Question 1

What is your process for sourcing and identifying potential candidates?

Accepted Answer

We use a variety of strategies to source and identify potential candidates for your open roles. We start with our internal database of over 150,000 candidates in the biotech and medical device fields, as well as recent related search pipelines. We also leverage LinkedIn, which is a critical tool for identifying and engaging with top talent. For niche roles, our scientific team takes a unique approach. They begin by exploring PubMed and academic lab websites to identify the lab groups doing research in the relevant field. From there, they identify the students and postdocs who worked on those projects and find out where they are now. This allows us to tap into a specialized network of potential candidates who may not be actively looking for new opportunities. In addition to these strategies, we also scour groups, organizations, conference attendees, LinkedIn and Facebook groups, and other places where candidates might be gathering.

Question 2

What if I don't need full-cycle recruiting or only want help with scheduling? What if I have a unique role or need that doesn't fit this model?

Accepted Answer

Recruiting for start-ups means we've seen and assisted with all manner of projects and outside-the- box situations. Let's chat if you have a need that doesn't fit this model. We're happy to work with you on scheduling only, source and screen only, evergreen roles, offers only, etc.

Question 3

What is your average time to fill?

Accepted Answer

Average time to fill is a tricky metric, because it's extremely dependent on the speed of communication from the client. However, with an engaged and responsive client, we tend to average around 42 days for time to fill.

Question 4

Do you only recruit for scientific positions?

Accepted Answer

Not at all! We have built and hired for legal, administrative, tech and HR teams - any role that a growing biotech needs to fill, we can help.

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