# https://cornerstonesg.com/ llms-full.txt [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) Your browser does not support the video tag. [![Cornerstone Search Group, LLC - Executive Search & Customized Hiring Solutions Exclusively for Life Sciences](https://cornerstonesg.com/wp-content/uploads/2023/03/cornerstone-logo.png)](https://cornerstonesg.com/ "Cornerstone Search Group, LLC - Executive Search & Customized Hiring Solutions Exclusively for Life Sciences") # Executive Search & Customized Hiring Solutions Exclusively for Life Sciences [CORNERSTONE SERVICES](https://cornerstonesg.com/services/ "CORNERSTONE SERVICES") ![Your Search Reflects Who You Are In The Market](https://cornerstonesg.com/wp-content/uploads/2023/03/your-search-reflects.png) ## Your Search Reflects Who You Are in the Market Your executive search partner needs to understand and genuinely communicate your unique story. You need an executive search consultant who listens and creates a customized plan of action, ensuring you find the best fit for your unique organization. As an established, highly tenured executive search firm exclusively focused on life sciences, Cornerstone’s people and culture match your urgency and desire to bring the most effective and timely treatments to patients. [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") ## Building Better Companies, Building Better Careers ® 1 Step 1: Listen 2 Step 2: Plan 3 Step 3: Engage 1 Step 1: Listen First, we listen. While other executive search firms have their way of doing things, we prefer to take your lead so we can learn first and then offer sound, customizable solutions. Once we know you and your story, we assemble our team around your needs. 2 Step 2: Plan Our highly tenured Partners and Practice Leaders work hand-in-hand with your hiring team in order to create a winning plan of action, based on a customized process, performance milestones and a clear understanding of expectations. 3 Step 3: Engage There is no hand-off. Our executive leadership team remains engaged across the entire spectrum of the search. Your search remains in the hands of a trusted Partner, who manages all client and candidate relationships and interactions. [PARTNER WITH AN INDUSTRY LEADER](https://cornerstonesg.com/contact-us/ "PARTNER WITH AN INDUSTRY LEADER") Previous Slide ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Insud-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Orion-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Intensity-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pharming-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Oyster-Point-Logo.png) ![Reunion Neuroscience Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/reunion-neuroscience-logo.jpg) ![Novartis Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/novartis-logo.png) ![Takeda Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/takeda-logo.png) ![Johnson and Johnson Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/johnson-and-johnson-logo.png) ![Bill & Melinda Gates Foundation Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/bill-melinda-gates-foundation-logo.png) ![oranomed Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/oranomed-logo.png) ![Seagen Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/seagen-logo.png) ![Regeneron Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/regeneron-logo.png) ![Foundery Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/foundery-logo.png) ![iavi Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/iavi-logo.png) ![Exeltis Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/exeltis-logo.png) ![Engage Therapeutics Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/engage-therapeutics-logo.png) ![Context Therapeutics Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/context-therapeutics-logo.png) ![Daiichi Sankyo Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/daiichi-sankyo-logo.jpg) ![Viatris Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/viatris-logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pulmocide-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Ferring-logo-7.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Regenex-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Insud-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Orion-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Intensity-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pharming-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Oyster-Point-Logo.png) ![Reunion Neuroscience Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/reunion-neuroscience-logo.jpg) ![Novartis Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/novartis-logo.png) ![Takeda Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/takeda-logo.png) ![Johnson and Johnson Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/johnson-and-johnson-logo.png) ![Bill & Melinda Gates Foundation Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/bill-melinda-gates-foundation-logo.png) ![oranomed Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/oranomed-logo.png) ![Seagen Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/seagen-logo.png) ![Regeneron Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/regeneron-logo.png) ![Foundery Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/foundery-logo.png) ![iavi Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/iavi-logo.png) ![Exeltis Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/exeltis-logo.png) ![Engage Therapeutics Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/engage-therapeutics-logo.png) ![Context Therapeutics Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/context-therapeutics-logo.png) ![Daiichi Sankyo Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/daiichi-sankyo-logo.jpg) ![Viatris Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/viatris-logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pulmocide-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Ferring-logo-7.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Regenex-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Insud-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Orion-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Intensity-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pharming-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Oyster-Point-Logo.png) Next Slide ## Life Science Executive Search Services As your executive search consultant, Cornerstone offers a diverse, nimble search firm that adapts to your specific needs. Our customized services include [Executive Search](https://cornerstonesg.com/services/executive-search/), [Growth/Expansion Build-outs](https://cornerstonesg.com/services/customized-expansion-scaling-solutions/), [Talent/Market Mapping](https://cornerstonesg.com/services/talent-pipelining-market-mapping/) and [Leadership & Development Assessment and Training](https://cornerstonesg.com/services/pre-hire-assessments-leadership-development/). [CUSTOMIZED SERVICES](https://cornerstonesg.com/services/ "CUSTOMIZED SERVICES") ![Services](https://cornerstonesg.com/wp-content/uploads/2023/03/services-bucket.jpg) ![Industry Expertise](https://cornerstonesg.com/wp-content/uploads/2023/03/industry-expertise-bucket.jpg) ## Life Science Industry Expertise Since 2000 Cornerstone has lived and breathed strictly life sciences since 2000 and has had the opportunity to work alongside countless diverse organizations of every shape and size: [start-up](https://cornerstonesg.com/industry-expertise/start-up/), [private equity/venture capital](https://cornerstonesg.com/industry-expertise/investors/), [biotech](https://cornerstonesg.com/industry-expertise/biotech/), [pharma](https://cornerstonesg.com/industry-expertise/pharma/), [generics](https://cornerstonesg.com/industry-expertise/generics/), [non-profits](https://cornerstonesg.com/industry-expertise/non-profits/) and [international](https://cornerstonesg.com/industry-expertise/international-companies/). [LIFE SCIENCE INDUSTRY EXPERTISE](https://cornerstonesg.com/industry-expertise/ "LIFE SCIENCE INDUSTRY EXPERTISE") ## Cornerstone’s Functional Expertise Functional expertise from bench to bedside to the C-Suite. Our leadership team is strategically aligned within distinct, dedicated Practice Areas – assuring that your specific need will be managed by an expert in that specific field. [FUNCTIONAL EXPERTISE](https://cornerstonesg.com/functional-expertise/ "FUNCTIONAL EXPERTISE") ![Functional Expertise](https://cornerstonesg.com/wp-content/uploads/2023/03/functional-expertise-bucket.jpg) ## Our People Cornerstone’s people are the primary driver of our business. With an average Partner tenure of better than 15 years, our culture and team are built on longstanding internal and external relationships. We have a persistent drive to find the right talent, specific to your organization’s needs. When you partner with Cornerstone, you’re collaborating alongside a dedicated, tight-knit team with a rich history of success, while also gaining instant credibility within the market. [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [{title}](https://cornerstonesg.com/team/viola-serrano/#) [{title}](https://cornerstonesg.com/team/viola-serrano/#) [{title}](https://cornerstonesg.com/team/viola-serrano/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/viola-serrano/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Viola Serrano Vice President & Principal, R&D Executive Search ![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg) With more than 20 years of retained search and contingency experience within life-sciences, Viola joined Cornerstone in 2013 and ever since, she has been a part of Cornerstone’s growth and practice expansion. - Viola leads Cornerstone’s Scientific/R&D Practice, spanning the entire R&D to late-stage clinical development and commercial areas and focused on executive level scientific and physician/MD recruitment. - She partners with emerging biotech and large/mid-size pharma companies to support them in building out their scientific departments and executive leadership teams and collaborates with clients to successfully execute upon their targeted search strategies. - Her services include candidate pipelines, talent mapping, and presenting market data, with specialties in retained search, full life-cycle recruitment, mentoring & training staff, building strong client and candidate relationships, strong management and delivery of quality hires. Viola’s distinct approach is to listen closely to each client’s story and needs to truly understand what they are looking for. She takes time to learn about each client, their history, mission, and the role. The more she learns, the more she feels like she becomes the extension of the client. This helps her tremendously in being able to attract the right talent to the company with similar mission in mind. She becomes a puzzle connector of sorts and is most happy when she is able to place the right candidate with the right company at the right time, because when that happens, ultimately great things happen for the patients. ## Personal Info - Viola enjoys spending time with her family and friends, traveling and exploring different cultures, and watching or participating in games/sports - One of her favorite pastimes is watching historical and Marvel movies or shows. - She is an avid learner of all things related to science, nature, history, and other cultures. * * * **Email:** [vserrano@cornerstonesg.com](mailto:vserrano@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 734 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/brian-skurka/#) [{title}](https://cornerstonesg.com/team/brian-skurka/#) [{title}](https://cornerstonesg.com/team/brian-skurka/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/brian-skurka/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Brian Skurka Partner ![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg) Brian joined Cornerstone in 2006 and heads up the firm’s Clinical Operations and HR/Talent Acquisition Specialty Practices, where he conducts search engagements at the leadership levels and has completed numerous departmental buildout projects in the life sciences sector. - Brian partners with growth-orientated biotech and pharmaceutical companies to build visionary leadership teams across major growth inflection points. - He specializes in companies undergoing high-growth, broad transformations with an increased focus on building and recruiting top talent in innovative settings. - Brian helps companies grow to scale, particularly with strategic hires who will be responsible for helping a company develop its internal architecture. As such, his primary focus is on serving clients ranging from smaller private equity or venture capital-backed startups to clinical-stage biotechs and global commercial-stage organizations. During his tenure at Cornerstone, Brian has led more than 200 search assignments. He and his team have placed the heads of clinical operations and HR/talent acquisition at over 40 companies, as well as partnering with them to evolve their teams, hire direct reports, and improve their succession planning. ## Personal Info - Brian has been involved in his community and has led charitable organizations. He is the co-founder of a not-for-profit organization and leads fundraising events to benefit children’s charities. - Brian has a passion for the game of golf, as well as being an avid hiker, traveler, and martial arts practitioner. * * * **Email:** [bskurka@cornerstonesg.com](mailto:bskurka@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 738 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/corey-s-ackerman-jd/#) [{title}](https://cornerstonesg.com/team/corey-s-ackerman-jd/#) [{title}](https://cornerstonesg.com/team/corey-s-ackerman-jd/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/corey-s-ackerman-jd/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Corey S. Ackerman, JD Senior Partner ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg) Corey joined Cornerstone Search Group in 2001 and is now a Senior Partner with the firm. Corey works with a range of companies around the world (including startup biotechs, small and large-cap innovative pharmas, generic pharmas, etc.) to identify, attract, and hire talent for their US and globally based leadership positions, as well as for their critical Director-level positions. - He works on search assignments across a range of functions in Discovery, Clinical Development & Medical Affairs, and Commercialization - Corey leads our Medical Director Practice co-leads our Market Access / HEOR / RWE / Data Science Practice. - With a background in International Relations, Corey particularly enjoys working with emerging companies from around the world to develop their talent acquisition story, advise on their title and reporting structures, and educate them on competitive compensation strategies. - Corey is incredibly driven to help his clients find the right talent. Given his law degree, general thirst for knowledge and second-to-none work ethic, Corey takes every step possible to understand his clients and the specific talent they want to attract. Corey double majored in International Relations and Economics at Tufts University and earned his JD from Hofstra University, where he specialized in Labor Law. ## Personal Info - Corey has been married to his wife Stefanie for 21 years and they have twin girls. - Corey enjoys spending his free time supporting his children, who are both leaders in their high school marching band. Go Rams! - Corey’s favorite activities include skiing with his family and traveling with them. - While you might not put Corey in the daredevil category, he would tell you he just taught his twins to drive! * * * **Email:** [cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 716 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/thomas-j-fascia/#) [{title}](https://cornerstonesg.com/team/thomas-j-fascia/#) [{title}](https://cornerstonesg.com/team/thomas-j-fascia/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/thomas-j-fascia/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Thomas J. Fascia Chief Operating Officer & Senior Partner ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg) Tom joined Cornerstone Search Group in 2004 and currently serves as Chief Operations Officer. He has served as a Partner at the firm for over a decade. Tom serves in a unique executive leadership role that is both internally and externally facing. - Internally, Tom oversees day-to-day Operations, Corporate Development, Culture, Training, and Expansion. - Externally, Tom is actively involved in developing and retaining Cornerstone’s valued partnerships within Life Sciences. Clients appreciate Tom’s genuine and pragmatic approach. - In addition to searches being led by a Partner/Practice Leader, Tom serves as a conduit between the internal search team and the client, assuring that there is 100% symmetry throughout the process. Given his sincere, straightforward style, both his internal and external partners put trust in him to effectively navigate the search with everyone’s best interest in mind. Tom is still most passionate about helping people – one person at a time. As such, he still finds incredible purpose in working one-on-one with executive leaders as they grow their careers. ## Personal Info - Tom has been married to his wife Tracey for 17 years and they have two children. - Tom and his family love sports, traveling, and simple things like a board game or taking the dog for a walk together. When Tom finds time for himself, he’s either on the golf course or in his yard landscaping. - Tom is a firm believer in helping the less fortunate and considers himself a “hands-on” volunteer. Over the past 16 years, Tom has focused his volunteer efforts with Big Brothers Big Sisters, the country’s first and largest non-profit dedicated to mentoring at-risk children. Tom’s 16+ year relationship with Amir, led him to national prominence, being chosen as the [National Big Brother of the Year](https://www.youtube.com/watch?v=tl6_dsPkht0) amongst thousands of mentors, in 2014. - Tom has been an active volunteer for over 20 years dating back to college, where he served as President for Providence College’s two largest student-run public service clubs. * * * **Email:** [tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 717 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/marc-celentana/#) [{title}](https://cornerstonesg.com/team/marc-celentana/#) [{title}](https://cornerstonesg.com/team/marc-celentana/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/marc-celentana/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Marc Celentana VP, Consulting & Assessment Solutions ![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg) ### **Education** - B.A. in Economics from Franklin & Marshall College - Ph.D. in Psychology from Miami University - Post-doctoral Fellowship with Emory University SOM ### **Relevant Experience** - Founder & Principal of Propel + Excel, LLC - President of the NJ Chapter of the International Coaching Federation (ICF) - Member of the Society of Consulting Psychologists - Past Member of the Faculty at Princeton University & Manhattan College - Executive Coach with the National Diversity Council - Previous Head of Behavioral Science at Keeper AI ### **Relevant Cert/Lic.** - Professional Certified Coach (PCC) with ICF - NJ Licensed Practicing Psychologist - Certified in Hogan Assessments & EQ-i 2.0 ### **More about Marc** My person-focused orientation helps individuals, teams, and organizations optimize performance, increase engagement, and create extraordinary workplaces. I provide services such as executive and leadership coaching; selection, development, and high potential assessments; survey design and evaluation; diversity, equity, and inclusion (DEI) consultation, as well as strategic activities including transition consulting, conflict resolution, retreat facilitation, strategic planning, and, organizational redesign. I possess particular interest and expertise in helping ownership groups, leadership teams, and boards of directors connect, clarify, and commit to one another and the common interests of the organization, particularly during times of transition, e.g., mergers, acquisitions, and downsizing. I provide high-touch personal service to align mission, vision, values, financial goals, and strategy, with every organization’s most valuable assets, i.e., people, to supercharge growth and development. ### **The How** Applying a psychological lens and employing coaching best practice while adopting a highly responsive, discreet, and ethical approach to client engagement, has earned Marc trusted advisor status in a wide range of organizations and industries, including but not limited to: construction; law; pharmaceutical and life sciences search; finance and accounting; design; engineering; insurance; education; social justice; homeless and community services; and, regional and national non-profits. ## Personal Info - Married for 20+ years with two children – one in high school (The Pennington School), the other in college (University of Cincinnati) as well as a well-loved German Shorthaired Pointer. - Outside the office I can often be found hiking, biking, and working out. During the winter months, I enjoy skiing. At every point during the year I enjoy traveling domestically and internationally and learning about other cultures. - For nearly a decade, and ending earlier in 2022, I served as a Trustee of the Ewing Township Public Education Foundation. * * * **Email:** [mcelentana@cornerstonesg.com](mailto:mcelentana@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 748 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/steven-y-raz/#) [{title}](https://cornerstonesg.com/team/steven-y-raz/#) [{title}](https://cornerstonesg.com/team/steven-y-raz/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/steven-y-raz/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Steven Y. Raz CEO & Managing Partner ![Steven Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg) Steven co-founded Cornerstone Search Group in 2000, and he is the CEO and Managing Partner of the firm. He started his career in the Executive Search & Recruitment industry in 1997 with a national specialty search & recruitment firm. - He is responsible for firm-wide strategy, culture, and people. - For over 20 years, Steven has developed deep, meaningful relationships with Biotech & Pharma leaders to solve their human capital challenges. - Steve has developed a highly customized approach and search framework that is specific to every client and their unique situation. Clients refer to Steven as their “Chief Problem Solver” and a “Trusted Advisor.” Whether it is a clinical-stage Biotech or a large multi-billion-dollar pharma, this approach and processes have been successful and have resulted in repeat business with clients that have been with Cornerstone for more than a decade. ## Personal Info - Steven is an active member of the Entrepreneur’s Organization (EO), an international organization of over 7,000 successful entrepreneurs across 42 countries. - Steven and his wife, Jennifer, have been married for over 20 years and have three children. - Steven enjoys cooking, baking, and gardening. As with many people, Steven’s baking skills greatly improved during the Pandemic! - Steven’s family co-founded “Catwalk 4 Cancer,” a yearly charity event that has raised over $250,000 for Pediatric Cancer Research at Memorial Sloan Kettering Cancer Center. - Steven and Jennifer have also donated to the Penn State Dance Marathon since they were in college, where all the money raised is donated to fight Pediatric Cancer (donations benefit the Hershey Medical Center), raising over $10 million dollars in recent years. Steven and Jennifer founded a local community LGBTQ+ support group for both parents and teens. * * * **Email :** [sraz@cornerstonesg.com](mailto:sraz@cornerstonesg.com) **Phone :** [973-656-0220](tel:9736560220) ext 712 ## Meet more of the Cornerstone Team Previous Slide [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/rita-boyle/#) [{title}](https://cornerstonesg.com/team/rita-boyle/#) [{title}](https://cornerstonesg.com/team/rita-boyle/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/rita-boyle/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Rita Boyle Partner ![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg) Joining in 2008, Rita is a Partner at Cornerstone Search Group, bringing extensive experience in executive search for Life Sciences clients. - She partners with companies ranging from start-up biotechs to Top 5 Pharms and advises clients across the industry on Director to C-level roles with deep expertise across Health Economics Outcomes Research, RWE, Market Access, and Data Science/AI/ML. - As a life sciences consultant, Rita helps build talented solutions and strategies that help her clients meet the unique challenges that this competitive industry faces. - In addition to her specialty area, Rita is experienced in recruiting top leaders across a range of other functional backgrounds including R&D, commercial, and legal. Rita has a personal, successful recruitment strategy to bring success. First, she establishes your company’s brand, educating candidates on your mission, vision, and values to attract talented professionals. She then targets passive candidates, promotes diversity and inclusion, and attends industry-related conferences to bring candidates to you for the interview process. Through her transparent timeline and personal connection with candidates, she becomes a trusted advisor. She enjoys playing a part in changing their lives for the better by working with top Life Science companies. ## Personal Info - After spending 5 decades in New Jersey, Rita recently followed her daughter to Austin. - As a real “foodie,” she was happy to learn that Austin can challenge almost any city in the country. Delicious food, lively music scene, and access to nature has made for a smooth transition. - Living in Austin also brings me closer to my grandson who lives in the Bay area! - Her favorite pastime is spending quality time with family. * * * **Email:** [rboyle@cornerstonesg.com](mailto:rboyle@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 735 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") [![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg)\\ **Sandy Spinelli**](https://cornerstonesg.com/team/sandy-spinelli/ "Sandy Spinelli") Next Slide [{title}](https://cornerstonesg.com/team/sandy-spinelli/#) [{title}](https://cornerstonesg.com/team/sandy-spinelli/#) [{title}](https://cornerstonesg.com/team/sandy-spinelli/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/team/sandy-spinelli/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Sandy Spinelli Office Manager ![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli.jpg) With more than 20 years of administrative/management experience in the staffing industry, Sandy joined Cornerstone Search Group in 2015 and is the Office Manager. She supports Cornerstone Search Group from the first point of contact with candidates and clients (answering phones/emails), processing and submitting resumes, processing invoices, accounts payable/receivable, assisting the recruiters in their searches, and ordering supplies. She loves helping the Cornerstone team in whatever way possible, with a positive attitude/outlook. Sandy enjoys spending time with her family, including her husband and four dogs. She drives on the racetrack with the Porsche Club, and instructs others how to drive on the track. She also enjoys snowmobiling, skiing, and scuba diving. Sandy also volunteers with the special needs program and her therapy dog at her church. ## Personal Info - Sandy enjoys spending time with her family, including her husband and three dogs. - She drives on the racetrack with the Porsche Club and instructs others how to drive on the track. - She also enjoys snowmobiling, skiing, and scuba diving. - Sandy volunteers at her church with the special needs program, along with her therapy dog. * * * **Email:** [sspinelli@cornerstonesg.com](mailto:sspinelli@cornerstonesg.com) **Phone:** [973-656-0220](tel:9736560220) ext 710 ## Meet more of the Cornerstone Team Previous Slide [![Steven Y. Raz](https://cornerstonesg.com/wp-content/uploads/2023/04/steven-raz.jpg)\\ **Steven Y. Raz**](https://cornerstonesg.com/team/steven-y-raz/ "Steven Y. Raz") [![Thomas J. Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ **Thomas J. Fascia**](https://cornerstonesg.com/team/thomas-j-fascia/ "Thomas J. Fascia") [![Corey S. Ackerman, JD](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman.jpg)\\ **Corey S. Ackerman, JD**](https://cornerstonesg.com/team/corey-s-ackerman-jd/ "Corey S. Ackerman, JD") [![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle.jpg)\\ **Rita Boyle**](https://cornerstonesg.com/team/rita-boyle/ "Rita Boyle") [![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka.jpg)\\ **Brian Skurka**](https://cornerstonesg.com/team/brian-skurka/ "Brian Skurka") [![Marc Celentana](https://cornerstonesg.com/wp-content/uploads/2023/05/marc.jpg)\\ **Marc Celentana**](https://cornerstonesg.com/team/marc-celentana/ "Marc Celentana") [![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano.jpg)\\ **Viola Serrano**](https://cornerstonesg.com/team/viola-serrano/ "Viola Serrano") Next Slide [{title}](https://cornerstonesg.com/landing/second/#) [{title}](https://cornerstonesg.com/landing/second/#) [{title}](https://cornerstonesg.com/landing/second/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/landing/second/#) # Exclusively Life Sciences Executive Search in pharmaceutical, biotechnology, generic and medical industries. [![Decorative: Icon](https://cornerstonesg.com/wp-content/themes/cornerstone/images/landing/button_icon_request.svg)Request a Quote](javascript:;) "\*" indicates required fields Service\* \- Select -Executive SearchCustomized Scaling & Expansion SolutionsTalent Pipelining & Market MappingPre-Hire Assessments & Leadership Development Industry\* \- Select -BiotechPharmaceuticalsInternational Companies (US Expansion)Start-UPInvestors: Venture Capital & Private EquityGenericsNonprofit Organizations Name \*\* Company Email \*\* Phone \* Message CAPTCHA [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&v=rW64dpMGAGrjU7JJQr9xxPl8&theme=light&size=invisible&badge=bottomright&cb=6uoasbrvpz25) This site is protected by reCAPTCHA and the Google [Privacy Policy](https://policies.google.com/privacy) and [Terms of Service](https://policies.google.com/terms) apply. [iframe](about:blank) ![Handshake](https://cornerstonesg.com/wp-content/uploads/2023/05/handshake.png) ## Building better companies. Building better careers. Whether you’re searching for one critical hire or building out an entire office, Cornerstone has the network connections to find the exact person you need for the role. Through our exclusive focus on life sciences, pharmaceuticals, generics, and biotech, we have built a proprietary and targeted database of the most desirable candidates in the industry. 