinical operations, your reputation is shaped by how you handle challenges and relationships alike. By prioritizing communication, collaboration, and empathy, you can manage conflict constructively. You create lasting positive impressions, not only with your team but also with the sites you support. Managing conflict well is essential for elevating both your professional journey and the overall success of every clinical trial. 

Book List

Brian mentions a couple of books during our discussions on conflict management. As a bonus, he has provided those details as well as recommended a third book. 

• The Art of War by Tzu Sun
• Crucial Conversations: Tools for Talking When Stakes are High, Third Edition by Al Switzler, Ron McMillan, Joseph Grenny, Emily Gregory, Kerry Patterson
• Leaders Eat Last: Why Some Teams Pull Together and Others Don't by Simon Sinek

craresources

Effective presentation and communication skills are dynamic elements of a successful CRA - Site relationship.  Unfortunately, intense nervousness and an anxious mind can put a kibosh on being able to effectively get your point across. Want to know how to overcome the knocking knees so you come across as confident and knowledgeable?  Take a listen to our super awesome guest, Elizabeth Weeks-Rowe to gain some outstanding tips! 

craresources

CRA Careers are available! The hard skills are teachable, but the soft skills are what is really important.  Anyone looking to develop themselves into a mature CRA must focus on improving their soft skills. Communication skills, time management, organizational skills, conflict management…

This podcast is about honing your soft skills!  Check out our supporting blog posts and certainly reach out if you need coaching.

craresources

No more calls. No more Texts. We are breaking up. 

This industry is extremely small. The goal in every interaction should be to build a rapport...which will lead to a relationship...which will continue to grow your network.

So in the effort of nurturing your network rather than burning bridges:

• Job Seekers - how do you gracefully decline a job offer?  In a way that keeps the hiring manager interested in you for future positions?
• Hiring Managers - how do you gracefully reject candidates?  In a way that will encourage these candidates to stay interested in you and your organization in the future?

craresources

Is the Reference Check a Waste of Time? As a hiring manager – do you conduct reference checks?  How about you Job Seekers out there…are you taking the reference check step as seriously as you should?

With the goal of streamlining the process while ensuring it’s effectiveness, we spend a few minutes busting myths and sharing common errors (as well as share a story or two). We hope you enjoy!

craresources

Want to know why interviews aren’t always effective?  Interview fails aren’t just made by the job seeker; hiring managers make them too.  Our team held a quick round table on this topic and want to share our thoughts on interview dos and don’ts as well as the CRA interview process.

We would love to hear stories about your “interview fails”!

craresources

Welcome to today’s episode of the CRA Resource Show. We are pleased to welcome Brian Dempster, Executive Director of Clinical Operations at Fate Therapeutics, as our special guest. In this episode, we build upon a recent discussion about soft skills with podcaster Lyle Gee by exploring the essential topic of conflict resolution strategies in clinical research.

In the clinical research industry, effective teamwork and communication are vital for the success of any study. However, it is important to note that conflict resolution isn't the same as avoiding conflict.

Our conversation delves into why conflict resolution strategies involve much more than simply avoiding disagreements. We examine how to recognize potential issues early. Our discussion then addresses how to respond constructively while fostering an environment where challenges can be addressed openly and respectfully.

Brian shares personal stories about his leadership journey. We discuss the importance of setting boundaries along with actionable guidance for promoting strong team dynamics. Importantly, we outline how mastering conflict resolution strategies can elevate morale.

It also enhances retention and ultimately contributes to the successful execution of clinical trials.

This episode delivers practical tactics for anyone involved in clinical research. In essence, it empowers you to effectively approach difficult conversations and cultivate a positive and productive workplace.

Listen in for expert insights and practical lessons on using conflict resolution strategies to turn challenges into opportunities for growth in your team and career.

craresources

Welcome to today’s podcast episode, where we have a special conversation planned. Joining us are Angela Roberts, our Head of Recruiting, and Dee Dee Cornelius, previously a longtime client and Senior Director of Clinical Operations at one of our valued sponsor companies. In this episode, we focus on an increasingly critical and timely topic: How to Know if a Job is a Scam.

