Adel Nada, a former surgeon and now the CEO of GentiBio in Boston, had the vision to create a venture where "people come first", when he co-founded the company in 2020. His commitment to his people was part of his initial pitch to investors and, according to Adel, for him personally the corporate culture is and was as important to him, as resolving the key challenges of Treg therapeutics.

It started with the name: Genti is Latin for people. 

GentiBio's vision is prominently displayed on the first page of their website:

We make a Life sciences career. Better.

If you want to work as a scientist at GentiBio, your responsibilities will include:

• "Foster the culture of seeking and giving help, inclusion, authenticity, and fun".

"We are building an exceptional company culture focused on empowerment, care for one another, an appreciation for diversity and inclusion, and the development of our people. We are looking for people who are not only incredible experts in their field, but also individuals who are looking to contribute to building and modelling an outstanding company culture – and having fun while doing so." - so the job ad.

Everyone talks about their culture and most companies have a document that outlines their culture and defined "who they are and what they stand for", but what next? One thing is talking the talk, but how do you walk the talk?

Does culture-first resonate with investors and partners?

When looking at GentiBio, one has to conclude that Yes.