Frequently Asked Questions

• We are exclusively focused on life sciences, and have been since our founding in 2000 — which means every search, every strategy, and every relationship is informed by deep domain insight.
• Each search is led by a Partner (not handed off to junior staff), ensuring continuity, high accountability, and consistent client–candidate engagement. 
• Our Partners have long tenures (average ~18 years), which reflect institutional knowledge, stability, and deep network relationships built over decades. 
• Because we specialize in life sciences, we not only understand how to evaluate scientific and commercial rigor, but also the cultural, regulatory, funding, and technical challenges unique to biotech, pharma, medtech, and related sectors. 
• We treat each search as bespoke: we don’t recycle generic approaches. We co-create a search strategy, messaging, candidate profile, and outreach plan with you, ensuring the process aligns with your mission, timing, culture, and competitive landscape. 

In short: depth + specialization + stability + partnership.

We operate strictly within the life sciences and allied sectors, partnering across a broad spectrum of organizations, including:

• Biotech/pharmaceutical companies (small, mid, and large)
• Medical device and diagnostics firms
• Generics and CDMO / CMOs
• Venture, Private Equity-backed start-ups and scale-ups
• Non-profit/academic translational organizations
• International life sciences organizations establishing or expanding U.S. operations

Because of this focus, we understand the lifecycle challenges—from early discovery to commercialization, regulatory transitions, and global expansion.

Cornerstone Search Group was founded in 2000 and has operated continuously in the life sciences executive search space ever since. Over these two-plus decades, we have matured deep networks, refined our methodology, and built institutional expertise that benefits current clients.

Our full suite of services includes:

• Executive Search (C-level, VP, and Director hires)
• Growth / Expansion Build-outs (e.g., hiring entire functional teams or stand-up operations)
• Talent / Market Mapping & Pipelining (longitudinal research to identify future talent)
• Pre-hire Assessments & Leadership Development
• Rescue Searches (stepping in to salvage or reframe underperforming searches)
• HR Consulting / Outsourced HR Support for startups (e.g., org design, compensation frameworks, talent strategy)
• Executive Coaching / Onboarding Support for new hires

In many engagements, we combine or tailor these services to meet your specific needs.

We follow a structured, transparent, partnership-oriented process:

1. Discovery / Listening: Deep dialogue to understand your science, strategy, critical success attributes, culture, compensation philosophy, timing, constraints, and context.
2. Planning: Co-create a search roadmap with milestones, responsibilities, communication cadence, candidate profile, and compelling positioning.
3. Research & Outreach: Employ rigorous, multi-pronged candidate sourcing—leveraging network, direct research, outreach, and referrals.
4. Screening & Evaluation: Detailed screening, behavioral and technical interviews, reference checking, and alignment to success criteria.
5. Candidate Review & Selection: Present curated finalists, support interview process, coaching, offer negotiation, and closing.
6. Onboarding & Follow-Up: We often provide post-hire support (coaching, integration) to ensure success.
7. Continuous Feedback & Adjustment: Adjust strategy mid-search if assumptions change, market feedback arises, or constraints shift.

Throughout, the same Partner leads the effort, maintaining communication and accountability.

From kickoff through onboarding, your engagement is managed by a Cornerstone Partner or Practice Leader. They personally handle candidate assessment, outreach, relationship management, and client communications. There is no “handoff” to junior staff or delegating of responsibilities. Your assigned Partner averages 18 years of tenure at Cornerstone. This ensures high-touch consistency, quality control, and deep alignment.

We tailor every aspect based on your organization’s stage, culture, funding status, timeline, risk appetite, and market position. For example:

• For early-stage biotech: we often design for high-risk profiles, lean teams, strong integrative leadership, and equity-heavy packages
• For large pharma: we emphasize scale, global experience, matrix leadership, and regulatory track record.
• For international entrants, we provide calibration of U.S. compensation benchmarking, transition planning, and cultural adaptation.
• For PE-backed companies: we factor in turnaround/scale imperatives, metrics, and performance alignment.

Because we have experience across these settings, we know how to shape the process, messaging, screening criteria, and candidate positioning accordingly.

While our deepest roots are in the major U.S. biotech hubs—Boston/Cambridge, San Francisco / Bay Area, and NY/NJ/PA—we maintain national reach and connections across every U.S. life sciences region.

For geographies where we may not have a deep in-house presence, we often partner with trusted local firms or leverage our broader global network to ensure coverage. For international firms looking to establish or scale U.S. operations, we guide local entry strategies, hiring norms, and talent sourcing.