Angela recently authored an article highlighting this growing issue, inspired by a real-life experience Dee Dee shared with us. Regardless of how experienced or cautious professionals may be, job scams have become alarmingly sophisticated. These scams can easily ensnare even the most vigilant individuals, putting personal and financial information at risk.

Dee Dee recounts her own narrow escape during a job search, particularly while seeking remote roles outside the clinical research field. She shares meaningful lessons learned to help protect others from falling prey to similar scams. Angela provides important insights on recognizing red flags throughout the hiring process—from questionable interview practices to verifying company culture through informational interviews.

Together, they offer practical advice and real-world examples to raise awareness so that job seekers can better identify and avoid scams in today’s complex employment landscape. Stay tuned as we explore this vital cautionary tale along with actionable tips to safeguard your career journey.

For more expert insights and resources, please visit creresources.com/blog and sign up to receive our content directly in your inbox. Let us begin.

craresources

Welcome to today's Podcast, where we review part 3 on the topic of the business of being a consultant. Today’s episode features Lyle Gee, who joins Angela Roberts and Becky Clark for a valuable conversation about the realities and requirements of being a consultant.

How Do You Determine Your Rate?

One of the essential topics the team explores is how to accurately determine your compensation as a consultant. Angela discusses the importance of benchmarking rates using available market data and emphasizes the need to go beyond surface-level numbers. We address areas you should factor in such as the cost of health benefits, liability insurance, Social Security, tax obligations, and other overhead expenses. Angela shares that the true "burden rate" paid by employers often amounts to an additional 38 percent over your base salary. This figure covers expenses that employees rarely see but consultants must plan for themselves.

Lyle adds that this critical information is not always easy to obtain unless you consult an HR expert or a business owner. Both guests stress the importance of conducting meticulous expense calculations to determine the minimum hourly rate required to sustain your lifestyle and meet all obligations.

Other Financial Un-Knowns to Consider

What happens if, once you have done the math, your personal financial needs result in an hourly rate that exceeds the marketplace? We openly discuss your options.

In addition to financial planning, being a consultant means maintaining a buffer for periods without work. Other areas include separating business and personal finances, and preparing for unpredictable costs.

This honest discussion reveals that being a consultant demands preparation, transparency, and commitment. Listen in to become equipped with the key insights necessary for success as a consultant. Let us get started.

craresources

Welcome to today's podcast, where we explore the business realities that independent professionals face. In this episode, we focus on one of the most important business tips for running your own consulting business: how to manage your finances and keep your tax obligations in check.

This podcast is for those of you who are just launching your consulting venture as well as those with years of experience. Handling your earnings, deductions, and business structures such as LLCs and corporations can be challenging. Join us as we speak with long time consultant Lyle Gee, who shares practical business tips and lessons learned about the administrative side of consulting. We reveal the common pitfalls that catch new consultants by surprise. For example, many overlook valuable deductions or fail to recognize the value of a specialist accountant who truly understands your industry.

You will gain insight on why all accountants are not equally effective. We discuss mistakes to avoid when handling business income. And address the necessity of building a reliable professional network. We also explain why it is vital to treat your business and personal finances separately and how quarterly tax planning can save you from unpleasant year-end surprises.

If you want business tips on what records to keep, strategies to lower your tax bills, or ways to eliminate stress during tax season, this episode will guide you in surrounding yourself with the right experts. Focus on your strengths while building a solid business foundation. Let us get started with today's conversation.

craresources

Welcome to today’s episode, where we address one of the most common questions professionals face: how to become a consultant. If you are considering a new path or looking to transition from traditional employment into consulting, you will find this discussion invaluable. Today, we break down the practical aspects of how to become a consultant. We highlight the essential steps and everyday realities beyond simply acquiring clients.

Our hosts, Angela Roberts, Lyle Gee, and Becky Clark, have each received countless inquiries about how to become a consultant. Especially regarding the business side of the journey. The idea can seem simple at first, but once you start exploring how to become a consultant, it quickly becomes clear that there are vital considerations. Legal paperwork, choosing the appropriate business structure, navigating billing practices, and understanding tax requirements all have to be assessed.

