Sales Leadership

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It seems that just like olezarsen, Ionis went with an all women sales director team. This tells me all I need to know about this company. You're never going to convince me that that best person for each of these positions was chosen. What are the statistical odds that the best person across 8-10 roles (between both products) would be exclusively XX chromosomes?
 


anonymous said:
It seems that just like olezarsen, Ionis went with an all women sales director team. This tells me all I need to know about this company. You're never going to convince me that that best person for each of these positions was chosen. What are the statistical odds that the best person across 8-10 roles (between both products) would be exclusively XX chromosomes?
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I’m more concerned with the lack of company diversity when 7/9 RSDs hired are all friends and worked together at some capacity at Genentech. The 2 heads of sales both Genentech and CCO. The head of PEMS Genentech as well and they keep inputting more all over the commercial team. It’s glaring and those not from there are becoming outsiders. There is a large cultural shit happening.
 


anonymous said:
I’m more concerned with the lack of company diversity when 7/9 RSDs hired are all friends and worked together at some capacity at Genentech. The 2 heads of sales both Genentech and CCO. The head of PEMS Genentech as well and they keep inputting more all over the commercial team. It’s glaring and those not from there are becoming outsiders. There is a large cultural shit happening.
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We’ll have to wait and see if they hire their sales people for HAE the same way they did the Ole team they bring their favorite one and then the worst candidate to the final forcing the hand. And shockingly most were former colleagues from you know where. HAE will likely be much of the same. We’ll see how Dallas goes.
 


anonymous said:
It seems that just like olezarsen, Ionis went with an all women sales director team. This tells me all I need to know about this company. You're never going to convince me that that best person for each of these positions was chosen. What are the statistical odds that the best person across 8-10 roles (between both products) would be exclusively XX chromosomes?
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The Dino team went with mostly women as well 5/7 of them. And most are person friends with the head of sales and they travel together. More of the same- friends hiring friends. Sad this place was good initially
 


anonymous said:
The Dino team went with mostly women as well 5/7 of them. And most are person friends with the head of sales and they travel together. More of the same- friends hiring friends. Sad this place was good initially
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Look, I don’t like that they are doing this. It’s why I backed out of the interview process. However, they are hiring who they know because it’s too difficult to trust just anybody these days. You can’t take anybody’s word or resume at first glance anymore. You have to know their background and work ethic from known sources so you can have a launch that is successful, immediately. Again, I don’t agree with friends hiring friends, but if they have a successful selling background, it can only help a small company when it comes to launch.
 


anonymous said:
Look, I don’t like that they are doing this. It’s why I backed out of the interview process. However, they are hiring who they know because it’s too difficult to trust just anybody these days. You can’t take anybody’s word or resume at first glance anymore. You have to know their background and work ethic from known sources so you can have a launch that is successful, immediately. Again, I don’t agree with friends hiring friends, but if they have a successful selling background, it can only help a small company when it comes to launch.
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anonymous said:
I agree with much of this but I wouldn't even calling it friends hiring friends. It's very common and natural to hire who you know professionally and not necessarily because they're friends. They have most likely worked with these people and know they are high performers and feel comfortable hiring them because they know what they are getting. My current company did the same thing when they entered into a new space. They hired a couple of new leaders from outside and it trickled down through the hiring process where a big chunk all came from the same company. That's just the way it goes.
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The leadership team here has zero HAE experience and all came from Genetech.
Corporate is trying to find them more products to sell because they know their success in HAE will be limited.
 


anonymous said:
Look, I don’t like that they are doing this. It’s why I backed out of the interview process. However, they are hiring who they know because it’s too difficult to trust just anybody these days. You can’t take anybody’s word or resume at first glance anymore. You have to know their background and work ethic from known sources so you can have a launch that is successful, immediately. Again, I don’t agree with friends hiring friends, but if they have a successful selling background, it can only help a small company when it comes to launch.
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That’sa bunch of crap. It’s friend hiring friend - period and people especially leaders know talent when they see and meet people regardless of working with them before and if they choose to continue to hire friends and overlook talent and barely screen resumes so get as many of those friends j
At Ionis that is a huge mistake. They will fail bc of this.
 


anonymous said:
The leadership team here has zero HAE experience and all came from Genetech.
Corporate is trying to find them more products to sell because they know their success in HAE will be limited.
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And they were suppose to be so “selective” and wanted HAE or strict rare disease experience all of which hired barely qualify friends hiring friends
 




Ionis leadership has no clue about HAE and the structure/strategy is already set up to fail. HAE is rare disease and the territories are way too small!! Hiring Mgr said they did this because the sales rep is also a patient access reps, the rep will have more work from doing both roles. How does that work with HIPPA ? The territories will not have individual goals, they will be regional goals so good luck to the one that brings in the most, and doesnt get paid if their team doesnt hit it. I was so excited about his role until I learned about this and interacted with the hiring mgr who doesnt have a clue about the HAE Space. I was invited to go to Dallas but decided I didnt want to work in a territory that has 1 prescriber so I pulled out - the ship is sinking before it sails.
 


