Accelerating Commercial Readiness Pre-Conference Day

• How do you protect a first US commercial launch when the people who can deliver it are nearly as rare as the disease you are treating, the timeline does not move, and losing even one of them mid launch costs months you do not have?
• Discover how Egetis built Org Readiness & Retention Intelligence, a structured listening architecture that uses AI to turn one to one employee conversations into pattern level intelligence that goes to the commercial leadership team, sits next to the launch metrics, and drives decisions the same week
• See how the approach kept the US commercial team intact through launch and exposed the small operational friction quietly consuming hours of every employee’s week, redirecting roughly three hours per person per week back to critical path work

• How can clinical-stage life sciences companies build the HR and talent infrastructure needed to commercialize for the first time, often without any internal blueprint for what that transition actually requires?
• Drawing on experience across 40+ commercial launches, this talk unpacks the scaffolding that has to go up around key inflection points, from aligning compliance, legal, and program management to keeping day-to-day execution on track while the organization fundamentally changes shape
• Learn how HR can act as the connective tissue between internal and external teams during commercialization, translating what “going commercial” really means for a workforce that has only ever operated at clinical stage

This interactive Q&A explores how to protect critical talent and build the right infrastructure during a first commercial launch.

• Using AI-driven listening to catch retention risk in real time during launch
• Building the HR scaffolding needed for first-time commercialization
• Translating what “going commercial” means for a clinical-stage workforce

This roundtable turns the Q&A’s insights into a plan for protecting talent ahead of your own commercialization milestones

• What early warning signs of retention risk should we track ahead of a launch?
• Which functions most urgently need scaffolding before going commercial?
• What would “launch ready” look like for our own people function?
• Leave with practical steps to build launch-ready infrastructure

This fireside chat brings you one-on-one with an HR leader who has guided their organization through the shift from clinical stage to commercial stage. In an intimate, conversational format, dig into the real infrastructure decisions, talent strategy moves, and organizational readiness steps a first launch demands, with space to ask the questions you actually want answered.

Building on the fireside chat, this roundtable gives you space to turn insight into action. Work with peers navigating the same transition to pinpoint the infrastructure gaps, talent decisions, and organizational shifts that matter most for your stage of growth, and walk away with a concrete plan you can put into motion the moment you’re back at your desk.

• How do you lead through the full arc of a biotech’s transformation, from private company to public, from discovery through pre-clinical to pre-commercial, and know when the moment calls for a different kind of leadership?
• Discover how leading with objectivity, transparency, and care, even while making some of the hardest personnel decisions of a career, allowed TScan to preserve trust through the process, evidenced by several former employees choosing to return to the company afterward
• Learn how TScan Therapeutics scaled from 25 to over 200 employees, growth that ultimately gave way to a 30% reduction in force as organizational priorities shifted, all while sustaining industry-leading retention and a Boston Globe Top Places to Work distinction

This interactive Q&A looks at what it takes to lead a people function through a biotech’s full transformation, from discovery to commercial stage.

• Recognizing when a different kind of leadership is needed as a company transforms
• Leading with objectivity and transparency through hard personnel decisions
• Sustaining trust and retention through a reduction in force

This roundtable explores how to lead your own team through a similarly transformative period.

• What kind of leadership does our current stage call for?
• How do we preserve trust through hard personnel decisions?
• How do we sustain retention through change?

Leave with a sharper approach to leading through transformation.

This panel explores what it takes to lead the people function through a company’s transition from a pure research and development organization into a clinical-stage operation, where hiring needs, org structure, and culture all shift at once. Hear from HR leaders who have navigated this evolution firsthand, sharing the practical decisions behind building the right team, structure, and capability for the next stage of growth.

Building on the panel discussion, this roundtable gives you space to work through what your own transition from R&D to clinical stage actually requires.

You’ll collaborate with peers navigating the same shift to identify the hiring priorities, org structure changes, and culture decisions that matter most for your stage of growth, and leave with practical next steps you can put into action the moment you get back to the office.

• What hiring needs are we underestimating as we move toward clinical stage?
• Which parts of our org structure need to change first, and which can wait?
• How do we preserve what’s working culturally while building the capability we don’t have yet?
• What would “ready for the next stage” actually look like for our team?

Leave with a clearer sense of the team, structure, and capability decisions that matter most for your own transition, plus practical ideas from peers navigating the same shift.