It is important to note that while our hosts offer real-world experience and actionable checklists, they are not accountants or attorneys. For the legal and financial components of how to become a consultant, it is always best to seek advice from qualified professionals.

Today’s episode focuses on helping you understand exactly what you can and cannot include in your billable hours. We touch on how to maximize potential tax write-offs. And we outline the unique differences between consulting and permanent employment. You will discover the straightforward steps and insider tips that will help you approach how to become a consultant in a smart, efficient, and successful way. Join us for an honest and detailed exploration of what it truly takes to become a consultant and thrive in your own business.

craresources

Welcome to today’s roundtable, where we dive into the complex and essential topic of fair compensation. More than just a salary figure, fair compensation sits at the heart of every career decision and organizational strategy. Are you exploring a new opportunity? Seeking a career progression or promotion? Considering a lateral move for improved work-life balance or a cultural change? In all cases, understanding what constitutes competitive compensation is crucial to every professional and hiring manager.

Both Candidates and Hiring Managers are Confused

In recent conversations with both candidates and hiring teams, a recurring theme has emerged. There is often confusion about what fair and competitive compensation really means. The market shifts rapidly. What was considered fair six months ago may not hold true today. Therefore, basing career and hiring choices on outdated benchmarks can lead to job dissatisfaction, decreased morale, or even attrition.

Why Clarity is Important

Research and recent reports strongly support the statement that employees who feel undervalued or underpaid are significantly more likely to seek opportunities elsewhere.

The net: companies neglecting fair compensation risk losing both existing talent and new hires. For example, according to Payscale’s 2025 Fair Pay Impact Report, employees who believe they are paid unfairly are 45% more likely to look for a new job, regardless of their actual compensation. Additionally, nearly one-third of organizations identified unfair pay as the primary reason for losing talent, underscoring how pay inequity drives turnover.

Alternatively, studies have also shown that fair, competitive pay not only increases retention rates but also helps attract high-performing talent. This means employees are less likely to stay at companies where they feel underappreciated or where pay practices are not transparent and equitable.

Are You Receiving Fair Compensation?

During this episode, we will explore what fair compensation is for both consultants and permanent employees. We discuss why it matters, when it doesn’t matter, how to benchmark it for your specific role, and how to transparently discuss expectations with hiring teams.

Our team shares practical tips for researching market rates. We also outline how to approach uncomfortable salary conversations. If you are wondering when to bring up compensation, how to ensure your rate reflects your value, or how to avoid common pitfalls in negotiation, you are in the right place.

Join us as we dissect the concept of fair compensation and empower you to navigate your next career conversation with confidence and knowledge.

craresources

Wait…you want me to interview with how many people at once? Panel interviews are becoming more popular. This interview venue is a unique opportunity where multiple interviewers come together (at the same time) to assess your skills, experience, and fit for the role. Facing several people at once can feel overwhelming. But with the right preparation and mindset, you can turn this challenge into a chance to shine.

These interviews typically involve 3 to 6 members from diverse parts of the organization, each bringing their own perspective. This means you have the opportunity to connect with multiple potential colleagues and leaders. It also means you will gain a broad insight into the company culture. And the bonus: you can let them see the full range of what you offer.

Before the Interview

We will guide you through researching the company and the panel members, practicing your answers, and developing thoughtful questions to ask.

During the Interview

Listen in as we guide you through the “During the Interview” stage, focusing on how to create meaningful engagement, even when connecting over a challenging video platform. We will share practical tips for addressing each panelist directly, helping you make everyone feel included and valued, even in a virtual group conversation. Our mission is to coach you to authentically convey your enthusiasm and demonstrate your ability to build genuine rapport with the entire team, so you can stand out confidently in any panel interview setting.

We also want you to feel prepared for the pacing and flow of a panel interview, including managing multiple questions and interactions smoothly. Remember, the panel interview is not just about evaluation. It is your chance to demonstrate how you collaborate, communicate, and contribute as part of a team.