15 years on the world market 270 companies used our services 4500 hired executives & specialists Cornerstone Search Group is a “boutique” Life Sciences Executive Search Firm focused on helping pharmaceutical, biotechnology, generic and medical device companies with their critical searches at the C-level, VP-level, and Director-levels throughout the world. ### Services - Executive Search - Full Build-Out Solutions - Talent Mapping - Pre-Hire Assessment - Leadership Coaching ### Industries - Life Sciences - Pharmaceutical - Biotech - Generics - Start Ups & Venture Capital - Not-For-Profits ## Get questions? We're here to help. Name \*(Required) Company Email \*(Required) Phone \*(Required) Message CAPTCHA [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&v=rW64dpMGAGrjU7JJQr9xxPl8&theme=light&size=invisible&badge=bottomright&cb=ofzpsljgkkoj) This site is protected by reCAPTCHA and the Google [Privacy Policy](https://policies.google.com/privacy) and [Terms of Service](https://policies.google.com/terms) apply. [iframe](about:blank) [{title}](https://cornerstonesg.com/job/ad-reimbursement-access-rad/#) [{title}](https://cornerstonesg.com/job/ad-reimbursement-access-rad/#) [{title}](https://cornerstonesg.com/job/ad-reimbursement-access-rad/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/ad-reimbursement-access-rad/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Assoc. Director, Reimbursement & Access (RAD) Location Remote, United States of America Job Type Full-time Remote Remote ### Description Assoc. Director, Reimbursement & Access (RAD) \| West (field-based)\| Rare Disease Pharma Profitable, Commercial-stage, Rare & Ultra Rare Disease Pharma \| RETAINED SEARCH **SUMMARY:** Cornerstone Search Group’s HEOR/Market Access/RWE/Data Science practice has been retained by a profitable, commercial-stage, and publicly-traded rare and ultra-rare disease pharma for an Associate Director, Reimbursement and Access (RAD) field-based position that covers the West region. This role reports to a personable and highly-experienced Reimbursement leader with whom we have previously partnered. We know first-hand about this company’s positive work culture from helping them to hire multiple professionals as they have grown. This is a proverbial “Best of Both Worlds” opportunity to join a smaller company with the benefits of interacting with senior management and “having a voice” while simultaneously enjoying the stability of working for a publicly-traded, profitable, commercial stage pharmaceutical company with attractive benefits and time-off policies. The Reimbursement and Access team is considered by senior company leadership to be a critical component of the company’s commercial strategy and is responsible for supporting patient and healthcare provider (HCP) access to the company’s rare and ultra-rare disease therapies by providing education and support around payer coverage guidelines and navigation through complex approval and appeals processes. In this role, you will support patients and healthcare providers (HCPs) across sites of care in the West region to gain access to the company’s treatments. Our client is highly regarded for ensuring that HCPs have the most up-to-date information when prescribing and working through the approval and logistics processes. To do so successfully, this company’s RADs are their region’s expert in patient access, reimbursement, prior authorization appeal, obtaining financial assistance, and navigating through any complex access related issues. ### Location This is a home-based position where the successful candidate must live within the West region and ideally lives close to an airport that has good availability of direct flights to the major airports in the West region. Please note that our client will not be able to provide relocation to move within the territory. ### Features **_(1) This is a “rare” rare-disease small pharma that has multiple approved drugs, is publicly traded, and is profitable_** Unlike many small pharmas which are pre-commercial, our client enjoys the stability that comes from having already launched multiple drugs, is profitable, and is publicly-traded. **_(2) Strong Culture:_** We have partnered with this client previously and have been impressed by their leadership stability (which is quite unusual in this day and age) and the collaborative culture they have forged, which has been greatly enjoyed by the people we have helped them hire. They have done an exemplary job of building a management team of team-first, high EQ leaders who are passionate about working in the rare disease sector and enjoy working with each other. Many of them had in fact worked together at prior companies. The hiring manager for this position has been with the company for over 5 years and had previously worked with senior management at a prior company. **_(3) Strong Benefits:_** Our client offers an attractive range of benefits including stock (RSUs rather than risky options) upon joining, your choice of a car or car stipend, generous time off (including the week between XMAS and New Year’s), a 401(k) match that vests immediately, affordable health insurance, and even pet insurance, your choice of a work cell phone or cell phone stipend, etc. ### Responsibilities - Handle all coverage, reimbursement, and access needs within the West region. - Work collaboratively externally with HCPs and Specialty Pharma partners and internally with RAMs, Patient Advocates, Hub Case Managers, National Account Directors (NADs), and Head of Sales. - Proactively track patients from submission of enrollment form through to shipment in order to identify potential issues and reach timely resolutions. - Provide training / education to HCPs on payor-specific coverage policies, authorization documentation requirements, appeals processes, and patient financial assistance support programs. - Work directly with Hub vendor to understand payer coverage issues and assist with prior-authorization (PA) denials and appeals by working with HCP MDs and staff, helping to prepare HCPs for Peer-to-Peer needs. - Work with HCPs and specialty pharmacies to overcome quantity limits or high dollar overrides. - Escalate payer coverage or payment issues to the NAD, providing detailed specifics on issues, steps attempted to resolve, and identify key items that need addressing with the payer. - Communicate opportunities and challenges related to patient access, as well as issues and status to internal stakeholders and leaders (e.g., Head of Sales). - Collaborate with commercial colleagues to improve access and reimbursement tools. - Contribute to the development of strategies, tactics, and messaging that will optimize their products’ benefits and differentiate them from competitors. **DESIRED SKILLS, EXPERIENCES & QUALIFICATIONS:** - BA/BS degree - Ideally 3+ prior years in a Field Reimbursement and Access field-based role, including experience with prior authorization and multi-level appeals. - Ideally complex pull-through experience with a buy-and-bill biologic (physician-administered, IM/SC injectable, IV injection, infusion). - Ideally rare or ultra-rare disease experience. - Immunology experience is a plus. - Ideally experience communicating payer coverage criteria and prior authorization/appeals processes to HCPs and staff including prepping HCPs for Peer-to-Peer discussions. - Ideally experience working with Specialty Pharmas to resolve access issues. - Experience working with a Hub. - Demonstrated ability to apply reimbursement knowledge to address/resolve patient access barriers. - Strong Emotional Intelligence: Possess the skills necessary to resolve conflicts, build strong internal and external working relationships, and multi-task effectively. - Seeking someone passionate about helping patients in the rare disease and ultra **-r** are disease communities they focus on. ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **REPRESENTATIVE RETAINED SEARCH ASSIGNMENTS:** - CEO \| Specialty pharma start-up - CEO \| Regenerative medicine start-up - CEO \| CRO start-up - CFO \| Public oncology biotech - US CEO \| Established European commercial-stage pharma - CFO \| Public US oncology biotech - President/US Commercial Head \| generics pharma - CMO \| Mid-size pharma - CMO \| Late-stage public biotech - CMO \| Early-stage Boston oncology public biotech - CSO \| Mid-size global biotech - SVP, Head of Global Medical Affairs \| Mid-size oncology company - SVP, Head of Global Clinical Development \| Multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| Late-stage Israeli biotech - VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, US Head of Regulatory Affairs \| Top 20 pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of US HEOR & RWE \| Top 5 pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of Global Market Access \| Top oncology specialty pharma - VP, Head of US Market Access \| West Coast late-stage public biotech - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Clinical Development \| Late-stage anti-infectives UK pharma - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - Head, Patient Advocacy \| European commercial-stage rare disease biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/executive-director-biostatistics-biometrics/#) [{title}](https://cornerstonesg.com/job/executive-director-biostatistics-biometrics/#) [{title}](https://cornerstonesg.com/job/executive-director-biostatistics-biometrics/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/executive-director-biostatistics-biometrics/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Executive Director, Biostatistics/Biometrics Location Hybrid, Greater Boston Area, United States of America Job Type Full-time ### Description Executive Director, Biostatistics/Biometrics \| Stable and Growing Pharma, Boston Our client is an attractive Global Pharmaceutical Company located in Boston. They offer a very stable environment while also still remaining smaller/more lean; allowing for creativity, flexibility and visibility. They are currently seeking an Executive Director or Senior Director of Biostatistics/Biometrics to oversee a group of biostatisticians, data managers and programmers. In this position you will be responsible for strategy and general expertise within biostatistics while also having oversight/people management responsibilities across biometrics. You will furthermore take on leadership responsibilities within cross-functional Clinical Development teams. ### Location Boston, MA. Must be willing to work in-house 3-4 days per week. ### Responsibilities - People management and cross-functional leadership across the Biometrics function (Biostat, Stat Programming, and Data Management). - Interact regularly with Clinical Development teams, serving as the highest level Biometrics expert. - CRO/vendor management, assessment and negotiation. - Lead IND/NDA submission strategy from a biometric point of view. - Regulatory document review. - Interact with the FDA and other regulatory authorities in relation to biometrics questions/concerns. - Keep the Biometrics department up to date regarding latest trends/technologies. ### Qualifications / Requirements - Ph.D. required. - 15+ years of biostatistics experience is required. Leadership experience and oversight of biometrics disciplines (data management, programming, etc.) is also required. - Direct report experience is required. - IND/NDA/BLA regulatory submission experience is highly preferred. - CDISC experience is desired. ### Contact ![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli-768x768.jpg) **Sandy Spinelli** [**Email:** sspinelli@cornerstonesg.com](mailto:sspinelli@cornerstonesg.com "sspinelli@cornerstonesg.com") [**Phone:** 973-656-0220x710](tel:973-656-0220x710 "973-656-0220x710") [**LinkedIn:** https://www.linkedin.com/in/sjspinelli/](https://www.linkedin.com/in/sjspinelli/ "https://www.linkedin.com/in/sjspinelli/") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/business-development-manager-sales/#) [{title}](https://cornerstonesg.com/job/business-development-manager-sales/#) [{title}](https://cornerstonesg.com/job/business-development-manager-sales/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/business-development-manager-sales/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Business Development Manager (Sales) Location Remote, United States of America Job Type Full-time Remote Remote [APPLY NOW](javascript:;) ### Description Business Development Manager (Sales) \| Project Management Practice \| Leading Engineering & Sciences Services Firm Our client is a global leader in engineering and sciences services and talent solutions. The company is very much in high-growth-focused mode right now and looking to leverage its services/design expertise and functional area/management capabilities to further expand its customer base. They are seeking to hire an experienced business development/sales professional with a proven book of business and B2B Project Management Services background (in industries such as Chemical/Manufacturing, Power/Utilities, Construction Mgt, Industrial, Oil & Gas, etc.) to forge key relationships, identify/develop/capture new account targets and business opportunities and win new contracts for the firm (i.e. more focused on the “hunting” for new logos vs. “farming” existing accounts/customers). You will be rewarded with a competitive salary plus uncapped commission and other perks. ### Features **Attractive Features about this Company & Opportunity:** - **Leverage your BD/Sales Expertise in this New Role:** A strategic level selling role and clean-slate opportunity to utilize your services business development expertise/background and reap the financial rewards within the company’s Project Mgt Services Practice. - **Reputable Company:** Join a reputable firm with a global footprint that serves many Fortune 500 companies and is consistently ranked as one of the top firms in the engineering and sciences services sector. - **Strong Compensation Package:** Our client can offer a competitive salary plus commission, as well as strong benefits and annual perks. ### Responsibilities - Identify, pursue and establish target accounts and partnerships relative to the company’s capabilities for providing project management services to large-scale clients. - Navigate and manage the company’s account strategy within the Project Management Practice. - Partner with internal Practice Areas/Vertical leaders to ensure a consistent and effective approach for all prospective customers. - Identify new professional services opportunities aligned with the company’s strategic focus areas. - Interface with customers, building relationships with Executive Sponsors and key decision makers; and achieve growth goals by winning new accounts. - Proven ability to develop strong relationships at all levels, identify and capture new business opportunities and execute strategies to achieve organizational objectives. - Partner with account managers to educate and lead them on strategic initiatives for the company to identify target accounts and drive consultative business solutions. - Utilize consultative selling techniques to drive market/customer share by increasing deal size and moving deals up the services/consulting value chain. - Create and manage account or portfolio growth projections based off experience, vertical industry knowledge, marketplace knowledge, etc. - Facilitate effective partnership between the company’s pillars (BD, Solutions, Delivery, Finance and TA) to maximize the opportunities. - Develops tactical pursuit and capture plans. Provide subject matter expertise in vertical industry to target and win new business by selling the firm’s Project Management solutions services to customers in the focused industries such as Utilities, Chemical & Manufacturing, Industrial Goods, Construction, Food & Beverage, etc. - Build and maintain strong alliance with Delivery Operations to address and provide feedback/solutions to all challenges that are presented internally or via the client’s portfolio and create strategies and tasks for continuous business process improvement. ### Qualifications / Requirements **Desired Experience:** - Bachelor’s degree is required. - Project Management Consulting experience is strongly preferred. - 7-10+ years of Services Business Development experience with direct involvement in initiating, cultivating, and managing large customer accounts aligned to one or more of the following industries: Utilities, Chemical & Manufacturing, Heavy Industrial Goods, Oil & Gas, Construction. - Proven success developing and solutioning Project Management outsourcing/consulting engagements/services including: Full Project Lifecycle Management, Project Planning & Controls, Construction Management, Procurement & Supply Chain, Project Safety/Quality Management. - Experience driving revenue within EPC model (Engineering, Procurement, Construction) and Project Management (Project Controls/Owner’s Representation/Scheduling). - Ability to travel US (up to 40%) to customer meetings and internal meetings. ### Contact ![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka-768x768.jpg) **Brian Skurka** [**Email:** bskurka@cornerstonesg.com](mailto:bskurka@cornerstonesg.com "bskurka@cornerstonesg.com") [**Phone:** 973-656-0220x738](tel:973-656-0220x738 "973-656-0220x738") [**LinkedIn:** https://www.linkedin.com/in/brianskurka1](https://www.linkedin.com/in/brianskurka1 "https://www.linkedin.com/in/brianskurka1") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone - Chief Medical Officer \| Clinical-stage cell therapy biotech - Chief Scientific Officer \| Mid-size global biotech - President/US Commercial Head \| CNS/neuro biopharma - VP, Oncology Drug Development \| Early/later-stage oncology biotech - SVP, Human Resources \| Clinical-stage cell therapy biotech - VP, Clinical Operations \| Early-stage biotech startup - Director & Head, Talent Acquisition\| Clinical-stage rare disease biotech - Head of Analytical Development \| Clinical-stage neuroscience biotech - Director (Head), Diversity, Equity & Inclusion \| Global mid-size commercial-stage biopharma - ED, Clinical R&D, Oncology \| Early-stage I-O biotech - Senior Director, HR/Talent Acquisition \| Cell therapy biotech - Head, Talent Management \| Clinical-stage oncology biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [APPLY](https://cornerstonesg.com/job/business-development-manager-sales/?form=apply#wpjb-scroll) Apply for Business Development Manager (Sales) Name \* Email \* Message Resume Drop files here[browse files ...](https://cornerstonesg.com/job/business-development-manager-sales/#) Required Title Captcha \* [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&type=image&v=rW64dpMGAGrjU7JJQr9xxPl8&theme=light&size=normal&cb=4f9b7gl0d0bv) [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/associate-director-compensation-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-compensation-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-compensation-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/associate-director-compensation-high-growth-biopharma-exciting-transformation-phase-retained-search/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Associate Director, Compensation \| High-Growth Biopharma \| Exciting Transformation Phase \| RETAINED SEARCH [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/retained-vs-contigency-search-firms/#) [{title}](https://cornerstonesg.com/retained-vs-contigency-search-firms/#) [{title}](https://cornerstonesg.com/retained-vs-contigency-search-firms/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/retained-vs-contigency-search-firms/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Retained Vs. Contigency Search Firms: The Pros & Cons Of Each June 17, 2024 [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [OUR SERVICES](https://cornerstonesg.com/services/ "OUR SERVICES") ![wooden scale representing retained search vs contingency](https://cornerstonesg.com/wp-content/uploads/2023/05/retained-search-vs-contingency.jpg) If you’re hiring for upper management and C-suite level positions, you might be exploring when to use retained search vs. contingency search firms. To help you make an informed decision, we’ll discuss what each search model involves and their pros and cons. ## What Is Retained Search? When you choose the retained search model, you work on an exclusive basis with a retained search firm to fill confidential and/or critical leadership positions. Because a retained search firm specializes in finding candidates for high-impact senior and executive-level positions, its consultants must possess extensive knowledge of your industry. Moreover, they must have an in-depth understanding of the role’s requirements and responsibilities. Retained search firms primarily target passive talent—i.e., top-level talent who are already employed and who aren’t actively searching for a new position. For this reason, a retained search usually requires more research and takes longer than a contingent search. The contract term is generally between 90 and 180 days. Consultants at retained search firms typically dedicate significant time and resources to identifying and recruiting candidates. Often, they have an entire support team of professionals, including associates and researchers, to help them discover the best talent for the position. ## Pros and Cons of Retained Search Now you know what a retained search firm does, let’s examine the benefits and disadvantages of hiring one. ### Five Benefits of Retained Search Consider the following four advantages of working with a retained search firm: 1. You form an exclusive partnership with one firm for the duration of the engagement. You only have to communicate with one point person who’s in charge of your search. That means you only need to keep track of the progress of one search firm instead of multiple firms at the same time. 2. You have one dedicated consultant who goes the extra mile to understand your needs. Your consultant and their support team take the time to understand your organization and the precise details of the role. This enables them to select candidates with the right qualifications and candidates who are also a good cultural fit. 3. A retained search firm is well suited to recruiting for the most senior, revenue-impacting roles in a company. It provides the time commitment and level of expertise required to seek out high-quality passive candidates and assess their skills. 4. You will have one voice in the marketplace communicating your story and unique value proposition, vs. multiple firms communicating potentially different and conflicting messages. 5. You will receive reporting and market intelligence based on what the search firm is finding in the marketplace. This can be invaluable in understanding what other companies in your market are doing and who they are hiring, and their strategies. ### Disadvantages of Retained Search There are also some downsides to retained search to keep in mind: 1. The retained search firm must be skilled at telling your story and explaining your value proposition. Executive-level talent is almost always already employed, so they’re not actively looking for another opportunity. On top of that, the talent pool is much smaller. So it’s critical that the firm you work with has the proven ability to select and approach the right candidates and communicate your organization’s story and value proposition. If the retained search firm fails to do this effectively, you’ll never get your ROI—and a top-level position will remain unfilled for even longer. 2. Retained search is usually more expensive than contingent search. Due to the high volume of research and expertise required with retained search, fees are generally significantly higher than those of contingent search firms. Fortunately, paying based on milestone payments (3 installments) is common practice. . This means you can divide the expenses over a period of several months, which can smooth out your cash flow vs. paying the fee all at once upon hire. ## What Is Contingent Search? Contingent search is best used when you need to fill [highly competitive, specialized, individual contributor roles](https://www.linkedin.com/advice/0/how-do-you-collaborate-communicate-hiring) up to and including the senior manager level. Contingent search can include targeting both active and passive candidates. Usually, organizations work with more than one contingent search firm, and each firm submits multiple candidates at the same time. However, they may also submit the candidates to other organizations because you don’t have an exclusive arrangement with them. ## Pros and Cons of Contingent Search Let’s explore the benefits and downsides of working with a contingent search firm. ### Benefits of Contingent Search Contingent search has several distinct benefits: 1. You only pay if the firm successfully fills the role. Contingent search is on a “no cure, no pay” basis. So you’re free to work with as many as you like without having to worry about budget because you only pay the firm that finds the candidate you choose. 2. The costs are lower because less research and expertise is involved. With contingent search, recruitment is primarily reactive. Search firms place job ads and search résumés; then select candidates with the right qualifications. They typically don’t perform the research needed to approach passive candidates. 3. You have access to a larger talent pool. When you’re at liberty to work with multiple contingency firms, they’ll all put their networks to use for you. This can provide you with more choices while simultaneously accelerating the recruitment process. ### Contingent Search Disadvantages There are also some downsides to contingent search to be aware of: 1. You have to juggle communications with multiple firms at the same time. Because you usually engage more than one contingent search firm, you have to interact with representatives at each one. You also have to stay on top of the progress of the search with each individual firm. This can be time consuming and take away from your core business. 2. The focus is sometimes more on the quantity of the candidates as opposed to the quality. Depending on the contingency firms you work with, they might propose a higher volume of candidates who generally match the skill requirements so they can fill the role as soon as possible. 3. The contingency firm may discontinue challenging searches without informing you. The firm is under no obligation to deliver a candidate. That means if a search is becoming too time-consuming without yielding the right results, they could abandon it. In the best-case scenario, they inform you of this fact—but oftentimes, the client remains in the dark. You will have multiple firms, and multiple voices sharing your story that may not all be in sync with your messaging. This could affect your branding and story you are trying to share with the market. ## Contingency Search vs Retained Search When it comes to choosing between contingency search vs retained search, there are pros and cons to each. That’s why it’s best to keep these factors in mind and weigh them against your organization’s needs. By doing so, you can decide on the right type of search firm to hire. If you would like more information on our Retained Search practice and areas of expertise, please [contact us today](https://cornerstonesg.com/contact-us/). [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What Is a Retained Search Firm and Why Should You Use One](https://cornerstonesg.com/wp-content/uploads/2023/07/what-is-a-retained-search-firm.jpg)\\ \\ July 12, 2023\\ **What Is a Retained Search Firm and Why Should You Use One**](https://cornerstonesg.com/what-is-a-retained-search-firm/ "What Is a Retained Search Firm and Why Should You Use One") [{title}](https://cornerstonesg.com/job/vice-president-global-head-clinical-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-global-head-clinical-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-global-head-clinical-operations/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/vice-president-global-head-clinical-operations/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Vice President/Global Head, Clinical Operations Location Greater Chicago Area, United States of America Job Type Full-time [APPLY NOW](javascript:;) ### Description Vice President/Global Head, Clinical Operations \| Report to CMO: Global Biotech, Chicago metro area Cornerstone Search Group is working exclusively with a Global Biotech with multiple assets in development as they search for a VP/Global Head, Clinical Operations. This position would report directly to the CMO and have regular interaction across the senior-most leadership of the organization, including the CEO. Our client seeks a Clin Ops executive that can lead a group in a hands-on, strategic and forward-thinking manner. You will play a vital role during a critical time in the company’s development. ### Location Our client is based in the Chicago metro area and this is an in-house position. ### Responsibilities - Serve as the senior-most leader within the Clinical Operations department reporting to the Chief Medical Officer. Responsible for direct reports, cross-functional collaboration and overall strategic management for the entire clinical pipeline/portfolio. - Line management of clinical trial management staff, including responsibility for staff recruitment, development, coaching, mentoring and performance management. - Communicate and implement progress, risks, issues or changes that may impact quality, timelines and budgets. - Provide strategic operational insight into feasibility, timeline and cost estimates during clinical program/study development. - Assess and communicate operational trends and areas for improvement to Senior/Executive-level leadership. - Take ownership of Clinical Operations activities related to quality, timelines and budgets and conduct of clinical research studies. - Drive decision making and integration to all operational considerations for studies within a clinical program and ensure goals are attainable prior to implementation. - Serve as the point of contact for clinical program and study level escalation. - Plan, review and implement key metrics and KPIs across studies and within clinical programs to track study progress and address and/or escalate issues. - Provide innovative and flexible operational solutions and options to the cross functional and development teams. - Drive the strategy and oversight for vendor selection and management. ### Qualifications / Requirements - BA/BS required. Advanced scientific degree is a plus. - 20+ years of Clinical Operations / Trial Management experience within the Pharmaceutical/Biotech industry. - Direct report/people management experience is required. - A Clinical Operations mind-set that is based around strategic, forward-thinking principals as opposed to an outdated “check-the-box” mentality. - Willingness to work in a fast-paced, creative, and scientific culture that requires a “can-do” attitude and a desire to figure out ways to get the job done right and in a timely fashion. ### Contact ![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli-768x768.jpg) **Sandy Spinelli** [**Email:** sspinelli@cornerstonesg.com](mailto:sspinelli@cornerstonesg.com "sspinelli@cornerstonesg.com") [**Phone:** 973-656-0220x710](tel:973-656-0220x710 "973-656-0220x710") [**LinkedIn:** https://www.linkedin.com/in/sjspinelli/](https://www.linkedin.com/in/sjspinelli/ "https://www.linkedin.com/in/sjspinelli/") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [APPLY](https://cornerstonesg.com/job/vice-president-global-head-clinical-operations/?form=apply#wpjb-scroll) Apply for Vice President/Global Head, Clinical Operations Name \* Email \* Message Resume Drop files here[browse files ...](https://cornerstonesg.com/job/vice-president-global-head-clinical-operations/#) Required Title Captcha \* [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&type=image&v=IyZ984yGrXrBd6ihLOYGwy9X&theme=light&size=normal&cb=4jgqaq5ewz8y) [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/cornerstone-partners-caring-capital-deirdres-house/#) [{title}](https://cornerstonesg.com/cornerstone-partners-caring-capital-deirdres-house/#) [{title}](https://cornerstonesg.com/cornerstone-partners-caring-capital-deirdres-house/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/cornerstone-partners-caring-capital-deirdres-house/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Cornerstone Partners With Caring Capital & Deirdre’s House September 25, 2023 [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [OUR SERVICES](https://cornerstonesg.com/services/ "OUR SERVICES") ![Group Photo](https://cornerstonesg.com/wp-content/uploads/2023/09/Picture4.jpg) **September 6, 2023** – Cornerstone Search Group had the pleasure of partnering with [**Caring Capital**](https://caringcap.com/), an organization founded on the notion that team building and corporate social responsibility should go hand in hand, to spend the day giving back to our local community. ![Cornerstone partnership](https://cornerstonesg.com/wp-content/uploads/2023/09/Picture2.jpg)![Mural](https://cornerstonesg.com/wp-content/uploads/2023/09/Picture1.jpg) The Cornerstone team spent the morning at [**Deirdre’s House**](https://www.deirdreshouse.org/), a non-profit in the heart of Morristown, New Jersey, dedicated to providing medical, forensic, and counseling services to child victims of abuse and/or neglect and for children who have witnessed violence. The Cornerstone team had the opportunity to update the outdoor mural spanning Deirdre’s House’s outdoor courtyard, one of the spaces set up to ensure a warm and welcoming environment for the clients they serve. ![Group at the wall](https://cornerstonesg.com/wp-content/uploads/2023/09/Picture3.jpg) Beyond our service offerings as a Life Sciences Executive Search firm, the Cornerstone team maintains our steadfast 23-year commitment to giving back to our community. Such opportunities speak to what Cornerstone values most: people. ![Group Photo](https://cornerstonesg.com/wp-content/uploads/2023/09/Picture4.jpg) [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Cornerstone named Top Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/05/wppnaward.jpg)\\ \\ May 25, 2023\\ **Cornerstone named Top Executive Search Firm**](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/ "Cornerstone named Top Executive Search Firm") [![Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ \\ June 28, 2023\\ **Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner**](https://cornerstonesg.com/wp-content/uploads/2023/06/Press-Release-TF-COO-6.28.23.pdf "Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner") [![Cornerstone Search Group Awarded Top Life Sciences Recruitment Services Provider](https://cornerstonesg.com/wp-content/uploads/2023/08/award.png)\\ \\ August 3, 2023\\ **Cornerstone Search Group Awarded Top Life Sciences Recruitment Services Provider**](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/ "Cornerstone Search Group Awarded Top Life Sciences Recruitment Services Provider") [{title}](https://cornerstonesg.com/hiring-chief-medical-officer/#) [{title}](https://cornerstonesg.com/hiring-chief-medical-officer/#) [{title}](https://cornerstonesg.com/hiring-chief-medical-officer/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/hiring-chief-medical-officer/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # 3 Things to Consider When Hiring a Chief Medical Officer December 14, 2023 [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [OUR SERVICES](https://cornerstonesg.com/services/ "OUR SERVICES") ![3 Things to Consider When Hiring a Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/11/3-Things-to-Consider-When-Hiring-a-Chief-Medical-Officer.jpg) Understanding how to hire a Chief Medical Officer (CMO) is critical to the continued success of your life sciences company. This pivotal role demands a high level of clinical expertise, strong leadership skills, and in-depth knowledge of regulatory requirements. In this blog, we discuss three important aspects of hiring the right CMO, from determining job requirements and deciding whether to outsource the search to successfully implementing your search strategy. ## The Importance of Determining Job Requirements The first—and critical step—in the hiring process is to create a detailed description of the job requirements for your CMO. Depending on whether you’re replacing a previous CMO or hiring one for the first time, you may already have a job description to work with as a foundation. Nonetheless, it’s advisable to engage with key stakeholders to define exactly what your company’s current needs are. Stakeholders in this instance include the executive team, the board, and the team or teams the CMO will work with directly. Keep the following points in mind: ## How The CMO Will Complement the Current Leadership Team You need to have a thorough understanding of where the CMO will complement the current leadership team, what challenges the company faces, and what your vision for the future is. ### Expertise and Experience The CMO needs to possess the [specific skills](https://cornerstonesg.com/how-to-hire-right-cmo/) to help your company advance. They should have a proven track record in your specific niche. Their experience should align with your business strategy, and they should be knowledgeable about research and development initiatives, as well as