they have no presence in the United States, just look at the authors of their phase 3 trial, patients from Turkey? Some in CA. They are not going to be able to sell against Tak. RBDs have zero knowledge about HAE and the plan is to hire sales reps as "Hybrid Roles" to do patient access work and Sales because they don't want to invest in a reimbursement team. Their leader ship team has no HOA experience and the territories are so small that reps will not have equal potential to drive new patients. It is already set up to fail, such a shame.!
 


anonymous said:
Look, I don’t like that they are doing this. It’s why I backed out of the interview process. However, they are hiring who they know because it’s too difficult to trust just anybody these days. You can’t take anybody’s word or resume at first glance anymore. You have to know their background and work ethic from known sources so you can have a launch that is successful, immediately. Again, I don’t agree with friends hiring friends, but if they have a successful selling background, it can only help a small company when it comes to launch.
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This is how its done these days, across the industry. If you know anyone at alnylam, I hear it is the same over there.
 


anonymous said:
Ionis leadership has no clue about HAE and the structure/strategy is already set up to fail. HAE is rare disease and the territories are way too small!! Hiring Mgr said they did this because the sales rep is also a patient access reps, the rep will have more work from doing both roles. How does that work with HIPPA ? The territories will not have individual goals, they will be regional goals so good luck to the one that brings in the most, and doesnt get paid if their team doesnt hit it. I was so excited about his role until I learned about this and interacted with the hiring mgr who doesnt have a clue about the HAE Space. I was invited to go to Dallas but decided I didnt want to work in a territory that has 1 prescriber so I pulled out - the ship is sinking before it sails.
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This is an interesting perspective with the regional background. I guess you are as good as the team they hire- so do we have a say in who they pick or are we willing to put our hands in these incompetent leaders they chose to hire whom are their 'friends' to make the right decisions on by behalf when they leadership choices made say it all. Glad we passed on dallas seems like they are sitting ducks
 


Doni is a total crapshoot anyways. They are going to try and say that it’s less painful to inject than takzero. They are way too late to the game and coming with zero experience with the treaters and overall patient mindset.

Expect dei and Genentech friends list hiring across the board.
 


anonymous said:
Doni is a total crapshoot anyways. They are going to try and say that it’s less painful to inject than takzero. They are way too late to the game and coming with zero experience with the treaters and overall patient mindset.

Expect dei and Genentech friends list hiring across the board.
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this is all true! There are so many conflicting discussions and mixed messaging that starts from the top about this brand. Honestly they cannot get their shit together themselves but blame everyone else for it. True sign of bad hiring decisions made starting at the VP level and it’s trickling down to the RSD level now. This team is already a disaster and they haven’t even started their field team yet. Won’t be surprised when they fail .
 


anonymous said:
Doni is a total crapshoot anyways. They are going to try and say that it’s less painful to inject than takzero. They are way too late to the game and coming with zero experience with the treaters and overall patient mindset.

Expect dei and Genentech friends list hiring across the board.
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7 of the 9 regional directors are female.
 


The true joy of leadership should come from developing teams and contributing to the success of Ionis. When organizations empower their employees, incredible transformations can occur however bad leaders destroy great teams, causing the best employees to flee and others to lack motivation ultimately destroying the culture. THIS is what is happening here specifically in the commercial part of the organization. Senior level leaders (ES,CV, AS, JB) gaslighting and silencing people who don't share their same vision. Gaslighting can backfire! Ionis is not protecting its reputation and this is now damaging the trust to your employees. If this does not get stopped it will amplify and deepen causing more harm to this organization. Gaslighting is emotional abuse but it's being institutionalized. We are being gaslit to cover up misconduct, to protect reputations, to amplify promotions, specifically by the same male leaders that think they are being slick often showing up polished to those that 'matter' yet behind closed doors using their power to drive their agenda and bullying those out. This is a form of coercive control. Getting rid of gaslighting individuals actually builds a stronger reputation. When you choose integrity, transparency and accountability, it creates trust to your employees. To continue to allow this behavior at Ionis, is not just unethical, it's archaic and barbaric. It's undermining trust and destroying the very integrity we are trying to uphold. We know better and its time to do better Ionis.
 


anonymous said:
The true joy of leadership should come from developing teams and contributing to the success of Ionis. When organizations empower their employees, incredible transformations can occur however bad leaders destroy great teams, causing the best employees to flee and others to lack motivation ultimately destroying the culture. THIS is what is happening here specifically in the commercial part of the organization. Senior level leaders (ES,CV, AS, JB) gaslighting and silencing people who don't share their same vision. Gaslighting can backfire! Ionis is not protecting its reputation and this is now damaging the trust to your employees. If this does not get stopped it will amplify and deepen causing more harm to this organization. Gaslighting is emotional abuse but it's being institutionalized. We are being gaslit to cover up misconduct, to protect reputations, to amplify promotions, specifically by the same male leaders that think they are being slick often showing up polished to those that 'matter' yet behind closed doors using their power to drive their agenda and bullying those out. This is a form of coercive control. Getting rid of gaslighting individuals actually builds a stronger reputation. When you choose integrity, transparency and accountability, it creates trust to your employees. To continue to allow this behavior at Ionis, is not just unethical, it's archaic and barbaric. It's undermining trust and destroying the very integrity we are trying to uphold. We know better and its time to do better Ionis.
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Very well said 100% spot on.
 



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