Our Goal

Today’s roundtable is about helping you present your best self so you can approach your panel interview with confidence and clarity. Together, we will turn what might feel intimidating into an empowering step toward your next career opportunity. Have questions or need coaching? Reach out; we are here to help.

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Do you follow directions during the job application process? I just saw a coach blatantly recommending folks sidestep application processes.

Today’s roundtable will address that theory.

Why Following Directions is Important

A side note, even if you already agree that following directions is important, I bet you don’t. Our statistics show a very high percentage of candidates fail to follow directions.

And following directions during the job application process is a crucial (although often overlooked) step that can significantly impact a candidate’s success. Why? Because paying close attention to every detail in the application process matters deeply to employers and can set candidates apart from the competition.

The conversation emphasized that each step requested by employers, from completing prequalification forms to submitting accurate references and therapeutic area details, is not merely bureaucratic but serves a clear purpose. These steps allow recruiters to present candidates effectively to clients, showcasing professionalism, attention to detail, and suitability for specific roles. Candidates who follow directions thoroughly demonstrate reliability and a strong work ethic, qualities highly valued in specialized fields such as clinical research.

We also highlighted common pitfalls in this roundtable, such as incomplete forms, missing references, or failing to communicate proactively about challenges during the application process. These missteps may raise doubts about a candidate’s ability to perform in the actual job, where following complex protocols and instructions is essential. Conversely, candidates who provide complete, accurate information promptly stand out as top choices for hiring managers.

One Key Takeaway

We urge job seekers to treat the job application process like an important relationship or partnership. Engaging fully and transparently with recruiters increases the chances of being matched with suitable opportunities, even ones not publicly advertised. Ultimately, following directions in the job application process can make the difference between securing a desired position and being overlooked. Job seekers who embrace this mindset position themselves for greater success and professional growth.

This podcast discussion offers practical advice and motivation to help candidates be detail-oriented, communicative, and professional in every application step they take. It underscores that success begins with following directions carefully and thoughtfully.

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Welcome to our latest episode, where we dive deep into the world of Job Search Networking. In our most recent podcast, we focused on how job seekers can set clear, actionable goals to streamline their job search process. We highlighted the importance of identifying companies and roles that align with individual experience and credentials. Additionally, we outlined practical steps for setting daily targets that can make the difference in an effective search.

Building on that foundation, today’s episode explores one of the most critical aspects of an effective job search: networking and relationship building. Instead of covering networking in the abstract, we aim to examine targeted Job Search Networking strategies. Why? Because proper networking will directly support your job application efforts. Effective networking opens doors that often remain closed through standard application channels. It is essential for anyone looking to stand out in a crowded job market.

Throughout this episode, we will unpack methods for building authentic connections within your chosen industries. We also clarify how to approach informational interviews (and why this matters). Additionally, we discuss practical ways to nurture professional relationships. Moreover, we will share insights on how targeted Job Search Networking can lead to valuable referrals, help you access unadvertised opportunities, and draw positive attention to your candidacy.

Whether you are actively seeking new employment or preparing for an upcoming career transition, understanding the nuances of Job Search Networking will empower you to move beyond the resume pile. Join us as we break down proven strategies and actionable tips to help you establish and leverage a professional network that truly advances your job search goals.

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I asked my client what her daily job search goals were, and she simply stated: To get a job. Hmmm…I believe she has confused the act of setting daily search goals with what she hopes the results will be. 

There is a key difference between setting a goal and achieving a result. The primary difference lies in the focus. Setting a goal is about defining what you want to achieve, while achieving a result is about the actual outcome after taking action. According to Better Career, a position search goal is a specific, actionable step that guides your job search efforts. 

Why Set Job Search Goals?

Daily search goals help you stay focused and motivated. Setting goals will help you clarify the result you want to obtain while helping you set realistic, measurable steps that you need to take each day to get there. 

And ultimately, by setting clear, achievable daily search goals, you will feel you have more control over the job search, thus making the experience less overwhelming. 