regulatory issues. They should also have a good understanding of the competitive landscape, industry trends, and any upcoming regulatory changes. ### Cultural Fit Your organizational culture is another key factor to consider. When you have a clear picture of your company’s mission, core values, vision, and work environment, you can better identify a candidate who will be a good cultural match and contribute positively to the business. ### Company Size and Phase It’s also essential to keep the size and phase of your company in mind. If you’re a startup, you might prefer a CMO who can wear multiple hats, pivot on a dime, and engage effectively with investors. If your business is more mature, you might be better served with a CMO whose forte lies in strategic decision-making and team management. ## The Decision Whether to Outsource the Search When you have a good overview of the job requirements, it’s time to decide how to search for the perfect candidate. Your in-house team can perform the search, or you can outsource it to an [executive search firm](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/). ### In-House Team When your in-house team conducts the search, one of the most important benefits is that you don’t have to pay consulting fees. However, you’ll likely be working with a limited talent pool—especially if you require niche expertise. In addition, the time and effort involved with searching for a new executive hire are considerable and will reduce the time your HR team can spend on their day-to-day tasks. ### Executive Search Firm Although there are [costs involved with hiring an executive search firm](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/), your return on investment is likely much higher than if you conducted the search yourself. Working with an executive search firm offers the following benefits: - Industry expertise and an extensive network. Executive recruiters possess deep industry knowledge and access to a broad network of talent, including passive talent. Passive candidates aren’t actively looking for a position, but might be interested in a new opportunity. However, without an executive search firm, these candidates are difficult to reach. - Reduced risk of a bad hire. Making a [bad hire](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/cost-of-bad-hires.aspx) at the executive level can be costly. It can result in financial losses, loss of employee morale, and decreased productivity. It can even have a negative impact on your company’s reputation. That’s why an executive search firm performs extensive research to ensure the candidates they present aren’t just qualified for the role but also the right fit for your company. - Cost effectiveness. It takes time and resources to source, screen, and interview candidates for a CMO position. By outsourcing your search, you free up your internal team to focus on their core duties. When you add the cost of your team’s time to the potential cost of a bad hire, it’s often more cost-effective to outsource your search. - Guarantee and support. Most executive search firms offer a guarantee on the candidates they place. If the placement doesn’t work out within a specific period, they’ll conduct a new search at no additional cost. They also provide support for both your company and the candidate during the onboarding phase, which increases the likelihood of a successful placement. ## Implement Your Search Strategy The success of your search strategy hinges on several key factors: - Create a comprehensive job description based on the job requirements you outlined earlier. This description should present your company as positively as possible and be engaging enough to attract top talent. - Define the must-have criteria for the candidate. Clearly instruct your in-house team or the executive recruiters what criteria to look for in a qualified candidate for the CMO position. These could include a proven track record in startups, strong management skills, or an innovative mindset, for example. - Establish a formal interview process. Early in the process, one-on-one interviews can be sufficient to gauge the candidates’ skills, fit, and potential. As you narrow down the field, it’s advisable to involve other key stakeholders in the interview process. You may even want to set up an [interview panel](https://hiring.monster.com/resources/recruiting-strategies/interviewing-candidates/panel-interviews/). This is often an efficient use of everyone’s time, provides different perspectives, and reduces the odds of bias occurring in the hiring process. It can also lead to more consistency in the interviews, make a positive impression on candidates, and help you make better decisions. - Put together an offer. Make sure your offer is competitive and attractive enough for the candidate. Working with an executive search firm can be extremely useful at this stage, as they have in-depth knowledge of remuneration for CMOs in various regions and niches. Plus, they can help with negotiating the contract and nailing down the specifics. ## Hiring The Right CMO for Your Life Sciences Company Hiring the right Chief Medical Officer for your company involves a systematic process that ultimately enables you to make a strategic decision. When you keep the three considerations above in mind, you enhance your chances of hiring a CMO with the necessary skills, experience, and mindset to help your organization advance. Ultimately, the right CMO is more than just a hire—they’re a strategic partner who’ll play a crucial role in the growth and success of your company [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![How to Hire C-Suite Executives: A Comprehensive Guide](https://cornerstonesg.com/wp-content/uploads/2024/02/hiring-csuite-executive.jpg)\\ \\ February 20, 2024\\ **How to Hire C-Suite Executives: A Comprehensive Guide**](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/ "How to Hire C-Suite Executives: A Comprehensive Guide") [![How To Hire A CEO For Your Startup: A Guide](https://cornerstonesg.com/wp-content/uploads/2023/05/how-to-hire-a-ceo-for-a-startup.jpg)\\ \\ January 29, 2024\\ **How To Hire A CEO For Your Startup: A Guide**](https://cornerstonesg.com/how-to-hire-ceo-for-startup/ "How To Hire A CEO For Your Startup: A Guide") [![How To Hire the Right Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/07/how-to-hire-a-chief-medical-officer.jpg)\\ \\ June 27, 2023\\ **How To Hire the Right Chief Medical Officer**](https://cornerstonesg.com/how-to-hire-right-cmo/ "How To Hire the Right Chief Medical Officer") [{title}](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/#) [{title}](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/#) [{title}](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Life Sciences Startup Essentials: Building a Management Team October 18, 2023 [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [OUR SERVICES](https://cornerstonesg.com/services/ "OUR SERVICES") ![Group of managers discuss strategy in a conference room](https://cornerstonesg.com/wp-content/uploads/2023/10/life-science-startup-build-management-team-1200px-72-v1.jpg) When your life sciences startup begins to expand, it’s essential to build a management team with the skills and expertise to drive your vision forward. Your first inclination might be to hire people you’ve worked with in the past. However, you may need to broaden your perspective to construct a dynamic team that’s right for this company. So before you focus solely on candidates in your inner circle, you should first determine what criteria senior management needs to meet to advance your business. Keep the following steps in mind. ## 1\. Prioritize and Define the Roles The first, all-important step in building a management team is to determine which roles to prioritize. For instance, you might want to start with a CEO and a CFO before you [hire a CMO](https://cornerstonesg.com/how-to-hire-right-cmo/), depending on the existing competencies in your company. Once you’ve decided which role is your top priority, take a step back and visualize the ideal candidate. What specific skills and experience will they need to help your life sciences startup advance to the next level? While industry expertise and leadership skills are always important for an executive role, candidates will distinguish themselves based on their experience. For instance, a CEO who’s successfully led two life sciences startups through their Series A will likely have a rich network of potential investors and effective fundraising strategies. Similarly, someone with a strong background in regulatory affairs might be just the person you need if you’re preparing for a new product launch. You should also consider which personality traits would be a good fit for your organizational culture. Remember: A candidate whose ethos and mission align with the company’s will inspire and elevate, while someone who’s not a good match could cause loss of morale and attrition. ## 2\. Create a Scoring System To make an informed decision as to the best candidate, you need to establish a scoring system. This involves assigning a numerical value to the qualifications you identified in the first step. This evaluation method ensures the hiring process is transparent and free of bias. Here’s an example of how this could work: - Role: CEO - Qualification: strategic skills - Score: 1=good \| 2=average \| 3=below average It’s also important to consider soft skills when building a management team. Executives often function under high pressure, which makes qualities like resilience, communication, and collaboration all the more important. Make sure to create a comprehensive scoring system that takes the multifaceted nature of executive roles into account. By doing so, you’re laying the foundation for a data-driven hiring decision that will bring maximum value to your company. ## 3\. Structure of the Interview Process To ensure an efficient, effective, and equitable interview process, start with an informal conversation to gauge the candidate’s cultural fit. Next, discuss the specifics of the role and what your expectations are when it comes to your business’s challenges and opportunities. Finally, assign the candidate a real-world challenge or project. This offers insights into the candidate’s thought process, communication skills, versatility, and problem-solving skills. For instance, to better understand a candidate’s strategic abilities, ask them how they would tackle a regulatory hurdle. A challenge like this will provide more depth and dimension than a series of interview questions. Be careful to ensure an equitable interview process where every candidate is evaluated on the same criteria. This is critical to coming to an objective, data-driven decision. ## 4\. Assemble an Interview Team The impact of your new executive on your business cannot be understated. In a startup, they usually interact with everyone from senior managers to junior team members. Involve these stakeholders in the interview process to get a well-rounded view of the candidate’s cross-functional skills and general compatibility. ## 5\. Complete the Interview Process When you execute the interview process, you need to consistently keep your objective in mind—to find the best candidate for your startup’s specific needs. Be consistent about using your scoring system to evaluate the predetermined criteria. This can be challenging when the candidates bring diverse experiences, backgrounds, and perspectives to the table. Nonetheless, it’s the only way to ensure you’re judging each candidate on merit and their potential for driving your business forward. When you work with a reputable [executive search firm](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/), it’s often easier to adhere to a structured, unbiased, and comprehensive evaluation process. The reason is that executive recruiters use tried and tested processes that are specifically designed to eliminate bias. To gain the clearest impressions of the candidates, gather feedback from the interview team immediately after each interview. During this debriefing, discuss both the candidate’s technical and cultural fit. ## 6\. Make an Offer Once you’ve found the right candidate, you still need to reel them in. This is where the craft of drafting a compelling offer comes in. The offer should be on par with the current market standards for compensation in life sciences. You need to consider factors such as base salary, stock options, benefits, and perks to strike the right balance between an attractive offer and your company’s resources. This is another step where an executive recruiter who specializes in life sciences can provide valuable support. An executive recruitment firm can also help you with the intangible aspects of an offer. They can help explain your vision for the company and highlight the professional development opportunities it will bring for the candidate. When you show commitment to their long-term growth and provide transparency about their future with the company, it can resonate as deeply as a generous compensation package. ## 7\. Provide a Solid Onboarding Experience Especially in a life sciences startup, it’s crucial to establish a robust onboarding process that lets the new executive hit the ground running. It’s advisable to create a 90-day plan that outlines key milestones, objectives, and desired outcomes for the new hire. You should introduce the new executive to key stakeholders, bring them up to speed on all ongoing projects, and clearly communicate what your company’s short- and long-term goals are. It can be helpful to assign seasoned team members as resources for the new hire to inform them about the details of projects that might not be explicitly discussed in briefings. These team members can also help them understand the ins and outs of your organizational culture. Schedule regular check-ins during the first few months to address any challenges, ask for feedback, and, if needed, reset expectations. Investing in a solid onboarding process is well worth the ROI, as it helps the new executive integrate and begin contributing to the company’s development as soon as possible. ## It Takes Time to Build a Management Team Building an executive team is no small endeavor. You need to make sure every hiring decision is aligned with your vision for your company. But when you approach the hiring process in a structured, objective manner, you maximize your chances of finding the executive who possesses precisely those qualities your business needs for its next stages of growth. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![How To Hire the Right Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/07/how-to-hire-a-chief-medical-officer.jpg)\\ \\ June 27, 2023\\ **How To Hire the Right Chief Medical Officer**](https://cornerstonesg.com/how-to-hire-right-cmo/ "How To Hire the Right Chief Medical Officer") [![The Top 10 C-Suite and Executive Recruiters in NJ](https://cornerstonesg.com/wp-content/uploads/2023/10/Cornerstone_10-best-executive-search-frims-nj-2023.jpg)\\ \\ October 26, 2023\\ **The Top 10 C-Suite and Executive Recruiters in NJ**](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/ "The Top 10 C-Suite and Executive Recruiters in NJ") [![RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search](https://cornerstonesg.com/wp-content/uploads/2024/07/rpo-cost-savings.jpg)\\ \\ July 1, 2024\\ **RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search**](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/ "RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search") [{title}](https://cornerstonesg.com/job/md-consultant/#) [{title}](https://cornerstonesg.com/job/md-consultant/#) [{title}](https://cornerstonesg.com/job/md-consultant/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/md-consultant/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # MD Consultant This job posting expired and applications are no longer accepted. Location Remote, United States of America Job Type Full-time Remote Remote [APPLY NOW](javascript:;) ### Description MD Consultant \| Early Clinical Development \| Growing, Stable Oncology Biotech \| REMOTE role **SUMMARY:** Our Client, an attractive, growing Biotech actively developing next-generation oncology targeted therapies is seeking an experienced MD/Physician Consultant to be the medical lead for an early clinical, best-in-class oncology asset for solid tumors. This experienced Physician will provide his/her medical/scientific expertise and help with patient enrollment, medical monitoring, etc. This MD will work with and report to the Chief Medical Officer and provide his/her clinical knowledge to maximize the patient value for this highly promising therapeutic asset for complicated/tough-to-treat cancers. ### Location **Location:** Remote ### Features ### Responsibilities **QUALIFICATIONS/REQUIREMENTS:** - **_Medical degree is required_**; Oncologist/Hematologist is preferred. - Experience in oncology drug development and regulatory sciences with early clinical programs through regulatory interactions, including FIH studies and IND. - Experience with small molecule targeted therapies. - Medical monitoring, clinical trials, patient enrollment experience, etc. - Experience working with other functions including preclinical and late-stage clinical development and external collaborators. - Strong communication and writing skills, patient and goal-driven, detailed, organized, and collaborative. **Keywords**: MD, medical doctor, consultant, medical monitor, early clinical development, oncology, cancer, solid tumors, small molecules, targeted therapy, clinical trial, study, protocol, asset, pharma, biotech, biopharma, MD, phase I, first-in-human, FIH, IND, phase II, FDA ### Contact ![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano-768x768.jpg) **Viola Serrano** [**Email:** vserrano@cornerstonesg.com](mailto:vserrano@cornerstonesg.com "vserrano@cornerstonesg.com") [**Phone:** 973-656-0220x734](tel:973-656-0220x734 "973-656-0220x734") [**LinkedIn:** https://www.linkedin.com/in/violaserrano](https://www.linkedin.com/in/violaserrano "https://www.linkedin.com/in/violaserrano") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/chief-medical-officer-2/#) [{title}](https://cornerstonesg.com/job/chief-medical-officer-2/#) [{title}](https://cornerstonesg.com/job/chief-medical-officer-2/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/chief-medical-officer-2/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Chief Medical Officer Location Greater New York City Area, United States of America Job Type Full-time [APPLY NOW](javascript:;) ### Description Chief Medical Officer \| International Biotech, NJ/NY Metro area Reporting directly to the CEO, the Chief Medical Officer will serve as the interface, medical/strategic expert, and cross-functional team leader for R&D, Translational Medicine, Early Clinical Development, and eventually Late-Stage Clinical Development and Commercialization. In addition, you will serve as a key executive decision-maker for compound/portfolio assessment (go/no-go), BD & Licensing, Strategic Partnering, etc. Our client is an international start-up and, as such, is looking for a hands-on executive who isn’t afraid to “get in the weeds” and understands/appreciates the opportunity that sweat equity can offer. ### Location New Jersey/New York Metro area ### Responsibilities - Serve as the interface and medical/cross-functional leader across R&D, Translational Medicine, Clinical Development and eventual Late-Stage Clinical Development and Commercialization. - Provide clinical development and operational excellence/expertise to the design, implementation and execution across all clinical programs in development (development plans, protocols, timelines, budgets/resources, etc.). - Develop program-wide risk-benefit profile assessments and lead go/no-go discussions within the organization for R&D and Clinical Development. - Interact effectively with worldwide regulatory authorities, scientific experts/key opinion leaders, academic alliances and media. - Ensure medical integrity and strategy across all Drug Safety/Pharmacovigilance/Risk Management activities while closely coordinating these efforts with the development team. - Medical and strategic input into Business Development & Licensing and Strategic Partnering assessments. ### Qualifications / Requirements - MD/PhD or MD and Board Certification is required. - Medical expertise within Cell Therapy, Oncology, Immuno-Oncology and/or Immunology is required. - Minimum of 15 years of experience in Biotech/Pharma drug development and/or clinical research, including experience leading a BLA submission for a new biologic is required. - Minimum of 5 years of experience working for an international company(s). - Proven track record of R&D and clinical leadership and personnel management. - Experience in product registration/submission and major Health Authority interaction is required. - Experience in Medical Affairs/Commercial is greatly preferred. - Must be willing to travel up to 40%. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [APPLY](https://cornerstonesg.com/job/chief-medical-officer-2/?form=apply#wpjb-scroll) Apply for Chief Medical Officer Name \* Email \* Message Resume Drop files here[browse files ...](https://cornerstonesg.com/job/chief-medical-officer-2/#) Required Title Captcha \* [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&type=image&v=rW64dpMGAGrjU7JJQr9xxPl8&theme=light&size=normal&cb=2wf0hagftom0) [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/top-benefits-of-using-a-headhunter-for-your-next-job-search/#) [{title}](https://cornerstonesg.com/top-benefits-of-using-a-headhunter-for-your-next-job-search/#) [{title}](https://cornerstonesg.com/top-benefits-of-using-a-headhunter-for-your-next-job-search/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/top-benefits-of-using-a-headhunter-for-your-next-job-search/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # The Top 5 Benefits of Using a Headhunter for Your Next Job Search May 20, 2024 [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [OUR SERVICES](https://cornerstonesg.com/services/ "OUR SERVICES") ![Headhunting for life sciences](https://cornerstonesg.com/wp-content/uploads/2024/05/headhunting.jpg) The benefits of using a headhunter for your next job search are many, and they’re particularly heightened in the life sciences, [biotechnology](https://cornerstonesg.com/industry-expertise/biotech/), and [pharmaceutical industries](https://cornerstonesg.com/industry-expertise/pharma/). For employers in this space, finding the perfect fit is tough, and often, standard recruiting methods just won’t cut it. The industry is competitive, and its players are intelligent, dedicated, and (for better or for worse) not easily swayed. It takes a special opportunity—and often a trained headhunter—to nail down the perfect candidate when the search demands a specialized skill set and/or an experienced executive. Contrary to popular belief, headhunting is a completely different process than recruiting in many ways. In this post, we’ll walk through some of the key differences between headhunting and recruiting. We’ll also discuss the benefits of utilizing a tailored, precision approach to finding your next executive or star employee. Lastly, we’ll show you where to turn if you’re ready to get serious about finding the perfect fit for your organization’s open role. ## 1\. While Recruiters Use Passive Search Techniques, Headhunters Use Active Search Techniques. If you’d like to post a job opening and wait for a candidate to apply, you have two main options: you can either do it yourself for little to no cost, or you can pay a recruiter to do it for you. Recruiters utilize passive search techniques, like posting job descriptions on employment boards, to find candidates for open roles. While these basic recruiting strategies have their place in the world, that place is likely not with an executive-level search or a search for a specialized industry (like life sciences, biotech, or pharma). Unlike recruiters, headhunters use active search techniques to find the perfect fit for a position. Essentially, this means that instead of letting candidates come to them, headhunters go directly to the right candidates and position the opportunity in the best possible light for the candidate. Headhunters rely on tactics like networking, industry event attendance, and trustworthy referrals. When you work with a recruiter, you’ll get a higher quantity of candidates. When you work with a headhunter, you’ll get a higher quality of candidates. As you’re making your decision, consider which option—between quantity and quality—works best for you. ## 2\. Experienced Headhunters Actually _Know_ the Candidates You’re Looking For When you post a role on an open job forum, you receive applications from candidates in an active job search. While this can sometimes garner you the perfect fit for the role, the chance of this aligning the way you intend becomes slimmer and slimmer as the open role becomes more specific or requires higher seniority, more specialized experience, or other hard-to-find non-negotiables. Alternatively, when you use a headhunter in your job search, your search shifts to a higher proportion of passive candidates. Passive candidates are those who may not be actively looking for new roles. They may be perfectly content in their current role but would consider making a switch for the right opportunity and for the right firm. In essence, recruiters use passive search methods to find active job seekers. Headhunters, however, use _active_ search methods to find _passive_ job seekers. Flipping the dynamic on its head produces more tailored results that garner the highest quality of applicants available for the role. ## 3\. Industry Specialist Headhunters Understand Your Business’s Needs and Culture You need a candidate who brings the highly specialized skills and competencies you’re looking for to the table, and who has the experience required to carry out the duties of the role with wisdom. Have you considered, however, how important a culture fit will be to your latest hiring decision? A great culture fit is essential to making sure your new hire folds seamlessly into your organization and can hit the ground running. Headhunters take the time to understand your business’s unique needs and culture. From here, they can introduce candidates who have not only the tangible skills and competencies you’re looking for, but also the correct ethical and decision making abilities, personality type, emotional intelligence, and cultural fit. ## 4\. Headhunters take an Efficient Precision Approach, Saving You Valuable Time and Resources Headhunters use a precision approach to candidate sourcing, favoring the quality of the applicant pool over quantity. The precision of a headhunter’s approach is an essential time-saving factor for busy organizations, boards, and departments. When you rely on a headhunter, you won’t have to sift through tens of unqualified or uninteresting applications. Rather, viable candidates will be introduced to you and your executive search consultant will be able to speak to the individual’s experience personally. This approach often saves busy companies money, and it almost always saves them _significant_ amounts of time. ## 5\. Headhunting Allows Greater Confidentiality than Standard Recruiting Practices When recruiters post open opportunities to job forums, the role, its details, and—depending on your geographic location—the salary information is all public information. Whether you’re making a replacement hire, seeking to avoid disclosing your information and needs to the competition, or would just like to maintain confidentiality throughout the candidate selection process, a headhunter can offer you a far greater degree of privacy and discretion in your applicant search. ## Cornerstone Search Group: Your Partner for Life Sciences Industry Headhunting Cornerstone Search Group is an experienced headhunter with a vast network of talented executives. We pride ourselves on our depth of knowledge of the players in these spaces and thrive when we help our clients make the perfect match. We spend time getting to know our clients, their unique culture, and their particular business needs. Then, we bring the perfect candidates to you. Cornerstone is proud to serve the sciences, biotechnology, and pharmaceutical industries and has done so for over 20 years. We’re eager to connect you with talent across the globe. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![How Scientific Recruiters Use Headhunting to Find Top Talent](https://cornerstonesg.com/wp-content/uploads/2024/04/iStock-1688982549.jpg)\\ \\ April 15, 2024\\ **How Scientific Recruiters Use Headhunting to Find Top Talent**](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/ "How Scientific Recruiters Use Headhunting to Find Top Talent") [{title}](https://cornerstonesg.com/job/chief-financial-officer/#) [{title}](https://cornerstonesg.com/job/chief-financial-officer/#) [{title}](https://cornerstonesg.com/job/chief-financial-officer/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/chief-financial-officer/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Chief Financial Officer This job posting expired and applications are no longer accepted. This job posting was marked by employer as filled and is probably no longer available Location Hybrid, Connecticut, United States of America Job Type Full-time ### Description Chief Financial Officer \| Public Clinical Stage First-in-Class Oncology Biotech, Connecticut \| Retained Search Cornerstone Search Group has been retained by a dynamic clinical-stage biotech company, passionately committed to revolutionizing cancer treatment. Our client recently completed a top-of-range public offering and is on a mission to discover, develop, and commercialize first-in-class cancer drugs with their robust IP portfolio. The Chief Financial Officer (CFO) will have the responsibility of being a trusted strategic partner, collaborating closely with the CEO to propel the organization’s drug development and commercialization endeavors into the future. The CFO will spearhead the implementation of the organization’s corporate development strategies, encompassing the overarching principles for long-term portfolio and organizational planning, corporate partnership strategies, as well as the planning and execution of product acquisitions and divestitures. Our client is looking for a hands-on, well-rounded executive with public company experience in finance, business development, investor relations, corporate development, drug development process, etc. ### Location Our client is based in Connecticut. They would like the candidate in the office at least 3 days per week and would offer relocation assistance. ### Features - **Craft a Vision:** Our client is looking for a CFO who will infuse rigor, creativity, and drive into their operational excellence, strategic planning, and corporate advancement. - **Financial Stewardship:** The CFO will lead the charge in defining and executing long-term financial objectives. - **Robust IP/First-in-Class Drugs:** Our client has the opportunity to revolutionize the way cancer is treated. - **Directly Impact Patient Quality of Life:** Our client is well on their way to helping patients live longer, higher quality lives by treating cancer with minimal side effects. - **Collaborate with Passionate Leadership:** The CEO has an unparalleled passion for their mission. ### Responsibilities **RESPONSIBILITIES:** In summary, the CFO will have primary responsibility serving as an essential member of the executive management team reporting directly to the CEO. The CFO will have ownership over financial management across all aspects of the company and leadership of business/financial planning. They will serve in a hands-on role and work with a hands-on CEO. - Drive long-term financial objectives, including all preparation and representation to institutional investors while shaping the capital markets strategy. - Establish and nurture strategic partnerships, joint ventures, and collaborations that align with the overall corporate plan. Manage interactions with external stakeholders supporting internal development efforts. - Collaborate and work alongside the CEO, research team, and outside counsel to shape the IP strategy and processes. - Oversee business/financial planning, reporting, and analysis, ensuring the organization’s continued growth. - Identify and drive strategic business opportunities through relationship building, diligence, negotiation, and alliance management. - Serve as the primary voice and driving force to the investment community. - Ownership over market insight and research by understanding the competitive landscape and positioning the organization’s assets effectively. - Develop corporate presentations, NPV models, and press releases, as well as represent the organization externally at conferences and investor events. - Lead and support corporate projects as needed to fuel the organization’s growth. **QUALIFICATIONS:** - Minimum of a Bachelor's degree with an advanced degree preferred. - 10+ years of successful progression in life science experience in finance and business development. - A deal sheet to include a wide array of innovative in- and out-licensing, and/or M&A, particularly in life sciences. - Accomplished financial executive capable of directing the managerial economics of the company’s operations and serving as external representative with institutional investors, market analysts, and potential industry partners. - High-level oncology, immunotherapy or cell therapy R&D contacts, with investor and banker contacts. - A proven track record in a clinical-stage company is strongly preferred. - Excellent interpersonal verbal and written communication skills with a high degree of attention to detail and quality. - Abstract problem-solving, and strong negotiation skills required. - Comfort with financial modeling or review. - Adaptability, flexibility, independence, and resourcefulness to both lead a big vision strategy while also being willing to roll up sleeves and multi-task to thrive in a growing environment. - Experience in both large and small company settings. - Ability to hold oneself and others accountable for commitments in a positive and effective manner. