From corporate Giant to Small business or vice versa…?

“Thinking of making a shift? From corporate Giant to small business or vice versa…?”

With the new year well under way, many of us find ourselves reflecting on our goals, priorities and the opportunities the year ahead might hold. In Life Sciences, a question that seems to come up time and again is, “What’s next?”

What’s next for scientific innovation? And importantly, where do I fit into this ever-evolving landscape?

After speaking with Jackie, it was clear that despite coming from very different backgrounds in Life Sciences, we found common ground in our experiences of transitions from large corporate organisations to smaller growing businesses and vice versa. These shifts can be invigorating but are not always as straightforward as we may anticipate or like. There can be preconceived notions about large and small companies but there is more to it than just size.  This isn’t about advocating for one over the other – like everything in life, both paths come with their own set of opportunities and challenges.

Through this article and the questions, we pose, we hope to provide a guide to help you step back and reflect on what opportunities, personal development and cultural shifts might come with such changes and to uncover what might truly be driving your career decisions.

Where to start and what should I ask myself?

When navigating a career transition, it is always wise to take a step back and evaluate what truly matters to us. What is driving us to make this change?

• Is it a desire for promotion or to move towards something new and challenging?
• Perhaps the drive is to move away from something or to leave something behind
• Maybe we just need a change to reinvigorate us

The decisions we make can have implications on both our professional and personal life, so we owe it to ourselves to think carefully. That said, it is rare that things are set in stone and can’t be changed.

However, if our personal values and beliefs are aligned with the new company and the role, we stand a good chance of enjoying the new role and succeeding.  Whether we are considering a shift from a corporate giant to a smaller business, going from small to large or even starting our own venture, we should ask ourselves some important questions to gain clarity and align our career path with our goals, values and aspirations.

The stage of career (early, mid, or senior professional), outside pressures and work-life balance all have a part to play in the decision-making process and may influence what we need to do and therefore help define the opportunities we seek.

2. What is the driving force for the decision to move? Is it for a step up, is it to enable a change of direction/career and as such a step down could be considered, is it driven by frustration with current role.  Essentially, is it a push situation (maybe dissatisfaction in your current role or difficult working environment) or a pull situation (excitement about new opportunities and new directions)?
3. What is important to us personally now and in the future? Is it career advancement, is it a desire for flexibility in working environment be that the hours worked or the location (on site, remote or hybrid), is longer term stability essential or can more risk be tolerated, is it a desire for an improved work-life balance, is it about feeling recognised, valued and rewarded?
4. Do you want to start your own venture? Are you entrepreneurial and considering whether to strike out on your own. Is this the right time?

Balancing the push and pull

A successful career transition can happen when the pull factors outweigh the push factors, meaning we are not just running away from something, but moving toward something genuinely better. If a transition is only driven by push factors, it can lead to a rushed decision and potential dissatisfaction in the new role.

The following lists are not comprehensive but are examples to think about:

Push Factors, what may be making you want to leave?

• Lack of growth – Feeling stagnant with no opportunities for development.
• Toxic work environment – Poor leadership, lack of support or unhealthy workplace culture.
• Lack of vision and direction – Can’t see how you can make an impact.
• Limited work-life balance – Excessive workload, long hours or high stress.
• Compensation dissatisfaction – Feeling underpaid or lacking financial incentives.
• Job insecurity – Uncertainty due to layoffs, restructuring or company instability.

Pull Factors, what is attracting you to something new?

• Career growth and development – A clear path for advancement or skill-building.
• Vision and aspirations – A mission that resonates with you, where you can add value.
• Strong company culture and leadership – A supportive, values-aligned workplace.
• New challenges and learning opportunities – Engaging work that provides excitement.
• Improved work-life balance – More flexibility, remote work options or reduced stress.
• Better compensation and benefits – Higher salary, bonuses or enhanced benefits.

It can be a difficult question to ask ourselves honestly, but if you are thinking about a career change, think what is driving it, do you feel pushed or are you being pulled toward something better?

Career Stage Considerations

As you evaluate your next career move, it is important to consider how your current stage of life and work influences your priorities and decision-making. Whether you are just starting out, in the midst of your career, or approaching senior leadership levels, each stage brings unique opportunities and challenges.

The questions below may help prompt self-reflection and may also serve as topics for conversation with potential employers to ensure alignment with your goals and aspirations.

Career Stage Considerations

Early Career:

• Are you seeking broad, varied experiences to build a versatile skill set (common in smaller companies), or do you prefer deep expertise in a specific area (common in larger organisations)?
• How will this new role and new employer look on your CV – does it add the value you want?
• How important is access to structured training and development programs, often more prevalent in large corporations?

