Overcoming Industry Barriers For A VP Of CNS Hire
Challenge
A leading Global CRO faced a critical leadership gap in their US division. The company needed to hire a new Vice President of CNS research, but the task was fraught with challenges: Leadership Transition: The existing leadership team was nearing retirement, and no one on the current team had the necessary people management experience to step into the VP role. Industry Constraints: The client desired candidates from direct competitors. However, most potential candidates were bound by strict non-compete clauses that restricted them from joining a competitor for 12 months. Qualification Requirements: The client needed the new hire to be board-eligible, a qualification that many physicians in the industry lacked due to their career focus on industry roles rather than clinical practice.
Approach
The process began with a detailed job intake meeting involving the talent acquisition team and the hiring manager. This meeting was crucial for identifying key needs, understanding the role's function, and recognizing the expectations and influence of other stakeholders in the business. Following this, we led our resourcing team to conduct a comprehensive market map, identifying potential companies where the ideal candidate might be employed, resulting in a targeted list of 250 prospects.
We shortlisted candidates who met the stringent requirements and showed interest in the position, even before the role was officially open, allowing for swift action. Each shortlisted candidate then underwent a rigorous screening process that included a thorough assessment of their key skills, alignment with the role's requirements, and salary negotiations, ensuring that the candidates not only met the client's needs but also found the role a suitable fit for their career aspirations.
Global CRO
Medical Strategy Team Size Doubled Within a Year
VP of CNS Hire
Thank you for your excellent support throughout the hiring process. The recruitment process was smooth, agile and very efficient. The candidate CVs we received were well selected and very good fits. In that regard, I’m impressed with how efficient/fast the process went, considering the very specific “phenotype” of candidate we needed for this position.
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