Pharma

Located for over 20 years in the backyard of the Pharmaceutical Corridor of the World, our proven process, network, and track-record is your pharmaceutical recruitment solution.

Pharmaceutical Hiring Experts

We listen, learn and adapt to your specific process while providing an expansive network of candidates, invaluable market intelligence, and an appreciation for international diversity and culture.

20 Years Partnering with Top 20 Pharma

Dating back to the early 2000s, Cornerstone has successfully partnered with many of the finest Big Pharma leaders in the world.

All-In-One Hiring Solutions

Executive search, growth expansions, department buildouts, candidate assessment, leadership development, talent pipelining, and market mapping.

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IAVI engaged CornerstoneSG to recruit a Vice President of Business Development and Alliance Management. With their deep network in life sciences, they were able to find highly qualified candidates from across the pharmaceutical industry and academia. We would use CornerstoneSG in the future, and recommend their services.

— Ana Cespedes, Chief Operating Officer

Partnering with Pharma Recruitment Experts

Start with the Process

Having partnered with the majority of Big Pharma leaders for more than 20 years, Cornerstone has a clear understanding and appreciation for what makes these incredibly unique companies successful. They are companies rich in diversity and continuing to grow while holding true to their history, tradition, and culture.

We serve Big Pharma with our flexibility and adaptability to each company’s unique and critical process. We will honor diversity within your company, ensuring your policies and requirements are met.

Cornerstone’s ability and successful history of finding you the highly sought-after passive talent across all Pharma disciplines is why we have successfully partnered for over 20 years with Big Pharma leaders.

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Diversified Services

Your large organization has its own capable talent acquisition function. We value this relationship and seek to understand each client’s TA strategy and adapt our business offerings accordingly.

Whether you need a partner to scale up quicker than usual, hire a single leader , or you’re looking to understand a unique market better, Cornerstone has the service offering to match your needs.

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Frequently Asked Questions

How is pharmaceutical executive search different from biotech executive search?

Pharma leaders operate at scale: global matrix organizations, large budgets, deep governance, and multiple stakeholders. Pharmaceutical executive search has to assess how a leader drives results through influence and structure, not just individual contribution. We have partnered with the majority of Big Pharma leaders for more than 20 years and know what success looks like inside those organizations.

Why would a large pharmaceutical company use an outside search firm when it has an internal talent acquisition team?

For reach, confidentiality, and bandwidth. Internal teams are excellent at volume and process, but the best candidates are passive and often sit inside your competitors. An outside partner can approach them discreetly. We regularly support in-house talent acquisition teams rather than replace them.

Can Cornerstone support both a single critical hire and a broader hiring initiative?

Yes. Some clients come to us for one leader who has to be right. Others need to scale a function quickly or understand a talent market before committing to a strategy. We tailor the engagement to the need.

How do you reach passive pharmaceutical executives who are not on the market?

Relationships built over two decades. Cornerstone has been based in the heart of the New Jersey Pharmaceutical Corridor for more than 20 years. Many of the leaders we place were not looking. They took our call because they know and trust us.

How do you evaluate whether a pharma leader will succeed in a different-sized organization?

Moving from big pharma to a smaller company, or the reverse, is one of the most common reasons executive hires fail. We assess how a candidate has operated with and without large infrastructure, how they make decisions with limited resources, and whether they want the role you are offering, not just the title.