Setting Achievable Job Search Goals

When thinking about your daily search goals, realize that you don’t have to go overboard. Your goals should be specific, measurable, realistic, and achievable. But you don’t have to spend 16 hours a day ‘pounding the pavement’. 

However, the time you spend and the actions you execute should not be transactional. You want to focus on the quality of activities instead of the quantity. 

Want some Examples? 

Today’s roundtable digs into examples of job search goals. Listen in and let us know if you need some support. 

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Welcome to today’s podcast episode. We team up with one of our favorite guests, Lyle Gee, to discuss how to plan for unplanned downtime. This podcast is dedicated to all consultants who face the unique challenge of balancing work opportunities with financial stability. For consultants, the reality is clear: if there is no work, there is no pay.

But what happens when you cannot find a new assignment, or when a personal or medical emergency leaves you unable to work? These situations can arise unexpectedly and have a significant impact on your livelihood.

In this episode, we will explore practical strategies to help you prepare for periods of no work. We will discuss how to build a financial safety net, develop a proactive plan for downtime, and ensure that you can weather the uncertainties that come with consulting. Whether you are navigating a slow job market or coping with unforeseen personal events, this episode will provide you with the tools and insights you need to plan for unplanned downtime and maintain your peace of mind.

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Today, we are honored to feature Alisha Moore, a dedicated Clinical Research Professional who recognized a critical unmet need within underserved communities and took action. Across our industry, there are persistent gaps, particularly in public education about clinical research and in the availability of career development resources for professionals. Alisha did not simply observe these gaps; she stepped forward to address them.

What if you could redirect your job search toward a path that not only fulfills you personally but also offers stability and the chance to solve real-world challenges? Imagine leveraging your expertise to create meaningful change within underserved communities and your field.

Tune in now to hear Alisha Moore’s remarkable story. Join us as we explore how Alisha made this pivotal career shift. Discover what unique skills and insights empowered her to step confidently into uncharted territory. Learn how her experience can inspire and guide your own journey.

Be inspired—perhaps today’s conversation will encourage you to consider a pivot of your own.

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Welcome to today’s podcast episode, where we delve into the often-debated roles of cover letters and thank-you notes in the modern job search. Many believe these steps are outdated relics of the hiring process. However, the latest statistics tell a different story. So, let’s dive in: Are thank-you notes and cover letters necessary?

Cover Letters

A cover letter is a formal document submitted alongside a resume. They are designed to introduce yourself, highlight your qualifications, and explain why you are a perfect fit for the position. While some job seekers question their effectiveness, recent data shows that a substantial number of hiring managers value them if written effectively. And in today’s competitive market, why wouldn’t you consider writing a cover letter? Especially if your application needs some explanation (read, you are under- or over-qualified or changing your career trajectory).

A well-written cover letter will also demonstrate your commitment and communication skills.

Thank You Notes

A thank-you note is a brief, thoughtful message sent after an interview or professional interaction. In simplest terms, it is to express gratitude and reaffirm your interest. Thank you notes are proven to make a memorable impression and increase your chances of being selected. Research confirms that candidates who send thank-you notes are more likely to be remembered and considered favorably by hiring teams. Our experience agrees with this research. Statistics from our data show that almost 100% of candidates who send thank-you notes progress.

Listen To Learn the Do’s and Don’ts

But how you write your thank-you notes and cover letters is important. Stay tuned as we explore best practices for crafting standout cover letters and thank you notes in today’s episode.

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Welcome to today’s podcast episode, where we partner with one of our favorite CRAs, Chiquita Caudle, to discuss an extremely important topic: the remarkable adaptability of effective professionals in today’s ever-changing workplace.

In a world that demands flexibility, resilience, and sharp communication, effective CRAs stand out by behaving much like chameleons.

Wait…what? These senior professionals seamlessly blend into new environments, adjust their approach to suit diverse situations, and thrive amidst constant change.

