How GenScript hires the next gen of Biotech talent

Founded in 2002 in New Jersey, GenScript Biotech Corporation accelerates innovation in healthcare and consumer goods by supplying the tools researchers need - from gene synthesis to protein production.

With 5,500+ employees and 200,000+ customers across 100+ countries, it's one of the world's leading biotech solution providers.

As GenScript expanded into Asia Pacific with a new gene and protein facility in Singapore, the mission remained clear: build with excellence, innovate continuously, and put customers first.

With Singapore's new facility ramping up, GenScript needed to scale hiring - fast.

The team focused on early-career talent to support long-term growth, but executing that strategy came with challenges:

• High volume, limited team: Each role attracted hundreds of applications. But with just two recruiters, manually reviewing resumes and conducting first-round interviews, fast wasn't an option.
• Highly specialized screening: Lab technologist roles required assessing candidates on equipment handling, safety protocols, and GMP familiarity. These aren't "gut-feel" interviews - you need consistency, structure, and scientific fluency.
• Brand building on the fly: GenScript, though globally respected, was a new name to many grads in Singapore. Recruiters had to invest hours at campus events, answering the same questions during interviews, and selling the vision - all while juggling screening workloads.

Despite their commitment and courage - the "Dare to Win" spirit that defines the team—recruiters were stretched thin.

They needed a way to protect candidate experience, raise the technical bar, and scale hiring without burning out.

That's where Ryan, Screened's AI recruiter, stepped in.

GenScript brought in Ryan to automate the most time-consuming and knowledge-heavy part of the funnel: resume reviews and first-round interviews.

This freed up the recruiting team to double down on employer branding and strategic outreach.

• Custom interviews built for lab roles: We worked with GenScript's talent teams to codify a structured interview that reflected the actual day-to-day requirements of a lab technologist. This wasn't generic Q&A - Ryan assessed candidates on equipment know-how, situational reasoning, and familiarity with lab standards. Ryan's flow was also tuned for early-career candidates, balancing baseline competency with potential - reflecting GenScript's commitment to developing talent through learning and mentorship.
• Time back to build brand and pipeline: With Ryan handling the initial screens, recruiters spent less time on repetitive phone calls and more time showing up where it mattered - career fairs, student talks, and outreach events. That shift helped reinforce GenScript's reputation as a biotech employer of choice.
• Consistent, scalable assessments with data: Ryan evaluated every candidate against the same rubric, creating consistent and fair assessments. The output wasn't just a pass/fail - it included structured reports, giving hiring teams clearer signals and better calibration across interview stages.