Mid-Career:

• Are you ready for a leadership role? Small businesses may offer faster career progression but often require you to take on diverse responsibilities?
• Do you want to focus on influence and making strategic decisions, or do you thrive on execution and implementation?
• Do you really want a people management position or do you see that as the only way to progress?
• Do you just want to do a job really well and enjoy what you do. Perhaps promoted positions with the additional responsibilities they bring is not what you really want at this point?
• How do benefits and salaries compare between your current role and prospective opportunities? Larger companies may provide more structured and comprehensive packages.

Senior Level:

• Do you want to be a key decision-maker? Smaller organisations may provide this opportunity but could be limited by financial or resource constraints.
• Are you comfortable with the slower decision-making processes and more bureaucratic structures of larger organisations, which may impact your ability to enact change?
• How important is the legacy you want to leave behind? Senior roles in both large and small organisations can offer the chance to shape culture, strategy, and impact, but the pathways differ.

These questions are not one-size-fits-all but are designed to encourage introspection and facilitate meaningful conversations with prospective employers as you map out the next stage of your career.

Key aspects to reflect on

When deciding whether to join a small company, a large corporation or even pivot in a new direction, understanding your core values is essential. What you prioritise in your career will often dictate where you thrive and what environments suit you best. From flexibility and creativity to stability and structured growth, these can vary significantly between small and large organisations.

While the size of the company can shape your day-to-day experience, remember that the leadership, regardless of the company’s scale, and the people and culture will play a critical role in determining success and satisfaction.

Small Company

• Comfort with Risk: Smaller companies may involve a higher level of risk if they are reliant on regular fund-raising events.
• Flexibility: Often, roles are fluid, allowing you to explore diverse responsibilities.
• Variety and Creativity: Smaller teams can mean wearing multiple hats and finding creative solutions to challenges.
• Independence and Self-Motivation: Without layers of hierarchy, initiative and self-direction will be essential.
• Adaptability: The pace of change in smaller organisations is often quicker, requiring a comfort with ambiguity.
• Impact: it may be easier to see the direct impact of your actions in the workplace. In very small companies there will be nowhere to hide as everyone will have a role to fulfil for the success of the organisation.
• Roles models: In a small company, direct role models may not be present to observe day to day so clear development paths and mentoring may be valuable. This may be more challenging in small remote/virtual organisations.

Large Company

• Stability: A large company is likely to have more financial security. Additionally, established processes and resources can also provide a sense of security.
• Structured Career Path: Larger organisations often have clear progression ladders and defined roles.
• Role models: The presence of career structures typically means there are many role models to help people develop in their roles
• Professional Processes: Larger companies tend to have standardised systems and protocols.
• Team Orientation: Collaboration is often emphasised and encouraged across various departments and functions.
• Risk-Averse Approach: Decisions in larger organisations may be more deliberate and can sometimes minimise potential risks.

These aspects are not mutually exclusive to size of organisation, and personal preferences likely evolve over time. By identifying what resonates most NOW, you can make a choice that aligns with your professional goals and personal priorities.  It also helps to explore at interview to get a better feel for the company and not just the role.

Your Personal Mindset: A Key Driver When Considering Career Moves

When evaluating a career move, your personal mindset is just as important as the practical aspects of the role. It is a combination of how you view yourself, your priorities and the environments in which you thrive along with your fundamental values and beliefs. A strong and adaptable mindset can help you overcome challenges, embrace change and thrive in new environments; it is about being honest with yourself.

Being honest about what’s pushing or pulling you toward a new role is key:

• Push Factors: Are you feeling undervalued, stuck in your current role, or misaligned with your company’s values?
• Pull Factors: Are you drawn to opportunities for growth, alignment with a company’s mission, or a role that better suits your evolving personal priorities?

Alignment With Company Values

Your mindset should resonate with the values of the organisation you are considering. Ask yourself:

• Does this company’s mission inspire you?
• Are its values (e.g. sustainability, diversity, innovation, people orientated, driven) consistent with what you prioritise?
• Can you see a clear career development path and supportive environment
• Will the leadership style and culture motivate you to do your best work? Reflect on leadership styles: Are decisions imposed, directed or inclusive? How does that align with your preferences?

Practice self-reflection and regularly assess your strengths, areas for growth and what truly drives you. The right career move starts with clarity about who you are, what you value, and how you work best. Use your mindset as a compass to guide you toward environments and roles that empower you to thrive both professionally and personally.

Remember, there is no one-size-fits-all blueprint when it comes to career transitions. Use these questions and reflections to build self-awareness and uncover what truly matters to you. Whether you are stepping into the fast-paced world of a growing business or leveraging the stability of a large corporation, aligning your values and career stage with your decision will set you on the path to success.

A huge thank you to Jackie Macritchie for her time, insights and brilliant conversation.

Kirsty – Nexa Life Sciences