But how do you know if you are capable of gracefully adapting on the fly? Are you able to relate to a challenging site regardless of the circumstances? Can you lead when needed and follow when warranted? Join us as we uncover the strategies, mindsets, and skills that enable effective professionals to navigate challenges, build strong relationships, and achieve outstanding results.

Whether you are looking to elevate your own performance or gain insights into what soft skills make effective professionals truly exceptional, this podcast is your guide to mastering the art of professional adaptability.

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Today, we team up with one of our favorite guests, Lyle Gee, to discuss how to identify soft skill deficiencies.

Why Identifying Soft Skill Deficiencies Matters

In today’s dynamic workplace, the ability to identify soft skill strengths and gaps is crucial. Soft skills like communication, collaboration, adaptability, and emotional intelligence are often the unsung heroes behind professional success. Yet, many professionals are unaware of their deficiencies in these areas. Recognizing and addressing these gaps is the first step toward meaningful growth.

But How?

It is easy to overlook the need to improve soft skills, especially when we don’t realize we’re falling short. How can you develop a skill if you don’t know it needs work? Perhaps the answer lies in increasing self-awareness and actively seeking feedback.

Join us as we team up with Lyle Gee to explore actionable strategies for pausing, reflecting, and assessing your soft skills. Together, we will discuss how to:

• Identify soft skill deficiencies with greater clarity,
• Improve critical soft skills through targeted practice, and
• Leverage your current strengths to navigate any challenge.

Conclusion

By learning to identify soft skill gaps, you can take control of your professional development, adapt to changing environments, and become a more effective collaborator. Check out today’s podcast and let us know your thoughts!

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Welcome to today’s episode, where we pull back the curtain on one of the most important and misunderstood steps in the modern job search: making sure your CV or resume is ready to beat the bots.

If you have ever applied for a job and never heard back, you are not alone. In fact, only about 15% of resumes ever make it past the artificial intelligence-driven applicant tracking systems (ATS) and into the hands of a real human recruiter. Today, we are giving you step-by-step instructions to ensure your resume is one of the lucky few.

What is Behind the Curtain

We start by demystifying how ATS works. Why? Because if your resume doesn’t contain the right terms, it is likely to be filtered out before anyone ever reads your story. We walk you through exactly how recruiters identify the keywords when they post a job. You will learn how to analyze a job description, spot the must-have skills and qualifications, and strategically incorporate them into your resume without overdoing it or misrepresenting your experience.

We outline how to strike the balance between being explicit about your achievements and ambitions, while making sure your resume tells a clear, compelling story.

Why Formatting Matters to Bots

And if you want to beat the bots, the format of your resume matters, too. For example, some PDF versions can’t be read by ATS. We discuss how to choose the right file type, why a simple format is important, and how to avoid design elements that could confuse ATS and cost you an interview.

Soft Skills Matter Too

While it is tempting to focus on technical abilities, we outline why it is important to highlight soft skills such as communication, teamwork, leadership, and other interpersonal strengths. The best resumes balance hard and soft skills, painting a full picture of who you are as a professional.

By the end of this episode, you’ll have a clear, actionable roadmap for creating a resume that not only passes the AI test but also impresses the humans on the other side. Let’s get started!

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Many candidates struggle to effectively answer this common interview question. In fact, we have recently had several very experienced candidates faceplant when attempting to articulate whether they are able to work individually or as part of a group.

I would suspect this is one of the most common interview questions hiring managers ask. Thus, all job seekers should prepare and practice a response.

But before you answer, consider why the question is being asked. And no, the interviewer doesn’t usually care what your preference is. The interviewer is really picking at your Soft Skills. And the real question behind this inquiry is whether you can effectively work in either scenario.

Why is this interview question important? Because the interviewer wants to know that you can adapt.  By demonstrating the ability to adapt your work style to different situations and highlighting your strengths in both independent and team-oriented settings, you can effectively convey your versatility and adaptability, making you a valuable asset in any workplace.

Tune in to today’s roundtable for expert advice on framing your answer to highlight your adaptability and make a strong impression.