We combine multiple high-impact sourcing channels:

• Proprietary and domain-specific databases
• Deep relationships and referrals cultivated over decades
• Direct outreach via research, networking, and targeted campaigns
• Thought leadership/brand positioning to attract inbound interest
• Engagement with scientific and industry networks, conferences, and publications

Because our Partners themselves reach out initially, we present your opportunity credibly and with nuance, ensuring a strong reception in the market.

Yes — a significant portion of our placements are drawn from passive candidates (i.e., individuals not actively job hunting). Our longstanding relationships, domain reputation, and discreet outreach approach enable us to engage and persuade top-tier talent who are otherwise off-market.

Search timelines vary depending on seniority, complexity, niche discipline, and market conditions. A typical executive search typically runs 12–16 weeks, but more specialized or geographically dispersed searches can extend beyond this timeframe. We always set realistic, battleground-adjusted timelines at the outset and revise as needed with transparency.

We operate on a retained search model, structured around milestones (e.g., kickoff, candidate presentation, finalist slate). Fees are customized based on the complexity of the role, seniority, geography, and market dynamics. From the initial consultation, we will be transparent about costs, payment tranches, and deliverables.

Yes, we offer replacement guarantees (if a hire departs within a stipulated period) and remedial assistance. The specific terms vary by engagement (e.g., role level, region, structure) and will be clearly laid out in our contract agreement.

We recruit across the full spectrum of life sciences leadership roles, including:

• C-Suite (CEO, CBO,CFO, CSO, CMO, CLO,COO)
• Clinical Development & Operations
• Regulatory Affairs & Quality
• Physician – MDs
• Research & Discovery / R&D
• Translational Medicine
• Medical Affairs 
• Commercial & Marketing
• Market Access & Pricing / Reimbursement
• Manufacturing, Supply Chain & Operations
• Business Development / Licensing / Strategy
• AI and Quantum Computing
• Corporate functions supporting science (e.g., HR, Finance, Legal, IT in the life sciences context)

Because we understand both the scientific and business complexities, we assess candidates on domain depth, leadership acumen, cross-functional fluency, and strategic alignment.

Absolutely. We’ve partnered with hundreds of early-stage biotech and life sciences organizations—from first external hires through scaling to commercial launch. We recognize the high-uncertainty, fast-changing, and resource-constrained environment, and we design search strategies (comp packages, dual hires, multifunctional roles) to fit that context.

Yes. We help foreign life sciences firms make meaningful U.S. market entry by advising on:

• U.S. compensation benchmarks and structures
• Cultural adaptation and leadership support
• Phased hiring plans aligned with regulatory, clinical, and commercial milestones
• Talent mapping and local competitor intelligence
• Governance, compliance, and legal hiring considerations

In those engagements, we often integrate talent strategy with broader market entry guidance.

Contact us and we’ll begin with an introductory consultation during which we explore your specific needs, science, culture, timing, and key success metrics. From that conversation, we’ll propose a tailored search plan (scope, milestones, deliverables, and budget) for your approval.

Because our Partners lead every search, we are continually aligned on quality expectations. If you believe the candidate fit is off, we will assess the feedback, revisit the criteria or search scope, and pivot as needed. In fact, one of our strengths is rescue search work—taking over underperforming mandates from other firms and rebuilding momentum.

Yes. We often extend our engagement beyond placement to support:

• Executive onboarding/assimilation
• Leadership coaching and development
• Cultural integration and team alignment
• Interim check-ins to track against success metrics

This helps ensure your new hire delivers value and embeds well.

Yes — beyond individual searches, we offer:

• Talent ecosystem mapping
• Competitive intelligence (bench strength, compensation, skill gaps)
• Succession planning and capability assessments
• Organizational design and role prioritization
• Talent strategy consulting for scaling

These services help you make informed choices about team building, structure, and growth pacing.

We fully recognize that business conditions may evolve. Because we operate in close partnership, we can recalibrate candidate profiles, timelines, or priority functions mid-search — while preserving momentum, trust, and market credibility.

Confidentiality is a cornerstone of our operations. We treat both client and candidate information with the utmost discretion. Every search engagement begins with clear confidentiality protocols to protect your company’s identity, strategy, and proprietary information.

• We never share client names or details without prior authorization.
• All internal discussions and candidate outreach are managed directly by Partners, not junior staff, minimizing exposure risk.
• We also manage confidential searches (such as replacing current executives) with precision and anonymity.
• NDAs are available upon request for sensitive searches.

Our reputation for discretion is one reason life sciences leaders trust us with their most strategic and confidential hiring needs.

Diversity and inclusion are built into our methodology—not treated as a separate initiative. In the life sciences sector, innovation thrives on diverse perspectives, and our approach reflects that.

