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Insights
Short pieces on how we work and what we look for. They’re for anyone hiring into a pharma, biotech or medical-device team, and for the people those teams hire.
Security hiring
To hire cybersecurity talent for a pharma or biotech company, first decide which security job you are filling: running the security program, protecting plant and lab systems, or building security into a device. A strong candidate for one of these may never have done the others. Put that answer in the brief before anyone, including cybersecurity recruiters, starts searching.
AI hiring
To hire a machine learning engineer for a pharma team, look for someone who can run a model in production and explain why it can be trusted, not only someone who can train one. In practice that means a person who can say how their data was produced, write down what a model is for, and keep watching it after launch. Before you open the search, settle one question: do you hire this person, grow them from your own scientists, or do both?
Hiring costs
Recruitment agency fees for pharma and biotech roles are usually a percentage of the new hire's first-year pay. Published rates for contingency search, where you pay only when someone starts, mostly fall between 15% and 30%. Retained executive search is higher, around one-third.
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You’ll have a shortlist within 7 business days, and you pay nothing until your new hire starts.
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