5 Minutes with Nina Sattlegger: Building Strong Teams in Life Sciences in Austria

I recently sat down with Nina Sattlegger, Executive Director Life Sciences with Talentor Austria, to discuss the recruitment landscape in the life sciences industry in Austria. Here is what we discussed:

Doug: Since when have you been helping companies in the life sciences sector with talent challenges, and why did you choose this industry?

Nina: I’ve been in this field since 2014, but the journey started even earlier. During my studies in Health and Nursing Sciences as well as in Business Administration, I knew I wanted to do something that bridges both worlds — something meaningful, strategic, and people-focused. An internship in the pharmaceutical industry opened the first door, and another internship in a recruitment consultancy made it clear: This is it. I wanted to support the life science industry by finding and placing the right talent.

And a fun fact 😉— as a child, I loved playing detective. I was always curious, always searching for clues and solving little mysteries. In a way, I’ve stayed true to that spirit. Executive search is a bit like detective work: you dig deep, ask the right questions, and uncover potential that isn’t always visible at first glance.

Doug: What talent challenges do companies in life sciences typically face in Austria?

Nina: Life sciences companies in Austria typically face challenges such as a limited talent pool for specialized roles, balancing global standards with local limitations, and ensuring cultural fit for long-term retention. Finding leaders who not only bring expertise but also embody the company’s values and can drive transformation is key. At Talentor, we focus on identifying leaders for tomorrow: individuals with strategic vision, emotional intelligence, and the ability to shape culture and lead through change.

Additionally, employer branding is key, especially for smaller firms competing with global players. We address these challenges with a holistic, value-driven approach to recruitment.

Doug: How do you align hiring with long-term business strategy?

Nina: At Talentor, we align hiring with long-term business strategy by becoming a true strategic partner or as we like to say, by being part of the client’s core team. This means we’re not just involved when a vacancy arises, but embedded early in the planning process, understanding the company’s vision, values, and future direction.

Our credo is clear: “Your values are our anchor”. We don’t just look for skills, we seek character and cultural fit. That’s why our approach goes far beyond matching CVs to job descriptions. With a holistic view of cultural fit, we dive deep into the unique DNA of each organization. We explore what drives your team, what makes your culture thrive, and what kind of people will truly belong and contribute long-term.

Doug: How important is company culture in attracting and retaining top talent?

Nina: Company culture is a key factor in attracting and retaining top talent.
It’s one of the first things we ask our clients: “How does your company tick?”, because understanding the culture helps us represent them authentically. Candidates ask us the same: “What is the company really like?” Since people spend a large part of their lives at work, they want to feel aligned and valued. That’s why we see ourselves as an extension of our clients – a kind of business card – and ensure we communicate their culture clearly and genuinely throughout the search process.

Doug: What client feedback are you most proud of?

Nina: We’re proud not only of the feedback we receive from clients, but of the win-win we create, when both the company and the candidate feel it’s the perfect match. That’s when our work truly pays off.

What makes it even more rewarding is when clients reflect on what we experience internally: a team that pulls together, acts with professionalism, and is genuinely passionate about what we do.

Being seen as a trusted partner and ambassador for our clients - that’s the greatest compliment we can receive.

Original publication by Doug Mackay/ Collingwood Executive Search, here.