• We proactively build inclusive candidate slates by reaching beyond traditional talent pools and ensuring balanced representation at each stage.
• Our research team sources through non-traditional networks, affinity organizations, and industry forums to expand reach.
• We focus on skills, experience, and potential, mitigating unconscious bias through structured evaluation and scorecard-based assessments.
• We also provide market intelligence on the availability of diverse talent for your role or function.

Our goal is to help clients make great hires who bring both excellence and new perspectives to their teams.

Compensation in the life sciences is complex, often comprising a base salary, cash incentives, and equity. We guide both clients and candidates through this process with clarity and data.

• We maintain current compensation benchmarks across key functions and geographies within the biotech, pharmaceutical, and medical technology sectors.
• During search planning, we advise clients on market-competitive ranges to ensure offers attract the right talent.
• Our Partners personally manage all offer negotiations, ensuring transparency, alignment, and long-term retention.
• For start-ups, we offer expertise in equity structuring and compensation modeling at different funding stages.

Our approach balances competitiveness, fairness, and sustainability, helping you close candidates with confidence.

Yes. The post-pandemic evolution of work models has reshaped hiring, especially in biotech and medtech. We have completed remote and hybrid executive placements across the U.S. and globally.

• We maintain a national and international network that enables us to identify candidates who are open to remote or flexible arrangements.
• For hybrid structures, we help define realistic expectations for in-person cadence and team interaction.
• We also advise clients on location-based compensation adjustments, tax considerations, and cultural alignment for distributed teams.
  

Whether your role is fully remote, hub-based hybrid, or onsite, we tailor our search to the model that best supports your organizational strategy.

Cornerstone’s success is reflected in our longevity and client relationships:

• Over 90% of our business comes from repeat clients or referrals.
• The average partner tenure exceeds 18 years, ensuring stability and accumulated expertise.
• Our placement retention rate exceeds 98% at the one-year mark, well above industry averages.
• We’ve completed hundreds of searches across all life sciences disciplines, from discovery science to commercial leadership.

We measure success not only by time-to-fill, but by long-term fit and value creation for our clients.

We take a long-term relationship view with every professional we meet. Candidates we don’t place are treated with the same respect and follow-up as those we do.

• We maintain a relationship-driven candidate database, regularly updating individuals’ career trajectories.
• Many of our placed executives were first encountered years earlier through other searches.
• Our transparent, respectful candidate experience ensures that both placed and unplaced individuals remain advocates for our clients’ brands.

This long-term relational focus strengthens our network and continuously refreshes our access to top-tier, passive talent.

Transparency and accountability are key components of our process. Throughout the engagement, we provide clients with clear, data-backed updates, including:

• Search activity reports: outreach volume, engagement rates, and candidate pipeline status.
• Market feedback includes compensation trends, competitive hiring dynamics, and candidate perceptions of your brand.
• Candidate analytics: profile summaries, diversity metrics (if requested), and stage progression.
• Search performance dashboards for milestone tracking.

These insights ensure clients stay informed, agile, and aligned on strategy throughout the process.

Equity is often a significant component of biotech compensation—and we specialize in advising on those structures.

• We understand the nuances between early-stage option pools, restricted stock units (RSUs), and performance-based vesting plans.
• We benchmark equity packages relative to company stage, valuation, and comparable peers.
• We educate candidates on the implications of dilution, vesting schedules, and liquidity horizons.
• For founders or investors, we provide guidance on balancing competitive offers with responsible capitalization.

This expertise helps align incentives for long-term success—for both the company and the executive.

We proactively manage counteroffer and retention risk throughout the process.

• We build deep relationships with candidates to understand their motivations and potential exposure to counteroffers.
• We position your opportunity authentically—emphasizing impact, culture, and growth, not just compensation.
• Our Partners maintain communication through the offer, acceptance, and onboarding process, reducing the likelihood of last-minute reversals.
• We also provide post-hire check-ins to support integration and retention.

Because we understand the psychology and timing of executive transitions, we minimize surprises and maximize commitment.

Evaluating scientific depth requires industry fluency—and that’s where Cornerstone stands apart.

• All Partners specialize in life sciences; many have advanced degrees or years of experience in scientific or clinical sectors.
• We assess candidates on both technical competency (e.g., regulatory experience, clinical development track record, therapeutic area expertise) and leadership capability (strategic vision, communication, team-building).
• We can engage external subject matter experts (SMEs) or advisory board members for niche technical validation when needed.
• Our multi-dimensional vetting ensures candidates are credible, relevant, and aligned with your mission.

The result is confidence that you’re meeting leaders who not only fit the role—but can drive your science forward.