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") oups.” That’s a _lot_ of subparts to understand and be aware of. “Competence” means the ability to function well within an organization that is diverse and brings many different individuals of different cultural backgrounds together to work toward the same set of goals. Putting it all together, “cultural competence” is the ability to make sense of the cultures of others and communicate with them, respectively, and effectively, so all parties can operate successfully. As the CDC puts it, to possess cultural competence means that an individual is “aware of one’s own cultural worldview” while “developing cross-cultural skills.” ## Why does cultural competence matter in the biotech and life sciences industries? In diverse industries like biotech and life sciences, cultural competence is critical to the success of your teams. Your team members bring unique perspectives and ideas to the table and may communicate or interact in ways that are unfamiliar to one another. The ability of your employees, especially those in management and supervisory positions, to practice and encourage cultural competence at work can pay dividends for your organization in the long term. ## What can hiring individuals with high levels of cultural competence bring to our organization? It’s impossible to quantify the positive effects of cultural competency within an organization. To start, here are a few of the benefits your company will see after investing in boosting cultural competency: - A stronger global network of professionals and connections. Your employees, especially in your higher ranks, are your advocates and your gateway to the outside world. Employees from new backgrounds can introduce you to new opportunities, new sources of collaboration, partnership, and investment, and new talent. - A wellspring of creativity from unique lived experiences. The differences between the members of a team bring fresh ideas. The greater the number and depth of perspectives a team can bring to the table, the more refined their end products will be. - A better work environment for all employees: Creating a diverse and inclusive workplace will help you continue to recruit and retain the talent that makes your company tick. Did you know that research shows employees are [happier](https://www.greatplacetowork.com/resources/blog/why-is-diversity-inclusion-in-the-workplace-important) and stay longer at companies who place importance on diversity and inclusion in their HR strategies? - A stronger bottom line. According to a study conducted by the consulting firm McKinsey & Company, companies that are more diverse than their competitors often produce higher profits. The data shows that both gender and ethnic diversity were positively correlated with significantly higher profits in the organizations studied. ## How can we foster cultural competence in our organization? There are many ways you can create and nurture cultural competence at all levels of your organization. Consider the following: - Form employee resource groups, and encourage members of the ERGs to invite guests to events. This cross-exposure to varying groups within the firm will help unite and connect employees while increasing cultural competence in a setting that isn’t focused on getting a job done. - Provide frequent and comprehensive sensitivity and diversity training. When was the last time you revisited your diversity and inclusion training? Does it teach employees to be tolerant of other cultures, or does it foster a true, proactive understanding of cultural differences and appreciation for different cultures in the workplace? Your training programs are your primary source of cultural competency education—take advantage of the time your employees spend during those training hours. - Work with a recruiter who specializes in diverse hiring practices in your industry. While many recruiters promise to help further your diversity and inclusion initiatives, few have the global network to bring you a truly diversity-rich talent base. At Cornerstone Search Group, more than half of the candidates we connect our clients to come from diverse backgrounds. We have a proven track record of matching our clients with individuals who will add fresh perspectives to their firms. ## Cornerstone Search Group: Your Experienced Executive Search Firm Cornerstone can help you tap into a global network of specialized and hard-to-find talent. At Cornerstone, we hold the belief that diverse thoughts, ideas, and leaders drive companies to perform at their highest achievable level. This belief yields positive results for our clients: over 50% of the candidates that we help our clients hire come from diverse backgrounds. Cornerstone is proud to serve the diversity-rich life sciences industry and has done so for over 20 years. We’re eager to connect you with talent across the world. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Top 10 C-Suite and Executive Recruiters in NJ](https://cornerstonesg.com/wp-content/uploads/2023/10/Cornerstone_10-best-executive-search-frims-nj-2023.jpg)\\ \\ October 26, 2023\\ **The Top 10 C-Suite and Executive Recruiters in NJ**](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/ "The Top 10 C-Suite and Executive Recruiters in NJ") [![How Executive Search Consultants Add Value to Your Business](https://cornerstonesg.com/wp-content/uploads/2024/04/iStock-1340002457.jpg)\\ \\ April 8, 2024\\ **How Executive Search Consultants Add Value to Your Business**](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/ "How Executive Search Consultants Add Value to Your Business") [![Spotlight: “How the Pandemic Shifted the Rules of Recruiting”](https://cornerstonesg.com/wp-content/uploads/2023/10/Recruiting-post-pandemic-2023.jpg)\\ \\ October 31, 2023\\ **Spotlight: “How the Pandemic Shifted the Rules of Recruiting”**](https://cornerstonesg.com/spotlight-how-the-pandemic-shifted-the-rules-of-recruiting/ "Spotlight: “How the Pandemic Shifted the Rules of Recruiting”") [{title}](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/#) [{title}](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/#) [{title}](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/#) [{title}](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/#) [{title}](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/#) [{title}](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/#) [{title}](https://cornerstonesg.com/job/chief-medical-officer-cmo/#) [{title}](https://cornerstonesg.com/job/chief-medical-officer-cmo/#) [{title}](https://cornerstonesg.com/job/chief-medical-officer-cmo/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/chief-medical-officer-cmo/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Chief Medical Officer (CMO) Location HYBRID, Boston, United States of America Job Type Full-time [APPLY NOW](javascript:;) ### Description Chief Medical Officer (CMO) \| Oncology Biotech – Boston Area/Hybrid \| publicly traded & well-funded \| multiple first-in-class clinical assets \| RETAINED SEARCH Cornerstone Search Group has been retained by a well-funded, cutting-edge Boston-based Oncology Biotech focused on developing novel targeted therapies. Our client is looking for a well-rounded, driven physician executive who will oversee all Clinical Development and Strategy while also serving as a leader of teams and people across an organization that greatly values their culture and their “can do” and “not afraid to try things” mentality. Reporting to the CEO, the Chief Medical Officer will have executive oversight across Clinical Development, Clinical Operations, Biometrics, Regulatory Affairs, Safety and Medical Affairs while also serving as a critical executive leader cross-functionally to Translational Medicine, R&D, BD / Corporate Development, etc. Furthermore, the organization is growing, so you will hire further critical team members immediately. Our client ideally prefers a candidate that is located in the Boston Metro Area, or will relocate here, as they greatly value in-person collaboration. That said, they are very reasonable and open to considering someone who would need a hybrid work arrangement. ### Location Boston Area/Hybrid ### Features - Work for and collaborate with an exceptional, well-rounded CEO who is flexible, an excellent communicator, and prefers to allow his leaders a great deal of autonomy and decision-making power. - The company discovers their assets in their own labs, and they have developed exciting, novel science and highly promising therapeutic programs for complicated/tough-to-treat cancers. - Enjoy a highly collegial and collaborative atmosphere both internally and also through outside-of-the-office activities and charitable events. - “Best of Both Worlds” – very well-funded, but still small enough to be creative and think outside of the box. Our client offers a culture and mind-set that allows for trial and error in order to find the best possible solution to any problem. - Excellent opportunity to mentor and develop a team as this company is growing. You will have the autonomy from the CEO to grow the team to your liking. - Competitive compensation and excellent benefits package. ### Responsibilities **DESIRED SKILLS, EXPERIENCES, AND QUALIFICATIONS:** - A medical degree is required; Oncologist/Hematology training is preferred. - Extensive Clinical Development experience leading multiple assets and ideally having oversight across entire pipelines. - Experience managing senior-level Physicians as well as Clinical Development teams. - Our client greatly values the individual person. As such, they are willing to consider an “up-and-coming” Physician leader who brings all the critical attributes and skill-sets they desire but has not previously served as a CMO. - Must be a “hands-on”, “roll-up-the-sleeves” when necessary leader who understands the need for involvement within a small company environment. - Strong interpersonal skills; high “emotional intelligence” to enable favorable group dynamics, ability to influence others at all levels. - Must be open-minded, risk-tolerant, and not afraid to push or be pushed back in a professional manner. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone - CEO \| specialty start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - CEO \| CRO start-up - CMO \| late-stage public biotech - CMO \| mid-size public pharma - CMO \| early-stage public oncology pharma - CSO \| mid-size global biotech - CFO \| public US oncology biotech - President/US Commercial Head \| OSD generics - Global Commercial Head \| API Business Unit \| Indian pharma - SVP, Head of Global Medical Affairs \| Mid-size oncology company - SVP, Head of Global Clinical Development \| Multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| Late-stage Israeli biotech - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, Head of N. American Regulatory Affairs \| Large Generic Pharma - VP, Head of Medical Affairs \| US-based PE-owned Small Pharma - VP, Head of Clinical Development \| Late-Stage UK Anti-infectives Pharma - VP, Head of Immunology Medical Affairs \| Top 5 Pharma - VP, Head of R&D Operations \| Boston Biotech - VP, Head of US HEOR & RWE \| Top 5 Pharma - VP, Head of Real-World Evidence \| Top 5 Pharma - VP, Head of Global Market Access, Pricing & HEOR \| Mid-size Oncology Biotech - VP, Head of US Market Access \| West Coast Late-Stage Public Biotech - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - Head, Patient Advocacy \| European commercial-stage rare disease biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/svp-vp-cmc/#) [{title}](https://cornerstonesg.com/job/svp-vp-cmc/#) [{title}](https://cornerstonesg.com/job/svp-vp-cmc/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/svp-vp-cmc/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # SVP/VP, CMC Location Greater New York City Area, United States of America Job Type Full-time ### Description SVP/VP, CMC \| Report to CEO: Pre-IPO Biotech, Proven Leadership Team \| RETAINED SEARCH Cornerstone has been Retained by a Pre-IPO Biotech with a leadership team that has an impressive and proven track record. Work alongside a knowledgeable, efficient, and close-knit executive team as they drive towards curative/first in class therapies. The Senior Vice President/Vice President, CMC will report directly to the CEO and will have full ownership/autonomy across the CMC function to include strategy, direct reports/team management, cross-functional leadership, regulatory submissions and coordinating/leading all external communication with global health authorities and vendors. ### Responsibilities - The Senior Vice President/Vice President, CMC will be responsible for all CMC activities at the company and all outsourced manufacturing of products across the development life cycle. - Establish and oversee the implementation of the overall CMC strategy for all drug products in development. - Assist in developing documents and maintaining compliance consistent with GLP and cGMP standards for pre-clinical, early and late-stage clinical development (pre-IND through Phase III) and regulatory submissions. - Lead outsourcing of manufacturing activities, contract drafting and negotiation. - Manage the sourcing, planning and distribution of manufacturing equipment, APIs, excipients and pharmaceutical packaging. - Develop and oversee SOPs, IQO Protocols/Reports, BPRs and Specifications for Pharmaceutical Development and Manufacturing activities. - Author and review CMC regulatory submissions - Manage the CMC operational budget and timelines. - Develop and implement a commercial manufacturing strategy considering future clinical and commercial demand, financial investment, CMO relationships, inventory management and supply risk. - Develop plans to commercialization including process validation strategy, supply strategy and commercial manufacturing agreements. - Interface closely with Quality, Regulatory, Supply Chain & Logistics and Research in development and execution of CMC plans. - Partner with Regulatory function to build CMC regulatory strategy, communications with global regulatory agencies and CMC plans to support regulatory filings including the NDA and MAA. ### Qualifications / Requirements - PhD degree in engineering, pharmaceutical sciences, or related field is required. - Must be willing to be based in New Jersey. Our client will not consider a hybrid model and this role requires at least 4 days a week in the office. Relocation is not offered. - Extensive experience in pharmaceutical process development and drug product manufacturing is required. - Significant experience interfacing with global health authorities, IND, IMPD, NDA, MAA. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vp-head-n-american-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-n-american-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-n-american-regulatory-affairs/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/vp-head-n-american-regulatory-affairs/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # VP (Head), N. American Regulatory Affairs Location Remote, United States of America Job Type Full-time Remote Remote ### Description VP (Head), N. American Regulatory Affairs \| Remote-based in US \| Mid-Size Pharma (Rx & Gx) \| RETAINED SEARCH Cornerstone Search Group has been retained by a multibillion-dollar global pharmaceutical company _\[with products including Innovative Rx (BLAs & NDAs), 505(b)(2)s (e.g., injectables, inhalers), Biosimilars, and Generics (ANDAs)\]_ for a key strategic VP position that serves as the Head of their large North American Regulatory Affairs organization. In collaboration with the product strategy teams, this Vice President and their North American Regulatory Affairs (RA) organization are responsible for the implementation of regulatory strategy for the USA and Canada across the company’s entire portfolio of branded (BLA / NDA / 505(b)(2) / biosimilar) and generic products. This Head will provide oversight, counsel, and guidance to RA staff members for day-to-day operations and to RA staff and other functional areas for the planning, preparation, review, and evaluation of documents for submission to the FDA and Health Canada. This organization is responsible for ensuring that all regulatory requirements and commitments are met with respect to obtaining the approval of new products and for maintaining the approval of currently marketed products. **COMPENSATION:** Our client has highly-competitive compensation programs including a very attractive long-term incentive stock program. ### Location Our client is based on the East Coast but is open to candidates being remotely based in the US. ### Responsibilities **KEY DUTIES AND RESPONSIBILITIES:** - Oversees the processes governing the preparation of major North American regulatory filings, including INDs, BLAs, NDAs, and ANDAs. - Oversee the completion of the routine regulatory submissions required for the maintenance of INDs, BLAs, and NDAs, such as AE reports, annual reports, and CMC, non-clinical, and clinical amendments to INDs, BLAs, and NDAs. - Provide advice, regulatory guidance, and status reports to executive leadership and other functional areas. - Interpret FDA and Health Canada regulations, policies, and procedures and provide guidance on HA expectations and timelines to facilitate management decision-making and launch planning. - Maintain positive relationships with the FDA as the primary liaison on submissions, communications, and specific projects. Represent Regulatory Affairs at FDA Pre-Approval Inspections. - Collaborate with other global regulatory functions (i.e., regulatory operations, labeling, and policy) to ensure alignment and adoption of best practices. - Provide management oversight to the Canadian Regulatory, North American Advertising and Promotion, and North American Distribution Regulatory Compliance teams. - Ensure that the processes and resources are in place for the timely review of internal documentation such as change control information, method transfer packages, batch records documentation, validation protocols, and reports. - Champion organizational design and associated logistical guidance to the business. Lead and drive change processes. - Responsible for the operational, headcount, and capital budgets for the North America Regulatory Affairs department. **DESIRED SKILLS / QUALIFICATIONS / EXPERIENCE / BEHAVIORS:** - 15+ years of experience in Regulatory Affairs - Experience in a Regulatory Affairs leadership role where direct relationships within the FDA were built and/or maintained. - Must possess strong communication, critical thinking, and interpersonal skills. - Must possess expert-level knowledge and interpretation of FDA regulations and industry guidances, policies, and procedures pertaining to the submission, approval, and post-approval processes. - Ability to clearly and succinctly write scientific/regulatory summaries and technical correspondence. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Sample Retained Search Assignments:** - CEO \| specialty start-up - US CEO \| established European small pharma - CEO \| CRO start-up - CMO \| late-stage public biotech - CMO \| mid-size pharma - CSO \| mid-size global biotech - President/US Commercial Head \| OSD generics - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - Group VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, Head of Regulatory Affairs \| NYC commercial-stage biotech - VP, Head of Medical Affairs \| US-based small pharma - VP, Head of Clinical Development \| Late-Stage British Biopharma - VP, Head of Immunology Medical Affairs \| Top 5 Pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of Health Economics & Outcomes Research \| Top CNS specialty pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of Global Market Access, Pricing & HEOR \| Mid-size Oncology Biotech - VP, Head of Global Market Access \| Top Oncology Specialty Pharma - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - ED, Head of Clinical Operations \| Series C stage British biotech - ED, Global Commercial Strategy Franchise Head \| Top rare disease Boston pharma - ED, Head of Global Clinical Pharmacology \| Public oncology biotech - Medical Director, Clinical Development \| Boston biotech - Medical Director, Translational Medicine, Neuroscience \| Top 5 Biotech - AD/Director/SD levels in HEOR/RWE/Market Access – 75+ retained assignments #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/sr-compensation-analyst-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-compensation-analyst-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-compensation-analyst-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/sr-compensation-analyst-high-growth-biopharma-exciting-transformation-phase-retained-search/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Sr. Compensation Analyst \| High-Growth Biopharma \| Exciting Transformation Phase \| RETAINED SEARCH [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/what-makes-a-medical-device-ceo-different-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/what-makes-a-medical-device-ceo-different-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/what-makes-a-medical-device-ceo-different-in-the-life-sciences-industry/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/what-makes-a-medical-device-ceo-different-in-the-life-sciences-industry/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # What Makes a Medical Device CEO Different in the Life Sciences Industry? November 21, 2023 [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [OUR SERVICES](https://cornerstonesg.com/services/ "OUR SERVICES") ![Young CEO delivering a presentation to her colleagues in a boardroom](https://cornerstonesg.com/wp-content/uploads/2023/11/CEO-Presents-Quarterly-Data-950px.jpg) The medical device industry is constantly evolving, with new trends like the growing importance of data analytics, the rise of digital health, and the increasing demand for personalized medicine driving that change. In this dynamic landscape, it’s critical for the CEO of a medical device company to have specific attributes that enable them to steer their company through challenges, capitalize on opportunities, and drive innovation in their field. Their expertise and aptitude are directly proportionate to the organization’s potential for innovation and market leadership. In addition to being a strategically-minded, strong leader with well-honed business acumen, a medical device executive needs a considerable amount of relevant technical expertise and a true passion for patient wellbeing. They have to be driven to responsibly and compliantly seek out innovation to solve health challenges while still managing a profitable business. They must strike a balance between what is good for a population of patients and what’s in the company’s best interest. This balance isn’t always easy to find. For this reason, the CEO of a medical device company possesses several specific attributes that enable them to propel the company onward and upward. Here are five core traits to look for in candidates when conducting a medical device executive search for your next CEO: 1. **Technical expertise:** As the leader responsible for shaping the trajectory of the company, a medical device CEO has a robust technical background that bridges the gap between scientific knowledge and leadership skills. They understand the technical ins and outs of medical devices and possess hands-on experience with them. At the same time, their scientific insight goes beyond surface-level understanding. This allows them to communicate effectively with R&D teams, recognize the medical and commercial potential of a product, and drive industry-leading breakthroughs. Because they’re also fully up to date with the regulatory landscape, they know how to respond to changes in regulations in an agile manner, so the company always remains in [compliance](https://www.fda.gov/medical-devices/overview-device-regulation/code-federal-regulations-cfr#:~:text=Most%20of%20FDA%27s%20medical%20device,market%20surveillance%20of%20medical%20devices.). 2. **Business acumen:** The CEO of a medical device company is experienced in the business side of the industry, which helps them drive profitability. They study market trends, customer preferences, and the competitive landscape to glean market insights that are critical to delivering value to stakeholders and customers. With their outstanding financial management skills, they ensure that all resources are allocated effectively. It’s their responsibility to negotiate contracts with suppliers, distributors, and partners that are mutually beneficial, help the company advance, and facilitate sustainable business operations. In addition, as the face of the company, the CEO engages with potential and existing investors to communicate the company’s vision, progress, and profitability. 3. **Strategic thinking:** [Every competent CEO](https://cornerstonesg.com/how-to-hire-ceo-for-startup/) possesses the ability to think strategically. While being informed of the current landscape and business situation, they’re able to look beyond immediate opportunities and challenges to anticipate market shifts and trends. This allows them to position the company to take advantage of exciting opportunities and address potential threats ahead of time. In all of this, they consider all applicable regulations and develop strategies that mitigate risk by ensuring their operations are always compliant. Furthermore, they’re skilled at navigating the process of having their products [approved for reimbursement by insurance providers](https://www.fda.gov/about-fda/cdrh-innovation/medical-device-coverage-initiatives-connecting-payors-payor-communication-task-force), as insurance coverage significantly impacts market adoption and drives revenue. 4. **Leadership skills:** Strong leadership skills are essential for any successful medical device CEO. The CEO is responsible for translating the company’s vision into action as well as communicating both the vision and the strategy to the rest of the organization. Their ability to win their people’s trust is critical to this endeavor. They know how to create, manage, and inspire a cohesive team so everyone’s aligned around the common goal. This enhances productivity and overall success. Moreover, building and nurturing relationships with key industry figures is second nature to them. These relationships can lead to partnerships, collaborations, and new business opportunities. 5. **Passion for healthcare:** An exceptional medical device CEO has a genuine passion for healthcare that drives them to make a positive impact in people’s lives. They’re committed to improving patient outcomes and enhancing healthcare, and this guides their every decision and action. With this mindset, they aim to develop and produce innovative, patient-centric solutions that address real healthcare challenges. Their dedication to excellence fuels their hard work and groundbreaking results. And because they strive for the highest standards, they ensure the company’s products don’t just meet but even exceed expectations so they improve patient health while simultaneously increasing revenue ## Get Help With Your Medical Device Executive Search A medical device CEO is an exceptional type of executive with a multi-faceted skill set. They’re more than leaders and managers—they’re visionaries who combine technical expertise, business acumen, strategic thinking, leadership skills, and an innate passion for healthcare to spearhead their company’s growth and innovation in their field. Because these individuals are few and far between, the best way to recruit them is by [hiring an executive search firm](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/) that specializes in the medical device sector. An executive recruitment firm can provide all the resources you need—from an extended network of candidates to highly-efficient screening processes—to find the right CEO for your company. ## Ready to Partner with an Industry Leader? Cornerstone has built a targeted database of the most desirable candidates in the life sciences, pharmaceuticals, generics, and biotech industries. Whether you’re searching for one critical hire or building out an entire office, we are here to help you save time and find the exact person you need for the role. [Contact us today](https://cornerstonesg.com/contact-us/) to connect with one of our partners. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![3 Secrets of Life Science Executive Recruitment](https://cornerstonesg.com/wp-content/uploads/2024/03/iStock-1050046282.jpg)\\ \\ April 1, 2024\\ **3 Secrets of Life Science Executive Recruitment**](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/ "3 Secrets of Life Science Executive Recruitment") [![What’s The Difference Between Executive Search And Recruitment?](https://cornerstonesg.com/wp-content/uploads/2023/03/executive-search-vs-recruitment.jpg)\\ \\ March 15, 2023\\ **What’s The Difference Between Executive Search And Recruitment?**](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/ "What’s The Difference Between Executive Search And Recruitment?") [![How Executive Search Consultants Add Value to Your Business](https://cornerstonesg.com/wp-content/uploads/2024/04/iStock-1340002457.jpg)\\ \\ April 8, 2024\\ **How Executive Search Consultants Add Value to Your Business**](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/ "How Executive Search Consultants Add Value to Your Business") [{title}](https://cornerstonesg.com/job/head-of-device-engineering/#) [{title}](https://cornerstonesg.com/job/head-of-device-engineering/#) [{title}](https://cornerstonesg.com/job/head-of-device-engineering/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/head-of-device-engineering/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Head of Device Engineering This job posting expired and applications are no longer accepted. This job posting was marked by employer as filled and is probably no longer available Location San Francisco, CA, United States of America Job Type Full-time ### Description Head of Device Engineering \| Next Gen Bioengineering Start-Up \| Report to Founder/CEO \| South San Francisco-based \| RETAINED SEARCH Cornerstone Search Group has been retained by a next-generation engineering company, driven by a small team of exceptional engineers and chemists focused on building solid-state biosensors using principles that underpin modern semiconductor devices. The Head of Device Engineering will help lead device and sensor development, process engineering, and nanofabrication efforts as well as shape the foundation of this forward-thinking start-up in collaboration with other leaders, internal engineering and chemistry teams, and external vendors. The Head will have an integral hands-on role in evolving the company’s novel sensor architecture to sequence and decode DNA, RNA, and protein biomolecules at scale, delivering true precision medicine on a global scale. This is an opportunity to get in on the ground floor of a well-funded, nimble start-up and be part of a core team developing devices/instruments that could have incredible implications across several fields of study. To optimize internal collaboration, our client ideally prefers a candidate who is located in the San Francisco Bay Area, or is open to relocation, and who equally values an in-person collegial atmosphere. ### Location South San Francisco ### Features - Ground Floor Access and Opportunity: Play a critical role in the future success of this start-up, including a strong equity stake in the company. - Ability to think creatively, take risks, and have an impact on a range of fields including molecular diagnostics/screening, drug discovery, and toxicology profiling. - Well-capitalized with backing from some of the earliest investors in iconic engineering-driven Silicon Valley companies. - Best-in-class team sourcing experience from the likes of Intel, Ultima Genomics, Berkeley, and UIUC. - Highly collegial and collaborative atmosphere. Competitive compensation and benefits. - Excellent opportunity to focus on R&D and eventually, mentor and build out a team. - Enjoy the best of what start-ups have to offer. Passionate leadership, autonomy, nimble dynamics with the ability to move fast, tremendous growth potential, and more. ### Qualifications / Requirements **DESIRED SKILLS, EXPERIENCE, AND QUALIFICATIONS:** - Successful track record as a process or device engineer across conception and simulations, with hands-on oversight of thin-film transistor (TFT) fabrication and development, and cleanroom microfabrication (photolithography, PVD/CVD, dry/wet etch). - Ability and interest in enabling applications including rapid therapeutic development/discovery, early-onset disease biomarker identification, therapeutic treatment efficacy/monitoring, and optimal drug selection for a given patient. - Experience growing and leading small teams. - Must have an innovative, optimistic, roll-your-sleeves-up mindset. - Strong leadership and communications skills. - Biology experience is not required, but experience working with Electrolyte-gated transistors (EGTs), ISFETs, Bio-FETs, nanoscale TFT fabrication, and/or optical and e-beam lithography is a big plus. - Advanced Degree in Electrical Engineering, Physics, and/or Materials Science a plus. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Sample Retained Search Assignments:** - CEO \| specialty start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - CEO \| CRO start-up - CMO \| late-stage public biotech - CMO \| mid-size public pharma - CMO \| early-stage public oncology pharma - CSO \| mid-size global biotech - CFO \| public US oncology biotech - President/US Commercial Head \| OSD generics - Global Commercial Head \| API Business Unit \| Indian pharma - SVP, Head of Global Medical Affairs \| Mid-size oncology company - SVP, Head of Global Clinical Development \| Multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| Late-stage Israeli biotech - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, Head of N. American Regulatory Affairs \| Large Generic Pharma - VP, Head of Medical Affairs \| US-based PE-owned Small Pharma - VP, Head of Clinical Development \| Late-Stage UK Anti-infectives Pharma - VP, Head of Immunology Medical Affairs \| Top 5 Pharma - VP, Head of R&D Operations \| Boston Biotech - VP, Translational Medicine \| early-stage public oncology pharma - VP/Head, Cell Therapy Platform Research \| Oncology/Cell Therapy \| Mid-size Biopharma - Head, Oncology Translational Genomics \| Oncology/IO/Cell Therapies \| Global Large Biopharma - Senior Director, Biomarker and Research Discovery, Immunology \| Non-profit/network for collaborative clinical research funded by NIAID - Lab Director, Computational Biology \| Large Oncology Pharma #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") Extensive interaction and collaboration across the organization and with other executives. - Work closely with Clinical Development colleagues/peers in developing/designing BLA submission strategy and subsequent product launch(s). - Manage the Risk Management and Safety Signaling strategy and implementation across the pipeline. - Manage a team of direct reports across the Safety function to include PV Ops. ### Qualifications / Requirements - Medical Degree and US Board Certification is required. - 15+ years of experience focused in Drug Safety/Risk Management/Pharmacovigilance, ideally to include global experience. - Experience working in a smaller environment and/or building a Drug Safety team is desired. - Therapeutic Area experience in Oncology and/or Immunology is required. ### Contact ![Sandy Spinelli](https://cornerstonesg.com/wp-content/uploads/2023/04/sandy-spinelli-768x768.jpg) **Sandy Spinelli** [**Email:** sspinelli@cornerstonesg.com](mailto:sspinelli@cornerstonesg.com "sspinelli@cornerstonesg.com") [**Phone:** 973-656-0220x710](tel:973-656-0220x710 "973-656-0220x710") [**LinkedIn:** https://www.linkedin.com/in/sjspinelli/](https://www.linkedin.com/in/sjspinelli/ "https://www.linkedin.com/in/sjspinelli/") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vice-president-drug-safety-risk-management-pv/#) [{title}](https://cornerstonesg.com/job/vice-president-drug-safety-risk-management-pv/#) [{title}](https://cornerstonesg.com/job/vice-president-drug-safety-risk-management-pv/#) [{title}](https://cornerstonesg.com/job/vice-president-drug-safety-risk-management-pv/#) [{title}](https://cornerstonesg.com/job/vice-president-drug-safety-risk-management-pv/#) [{title}](https://cornerstonesg.com/job/vice-president-drug-safety-risk-management-pv/#) [{title}](https://cornerstonesg.com/job/associate-director-marketing-rare-disease-new-jersey-pharma-hybrid-work-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-marketing-rare-disease-new-jersey-pharma-hybrid-work-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-marketing-rare-disease-new-jersey-pharma-hybrid-work-retained-search/#) [Opt-out preferences](https://cornerstonesg.com/opt-out-preferences/) [Privacy Policy](https://cornerstonesg.com/privacy-policy/) [{title}](https://cornerstonesg.com/job/associate-director-marketing-rare-disease-new-jersey-pharma-hybrid-work-retained-search/#) ![Header - Team](https://cornerstonesg.com/wp-content/uploads/2023/04/header-team.png) # Associate Director, Marketing – Rare Disease \| New Jersey Pharma \| Hybrid Work \| RETAINED SEARCH [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") **Travel:** Flexibility to travel up to 25% on an as-needed basis (for site performance evaluation visits, co-monitoring of on-site monitoring activities, building relationships with site and investigators, etc.) ### Features - **Impact & Visibility:** This is an important role where you will have a visible impact on the company’s success and the chance to work on potentially transformative compounds. - **Exciting Company:** Our client has been highlighted in several publications as one of the most promising young biotech companies in the neuroscience space. - **Tremendous Upside Potential:** Join a company that is trending in the right direction with significant upside revenue potential (stock/equity) in a very hot therapeutic area. - **Small/Startup Biotech Culture:** The company offers all the attractive features sought with a smaller, fast-paced biotech company (autonomy, small team camaraderie, high-impact, agility, minimal layers/bureaucracy), which fosters more collaboration, communication, and swifter decision-making (i.e. emphasis on progress and moving things forward). - **Fantastic Hiring Manager & Executive Leadership Team:** You will report into an excellent hiring manager (whom we know personally) and work closely with an industry-experienced and accomplished Exec. Leadership team with proven successes leading both early/pre-IPO biotechs and late-stage companies through commercialization. ### Responsibilities **Responsibilities** **:** - Act as the key Clinical Trial Project Manager, delivering operational oversight of all aspects of clinical trials, from efficient initiation through completion – on time, within budget, and in compliance with SOPs, FDA, and other applicable regulations, and ICH/GCP guidelines – escalating any issues in a timely manner - Oversee of CRO monitoring activities, including site qualification, study initiation, interim monitoring, and close-out visits and completion and review of associated reports and follow-up letters; oversee the start-up activities at trial sites, including IRB/IEC submissions and ensuring the collection and review of required essential documents - Manage selection of 3rd party vendors, internal study-specific vendors/consultants - Review qualifications of study team members as they are added to the external team (coordinator, PI, BDD team members etc.) - Assist in the development/review of trial materials (e.g., protocol, informed consent forms, case report forms (CRF), CRF completion guidelines, monitoring guidelines, Site Initiation Visit materials, site tools and worksheets, investigational product administration guidelines) - Possess an in-depth understanding of the study protocols and related procedures, and compile deliverables from interdepartmental groups to direct study progress - Work closely with and provide training to CRO staff, study site staff, and field-based CRAs - Create, monitor, and present key study performance metrics with cross-functional study teams - Interface with the Medical Monitor and internal/external project team members to review data listings for accuracy, oversee data discrepancy management, protocol deviations tracking and resolution and perform associated training/retraining to site staff and CRAs as needed - Develop strong and effective working relationships within the Clinical Development team and other functional departments and CROs - Assist project teams with study-specific documentation and guidelines as appropriate - Communicates in collaboration with CRO, with Investigators and site staff on issues related to protocol conduct, recruitment, retention, protocol deviations, regulatory documentation, site audits/inspections and overall site performance **Desired Background & Experience** **:** - Bachelor’s Degree in life sciences or related field; Advanced degree is a plus - 6+ years of relevant and progressive clinical operations experience gained working at a pharmaceutical and/or biotech; small company environment a plus - Experience in CNS, neurology, or psychiatry is preferred - Must have the flexibility to travel (to the sites), as this is part of this role - Proven ability to work effectively in a fast-paced entrepreneurial environment, to be self-motivated, and to communicate effectively with leadership on-site and internally Key Words: Clinical Project manager, Clinical Trial Manager, Clinical Operations, Clinical Study Manager, CNS, neurology, psychiatry ### Contact ![Sabrina Blom](https://cornerstonesg.com/wp-content/uploads/2024/04/Sabrina-Blom-768x768.jpg) **Sabrina Blom** [**Email:** sblom@cornerstonesg.com](mailto:sblom@cornerstonesg.com "sblom@cornerstonesg.com") [**Phone:** 973-656-0220973-656-0220 x746](tel:973-656-0220973-656-0220 x746 "973-656-0220973-656-0220 x746") [**LinkedIn:** https://www.linkedin.com/in/sabrinablom/](https://www.linkedin.com/in/sabrinablom/ "https://www.linkedin.com/in/sabrinablom/") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Recently Completed Retained Searches by Cornerstone** **:** - Chief Medical Officer \| Clinical-stage cell therapy biotech - Chief Scientific Officer \| Mid-size global biotech - President/US Commercial Head \| OSD Generics start-up - VP, Global Clinical Operations \| Clinical-stage oncology biotech - Head of Human Resources \| Clinical-stage cell therapy biotech - VP, Clinical Operations \| Late-stage immuno-therapy biotech - Head of Talent Acquisition\| Clinical-stage gene therapy biotech - VP, Global Clinical Operations \|Immuno-therapy biotech - Senior Director, Clinical Operations \| Early-stage I-O biotech - Head of Diversity & Inclusion \| Onc/I-O biopharma - Senior Director, HR/Talent Acquisition \| Cell therapy biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/clinical-operations-manager/#) [{title}](https://cornerstonesg.com/job/clinical-operations-manager/#) [{title}](https://cornerstonesg.com/job/clinical-operations-manager/#) [{title}](https://cornerstonesg.com/job/clinical-operations-manager/#) [{title}](https://cornerstonesg.com/job/clinical-operations-manager/#) [{title}](https://cornerstonesg.com/job/clinical-operations-manager/#) Develop a risk assessment strategy aligning with corporate risk management strategy ensuring timely, effective, and consistent execution of the risk strategy, including mitigating risk. - Interface with regulatory authorities/agencies as required, to include inspections. - Serve as a Global Clinical Quality representative on various cross-functional teams. - Oversight/leadership for issues/risks/trends/process improvement opportunities and ensure that they are appropriately communicated back to the business partners, and effectively addressed. - Ensure that appropriate quality and compliance metrics are in place, are being measured, and are being consistently tracked and reported on. - Provides quarterly reports for management review on the status of compliance, and quality standards of all facilities, processes, procedures and practices. - Accountable for leadership, strategic oversight and expert input on all quality and compliance issues arising on clinical studies and ensures appropriate corrective and preventative action plans are defined and implemented. - Analyze and interpret clinical (GCP and GVP) quality and compliance metrics and audit findings. - Establish and maintain GCP training. - Lead inspection activities as well as any inspection readiness-related activities. ### Qualifications / Requirements - Advanced degree (MS, PhD, PharmD, etc) is required. - 15+ years of relevant experience within Clinical Quality, Compliance and/or Performance Metrics/Improvement. - Direct report experience. - Ability to lead and collaborate with multi-disciplinary teams. - Must be able to see the bigger picture (ie. strategic perspective, global orientation, collaborative thought process, etc.). ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/2-3/#) [{title}](https://cornerstonesg.com/job/2-3/#) [{title}](https://cornerstonesg.com/job/2-3/#) [{title}](https://cornerstonesg.com/job/2-3/#) [{title}](https://cornerstonesg.com/job/2-3/#) [{title}](https://cornerstonesg.com/job/2-3/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-impactful-biologics-start-up-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-impactful-biologics-start-up-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-impactful-biologics-start-up-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-impactful-biologics-start-up-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-impactful-biologics-start-up-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-impactful-biologics-start-up-remote-retained-search/#) ## In-house recruiters will get better over time. As your in-house recruiting team builds experience, they’ll become more useful to your organization—as long as you can retain them across most of their careers. ### Generalized HR Staff can help with recruiting efforts. This consideration may weigh heavier if your organization rarely hires new employees. Recruitment takes up a considerable amount of your HR staff’s time, and not every organization has in-house HR employees in the first place. ## How Outsourcing Your Recruitment Processes Can Help Your In-House Team Fill in the Blanks While in-house recruitment has its benefits, science firms are finding the process leaves much to be desired. It makes sense that recruitment process outsourcing (RPO) providers are growing in popularity, especially in the biotechnology, life sciences, and pharmaceutical industries. Here’s how outsourcing your recruitment processes can help your organization find the talent that makes its operations tick—whether you have an in-house team in place already or not. ### External recruiters offer access to existing connections with hard to find experts Experienced recruiters have often spent years, if not decades building relationships with senior and highly specialized experts in the fields in which they recruit. They bring a deep understanding of needed technical skills for various roles, and know exactly where to find the experienced and qualified candidates you’re looking for. ### External recruiters help cut costs for your organization Your partnership with an external recruiting firm allows your organization to save its precious resources (namely, time and money). External recruiting firms rely on economies of scale to provide their client-businesses with access to advanced cutting-edge applicant tracking technology, data analytics, artificial intelligence, and more in order to cut costs while creating a streamlined recruiting process. ### External recruiters will keep you from having to learn hard recruiting lessons yourself Whether you’re scaling your business, replacing a strong former employee, or expanding your talent profile for a new project or initiative, an external recruiter knows the pain points and pitfalls you’ll want to look out for. You’ll avoid “rushing” through the recruitment process, but you’ll find talent in an efficient way. ## When it Makes Sense to Outsource Recruitment Operations: Are you weighing the decision of whether to rely on in-house recruitment or explore a partnership with an external recruitment process provider? As you’re making the final call, here are some considerations to help you understand where you might draw the line. This is when it may make sense to outsource your recruitment operations: ### 1\. When Your Organization Operates in a Talent-Centric Industry Certain industries are more reliant on others for highly specialized employees with unique talents. The biotechnology, life sciences, and pharmaceutical industries are some of the foremost examples of this concept. If you’re looking for your next superstar in one of these highly technical and competitive industries, partnering with an external recruiter who has ties in your industry and knows where to look can make all the difference. ### 2\. When Every Day (and Every Dollar) Counts Outsourcing your recruiting operations means you can build hiring momentum while keeping costs low. In fast-paced industries where innovation and time-to-market are crucial, prolonged vacancies can disrupt business operations and delay projects. Outsourcing recruitment with an external recruitment firm can help your organization reduce its time-to-hire for key roles. Working with an external recruiter allows you to leverage the recruiter’s well-vetted and established recruiting processes, candidate databases, technology, and techniques. ### 3\. When You’re Looking Add Diversity to Your Team Diversity and inclusion are critical components of a successful workforce, driving innovation and improving decision-making. External recruiters can help organizations enhance their diversity and inclusion efforts by implementing unbiased hiring practices and sourcing candidates from a wide range of backgrounds. Cornerstone Search Group is excited to support corporate clients in their diversity hiring initiatives. At Cornerstone, we hold the belief that diverse thoughts, ideas, and leaders drive companies to perform at their highest achievable level. This belief yields positive results for our clients: over 50% of the candidates that we help our clients hire come from diverse backgrounds. ## Cornerstone Search Group: Your Experienced External Recruiter Looking for your next superstar in the biotechnology, life sciences, or pharmaceutical industry? Allow us to make the first of many game-changing introductions. Meet Cornerstone Search Group, your experienced external recruiter. When you partner with Cornerstone Search Group, you’ll tap into a deep network of specialized and hard-to-find talent. Cornerstone’s experienced headhunters have spent decades building valuable connections within the sciences industries. We’re excited to get to work finding the talent that will make your organization tick, and build a team that can take your firm into the future. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search](https://cornerstonesg.com/wp-content/uploads/2024/07/rpo-cost-savings.jpg)\\ \\ July 1, 2024\\ **RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search**](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/ "RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search") [{title}](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/#) [{title}](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/#) [{title}](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/#) [{title}](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/#) [{title}](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/#) [{title}](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/#) Job offer acceptance rate - Hire rate (the rate at which open positions are filled versus tabled) - Total cost of learning and development per employee - Voluntary separation rate (regrettable turnover), including separate voluntary separation rates for racial, ethnic, and/or gender minorities in your industry - Promotion rate (within a specified period, i.e., 18 months, 3 years, etc.) - Diversity rankings (i.e., proportion of employees who are in racial or ethnic minorities, or in a gender minority for your industry) - Total time from job posting to hire - Total time offer acceptance to start date - Vacancy rate (proportion of open positions) ## **2\. Analyze past and current data to understand your current strengths and weaknesses in the hiring cycle:** Survey current employees about their experiences in the recruitment and onboarding stages. A simple yet effective employee experience survey can help you gather deep insights. Seeing your recruitment strengths and weaknesses from the perspective of those who have been through the entire recruitment process will help to paint an accurate picture of your organization’s strengths and weaknesses, so you can more efficiently determine how to invest your improvement resources and efforts. To the extent possible, compare your key recruiting metrics with competitors. Of course, not all competitor data will be available to you. Some information, however, like time to hire, is discernible with a bit of effort. By tracking when your competitor posts new roles and when the position is filled on LinkedIn, you can get a good idea of their average time to hire rates—and compare where you stack up. Get clear on your offer acceptance rate for job offers. Offer acceptance rate isn’t a metric that is commonly tracked, especially when busy companies are focusing on their core business. But it’s worth beginning to track this data point so that you can see the impact of your recruitment initiatives on your overall hiring success. According to PwC’s Saratoga Workforce Index, the 2022 national average for accepted job offers stood at [84 percent](https://workforce.pwc.com/hr-metrics/offer-acceptance-rate). ## **3\. Select a recruiter with advanced applicant screening abilities:** It’s critical to work with recruiters who have strong experience in searching for candidates in the life sciences industry. Life sciences companies are often looking for candidates with highly specialized experience and education, potentially with advanced knowledge in regulatory affairs, research and development, or clinical trials. But these days, it isn’t always enough to have had great experience finding employees for clients—recruiters should have tools to give their clients the edge over the competition in the battle for the industry’s top talent. There is a new world of cutting edge technology available to help employers analyze the data they have from past practices in order to obtain the results they’re looking for in the future. When you work with an experienced life sciences recruiting firm like Cornerstone Search Group, you can avail yourself of those technologies, like predictive analytics and enhanced candidate screening methods, which experienced recruiters often have in-house and can use to your benefit. In general, predictive analytics works by using your past recruiting data to predict future outcomes and provide improvement suggestions. Data can be analyzed to determine which types of candidates will be successful at your firm given a host of variables, such as their experience, skills, performance, and more. Enhanced candidate screening works by combining the power of predictive analytics with a top of the line applicant tracking system (ATS). Using this combination, recruiters are able to give candidates holistic scores and rank them based on an educated predicted “fit” for the role. Because these models often learn from themselves, this data-driven recruitment process has been shown to produce the best hires time and time again. ## **Cornerstone Search Group Utilizes Advanced Data Driven Recruitment Practices** The life sciences talent landscape is competitive. When you partner with Cornerstone Search Group, you gain an edge over your competitors. Cornerstone can help you tap into a deep network of specialized and senior talent, matching you with the team members who will help you take your organization to the next level. We’ll also help you use advanced data-driven recruitment practices to turn your recruitment metrics around for good. In time, you’ll have built a stronger, more advanced company from the inside out. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What Are the Key Advantages of Using an Executive Search Firm and What Are the Disadvantages?](https://cornerstonesg.com/wp-content/uploads/2023/06/executive-search-firms-advantages-and-disadvantages.jpg)\\ \\ June 14, 2023\\ **What Are the Key Advantages of Using an Executive Search Firm and What Are the Disadvantages?**](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/ "What Are the Key Advantages of Using an Executive Search Firm and What Are the Disadvantages?") [![How To Hire the Right Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/07/how-to-hire-a-chief-medical-officer.jpg)\\ \\ June 27, 2023\\ **How To Hire the Right Chief Medical Officer**](https://cornerstonesg.com/how-to-hire-right-cmo/ "How To Hire the Right Chief Medical Officer") [![When and Why Should You Use an Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/07/why-use-an-executive-search-firm.jpg)\\ \\ July 26, 2023\\ **When and Why Should You Use an Executive Search Firm**](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/ "When and Why Should You Use an Executive Search Firm") [{title}](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/#) [{title}](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/#) [{title}](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/#) [{title}](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/#) [{title}](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/#) [{title}](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/#) ## 2\. Emerson Personnel Group [Emerson Personnel Group](https://emersongroupinc.com/) offers staffing solutions across various sectors, including healthcare, legal, administrative, and more. With over 45 years of experience, they provide personalized services that align with their clients’ unique needs, ensuring the right fit for executive positions. ### 3\. RCM Health Care Services [RCM Health Care Services](https://rcmhealthcare.com/) is a healthcare-focused staffing firm that provides comprehensive solutions for hospitals, clinics, and other healthcare providers. Their expertise in healthcare executive recruitment allows them to understand the specific needs of the industry, ensuring that they find leaders who can drive innovation and quality care. ### 4\. CoWorx Staffing [CoWorx Staffing](https://www.coworxstaffing.com/) offers staffing solutions across various industries, including manufacturing, logistics, and administration. With over 30 years of experience, they provide innovative and flexible staffing solutions, including executive recruitment, that cater to the unique needs of their diverse client base. ### 5\. Allen Thomas Associates Inc. [Allen Thomas Associates Inc.](https://www.allenthomas.com/) is a boutique executive search firm specializing in finance, healthcare, and technology sectors. Their personalized approach, coupled with their profound industry knowledge, enables them to understand their clients’ unique needs and deliver perfectly matched executive candidates. ### 6\. Battalia Winston International [Battalia Winston International](https://www.battaliawinston.com/) is a global executive search firm that offers services across various sectors, including consumer goods, healthcare, technology, and more. With over 50 years of experience, their extensive network and in-depth industry insights make them a preferred choice for multinational corporations seeking top executive talent. ### 7\. Active Staffing Services [Active Staffing Services](https://www.activestaffing.com/) provides flexible staffing solutions in industries like retail, manufacturing, and logistics. With a focus on client satisfaction, their tailored approach to executive recruitment ensures that they find the right leaders who align with their clients’ goals and values. ### 8\. Lyneer Staffing Solutions [Lyneer Staffing Solutions](https://lyneer.com/) offers staffing services across various sectors, including logistics, finance, healthcare, and more. Their commitment to excellence and client satisfaction, combined with their innovative recruitment strategies, make them a preferred choice for executive recruitment in New Jersey. ### 9\. J & J Staffing Resources [J & J Staffing Resources](https://www.jjstaff.com/) has been providing staffing solutions across various sectors, including industrial, administrative, and professional fields, for over 50 years. Their customized approach and comprehensive comprehension of the local market ensure that they cater to the distinct executive recruitment requirements of each client. ### 10\. ZRG Partners, LLC [ZRG Partners, LLC](https://www.zrgpartners.com/) is a global talent agency that provides executive search services for many different industries, including education, private equity, and many more. Their analytical, data first approach to recruitment helps companies quickly fill roles with specialized talent. ## Tips for Navigating Executive Recruitment Navigating the complex world of executive recruitment requires a strategic approach. Here are some essential tips: ### Clearly Define the Role Before beginning the recruitment process, it’s crucial to fully understand the specific skills, qualities, experiences, and cultural fit needed for the position. This clarity helps in creating a targeted search, reducing the time and resources spent on unsuitable candidates. ### Utilize Professional Networks Leveraging connections, alumni networks, professional associations, and social media can uncover hidden talents that might not be actively looking but could be the perfect fit. ### Consider Cultural Fit Ensuring that candidates align with the company’s values, mission, and culture is vital. A candidate with an impressive resume but a [mismatched cultural fit](https://www.pon.harvard.edu/daily/conflict-resolution/a-cross-cultural-negotiation-example-how-to-overcome-cultural-barriers/) can lead to conflicts and reduced productivity. ## Benefits of Engaging NJ Executive Recruiters New Jersey’s executive recruiters offer a unique blend of local knowledge, industry expertise, and global reach. Engaging with them offers several distinct benefits: ### Access to a Broad Talent Pool NJ executive search firms have [extensive networks and databases](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/) that enable them to find the best candidates, including those who may not be actively seeking a new role. This access ensures a more comprehensive search, uncovering hidden gems. ### Time and Resource Efficiency The recruitment process can be time-consuming and resource-intensive. Professional recruiters streamline this process, conducting initial screenings, interviews, and assessments, saving valuable internal resources. ### Expertise in Negotiation The final stages of recruitment often involve delicate negotiations over compensation, benefits, and other terms. Experienced recruiters have the skills to negotiate these terms effectively, ensuring a win-win situation for both parties and a smooth transition. ## Future of Executive Recruitment in NJ The future of executive recruitment in NJ is promising. With a continued emphasis on diversity, technology integration, and personalized approaches, the role of executive recruiters in NJ will become even more vital. As businesses evolve, these professionals will be instrumental in shaping successful leadership teams. ## Conclusion Finding the right leadership is a critical aspect of business success, and the top [executive search firms](https://cornerstonesg.com/) in New Jersey are instrumental in this process. These firms offer specialized services tailored to various industries, ensuring a perfect match between clients and candidates. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![How To Hire the Right Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/07/how-to-hire-a-chief-medical-officer.jpg)\\ \\ June 27, 2023\\ **How To Hire the Right Chief Medical Officer**](https://cornerstonesg.com/how-to-hire-right-cmo/ "How To Hire the Right Chief Medical Officer") [![The Ultimate Executive Onboarding Checklist for Life Sciences Industry](https://cornerstonesg.com/wp-content/uploads/2023/10/Executive-onboarding-1200px-72-v1.jpg)\\ \\ October 9, 2023\\ **The Ultimate Executive Onboarding Checklist for Life Sciences Industry**](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/ "The Ultimate Executive Onboarding Checklist for Life Sciences Industry") [![When and Why Should You Use an Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/07/why-use-an-executive-search-firm.jpg)\\ \\ July 26, 2023\\ **When and Why Should You Use an Executive Search Firm**](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/ "When and Why Should You Use an Executive Search Firm") [{title}](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/#) [{title}](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/#) [{title}](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/#) [{title}](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/#) [{title}](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/#) [{title}](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/#) ### Location This is a remote-based position. The strong preference is for this person to live on the east coast. ### Features - **Impact & Visibility:** A high-impact role where you will work alongside of the CEO, COO and other Senior Leadership folks, and play a key role in the continued growth/success of the company. - **Exciting Company:** Our client has been highlighted in a number of publications as one of the most promising young biotech companies in the neuroscience space. - **Tremendous Upside Potential:** Join a company that is trending in the right direction with significant upside revenue potential in a very hot therapeutic area. - **Small Biotech Culture:** The company offers all the attractive features sought with a smaller fast-paced biotech company (autonomy, small team camaraderie, high-impact, agility, minimal layers/bureaucracy) which fosters more collaboration, communication and swifter decision making (i.e. emphasis on progress and moving things forward). - **Accomplished Executive Leadership:** You will work closely with an industry-experienced and accomplished Exec. Leadership team with proven successes leading both early/pre-IPO biotechs and late-stage companies through commercialization. ### Responsibilities **TRAVEL:** As one of the key faces of the company, this is a site-facing role which requires the flexibility to travel (building relationships with sites, investigators, etc). **RESPONSIBILITIES:** - Responsible for the operational leadership and management of the company’s clinical studies. Oversees study operational strategy and tactical planning working collaboratively across various departments. - Provide operational expertise in the development of the overall strategy and objectives of clinical plans and assume accountability for the timely execution of clinical programs. - Serve as the clinical operations representative to the development team. Work cooperatively with the team leader, medical lead and project/program team members to provide clinical development expertise (directly and/or from internal and external clinical experts, as needed) in order to create the clinical development strategy for the GDP. Identify and communicate threats to the strategy, project timelines, and milestones, and propose alternative opportunities and/or resolutions. - Management and oversight of CRO vendor partners, driving quality performance to achievements and deliverables. - Provide operational input into lifecycle development plans including scenario planning, high-level forecasting of timelines, assessment of program-level feasibility, estimation of resources and budget. - Contribute to the development of strategic direction for the following aspects of assigned studies: operational feasibility, financial and recruitment modeling, implementation planning, protocol development, patient recruitment strategies, financial forecasting, and overall operational strategy. - Coordinate multi-dept activities to ensure successful implementation of the various stages of the clinical portion of the GDP. Provide team with accurate time, budget, forecast and resource (FTE) estimates for activities within clinical research. - Review CSR findings and discuss, propose, and communicate any revisions/additions to the clinical program to ensure that the strategic objectives are met and are aligned with the development plan. - Evaluate, refine and make recommendations for various operational constructs for study execution. - Collaborate effectively with internal and external partners and for ensuring alignment of operational program strategies, goals and deliverables. **DESIRED BACKGROUND & EXPERIENCE:** - An advanced degree in life sciences or related field is preferred. - 8-10+ years of relevant and progressive clinical operations experience gained working at a pharmaceutical and/or biotech company. Small company experience is strongly preferred. - Must have the flexibility to travel (to the sites), as this is part of this role. - Proven ability to work effectively in a fast-paced entrepreneurial environment, to be self-motivated, and to communicate effectively with senior management. ### Contact ![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka-768x768.jpg) **Brian Skurka** [**Email:** bskurka@cornerstonesg.com](mailto:bskurka@cornerstonesg.com "bskurka@cornerstonesg.com") [**Phone:** 973-656-0220x738](tel:973-656-0220x738 "973-656-0220x738") [**LinkedIn:** https://www.linkedin.com/in/brianskurka1](https://www.linkedin.com/in/brianskurka1 "https://www.linkedin.com/in/brianskurka1") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone - Chief Medical Officer \| Clinical-stage cell therapy biotech - Chief Scientific Officer \| Mid-size global biotech - President/US Commercial Head \| OSD Generics start-up - VP, Global Clinical Operations \| Clinical-stage oncology biotech - Head of Human Resources \| Clinical-stage cell therapy biotech - VP, Clinical Operations \| Late-stage immuno-therapy biotech - Head of Talent Acquisition\| Clinical-stage gene therapy biotech - VP, Global Clinical Operations \|Immuno-therapy biotech - Senior Director, Clinical Operations \| Early-stage I-O biotech - Head of Diversity & Inclusion \| Onc/I-O biopharma - Senior Director, HR/Talent Acquisition \| Cell therapy biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/director-s/#) [{title}](https://cornerstonesg.com/job/director-s/#) [{title}](https://cornerstonesg.com/job/director-s/#) [{title}](https://cornerstonesg.com/job/director-s/#) [{title}](https://cornerstonesg.com/job/director-s/#) [{title}](https://cornerstonesg.com/job/director-s/#) -US) and need to demonstrate strong scientific leadership and strategic thinking that is both patient-centric and commercially oriented. ### Location Remote based ### Features **4 HIGHLY ATTRACTIVE FEATURES:** **_(1) Gain Rare / Ultra-Rare Disease Experience:_** A great opportunity to gain coveted rare and ultra-rare disease experience for a company that has launched both rare and ultra-rare disease drugs. Our client is comfortable hiring an individual that would like to gain rare disease experience as they are more focused on the individual’s HEOR/business/communication skills, IQ, and EQ. **_(2) Remote Work Arrangement:_** This company has had remote-working arrangements prior to COVID and the hiring manager, who is the Head of HEOR, also works remotely. **_(3) Strong Culture:_** We have partnered with this client previously and have been impressed by their leadership stability (which is very unusual in this day and age) and the collaborative culture they have forged, which has been greatly enjoyed by the people we have helped them hire. They have done an exemplary job of building a management team comprised of team-first, high EQ leaders who are passionate about working in the rare disease sector and enjoy working with each other. **_(4) This is a “rare” rare-disease small pharma that has multiple approved drugs, is publicly traded, and is profitable_** Unlike many small pharmas which are pre-commercial stage, our client enjoys the stability that comes from having already launched multiple drugs, is profitable, and is publicly-traded. ### Responsibilities **SCOPE OF RESPONSIBILITIES:** **Strategic Input:** - Provide strategic direction for HEOR initiatives in alignment with company goals. - Critically assess the drivers of, and barriers to, reimbursement and market access, and provide input into clinical, regulatory, payer/access, marketing and evidence generation strategy and programs. - Develop strategies to demonstrate the unmet need with a focus on outcomes that are meaningful to patients, payers, clinical decision-makers, and regulators. - Provide strategic input into clinical trial design, emphasizing the incorporation of relevant health economic and PRO measures _._ **Deliverables:** - Plan and manage RWE and economic evidence activities for both in-line and pipeline products to meet the value evidence needs of health systems, clinicians, payers, HTA/reimbursement agencies, and policymakers. - Ensure that evidence generation activities are conducted with appropriate scientific rigor and are strategically aligned with cross-functional teams in clin dev, med affairs, market access, reg affairs, etc. - Lead clinical outcome assessment initiatives for clinical trial programs. - Manage multiple HEOR projects, associated budgets, and external and internal partnerships. - Continue to educate yourself on new scientific and methodological developments within HEOR and the company’s therapeutic areas. - Oversee the development of publications, posters, and presentations. - Work with Med Affairs, Market Access, and Marketing to package HEOR evidence for field materials. **DESIRED SKILLS, EXPERIENCES & QUALIFICATIONS:** - MS/MPH, PharmD, or PhD with training in a relevant discipline (e.g., economics, epi, health services research, public health, etc.) - 2+ years of relevant experience (HEOR or RWE or Epi) in a pharma/biotech or consulting company conducting HEOR / RWE/ Epi work for pharma/biotech. Our client may consider someone for a Director title if their relevant experience warrants such consideration. - Our client is open to different therapeutic areas of experience. Rare disease experience is only a plus. - COA / PRO experience is a plus. - Understanding of both the US and global market access and reimbursement landscape is a plus. - Seeking a proactive and enthusiastic leader who can manage multiple priorities simultaneously. - Seeking someone who is passionate about helping patients in the rare disease and ultra rare disease communities they focus on. ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **REPRESENTATIVE RETAINED SEARCH ASSIGNMENTS:** - CEO \| specialty pharma start-up - CEO \| regenerative medicine start-up - CEO \| CRO start-up - CFO \| public oncology biotech - US CEO \| established European small pharma - CFO \| public US oncology biotech - President/US Commercial Head \| generics pharma - CMO \| mid-size pharma - CMO \| late-stage public biotech - CMO \| early-stage Boston oncology public biotech - CSO \| mid-size global biotech - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, US Head of Regulatory Affairs \| Top 20 Pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of US HEOR & RWE \| Top 5 Pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of Global Market Access \| Top Oncology Specialty Pharma - VP, Head of US Market Access \| West Coast Late-Stage Public Biotech - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Clinical Development \| late-stage anti-infectives UK pharma - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - Head, Patient Advocacy \| European commercial-stage rare disease biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/ad-heor-rare-disease/#) [{title}](https://cornerstonesg.com/job/ad-heor-rare-disease/#) [{title}](https://cornerstonesg.com/job/ad-heor-rare-disease/#) [{title}](https://cornerstonesg.com/job/ad-heor-rare-disease/#) [{title}](https://cornerstonesg.com/job/ad-heor-rare-disease/#) [{title}](https://cornerstonesg.com/job/ad-heor-rare-disease/#) [{title}](https://cornerstonesg.com/job/sr-manager-clinical-operations-remote-unique-ground-floor-opportunity-growing-biotech-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-manager-clinical-operations-remote-unique-ground-floor-opportunity-growing-biotech-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-manager-clinical-operations-remote-unique-ground-floor-opportunity-growing-biotech-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-manager-clinical-operations-remote-unique-ground-floor-opportunity-growing-biotech-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-manager-clinical-operations-remote-unique-ground-floor-opportunity-growing-biotech-retained-search/#) [{title}](https://cornerstonesg.com/job/sr-manager-clinical-operations-remote-unique-ground-floor-opportunity-growing-biotech-retained-search/#) ## Location **LOCATION: Hybrid** Our client will consider candidates who live in the New York Metropolitan Area (NJ, CT, NY State) as well as in the Northeast/Atlantic states (PA, MA, MD, DC, DE, RI) who prefer/require a hybrid work arrangement where they only work on-site on a limited basis. ### Features **4 ATTRACTIVE FEATURES:** 1. "Best of Both Worlds" Environment: This is aniquely attractive opportunity to lead the efforts of building a dedicated QSP function for a well-financed, public company with a multi-billion-dollar market cap but that has a small company feel with very few layers. 2. Big Impact: As you will be building and leading their QSP efforts, you will have an outsized impact on this company's future. You will work closely with the senior leaders in R&D (Discovery through to Pre-clinical and Clinical Development) on integrating QSP modeling into all facets of R&D. You will be counted on to develop strategies and processes for a role that will have great strategic impact on the company, which is undergoing an exciting metamorphosis by becoming a more digital, data-driven R&D enterprise. 3. Our client’s lead marketed drug is an oncology blockbuster, and their lead clinical candidate is in Phase III and is anticipated to also become an oncology blockbuster. Our client has a long-term focus in Oncology and CNS / Neurology and has a proven history of discovering and developing multiple drugs that have been marketed in the US by multiple Big Pharmas. Our client is now focused on taking the next step in their growth to become a globally integrated pharma. 4. This company takes a lot of pride in its culture, reflecting its country’s heritage as having one of the world’s most positive populace. ### Responsibilities **RESPONSIBILITIES in a NUTSHELL:** - Build QSP models integrating biological, pharmacological, and physiological data to support drug development at all stages, from preclinical research to clinical trials and beyond, aiding in dose optimization, biomarker identification, safety and efficacy assessment, drug development decision-making, etc. - Collaborate with internal and external experts, teams, and projects, helping to develop innovative methods for modeling efficacy and safety. - While part of their computational biology team, you will create your own methods and pipelines, prominently contributing to their shift towards more data-driven research and development. - Extensive collaboration with internal/external functions, partners, and research biologists is expected. ### Qualifications / Requirements **DESIRED SKILLS / QUALIFICATIONS / EXPERIENCES / BEHAVIORS:** - PhD in a relevant field (e.g., biology, math, pharmacology, biomedical engineering, chemical engineering, computation biology, computer science, etc.) - Senior / Principal / AD / Director-level QSP experience either with a pharma/biotech or for a consulting company or academic research department that services pharma/biotech. - Extensive experience with exploratory data analysis, modeling and simulation with programming languages such as Python and R is required. - Our client is open on therapeutic areas of experience/expertise. Oncology, Neurology, and/or Immunology experiences are a plus. - Seeking someone who values being part of and contributing to a company that is very culture focused. Seeking excellent team working skills and the communication ability to positively encourage and energize others to reach high performance. Seeking someone who is transparent, flexible, builds trusting relationships, and is highly collaborative. - Seeking a proactive, self-motivated, and entrepreneurial individual who has the ability to prioritize and get things done. - Seeking a biotech mindset - someone who is innovative and gets excited when looking into new ideas and acquiring scientific knowledge. ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Representative Retained Search Assignments:** - CEO \| specialty pharma start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - President/US Commercial Head \| generics pharma - CMO \| late-stage public biotech - CMO \| mid-size pharma - CSO \| mid-size global biotech - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - Group VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, US Head of Regulatory Affairs \| Top 20 Pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of HEOR (Health Economics & Outcomes Research \| Top CNS specialty pharma - VP, Head of US HEOR & RWE \| Top 5 Pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of US HEOR \| Top Oncology Pharma - ED, Head of HEOR \| Top West Coast Pharma - VP, Head of Global Market Access \| Top Oncology Specialty Pharma - VP, Head of US Market Access \| High-profile late stage biotech - VP, Head of US Market Access \| West Coast Late-Stage Public Biotech - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Clinical Development \| late-stage anti-infectives UK pharma - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - ED, Head of Clinical Operations \| British VC-backed biotech - ED, Global Commercial Strategy Franchise Head \| Top rare disease Boston pharma - ED, Head of Global Clinical Pharmacology \| Public oncology biotech - ED, Head of Global HEOR \| Large US Pharma - Head, Patient Advocacy \| European commercial-stage rare disease biotech - Medical Directors (Director/SD/ED levels) in Translational Medicine / Clinical Development / Medical Affairs / Drug Safety: 75+ retained assignments - HEOR/RWE/Market Access (AD/Director/SD/ED levels): 100+ retained assignments #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. #### Keywords cancer pain Alzheimer’s Parkinson’s multiple sclerosis AD associate director [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/qsp-modeling-head/#) [{title}](https://cornerstonesg.com/job/qsp-modeling-head/#) [{title}](https://cornerstonesg.com/job/qsp-modeling-head/#) [{title}](https://cornerstonesg.com/job/qsp-modeling-head/#) [{title}](https://cornerstonesg.com/job/qsp-modeling-head/#) [{title}](https://cornerstonesg.com/job/qsp-modeling-head/#) own for their direct communication styles. ### High Context Cultures: Conversely, high context cultures communicate not just with words, but also with nonverbal cues such as tone of voice, facial expressions, and body language. In these cultures, the same phrase could have very different meanings based on how the words are paired with other social cues. High context communication is most common in “collectivist cultures,” such as China, Japan, and throughout the Middle East. In these societies, personal relationships and social harmony are paramount, and much of the communication is implicit, relying on shared cultural norms and understandings. ### Why Understanding High Context and Low Context Communication Differences Matters: Why do the differences between low context and high context matter? Understanding the meaning of what people are trying to communicate can help avoid blunders that can cause lasting harm to an interpersonal relationship in the workplace and hinder the efficiency of the team. It’s not uncommon for individuals from high context cultures to perceive the direct communication style of their counterparts from a low context cultures as abrasive or rude. And for a low context communicator speaking with a high context communicator, there could be issues interpreting what a low context communicator may perceive as unclear or vague messages. ## 2\. Understanding egalitarian versus hierarchical cultures: Another cultural difference that comes into play when leading culturally diverse teams in the workplace is the difference between egalitarian and hierarchical cultures. Essentially, different cultures perceive leadership differently. The difference isn’t a matter of one culture having more or less respect for leadership—it’s far more nuanced than that. This cultural difference may not be as widely spoken about, but without an understanding of the distinctions in this arena, the difference can be responsible for gaffes. ### Egalitarian cultures: Egalitarian cultures include those in the U.S. and Northern Europe, such as the Netherlands and Scandinavian countries. In egalitarian cultures, leadership is viewed as equal to the employees they manage. Employees in egalitarian cultures are typically welcome to speak up in all settings, including when they’re around leadership, as their inputs are valued. Teamwork is valued heavily in these cultures. ### Hierarchical cultures: Hierarchical cultures are exactly as their names suggest: the ranking of authority, seniority, and position are held in high regard in workplaces and cultures that are hierarchical. This culture is common in areas like South America, India, Asia, Russia, and parts of Europe. In Japan, for example, when a group of associates enters an elevator, the lowest ranking person is expected to operate the elevator buttons. ## **3\. Understanding monochronic versus polychronic cultures** Different cultures have very different notions of time and scheduling, which can cause teammates who are unaware of the relevant cultural nuances to be offended or frustrated. These differences most famously pop up when teammates are planning a meeting, discussing agenda items, or planning an event or meal together. ### Monochronic cultures: Monochronic cultures include the Dutch, the Germans, and the British. In most cases, the U.S. can be described as having a monochronic culture too, although Americans can be somewhere between the two cultures. These cultures value the numerical nature of time and relate timeliness and punctuality to respect for others. People from monochronic cultures tend to speak on one topic at a time and like to follow lists (like agendas). ### Polychronic cultures: In a polychronic culture, time is seen as more fluid and priorities shift as days unfold and circumstances change. In a polychronic culture, individuals are not likely to mind if a conversation goes off topic, especially if the interruption is an important one. ## **Cornerstone Search Group: Your Experienced Life Sciences Headhunter** Cornerstone can help you tap into a global network of specialized and hard-to-find talent. At Cornerstone, we hold the belief that diverse thoughts, ideas, and leaders drive companies to perform at their highest achievable level. This belief yields positive results for our clients: over 50% of the candidates that we help our clients hire come from diverse backgrounds. Cornerstone is proud to serve the diversity-rich life sciences industry and has done so for over 20 years. We’re eager to connect you with talent across the world. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![5 Diversity Sourcing Strategies Your Company Should Implement Today](https://cornerstonesg.com/wp-content/uploads/2023/05/diversity-sourcing-strategies.jpg)\\ \\ May 30, 2023\\ **5 Diversity Sourcing Strategies Your Company Should Implement Today**](https://cornerstonesg.com/diversity-sourcing-strategies-your-company-should-implement-today/ "5 Diversity Sourcing Strategies Your Company Should Implement Today") [![Why Inclusive Hiring is the Future of Recruitment](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1448698612.jpg)\\ \\ February 16, 2024\\ **Why Inclusive Hiring is the Future of Recruitment**](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/ "Why Inclusive Hiring is the Future of Recruitment") [![DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1482915045.jpg)\\ \\ February 26, 2024\\ **DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024**](https://cornerstonesg.com/dei-trends-for-hiring-managers/ "DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024") [{title}](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/#) [{title}](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/#) [{title}](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/#) [{title}](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/#) [{title}](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/#) [{title}](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/#) he [responsibilities of a startup CEO](https://northwest.education/insights/careers/startup-ceo-role-responsibilities-and-salaries/) are diverse and critical to the company’s trajectory. They include: - **Mission Communication and Alignment**: Articulating the company’s mission and ensuring that all team members are aligned with these objectives and values is a fundamental task for the CEO. This ensures that every action and decision contributes to the overarching goals of the startup. - **Team Leadership and Inspiration**: Building a talented team and fostering an environment of inspiration and motivation is crucial. The CEO must lead by example, encouraging team members to contribute effectively towards the company’s progress. - **Strategic Decision-Making**: The CEO is responsible for making strategic decisions, balancing risks and benefits. This involves close collaboration with the Board to guide the startup’s direction and ensure sustainable growth. - **Capital Raising and Investor Relations**: A key part of how hiring a CEO for your startup involves evaluating their ability to attract investment. The CEO must be adept at raising capital, managing investor relations, and securing the funds needed for the company’s expansion. - **Public Representation**: Serving as the face of the company, the CEO represents the startup in public forums, media interactions, and industry events, enhancing the company’s profile and credibility. - **Strategic Partnerships**: Forming and nurturing strategic relationships and partnerships are vital. These alliances should be mutually beneficial and align with the company’s long-term strategy. Understanding these responsibilities is integral to the process of hiring a CEO for your startup. The ideal candidate should resonate with these roles and possess the ability to execute them effectively, driving your startup towards its envisioned future. ## **Crafting the Ideal Candidate Profile for a Startup CEO** When navigating the journey of how to hire a CEO for your startup, defining the ideal candidate profile is a foundational step. This process requires a deep dive into various facets of your business, ensuring the candidate you seek aligns perfectly with your company’s current status and future aspirations. ### **1\. Assessing Your Company’s Current Position and Future Goals** Begin by evaluating where your startup currently stands. Consider your business’s immediate and long-term plans, the unique challenges it faces, and the opportunities lying ahead. Understanding these elements is crucial in identifying a CEO who can navigate your company through its next stages of growth. ### **2\. Aligning with Organizational Culture and Leadership Style** The cultural fit is paramount. Reflect on your startup’s organizational culture and determine what leadership style will best foster productivity and growth. The ideal CEO should adapt to your company’s culture and enhance it, driving forward both team morale and business objectives. ### **3\. Complementing the Existing Leadership Team** Analyze the strengths and skills that your current leadership team brings to the table. The new CEO should complement these qualities, filling any gaps and adding value with their unique skill set. This balance is vital for creating a well-rounded and effective leadership team. ### **4\. Identifying Key Qualifications, Soft Skills, and Experience** With this comprehensive understanding, you can now pinpoint the specific qualifications, soft skills, and experiences that your ideal CEO candidate should possess. These criteria should cover both tangible skills and intangible qualities, ensuring they can lead your startup successfully and resonate with your team. By meticulously [defining the candidate profile](https://harver.com/blog/ideal-candidate-profile/), you position yourself to make a more informed and strategic decision in your quest on how to hire a CEO for your startup. This clarity in what you are looking for is key to finding a leader who will steer your startup to success and embody the values and vision upon which your company is built. ## **Qualifications of a Startup CEO** Identifying the right CEO is pivotal in understanding how to hire a CEO for your startup. While the candidate profile will be tailored to your company’s unique needs, there are key qualifications that are generally essential for startup CEOs. ### **Leadership Skills** The leadership style of your CEO is crucial. It should align with your company’s experiences, culture, and the dynamics of the existing leadership team. The ideal CEO should not only possess a leadership style that complements your startup’s environment, but also have the ability to inspire and motivate the team towards achieving collective goals. ### **Interpersonal Skills** Exceptional interpersonal skills are non-negotiable for a startup CEO. This role involves interaction at all levels – from employees and stakeholders to partners and media. Your CEO should be approachable, engaging, and adept at both listening and effective communication. [Emotional intelligence](https://www.verywellmind.com/what-is-emotional-intelligence-2795423) (EQ) plays a significant role in how they handle challenging situations and resolve conflicts. ### **Organizational Culture Development** The CEO’s ability to foster a supportive organizational culture is key to driving productivity. A CEO who values employee well-being and actively works to create a positive work environment will significantly contribute to the startup’s success. ### **Strategic Decision-Making** Strategic decision-making is a critical competency. The CEO must be adept at assessing challenges and opportunities in the context of the company’s overall mission. The willingness and ability to make difficult decisions, even when they are unpopular, is essential for steering the company in the right direction. ### **Fundraising Experience** Given the nature of startups, a CEO with a strong background in fundraising is invaluable. Their proven track record in this area is a testament to their ability to secure the financial resources necessary for growth and sustainability. ### **Agility** The fast-paced nature of startups requires a CEO who is agile and adaptable. The ability to pivot quickly in response to new opportunities or market changes is essential. The CEO should be capable of leading the company through volatile times and navigating the path to sustainable growth. ### **In-Depth Industry Knowledge** Comprehensive knowledge of the business ecosystem is vital. The CEO should have an in-depth understanding of the market’s value chain, competitive landscape, and the importance of strategic partnerships. This knowledge is crucial in developing a realistic and effective growth strategy for the startup. By focusing on these key qualifications, you can refine your approach on how to hire a CEO for your startup, ensuring that the chosen candidate is well-equipped to lead your company into its next phase of growth and success. ## **How to Hire a CEO for Your Startup: Strategic Approaches** When considering how to hire a CEO for your startup, the approach you take should align with your company’s unique circumstances and needs. There are several strategies to consider, each with its set of advantages and challenges. ### **1\. Perform the Search In-House** Leveraging an in-house recruitment team for your CEO search can be a viable option, particularly if you are looking to minimize financial investment. This approach allows you to tap into your existing network and seek referrals from trusted associates. However, relying solely on in-house resources has its limitations. The reach of your search may be confined to your immediate network, potentially missing out on broader talent pools. Additionally, maintaining confidentiality can be challenging, especially when seeking referrals. The news of hiring a new CEO can prompt questions and speculations from employees and stakeholders, which might not always be desirable. ### **2\. Work With an Executive Search Firm** For a more discreet and extensive search, partnering with an executive search firm is often the most effective approach. These firms bring a wealth of experience in how to hire a CEO for a startup, ensuring confidentiality throughout the process. Their extensive networks and industry-specific knowledge significantly widen the pool of potential candidates. An [executive search firm](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/) dedicates a team of researchers and recruiters to your search, ensuring a comprehensive and thorough process. This increased breadth in the search increases the likelihood of finding candidates who are not just qualified, but also an excellent cultural fit for your startup. Moreover, the time and resources required to conduct a CEO search can be overwhelming, especially for a rapidly scaling startup. [Outsourcing this task to a search firm](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/) allows you and your team to remain focused on core business functions, avoiding disruptions to other critical projects. ## **Conclusion: Ensuring Success in Your CEO Search** In the journey of how to hire a CEO for your startup, the decision to transition from a founder-CEO to a new leader is both pivotal and complex. The key to a successful transition lies in thorough preparation and strategic planning. An in-depth analysis of your company’s specific needs, culture, and the type of leadership required is fundamental in shaping the direction of your search. As you embark on this crucial process, it’s important to remember that the search for a CEO extends beyond mere skill matching. It involves finding a leader whose vision aligns with your startup’s ethos and future aspirations. This leader should drive business growth and resonate with your team and uphold the values upon which your company was built. Engaging [Cornerstone](https://cornerstonesg.com/) in your CEO search can significantly streamline the recruitment process. Their expertise, expansive network, and objective viewpoint are invaluable in finding a leader who will not just fit into your company but propel it forward. For detailed guidance and support in hiring a CEO for your startup, [contact our team of experts today](https://cornerstonesg.com/contact-us/). Their involvement can be the catalyst in finding the visionary leader your startup needs to thrive. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Why Inclusive Hiring is the Future of Recruitment](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1448698612.jpg)\\ \\ February 16, 2024\\ **Why Inclusive Hiring is the Future of Recruitment**](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/ "Why Inclusive Hiring is the Future of Recruitment") [![5 Interview Questions to Ask Life Sciences CEO Prospect](https://cornerstonesg.com/wp-content/uploads/2023/11/Executives-Sidebar-950px.jpg)\\ \\ November 28, 2023\\ **5 Interview Questions to Ask Life Sciences CEO Prospect**](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/ "5 Interview Questions to Ask Life Sciences CEO Prospect") [![DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1482915045.jpg)\\ \\ February 26, 2024\\ **DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024**](https://cornerstonesg.com/dei-trends-for-hiring-managers/ "DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024") [{title}](https://cornerstonesg.com/how-to-hire-ceo-for-startup/#) [{title}](https://cornerstonesg.com/how-to-hire-ceo-for-startup/#) [{title}](https://cornerstonesg.com/how-to-hire-ceo-for-startup/#) [{title}](https://cornerstonesg.com/how-to-hire-ceo-for-startup/#) [{title}](https://cornerstonesg.com/how-to-hire-ceo-for-startup/#) [{title}](https://cornerstonesg.com/how-to-hire-ceo-for-startup/#) [{title}](https://cornerstonesg.com/job/head-corporate-legal-affairs/#) [{title}](https://cornerstonesg.com/job/head-corporate-legal-affairs/#) [{title}](https://cornerstonesg.com/job/head-corporate-legal-affairs/#) [{title}](https://cornerstonesg.com/job/head-corporate-legal-affairs/#) [{title}](https://cornerstonesg.com/job/head-corporate-legal-affairs/#) [{title}](https://cornerstonesg.com/job/head-corporate-legal-affairs/#) nce you have sourced a few candidates, it is time to start screening them. This involves reviewing their resumes and conducting interviews. In order to save time, it is helpful to develop a set of questions that will help you determine if the candidate is a good fit for the role. ### 4\. Assessing candidates After screening and interviewing candidates, it is time to assess them. This involves evaluating their skills and experience against the requirements of the role. It is also important to consider factors such as [culture fit](https://www.cultureamp.com/blog/culture-fit) and team dynamics. ### 5\. Making a decision After assessing candidates, it is time to make a decision. This involves choosing the best candidate for the job. It is important to remember that this is not always the candidate with the most experience or qualifications. Sometimes, the best candidate is the one who is a good fit for the company and the team. ### 6\. Offering the job Once you have chosen a candidate, it is time to offer them the job. This should be done in writing, and it is important to include all of the key details such as salary, benefits, and start date. ### 7\. Onboarding the new hire The final step in the executive search process is onboarding the new hire. This involves welcoming them to the company and helping them get up to speed on their new job duties. The goal of screening is to weed out any unqualified candidates so that you can focus on the most qualified ones. ## The Benefits Of Working With A Retained Search Firm Now that you have learned about the steps of an executive search hiring process, it is important to understand why it is important to work with a retained search firm. A retained search firm is a company that is hired by a client to find candidates for a specific job opening. The firm will work with the client to define the job requirements and will then identify and screen potential candidates. There are many benefits of working with a retained search firm. First, a retained search firm has extensive resources that can help you find the best candidates for the job. They have access to databases of candidates, and they also have relationships with recruiters and headhunters who can help identify potential candidates. Second, a retained search firm has expertise in recruiting top talent. They know how to identify and screen candidates, and they also know how to assess their qualifications. Third, a retained search firm can save you time and money. They will do all of the screening and interviewing for you, so you will not have to waste time interviewing unqualified candidates. Finally, a retained search firm can help you avoid legal problems. If you hire the wrong candidate, you could be held liable for negligent hiring. A retained search firm can help you avoid this by only sending you qualified candidates. ## Now What? If you are planning to hire an executive, we encourage you to work with a retained search firm. A retained search firm will save you time, money, and headaches in the long run. [Contact us today](https://cornerstonesg.com/contact-us/) to learn more about our executive search services. Hiring a top executive can be a daunting task. There are many things to consider, such as the job requirements and the budget. In order to find the best candidate for the job, it is important to have a well-defined process in place. In this blog post, we have walked you through the steps of an executive search hiring process. We have also discussed the importance of working with a retained search firm during this process. If you are looking to hire a top executive, it is important to work with a retained search firm as they will help you find the best candidates for the job and they will also help you avoid any legal problems. