Two ways to engage, one standard of work
Permanent search for senior leadership, and contract or interim support for the work that cannot wait. Both run by the same person, to the same depth.
Exclusive Search
Our core service. A full-cycle senior search worked the way a retained search is worked, with no retainer. Exclusivity while the search runs is the trade.
- Associate Director through C-level
- Complete market map, not a database pull
- Direct approach to people who are not looking
- Written assessment on every candidate presented
- Shortlist typically inside two weeks
- Offer strategy, counteroffer management, and close
- 90-day replacement guarantee
Contract & Interim Staffing
Senior clinical contractors and interim leaders, placed quickly, for trial ramp-ups, coverage gaps, and program-critical work that cannot wait for a permanent hire.
- Interim VPs and Directors during a permanent search
- Senior CRAs, CTMs, and study-level specialists
- Pre-vetted contractor network
- W-2 and 1099 engagement options
- Short-term coverage through multi-year programs
- Contract-to-hire where it fits
What we work, and what we do not
Being clear about scope saves everyone time. Here is where we are genuinely strong, and where we are not the right call.
Where we are deepest
Clinical operations and clinical development, from Associate Director to VP and above. This is where the network is oldest and where the assessment is sharpest, because it is the work we have been doing longest.
Where we work regularly
Quality assurance and GCP compliance, medical affairs and medical monitoring, drug safety and pharmacovigilance, biometrics and data management, program and portfolio leadership, and general management up to the C-suite. The common thread is seniority and difficulty rather than function.
Where we do not work
We do not run pre-clinical or discovery searches, and we do not run regulatory affairs searches. Those are real specialisms with their own networks, and we would rather say so than take the search and learn it on your timeline.
Not sure whether your role fits? Send it over. If it is not one we should be running, we will say so on the first call, and where we can we will point you at someone who does run it.
Two ways to engage. Start with a conversation.
Fifteen minutes is usually enough to work out whether this is a search we should be running.
Let us look at the search
Tell us the role, the level, and how long it has been open. If it is one we can fill, you will know quickly. If it is not, you will hear that too.