One recruiter. One search at a time.

Enfusion Bio is a specialist search firm for life sciences, built around a narrow idea: the hardest senior roles do not get filled by more sourcing, they get filled by better judgment about who can actually do the job.

Richard Steinfeld spent years placing clinical talent inside larger organizations before starting Enfusion Bio in 2024. The firm now works Director, VP, and C-level searches across biotech, pharma, CRO, and medical device companies nationwide, with the deepest bench in clinical operations and clinical development.

Why the firm exists

Large staffing organizations solve for volume. A recruiter carrying twenty requisitions optimizes for the ones most likely to close this month, which is the rational thing to do and exactly the wrong thing for your hardest role. The searches that need the most work are the ones that structurally get the least.

Enfusion Bio is set up the other way around. Fewer searches, run deeper, by one person who has done the work long enough to know the difference between a Director who has run a program and a Director who has been near one.

What that means in practice

• You talk to the recruiter, always. There is no handoff from a business developer to a junior sourcer who has never worked in life sciences.
• You hear the bad news. If four strong candidates pass on your role for the same reason, you will be told that reason plainly, including when it is the comp band or the reporting line.
• We turn down searches. Pre-clinical and regulatory affairs are real specialisms with their own networks and we do not run them. Saying so up front costs us work and saves you a month.
• The guarantee is real. 90 days on every placement, and it has rarely been needed.

Track record

More than 200 placements across 15 states. Recent examples include a VP-level search closed in 14 days and a quality assurance leadership role closed in 21, both roles that had been open for months before we were brought in. Client retention runs at 98 percent, which matters more than the placement count: most of the work now comes from companies that have used us before, or from someone who has.

2026 revenue is roughly double 2025. That growth came almost entirely from the same pattern repeating: a search that had stalled somewhere else, filled, and then the next one.

What we look for in a client

This model works when a company genuinely wants the role filled well and is prepared to move at the speed of the market. It works less well when the interview process runs six weeks, when feedback takes ten days, or when the comp band was set before the last two years of salary movement. We will raise all three early, because those are the things that lose candidates at this level, and they are fixable if they are named in week one instead of month three.