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Why Inclusive Hiring is the Future of Recruitment](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1448698612.jpg)\\ \\ February 16, 2024\\ **Why Inclusive Hiring is the Future of Recruitment**](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/ "Why Inclusive Hiring is the Future of Recruitment") [![5 Interview Questions to Ask Life Sciences CEO Prospect](https://cornerstonesg.com/wp-content/uploads/2023/11/Executives-Sidebar-950px.jpg)\\ \\ November 28, 2023\\ **5 Interview Questions to Ask Life Sciences CEO Prospect**](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/ "5 Interview Questions to Ask Life Sciences CEO Prospect") [![DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1482915045.jpg)\\ \\ February 26, 2024\\ **DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024**](https://cornerstonesg.com/dei-trends-for-hiring-managers/ "DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024") [{title}](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/#) [{title}](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/#) [{title}](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/#) [{title}](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/#) [{title}](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/#) [{title}](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/#) ![Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ \\ June 28, 2023\\ **Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner**](https://cornerstonesg.com/wp-content/uploads/2023/06/Press-Release-TF-COO-6.28.23.pdf "Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner") [{title}](https://cornerstonesg.com/cornerstone-search-group-won-hunt-scanlon-media-top-40-life-sciences-search-firms/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-won-hunt-scanlon-media-top-40-life-sciences-search-firms/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-won-hunt-scanlon-media-top-40-life-sciences-search-firms/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-won-hunt-scanlon-media-top-40-life-sciences-search-firms/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-won-hunt-scanlon-media-top-40-life-sciences-search-firms/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-won-hunt-scanlon-media-top-40-life-sciences-search-firms/#) In which direction would the ideal candidate take the organization? - How do we want the ideal candidate to interact with current business leaders within the organization? - What does it mean to excel in this role? What does it mean to be a great \[title to be filled\]? - In other organizations within our industry, who do we admire who has the same title or job function as our open role? - What experiences, skills, and connections will the ideal candidate for this role possess and be able to leverage in their tenure with us? Memorializing and agreeing on answers to these “homework” questions together can help your current leadership narrow its focus and define a set of strategic search methods. ## 2\. Determining what your wish list is and defining what your non-negotiables are helps you identify the perfect candidate more quickly. When you’re searching for an executive, the narrower you can make the search, the better. Unlike hiring for entry level or even middle management positions, there are very few candidates who are qualified or able to step into your open role. This is a good thing—because of this, you’ll know exactly who you’ll want to go after. If you don’t already have them, you need to set clear parameters around what you’re looking for. This includes past titles an individual has had, the length of time they’ve held certain positions, the years of experience they have in a relevant industry, and so on. It could also include unique experiences, like helping merge operations between companies, supporting transformative innovation, or taking a company public. There is, of course, such a thing as narrowing your search _too_ far. For an executive, board member, or other higher-up manager, certain items may not matter as much as others. Consider dropping hard boundaries surrounding items that can be changed, like location, and easing must-haves like particular bachelor’s degrees. The more experience an individual has in the industry, the less important formal education can become. While you might maintain that a bachelor’s degree is a general requirement, consider removing the requirement of possessing a degree in a related field. Another key item to keep in mind is that in the life sciences, biotechnology, and pharmaceutical industries, the experience you’re looking for may not exist yet. This is especially true if you’re looking to take your organization in a direction no competitor has gone or develop a product that is fully new to the market. ## 3\. Involving a professional (and industry-specific) executive search consultant early in your search is the best choice you can make. When you’re looking for a diamond in the rough, you need all hands on deck. Your operations can’t slow just because you’re looking for a new team member. Delegating most aspects of the search to an experienced team of executive search consultants can put you ahead of the game without requiring a significant expenditure of time and resources. If you’re able, you should strongly consider partnering with a boutique and highly-specialized headhunter or [executive search firm](https://cornerstonesg.com/). The search consultants at these firms know the talent landscape well because they’ve interacted with many of the candidates before and can speak to their qualities personally. Boutique, specialized firms often bring better results than large recruiting machines and at more affordable prices. Bringing a headhunter or executive search consultant in early ensures they’re able to get a feel for the culture of your organization, its leadership, and the team the executive will ultimately lead. To the extent you can, integrate your headhunter or executive search consultant into your hiring team. These individuals know the qualities that have made good matches at other organizations across your industry and can provide the same insights during your search. ### Cornerstone Search Group: Your Life Science Executive Recruitment Experts The life sciences talent landscape is competitive. When you partner with Cornerstone Search Group, you gain an edge over your competitors. Cornerstone can help you tap into a deep network of specialized and senior talent, matching you with the team members who will help you take your organization to the next level. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![How to Hire C-Suite Executives: A Comprehensive Guide](https://cornerstonesg.com/wp-content/uploads/2024/02/hiring-csuite-executive.jpg)\\ \\ February 20, 2024\\ **How to Hire C-Suite Executives: A Comprehensive Guide**](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/ "How to Hire C-Suite Executives: A Comprehensive Guide") [![3 Advanced Data-Driven Recruitment Practices](https://cornerstonesg.com/wp-content/uploads/2024/08/Advanced-Data.jpg)\\ \\ August 5, 2024\\ **3 Advanced Data-Driven Recruitment Practices**](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/ "3 Advanced Data-Driven Recruitment Practices") [![Top Life Science Recruitment Agencies: Your Ultimate Guide](https://cornerstonesg.com/wp-content/uploads/2024/02/Life-Sciences-Industry.jpg)\\ \\ March 4, 2024\\ **Top Life Science Recruitment Agencies: Your Ultimate Guide**](https://cornerstonesg.com/top-life-science-recruitment-agencies/ "Top Life Science Recruitment Agencies: Your Ultimate Guide") [{title}](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/#) [{title}](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/#) [{title}](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/#) [{title}](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/#) [{title}](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/#) [{title}](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/#) xternal recruiters have spent years (if not decades) building and maintaining extensive networks in the industries in which they specialize. For their client businesses, this means access to a broader talent pool than they may find on their own. RPO providers are able to quickly locate and connect with qualified candidates, saving their clients time and recruiting dollars. ## 3\. External Recruiter Partnerships Offer Expert Screening and Evaluation When it comes to screening and evaluation, the experts at external recruiting firms know what to look for. Beyond understanding the technical skills and qualifications necessary for a candidate to succeed in a particular role, external recruiters can quickly tap into their client business’ culture and understand what values and qualities will make a candidate a great fit long-term. ## 4\. RPO Providers Help Reduce Your Advertising Costs Advertising open roles can be extremely costly, and it certainly doesn’t guarantee you’ll find the right candidate. Experienced external recruiters and established RPO providers often have long-standing advertising channels in place, as well as lucrative agreements with job boards and professional networks. Relying on an RPO provider to advertise for you can allow you to avail yourself of the great rates they have in place—not to mention the expertise they carry in boosting your advertisement efforts. ## 5\. RPO Providers Bring Negotiation Expertise to the Table Once you’ve found the right candidate or significantly narrowed your search, you can rely on an experienced external recruiter’s skill in salary and benefits negotiation to bring your organization substantial cost savings. The negotiation expertise an RPO provider brings to the table can help strike the delicate balance between recruiting the right candidates and offering the right compensation packages, without busting your budget. ## 6\. Your External Recruiter Partnership Will Allow You to Focus on Your Core Business Functions Outsourcing your executive search to an RPO provider allows your internal teams and leadership to focus on what they do best: execute your core business functions and strategic initiatives. In the biotechnology, life sciences, and pharmaceutical industries, there are few people who can do what you’re able to do—if someone else is able to expertly handle recruitment, your time is freed to run your business the way only you can. ## 7\. Your External Recruitment Partnership will Help You Lower Turnover Rates Hiring an executive in the biotechnology, life sciences, and pharmaceutical industries is a high-importance endeavor. You’re counting on the executive to stick around and carry your firm forward with confidence. When turnover happens in these roles, it can be a nightmare for science industry organizations. External recruiter partnerships help mitigate this risk. When you partner with an RPO provider, your provider is able to thoroughly vet candidates and ensure a strong cultural and organizational fit. In turn, reduced turnover translates to long-term stability, which is good for productivity. Additionally, you’ll cut down on the high costs associated with rehiring and retraining new team members. ## 8\. Your RPO Provider Uses Advanced Technology and Tools Your RPO provider has access to advanced recruitment technologies, such as applicant tracking systems (ATS), data analytics, and artificial intelligence-driven tools. These advanced technologies allow you to increase the efficiency and effectiveness of your executive search process, leading to cost savings in terms of time and resources. They may also reduce bias, leading to success in your diversity and inclusion initiatives. ## 9\. The Principle of Economies of Scale Means Big Costs Savings for Client Businesses When you partner with an RPO provider, you benefit from the economic principle of “economies of scale.” Because external recruitment firms spread their costs over multiple clients, they are able to provide their client businesses with better services than their clients could receive in-house, all at competitive rates. ## 10\. Your RPO Provider Unlocks Access to Passive Candidates An external recruitment partnership gives an organization the ability to reach individuals who may not be actively seeking new opportunities, but could be open to moving into the right role. This is an especially important concept for the executive level search, where movement between firms is less common than in mid or entry-level roles. ## Cornerstone Search Group: Your Experienced RPO Provider The biotechnology, life sciences, and pharmaceutical industries’ talent landscape is competitive, and the heat is only turned up when you’re searching for your next executive. When you partner with Cornerstone Search Group, you gain an edge over your competitors. Cornerstone can help you tap into a deep network of specialized and hard-to-find talent. We can introduce you to individuals who may not be on the “open market” looking for a job, but who trust our recruiters when high-profile leadership roles become available. Our well-connected headhunters are excited to get to work finding the executive that will take your biotech firm into the future. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![A Deep Dive into In House Recruitment vs Outsourcing](https://cornerstonesg.com/wp-content/uploads/2023/04/successful-partnership-bucket.jpg)\\ \\ July 15, 2024\\ **A Deep Dive into In House Recruitment vs Outsourcing**](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/ "A Deep Dive into In House Recruitment vs Outsourcing") [{title}](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/#) [{title}](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/#) [{title}](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/#) [{title}](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/#) [{title}](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/#) [{title}](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/#) owever, more recently, rapid advancements in research methods and technology have transformed the job requirements. Today, your COO is on the front lines of ensuring new tools, techniques, and practices are integrated seamlessly and compliantly into your operations. ## Key Considerations Before You Hire a COO Because the role of the [Chief Operating Officer](https://www.forbes.com/sites/theyec/2022/07/12/what-to-look-for-in-a-chief-operating-officer/?sh=14707ee377bb) has evolved, they now need a unique blend of operational expertise, leadership skills, strategic planning skills, a comprehensive understanding of regulations, and industry-specific knowledge. In addition, they must also be a good cultural fit for your organization. ### Operational Excellence Combined With Strategic Vision Your new COO needs to demonstrate a combination of operational excellence and strategic vision. Just like before, they’re responsible for the smooth running of day-to-day operations. In addition, they should also be forward-looking. This means they should possess the ability to foresee industry trends, regulatory changes, and potential shifts in the market. Their role involves both the optimization of current processes and the preparation of the company for future expansion. ### Strong Leadership Skills Many life sciences companies leverage multidisciplinary teams with professionals ranging from scientists and researchers to market analysts and compliance specialists. You need a COO with strong leadership skills to unify these diverse teams and inspire them to work together towards a common goal. They also have to be familiar with each team’s capabilities and challenges, so they can allocate resources effectively. ### In-Depth Knowledge of the Regulatory Landscape The life sciences industry is heavily regulated, and depending on your niche and the regions where you operate, you might be subject to a multitude of regulations. Your new COO plays a pivotal role in ensuring your operations are compliant at all times. They must be up-to-date on any regulatory changes—plus, they should be experienced at liaising with compliance and legal teams. ## Good Cultural Fit As a leader, your new COO needs to be a good cultural fit for your organization. They need to be aligned with your company’s mission, values, and ethos to foster collaboration and innovation. To determine if a candidate is a good cultural fit, you can ask a series of behavioral questions designed to reveal their leadership style. It’s also advisable to involve multiple stakeholders in the interview process, so you gain diverse perspectives. Further on in the interview process, you can observe how the candidate interacts with teams or performs on mock challenges. Their overall approach, communication style, and level of flexibility in these settings can offer valuable insights into their cultural alignment. ## How to Hire a Chief Operating Officer: Two Methods Finding the right COO for your life sciences company goes beyond evaluating their qualifications on paper. As we’ve seen, it’s also about assessing their grasp of and approach to industry nuances, their leadership skills, and their cultural fit. Consequently, the strategy you employ when sourcing candidates can have a significant impact on the success of the hire. In general, there are two approaches to consider: [hiring a specialized executive search firm](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/) or relying on your in-house recruitment team. Both have their pros and cons. ### Specialized Executive Search Firm When you hire a firm that specializes in recruiting executives for life sciences companies, you benefit from their understanding of the industry’s dynamics, needs, and challenges. Hiring an executive search firm is an expense you don’t have when you keep the search in house. Nonetheless, the [ROI you earn from this investment](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/) is significant. In addition, the firm guarantees the success of the placement for a specific period of time. An executive search firm offers the following benefits: - Extensive network and passive candidates: Executive search firms have extensive networks that include passive candidates—high-performing professionals who aren’t actively seeking employment, but who might be open to the right offer. - Efficiency and objectivity: Executive search firms optimize the search process. They employ methods to thoroughly vet candidates as well as to ensure the selection of candidates they present is objective, based on merit, and free from bias. - Confidentiality and discretion: It’s generally desirable for both the company and the candidate to keep all interactions confidential. An executive recruiter knows how to reach out to candidates discreetly, so no red flags are raised. ### In-House Searches Keeping the search in-house has the primary advantage of containing costs. In addition, it’s also easier to gauge a candidate’s cultural fit. However, these benefits must be balanced against several disadvantages: - Limited reach and lack of access to passive candidates: Most in-house recruitment teams are focused on active jobseekers. As a result, you’ll likely have limited access to top-tier talent. At the same time, the network of an in-house team almost certainly cannot compete with the reach of an executive search firm. - Resource allocation: An executive search requires time and effort. This can stretch in-house teams thin and draw the focus away from other key responsibilities. - Potential for bias in the hiring process: Personal perspectives and internal company dynamics can negatively impact the objectivity of the search. - Risk of missed opportunities: Without the resources of a specialized search firm, your in-house team might not recognize rising talent that could otherwise fill the role. ## How to Hire the Right COO for Your Company When it comes to hiring the right COO for your organization, [the stakes are high](https://business.linkedin.com/talent-solutions/resources/how-to-hire-guides/chief-operating-officer), as having a high-caliber candidate fill this role is essential to the success of your business. Whether you hire an executive search firm or use your in-house resources, the outcome should be the placement of a strong leader who meets the technical and operational requirements of the job and who fits seamlessly into your organizational culture. ### Ready to hire a COO who will take your business to the next level? Don’t leave it to chance. [Partner with an expert executive search firm](https://cornerstonesg.com/contact-us/) or leverage your in-house talent to find a leader who meets the technical and operational demands and fits like a glove in your company culture. Get started on your journey to hire the perfect COO today! [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![How To Hire the Right Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/07/how-to-hire-a-chief-medical-officer.jpg)\\ \\ June 27, 2023\\ **How To Hire the Right Chief Medical Officer**](https://cornerstonesg.com/how-to-hire-right-cmo/ "How To Hire the Right Chief Medical Officer") [![The Ultimate Executive Onboarding Checklist for Life Sciences Industry](https://cornerstonesg.com/wp-content/uploads/2023/10/Executive-onboarding-1200px-72-v1.jpg)\\ \\ October 9, 2023\\ **The Ultimate Executive Onboarding Checklist for Life Sciences Industry**](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/ "The Ultimate Executive Onboarding Checklist for Life Sciences Industry") [![The Top 10 C-Suite and Executive Recruiters in NJ](https://cornerstonesg.com/wp-content/uploads/2023/10/Cornerstone_10-best-executive-search-frims-nj-2023.jpg)\\ \\ October 26, 2023\\ **The Top 10 C-Suite and Executive Recruiters in NJ**](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/ "The Top 10 C-Suite and Executive Recruiters in NJ") [{title}](https://cornerstonesg.com/looking-to-hire-a-coo/#) [{title}](https://cornerstonesg.com/looking-to-hire-a-coo/#) [{title}](https://cornerstonesg.com/looking-to-hire-a-coo/#) [{title}](https://cornerstonesg.com/looking-to-hire-a-coo/#) [{title}](https://cornerstonesg.com/looking-to-hire-a-coo/#) [{title}](https://cornerstonesg.com/looking-to-hire-a-coo/#) Surf Search](https://surfsearch.org/) is a recruiting firm that sets itself apart by being fully committed to both clients and candidates. With a focus on healthcare, medical device, pharmaceutical, and biotech industries, they provide comprehensive support throughout the recruitment process, including scheduling, interview preparation, offer negotiation, relocation, and new job onboarding. Surf Search’s distinctiveness stems from their unwavering commitment to cultivating relationships, focusing solely on a select group of clients at a time to guarantee comprehensiveness and superiority. Their esteemed HR leaders, recruiting partners, and hiring managers frequently relocate to new companies, demonstrating the profound and lasting connections Surf Search cultivates. Their approach is focused on building relationships, and they take great pride in their work. ## Pact & Partners A global executive search firm, [Pact & Partners](https://pactandpartners.com/) has been specializing in Trans-Atlantic recruitment in Life Sciences for more than 30 years. Founded in 1987 and solely dedicated to Life Sciences recruitment, they have built a reputation for delivering on promises and maintaining an uncompromising commitment to quality. With a solid grasp of the business world, Pact & Partners strategically seeks and selects top management talent that matches the ideal requirements of organizations. Their understanding of today’s monumental advances in the Life Sciences sector enables them to provide clients with a competitive advantage by finding candidates who best fit their specific needs. ## PharmaLogics Recruiting PharmaLogics Recruiting is a life science staffing company that believes in transparency as a way of life, ingrained in everything they do. Their dedication to clients is evident in their mission to help hire people who improve and save lives through their work in life sciences. With a focus on transparency, the importance of data, and an undying dedication to clients and candidates, PharmaLogics has positioned itself among the best life science staffing companies in the field. Their culture-first approach ensures the recruitment of thoughtful, genuine, competent, and hard-working individuals who share a strong belief in the company’s mission. This has led to collaborative and supportive, long-term relationships with clients who trust them to get the job done. Guided by principles such as resilience, going all in, and showing up, [PharmaLogics](https://www.pharmalogicsrecruiting.com/) is data-driven, using information to make informed decisions at every level. Their commitment to fostering a collaborative spirit within internal teams fosters a trusting environment where employees are encouraged to be themselves and raise ideas. ## Slone Partners Slone Partners is a specialized executive search firm specializing in life science and healthcare, with a guiding principle to provide the highest standards of quality, integrity, professionalism, and respect. With divisions that encompass life sciences, healthcare, cybersecurity, diversity, equity, and inclusion, they relentlessly prioritize quality and strive to provide an exceptional client and candidate experience. It is their objective to acquire the talent required to build remarkable organizations, and they aim to become the undisputed leader in providing recruitment services for life science and healthcare sectors. Guided by core values such as excellence, commitment, accountability, inclusion, collaboration, and empathy, [Slone Partners](https://www.slonepartners.com/) is committed to finding and securing. Their unwavering commitment to providing exceptional service and unwavering commitment to quality positions them as a reliable partner in the life sciences and healthcare executive search field. ## Premier Pharma Executive Talent Sourcing Premier Pharma Executive Talent Sourcing is a national executive search firm with an exclusive focus on the pharmaceutical and biotechnology industries. Assisted by a team of highly proficient executive recruiters and researchers, [Premier Pharma](https://premierpharma.net/) is actively engaged in the recruitment of a diverse range of open positions for clients situated throughout the United States. Their specialty is recruiting MDs and PhDs with industry experience in clinical drug development, from Associate Director to C-level roles in the pharma, biotech, and CRO industries. Premier Pharma’s recruiters are seasoned professionals, supported by a skilled team of researchers who diligently identify new candidates from various sources. They adopt a customized approach, acquiring intimate knowledge about each candidate to assist them in taking the optimal next step towards their career advancement. Premier Pharma has established itself as a trusted partner in executive talent sourcing, with an extensive network and expert knowledge of the pharmaceutical industry. ## Orbis Clinical [Orbis Clinical](https://www.orbisclinical.com/) is a life sciences recruitment firm dedicated to leadership-caliber job openings, with a specialization in senior and leadership-based staffing. They specialize in mid-level management roles, including senior scientists and principal scientists. They also specialize in executive roles in the biopharma sector, such as director, executive director, and VP. With a proven track record in niche-area skill-sets, Orbis Clinical’s methodology involves identifying top talent, engaging in an active search process, screening candidates, and expediting the delivery of talent to clients. Their expertise includes biostatistics, data management, clinical operations, pharmaceutical development, formulations, technical operations for manufacturing, production, quality assurance, and quality control. The contingency model provides the same level of service as a retained service provider without the associated obligation or commitment, thereby rendering them a responsive and quality-driven partner. ## Key Corporate Services [Key Corporate Services](https://www.kcsllc.net/) (KCS) is a trusted human capital partner with over 25 years of experience in bridging the gap between mass communication technology and the personalization of each job match. KCS acknowledges the information overload that technology can engender, and thus emphasizes the necessity for a proficient intermediary to cut through the avalanche of employment prospects and assist companies in conveying their messages. Their objective as a search and recruiting firm is to attract the most talented and enlightened candidates in the market and share their clients experiences, thereby introducing the appropriate individuals to the appropriate organizations. As personalization can be challenging to maintain, KCS stands out by focusing on the human aspect of recruitment. Their commitment to trust, professionalism, and understanding both clients and candidates positions them as a reliable partner in the recruitment landscape. ## Klein Hersh Since 1998, Klein Hersh has been devoted to delivering innovative leadership placement services that encompass the entire life sciences spectrum and the medical field. Klein Hersh’s distinctiveness as executive recruiters stems from their unwavering focus and fundamental expertise in the fields of life science and healthcare, which form the foundation of their distinctive value proposition. Organized to mirror the way their clients are structured, Klein Hersh’s team of subject-matter experts provides dedicated support in a broad range of practice areas. This alignment allows them to stay in lock-step with the dynamic needs of the marketplace, filling leadership positions in ways other executive recruiters cannot. Embedded in life sciences and healthcare, Klein Hersh turns connections into value. Their focus on relationships and subject expertise enables them to deliver value beyond their core competencies. Through comprehensive industry engagement, they facilitate connections and discourses that bring life sciences stakeholders together with new strategic partners, investors, and other crucial influencers. [Klein Hersh](https://www.kleinhersh.com/) provides real-time market insights to clients by consistently engaging in all aspects of the life sciences industry. This enables clients to better plan talent strategies, define leadership roles, and develop compensation/equity programs. Their dedication to industry-specific expertise and relationship-driven approach positions them as a reliable partner in the life sciences and healthcare executive search industry. ## Barrington James Barrington James, founded in 2002 as a UK-based contingency and contract recruiter, has evolved into a global specialist in life science recruitment for the pharmaceutical, biotechnology, and medical device markets. With a reach of over 8 million industry professionals worldwide and investment in AI platforms, they offer a personalized approach to global recruitment, backed by expert consultants specializing in market niches. Their industry-leading presence is marked by awards, over 500 satisfied clients, and continuous adaptation to the needs of the sectors they serve. Powered by an experienced management team and brilliant recruiters, [Barrington James](https://barringtonjames.com/) exclusively serves the Pharmaceutical, Biotechnology, and Medical Device sectors, boasting