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Welcome to today’s episode! If you have ever wondered about the buzzwords “automation” and “artificial intelligence” and what they really mean for the Clinical Research Associate role, you are in the right place. Join us as our special guest, Anna-Liisa Parts, breaks down the differences between these two concepts in a simple, non-technical way.

And importantly, we talk honestly about the fears and excitement swirling around AI in our industry.

Let’s face it: there is a lot of uncertainty about how AI might change the way our CRAs work. But what if, instead of replacing the clinical research associate role, these tools could actually help CRAs? Imagine a world where automation takes care of those repetitive, time-consuming administrative tasks, thus freeing CRAs up to focus on what truly matters: building strong site relationships and using critical thinking skills to ensure studies run smoothly.

We all know that being human means we sometimes make mistakes. But with the right tools, like automated checks for signatures or form versions, CRAs can catch those little errors before they become big problems. It isn’t about replacing CRAs; it is about making CRAs even better at what they do. Think of automation as your trusty sidekick, helping you become a superhero in your role.

So, whether you are curious, concerned, or just excited about the future, join us as we explore how automation and artificial intelligence can empower CRAs, making your work not just easier but even more impactful. Let’s get started!

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Today’s hiring market faces a significant disconnect that affects both job seekers and employers in profound ways. This disconnect reflects a volatile environment where job seekers experience sticker shock as the once plentiful outreach from hiring entities has slowed dramatically. Meanwhile, employers are expressing frustration over a seemingly scarce supply of qualified candidates. Likewise, hiring entities are experiencing an oversupply of underqualified and fraudulent applicants.

Supply and demand in the hiring market feel out of sync. And this is highlighting a challenging reality where hiring standards have become increasingly picky, ranging from stricter geographical requirements to unrealistic compensation expectations.

The Impact

This imbalance leaves many quality positions unfilled despite a pool of eager candidates.

For job seekers, the market demands much more effort to gain recognition. Candidates have to navigate strategic resume updates, focus on personal branding, and participate in active engagement beyond simply applying. Today’s ideal job candidate cannot rely solely on past experiences and achievements. But instead, must consider broader career growth, continual skill development, and flexibility in job roles.

And to cure the disconnect, I believe employers must also reassess what I believe to be rigid criteria in areas that matter less. Instead, I encourage hiring entities to consider the value of transferable skills. This compromise is more likely to build successful, long-term matches in today’s shifting landscape.

Economic factors such as inflation, budget constraints, and evolving work models contribute to a more complex hiring market. Moreover, the rise of AI is altering hiring processes and candidate screening, increasing the need for transparency and ensuring authenticity in applications.

This podcast episode explores these challenges, highlighting the reality of the 2025 hiring market and offering insights into bridging the gap between employer expectations and job seeker realities. Understanding this disconnect is essential for navigating the current landscape and finding success in both hiring and job searching endeavors.

This discussion aims to equip listeners with strategies and perspectives to adapt effectively in today’s hiring market.

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Welcome to today’s episode. Join us as we have a beautifully candid conversation with Angelina Diassiti about career crossroads. We discuss feeling the sting of rejection while simply wondering: “What’s next for me?”

Have you ever found yourself willing to take any job, not because you are desperate, but because you are unsure what you actually want? There is a real difference between accepting any position out of uncertainty and intentionally exploring your next move because you are at a career crossroads. 

Today, we will unpack how to tell the difference and why clarity, not desperation, should drive your search.

We will also talk about how to keep moving forward when facing a string of rejections. Frustration is real when you are not picked for a position you want. But what if the key isn’t waiting to be chosen, but learning how to choose yourself? We will dive into practical mindset shifts that help you move from passively waiting for opportunities to actively crafting them so you are no longer waiting for someone else’s “yes” to move forward.

By the end of this episode, you will have strategies to clarify your goals. You will learn how to boost your confidence. And importantly, learn strategies to put yourself in the driver’s seat of your career. Regardless of whether you are feeling lost, stuck, or simply ready for a change, this episode will help you stop spinning your wheels.

Start building a career and a life that you love. Let’s get started!

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