Attracting Top Talent to Mega Campuses

What strategies can companies adopt to attract and retain top talent in these competitive mega campus locations? How can companies create a culture of innovation and collaboration that fosters employee engagement and productivity?

Well, it starts off with being in the right location. There are a number of markets in the country that you know have the human capital, you know, portion of the equation, the talent pool that you can attract, or you can actually hire from. And you know that starts with, you know, good school system, good quality of life, being proximate to medical and educational institutions. And you know, that's the talent pool that these companies need to draw from.

So, you see, these companies tend to focus on clusters like Boston, New York, New You know, northern jersey, Philadelphia, San Francisco, San Diego, and some other markets like the 270 quarter in Maryland and the research triangle in North Carolina. These markets have commonality in the sense that they have large medical and educational institutions that are training these people to actually be able to do the science or work for these companies. And without that, you can't build a talent base or an employee base. I should say, what's happened over the past? I'd say five or seven years is a little bit different than what's what was historic in the pharmaceutical industry, a lot of the scientists were thrown, at least perception wise, into the basement. In the dark corners of the of the building to do research. I think a lot of companies realize that these people are people like everybody else, and they're amazing people, and they want space looking at, you know, outside of a window. They want light and air. They want access to, sunny views and things like that, just like everybody else.

So, in lab design, I think it's been changing over the past couple of years that we're putting labs more on the perimeter of the building, rather than the core of the building, and addressing people's, you know, needs for sunshine and light, especially in the winter. So, no one gets seasonal affective disorder, but no. So that's actually a big shift. I would say, creating that that positive, you know, collaborative, innovative feeling for at least the employees.