offices worldwide and hundreds of specialists dedicated to sourcing exceptional talent. As an ally in navigating the intricate world of Life Science and Pharmaceutical industries, they provide opportunities for both organizations and individuals in permanent roles or contract/interim positions globally. Their singular focus within these sectors brings an unrivaled depth of industry knowledge and expertise, with consultants who are trusted insiders equipped with comprehensive contact networks. Barrington James has established an unmatched track record of successfully connecting exceptional candidates with ideal roles, by utilizing a robust market understanding, comprehensive research capabilities, and a vast network of industry contacts. This includes expertly identifying and engaging top performers, whether they are actively searching or passively contemplating a career change. ## Biotech Partners Biotech Partners is a life science recruiting company with a no-nonsense approach to solving people problems. Specializing in the fields of biotechnology and clinical research, they are committed to taking the complexity out of job placement and connecting real, qualified jobseekers with employers in their field. Their motto, “finds the talent that finds the cure,” reflects their dedication to matching candidates with their dream roles and contributing to the broader mission of advancing life sciences. Whether it’s helping clients find the perfect life sciences candidate or guiding applicants to their ideal position, [Biotech Partners](https://www.biotechexecutivesearch.com/) stands as a committed ally in the recruitment process. Their distinctive approach, coupled with a profound comprehension of the industry, positions them as a reliable partner for both jobseekers and employers alike. With a focus on authenticity and success, Biotech Partners offers a refreshing perspective on recruitment within the life sciences sector. ## Cowen Partners Cowen Partners is a national executive search firm that recognizes the importance of leadership and its pivotal role in organizational success. With a keen understanding of the challenges in assembling virtual teams and the critical nature of employee retention, they offer tailored solutions to meet the unique needs of growing businesses. Cowen Partners provides insightful guidance on how to balance hiring too many or too few workers with understanding the distinct responsibilities of roles like Chief Sales Officer (CSO) and Chief Revenue Officer (CRO) Their expertise extends to areas such as Human Resources, Diversity and Inclusion, and they emphasize the traits that constitute exceptional leaders. With a commitment to finding well-qualified, long-term additions to staff, [Cowen Partners](https://cowenpartners.com/) stands as a trusted partner in executive recruitment. Their methodology is designed to motivate, inspire, and propel teams, thereby ensuring that the most suitable supervisors and executives are placed to achieve success. ## Tips on Finding a Suitable Biotech Recruiter Finding the right biotech recruiter requires careful consideration, research, and collaboration. Here are some tips to help you find a biotech recruiter that aligns with your needs, provides industry expertise, and supports your growth in the sector. ### Understand the Importance of Specialization Biotech recruiters have extensive knowledge of the biotech industry and understand the skills and expertise required for success. Look for agencies that specialize in biotechnology, [pharmaceuticals](https://cornerstonesg.com/industry-expertise/pharma/), and related fields. ### Identify Your Specific Needs Assess your company’s hiring goals and determine the required skills and expertise. This will help you find an agency that aligns with your specific recruitment needs. ### Research and Evaluate Potential Agencies Analyze track records, client testimonials, and case studies of potential biotech recruitment agencies. Look for proven success rates and a strong network within the industry. ### Compare Services and Fees Understand the range of services offered by different agencies and evaluate their fee structures and contract terms. This ensures transparency and helps you find an affordable and suitable agency. ### Establish a Strong Working Relationship Once you’ve chosen an agency, set clear expectations and communication channels. Collaboration on job descriptions and candidate profiles helps find the right fit, and ongoing feedback ensures an effective recruiting process. ### Leverage Industry Expertise Specialized agencies have deep networks and unique access to candidates not readily available through other channels. Trust their process and expertise to stay ahead of industry trends. ### Consider the Benefits of Partnership Working with a specialized agency can save time and resources, providing guidance on hiring strategies, compensation, and more. They are invested in your success and can offer long-term support. ### Gauge Compatibility Sit down and speak with potential recruiters to gauge compatibility. Know your career goals, salary expectations, and preferences, and ask about their expertise, niches, and relationships with employers. ### Avoid Common Pitfalls Be responsive, decisive, and clear about your must-haves and deal-breakers. Avoid backing out of offers or micromanaging the search, as it reflects poorly on both parties. ## The Advantages of Working with a Biotech Recruiter In the rapidly evolving field of biotechnology, finding the right talent or the perfect job opportunity can be a complex and time-consuming process. Working with a specialized biotech recruiter can streamline this process, providing both candidates and employers with unique advantages. Here’s a look at the key benefits: ### Access to Specialized Knowledge Biotech recruiters possess in-depth industry knowledge and understand the specific skills and proficiencies required in the field. They can provide valuable insights, advice, and guidance tailored to the biotech sector. ### Extensive Network and Reach With connections to a vast network of industry professionals and organizations, recruiters can tap into opportunities and talent that may not be readily available through traditional channels. ### Time and Cost Efficiency The recruitment process can be costly and time-consuming. Biotech recruiters save time and lower the risk of hiring the wrong person by efficiently sourcing qualified candidates. ### Personalized Approach Recruiters offer a personalized approach to job search and hiring, understanding the unique needs and goals of candidates and employers. They work closely with both parties to ensure a successful match. ### Access to Exclusive Opportunities Many biotech positions are filled through recruiters and are not advertised publicly. Working with a recruiter provides access to these exclusive opportunities. ### Long-term Career Support Recruiters are invested in candidates’ success and can provide ongoing career support, follow-up services, and guidance on career advancement within the biotech field. ### Expertise in Niche Areas Specialized recruiters have experience and expertise in niche areas within biotechnology, enabling them to source talent with unique skills quickly. ### Global Reach With connections worldwide, biotech recruiters can assist in finding opportunities or talent across different regions, catering to the global nature of the industry. Working with a biotech recruiter offers a strategic advantage in the competitive biotech job market. Whether you’re a candidate seeking the next step in your career or an employer looking to build a talented team, partnering with a biotech recruiter can provide access, insights, and efficiency that set you on the path to success. ## Conclusion The biotechnology industry’s rapid growth and innovation have created a complex landscape for both jobseekers and employers. Navigating this intricate field requires specialized knowledge, connections, and expertise. As highlighted in this guide, the top biotech executive recruiters play a pivotal role in bridging the gap between talent and opportunity. In a world where the right match can lead to life-changing discoveries and innovations, the role of biotech recruiters is more vital than ever. If you’re ready to take the next step to find the ideal candidate for your organization, [consider reaching out to Cornerstone Search Group](https://cornerstonesg.com/contact-us/) and explore how their tailored solutions can meet your needs. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Executive Onboarding: 6 Best Practices To Ensure Success](https://cornerstonesg.com/wp-content/uploads/2023/04/executive-onboarding-6-best-practices-to-ensure-success.jpg)\\ \\ January 22, 2024\\ **Executive Onboarding: 6 Best Practices To Ensure Success**](https://cornerstonesg.com/executive-onboarding-best-practices/ "Executive Onboarding: 6 Best Practices To Ensure Success") [![How to Find Your Next Biotech CEO](https://cornerstonesg.com/wp-content/uploads/2024/07/iStock-1757724398.jpg)\\ \\ July 8, 2024\\ **How to Find Your Next Biotech CEO**](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/ "How to Find Your Next Biotech CEO") [![The Cost Of Hiring An Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/04/the-cost-of-hiring-an-executive-search-firm.jpg)\\ \\ April 14, 2023\\ **The Cost Of Hiring An Executive Search Firm**](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/ "The Cost Of Hiring An Executive Search Firm") [{title}](https://cornerstonesg.com/top-biotech-executive-recruiters/#) [{title}](https://cornerstonesg.com/top-biotech-executive-recruiters/#) [{title}](https://cornerstonesg.com/top-biotech-executive-recruiters/#) [{title}](https://cornerstonesg.com/top-biotech-executive-recruiters/#) [{title}](https://cornerstonesg.com/top-biotech-executive-recruiters/#) [{title}](https://cornerstonesg.com/top-biotech-executive-recruiters/#) - **Hands-On Leadership:** Our client is looking for a Medical Affairs leader that is willing to be hands-on in all aspects of the business. You will have the opportunity to influence in a team-driven environment by managing the execution of all MA strategy and operations. - **Excellent Hiring Manager:** The CMO is personable, straightforward, and easy to collaborate with and is looking for someone that can own the Medical Affairs function without being micromanaged. - **Stability and Growth:** Our client already has a marketed product and a strong innovative pipeline. Furthermore, they are aggressively leading BD efforts to bring further products/assets forward. - **Company Culture:** It is clear in speaking to everyone at this company that culture and work environment are very important. They strive for a collaborative, all-hands-on-deck mentality and move quickly to accomplish goals. - **Own the Medical Affairs function:** Our client (and the CMO/Hiring Manager) is looking for someone that can own the MA function. This person will have the ability to set strategy and growth plans and manage a group of high-quality professionals. - **Work Remotely:** Our client allows for a remote working environment, with travel as needed. ### Responsibilities **RESPONSIBILITIES:** In summary, the Vice President/Head of Medical Affairs (MA) will have responsibility across the MA function to include all strategy, implementation, growth plans, hands-on leadership, direct report/people management, cross-functional collaboration, etc. Report to and work alongside the CMO and collaborate across the organization. - Lead and cultivate KOL relationships in academic and clinical medicine at the local, regional, national, and global levels. - Maintain influence in and manage various cross-functional divisions impacting the Medical Affairs (R&D, Commercial, Market Access, etc.). - Generate, connect, analyze, and communicate internal and external data from relevant studies to support Market Access and Commercial. - Identify Medical Affairs KPIs/metrics that are aligned with the strategic direction of the organization. Communicate findings to the executive team. - Develop and implement strategic scientific publication and communication plans. - Provide clinical trial management guidance to sites/investigators conducting trials, IIRP, and registries. - Lead the Medical Affairs team at international, national, and regional scientific meetings and conferences. **QUALIFICATIONS:** - PharmD, Ph.D., or MD degree. - 10+ years of well-rounded Medical Affairs & hands-on leadership experience, including leading field-based medical teams and medical directors. - Track record of collaboration and teamwork, demonstrated by successful internal and external stakeholder partnerships, including but not limited to medical directors, large group practices, and KOLs. - Therapeutic area experience in Inflammation/Immunology, Rheumatology, Eye Care/Ophthalmology, or Neurology is preferred. - Previous success in the ability to identify creative strategies to deliver optimal value to BIIB, HCPs, and patients. - Substantial knowledge and history of compliance with federal and state regulatory requirements for field-based scientific personnel. - Demonstrated expertise in the interpretation of scientific data, market research, competitive intelligence tools, drug information systems, and developing medical educational strategies. - Strong understanding of Clinical Development and Commercial functional areas. - Ability to be flexible with travel. ### Contact ![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano-768x768.jpg) **Viola Serrano** [**Email:** vserrano@cornerstonesg.com](mailto:vserrano@cornerstonesg.com "vserrano@cornerstonesg.com") [**Phone:** 973-656-0220x734](tel:973-656-0220x734 "973-656-0220x734") [**LinkedIn:** https://www.linkedin.com/in/violaserrano](https://www.linkedin.com/in/violaserrano "https://www.linkedin.com/in/violaserrano") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs/#) Step 2: Plan 3 Step 3: Engage 1 Step 1: Listen First, we listen. While other executive search firms have their way of doing things, we prefer to take your lead so we can learn first and then offer sound, customizable solutions. Once we know you and your story, we assemble our team around your needs. 2 Step 2: Plan Our highly tenured Partners and Practice Leaders work hand-in-hand with your hiring team in order to create a winning plan of action, based on a customized process, performance milestones and a clear understanding of expectations. 3 Step 3: Engage There is no hand-off. Our executive leadership team remains engaged across the entire spectrum of the search. Your search remains in the hands of a trusted Partner, who manages all client and candidate relationships and interactions. [PARTNER WITH AN INDUSTRY LEADER](https://cornerstonesg.com/contact-us/ "PARTNER WITH AN INDUSTRY LEADER") Previous Slide ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![Reunion Neuroscience Logo](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![Novartis Logo](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![Takeda 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![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%200%200'%3E%3C/svg%3E) Next Slide ## Life Science Executive Search Services As your executive search consultant, Cornerstone offers a diverse, nimble search firm that adapts to your specific needs. Our customized services include [Executive Search](https://cornerstonesg.com/services/executive-search/), [Growth/Expansion Build-outs](https://cornerstonesg.com/services/customized-expansion-scaling-solutions/), [Talent/Market Mapping](https://cornerstonesg.com/services/talent-pipelining-market-mapping/) and [Leadership & Development Assessment and Training](https://cornerstonesg.com/services/pre-hire-assessments-leadership-development/). [CUSTOMIZED SERVICES](https://cornerstonesg.com/services/ "CUSTOMIZED SERVICES") ![Services](https://cornerstonesg.com/wp-content/uploads/2023/03/services-bucket.jpg) ![Industry Expertise](https://cornerstonesg.com/wp-content/uploads/2023/03/industry-expertise-bucket.jpg) ## Life Science Industry Expertise Since 2000 Cornerstone has lived and breathed strictly life sciences since 2000 and has had the opportunity to work alongside countless diverse organizations of every shape and size: [start-up](https://cornerstonesg.com/industry-expertise/start-up/), [private equity/venture capital](https://cornerstonesg.com/industry-expertise/investors/), [biotech](https://cornerstonesg.com/industry-expertise/biotech/), [pharma](https://cornerstonesg.com/industry-expertise/pharma/), [generics](https://cornerstonesg.com/industry-expertise/generics/), [non-profits](https://cornerstonesg.com/industry-expertise/non-profits/) and [international](https://cornerstonesg.com/industry-expertise/international-companies/). [LIFE SCIENCE INDUSTRY EXPERTISE](https://cornerstonesg.com/industry-expertise/ "LIFE SCIENCE INDUSTRY EXPERTISE") ## Cornerstone’s Functional Expertise Functional expertise from bench to bedside to the C-Suite. Our leadership team is strategically aligned within distinct, dedicated Practice Areas – assuring that your specific need will be managed by an expert in that specific field. [FUNCTIONAL EXPERTISE](https://cornerstonesg.com/functional-expertise/ "FUNCTIONAL EXPERTISE") ![Functional Expertise](https://cornerstonesg.com/wp-content/uploads/2023/03/functional-expertise-bucket.jpg) ## Our People Cornerstone’s people are the primary driver of our business. With an average Partner tenure of better than 15 years, our culture and team are built on longstanding internal and external relationships. We have a persistent drive to find the right talent, specific to your organization’s needs. When you partner with Cornerstone, you’re collaborating alongside a dedicated, tight-knit team with a rich history of success, while also gaining instant credibility within the market. [CONTACT CORNERSTONE](https://cornerstonesg.com/contact-us/ "CONTACT CORNERSTONE") [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) [{title}](https://cornerstonesg.com/#) Involving several people who have different levels of responsibility can be an asset to the search if the group does not get so large that communication is no longer effective. If the person currently holding a C-suite executive position is retiring or leaving the company on good terms, their feedback may be the most valuable of all. Not everyone on the hiring committee must remain involved with candidate screening, interviews, and employment offers. Determining who to involve at what stage should occur before the company officially announces the open position. Regardless of their position or how involved they will be in the process, each person should come prepared to ask questions and offer valuable insight, such as: - The company is currently doing well. - The company’s greatest concerns and challenges. - Vision and goals for the future of the organization. - How the new hire can help fulfill goals and visions, contribute to the company’s ongoing success, and help it overcome its current obstacles. Besides clarifying the expectations of people applying for the executive position, going through these questions ahead of time allows the interview team to present a united front. ## **Create a Compelling and Professional Job Description** No matter how talented someone is or how much relevant experience they have, they are not going to apply for a poorly defined job that requires executive-level responsibilities. Below are several steps you can take to create a job description to attract top talent to your organization. - Stick to job titles that candidates will recognize, such as Chief Marketing Officer or Chief Information Officer. - Do not use abbreviations and acronyms that only people who already work for your company would know. Some other things to avoid include clichés, slang, overtly legal vocabulary, buzzwords, and jargon. - Have someone who did not write the job posting proofread it for grammatical errors and typos. - Check the job posting for unintentional bias, such as chairman or using the pronoun he when you are referring to all people. - Sell your company’s culture and benefits to candidates the same way they sell their experiences and personality traits to you. - Since more people access information on mobile devices than desktop ones, make sure the job posting is accessible to both categories of job seekers. The good news about job postings is that you can tweak them if you end up getting disappointing results. However, that can also involve wasting time and money because it requires you to go back to the beginning of how to hire C suite executives. ## **Access Your Professional Network to Find High-Quality Candidates** People you went to school with, worked with in the past, and who are part of the same networking groups can all help you find your next C-suite executive. Be sure to use as many avenues as possible to get the word out that your company needs to fill a top-level position. Asking board members for recommendations and promoting from within are also ideal ways to find the next C-suite executive. ## **Interview Well and Often** Filling such a high-level position requires multiple first-round interviews to acquire a short list of probable candidates, along with several additional rounds of interviews with the people on that list. Asking the right questions at every interview is critical to hiring the best C-suite executive. Ideally, every interview should include several behavioral questions that allow the job candidate to describe how they would act in certain scenarios based on past work experiences. The questions should be probing to give you a glimpse at how each candidate acts under pressure. [Behavioral interview questions](https://www.themuse.com/advice/behavioral-interview-questions-answers-examples) also allow you to see what you could expect from each candidate, since past performance is the greatest predictor of future performance. Multiple assessments should be part of the interview process, as should determining a candidate’s emotional intelligence. The hiring team’s observations and the results of testing should give you a better idea of the maturity, self-awareness, social skills, and communication skills of each person the company is considering hiring. ## **Need Help with This Time-Consuming Process?** Hiring a C-suite executive can take months in the best of circumstances. You can save time and money by outsourcing some early steps to [Cornerstone Search Group](https://cornerstonesg.com/contact-us/). We locate the best candidates and send them to your company for an interview. After that, we continue to work with you by vetting qualified candidates and supporting your organization through the job offer and onboarding process. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1482915045.jpg)\\ \\ February 26, 2024\\ **DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024**](https://cornerstonesg.com/dei-trends-for-hiring-managers/ "DEI Hiring for the New Year: 5 DEI Trends for Hiring Managers in 2024") [![How Executive Search Consultants Add Value to Your Business](https://cornerstonesg.com/wp-content/uploads/2024/04/iStock-1340002457.jpg)\\ \\ April 8, 2024\\ **How Executive Search Consultants Add Value to Your Business**](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/ "How Executive Search Consultants Add Value to Your Business") [![How to Develop an Effective DEI Recruitment Strategy](https://cornerstonesg.com/wp-content/uploads/2024/02/iStock-1455298282.jpg)\\ \\ March 11, 2024\\ **How to Develop an Effective DEI Recruitment Strategy**](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/ "How to Develop an Effective DEI Recruitment Strategy") [{title}](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/#) [{title}](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/#) [{title}](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/#) [{title}](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/#) [{title}](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/#) [{title}](https://cornerstonesg.com/how-to-hire-c-suite-executives-comprehensive-guide/#) candidates for you to consider. ### It Doesn’t Take Away From Your Core Business Searching for a new top-level executive in-house is difficult and time-consuming. It usually involves much more work than sourcing a non-executive employee. By outsourcing your executive search to a specialized service, you can get the best expertise for the job—and still have the time and resources to focus on your core business. ### They Have an In-Depth Understanding of Your Requirements A firm that specializes in C-suite recruitment has first-hand experience in the specific field and position you’re hiring for. In fact, many executive recruiters used to hold leadership positions in companies in your sector themselves. So when you hire an executive search firm, they make an in-depth study of your sector, as well as your organizational culture, the job requirements, and the business’s objectives. They invest a lot of time and energy making sure that their search efforts target the right kind of talent with the skills and experience to help your organization advance to the next level. ### They Have Access to a Large Pool of High-Quality Talent An executive search service maintains connections with both active and passive talent. This means they’re able to consider and reach out to a larger number of candidates than your in-house resources ever could. And with a wider range of high-quality talent to choose from, it’s much more likely that you’ll find the exact right match for the position. ### They Offer Data-Driven Search and Selection [Conscious and unconscious bias](https://www.aesc.org/) can threaten objectivity in the hiring process for any level of talent. This in turn leaves your organization open to legal repercussions. In addition, it shrinks the talent pool because many candidates are disqualified based on factors that are completely irrelevant to the job. Most executive recruitment services employ data-driven search and interview methods that minimize the odds of bias influencing your search. As a result, you’ll have the opportunity to evaluate many more candidates than you would if bias were to limit the selection process. ### An Executive Search Firm Offers a Guarantee Finding top-level talent is difficult enough. If that talent doesn’t work out within, you have to start all over again. That’s why many [reputable executive search firms](https://cornerstonesg.com/services/executive-search/) offer a 6-12 month guarantee on the hire’s success. If the new hire leaves of their own volition, you can have the search firm perform another search at no additional charge. ## Disadvantages of Executive Search Services While there are many advantages to working with an executive recruiter, there are some disadvantages to take into consideration, as well. ### Costs Are Relatively Higher Executive search firms offer a [highly specialized](https://www.foundationlist.org/the-complete-guide-to-how-to-identify-and-select-the-best-executive-search-firms-in-the-united-states/) service. They spend a lot of time and resources keeping their talent network up to date. In addition, they dive deep into the specifics of your industry and organization, as well as the role, before starting any search. This enables them to work more efficiently and effectively. However, because there’s much more work involved than with a regular search, the fees can be relatively higher, as well. Of course, when it comes to the costs of hiring an executive search service, it’s important to [examine the ROI](https://www.linkedin.com/advice/0/how-do-you-measure-return-investment-executive). Ask yourself how much it will cost your company to have to wait a long time to fill the position. Or worse, to fill it and find out that the candidate isn’t suited to the job. Executive recruiters eliminate much of the guesswork in this aspect because they perform so much preparation work. That way, when it’s time to start conducting the search, they can work with laser-guided precision. ### It Can Take Longer to Get Started One of the main advantages of working with an executive search firm is that they really study your organization before starting the search. However, this sometimes also means it takes them longer to ramp up their search efforts because they need time to understand the bigger picture. It can be frustrating to have to wait for an executive recruiter to start searching while they study the parameters of the assignment. But just consider the return on investment in terms of the likelihood they’ll find top-notch candidates who fit into your organizational culture and meet all your requirements! ## Key Takeaways: Executive Search Firm’s Advantages and Disadvantages After reading this, you understand why working with an executive search firm is well worth the investment. Yes, you might have to pay more and wait longer for the search to begin. But the upside is that the search will ultimately be faster, you’ll have more access to high-quality candidates, and you’re not exposed to legal liability due to hiring bias. On top of that, executive search firms that bring world-class talent on board for your company help ensure you can drive your business forward and advance your bottom line. So when it comes to [deciding whether or not to hire](https://cornerstonesg.com/contact-us/) an executive recruiter, it’s important to understand that this choice can deliver many positive outcomes in the long term. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Top 12 Biotech Executive Recruiters](https://cornerstonesg.com/wp-content/uploads/2023/09/biotech-executive-recruiters.jpg)\\ \\ September 8, 2023\\ **The Top 12 Biotech Executive Recruiters**](https://cornerstonesg.com/top-biotech-executive-recruiters/ "The Top 12 Biotech Executive Recruiters") [![The Top 10 Executive Search Firms In The Pharmaceutical Industry](https://cornerstonesg.com/wp-content/uploads/2023/09/iStock-664584862.jpg)\\ \\ June 11, 2024\\ **The Top 10 Executive Search Firms In The Pharmaceutical Industry**](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/ "The Top 10 Executive Search Firms In The Pharmaceutical Industry") [![Life Sciences Startup Essentials: Building a Management Team](https://cornerstonesg.com/wp-content/uploads/2023/10/life-science-startup-build-management-team-1200px-72-v1.jpg)\\ \\ October 18, 2023\\ **Life Sciences Startup Essentials: Building a Management Team**](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/ "Life Sciences Startup Essentials: Building a Management Team") [{title}](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/#) his Physician leader will serve as a subject-matter expert, strategist, and thought partner internally and externally. This is an extremely rewarding senior clinical role in which you will impact the development of additional therapies by working cross-functionally on strategic development plans for initial registration and beyond in the US and globally. You will report to an experienced VP who is collaborative, straightforward, patient-focused, and a great mentor. We've had the opportunity to partner with the Hiring Manager for many years and she's an excellent leader and person. ### Location Remote / Hybrid (position could be remote with minimal in office presence) ### Features - Exciting science and highly promising therapeutic programs for complicated cancers. - Great opportunity to provide strategic input and medical leadership and to lead a high-priority clinical development program(s)/trials. - A terrific opportunity to serve as a subject-matter expert and as a mentor to other staff. - An excellent place to continue to grow your career with high visibility and leaders that are open to discussions. - Join an established, commercial-stage Biotech with strong company culture and leadership with past ties to many leading oncology pharmas; highly collegial and collaborative atmosphere. - Enjoy the best of what a Biotech has to offer, i.e., minimal layers of management, access/visibility to senior management, swift decision-making, fast timelines, tremendous growth, and more. ### Qualifications / Requirements - **Medical Degree is required**, with Hematology/Oncology training preferred. Therapeutic knowledge of **Lymphoma** and clinical experience with ADCs is highly preferred. - Progressive clinical development experience gained working in Industry is required. - Proven experience in hematology/oncology drug development, designing and managing clinical trials (Ph 1b/II and Ph III) through investigator and regulatory interactions; experience with early-clinical development, including FIH and IND, _is a plus._ - Strategic and hands-on management and operational experience leading global clinical development programs/trials. Ability to handle more than one trial at a time. - Direct experience with CTAs, BLAs, and/or NDAs. Creative, innovative, self-motivated, and self-starter. - Strong ability to partner with other functions, including preclinical, early-stage clinical development, clinical operations, regulatory, and external collaborators. - Strong leadership, communication, writing, and presentation skills with the ability to lead/manage/mentor other professionals. - Team-oriented, collaborative, patient-value-focused, goal-driven, and organized. ### Contact ![Viola Serrano](https://cornerstonesg.com/wp-content/uploads/2023/04/viola-serrano-768x768.jpg) **Viola Serrano** [**Email:** vserrano@cornerstonesg.com](mailto:vserrano@cornerstonesg.com "vserrano@cornerstonesg.com") [**Phone:** 973-656-0220x734](tel:973-656-0220x734 "973-656-0220x734") [**LinkedIn:** https://www.linkedin.com/in/violaserrano](https://www.linkedin.com/in/violaserrano "https://www.linkedin.com/in/violaserrano") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. #### Keywords senior director, clinical program lead, late-stage clinical development, clinical trials, global, strategy, hematology, lymphoma, oncology, targeted therapies, ADCs, antibody-drug conjugates, program, asset, label extension, life-cycle management, pharma, biotech, biopharma, MD, medical doctor, phase I, phase II, phase III, FDA [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/senior-director-late-stage-clinical-development/#) [{title}](https://cornerstonesg.com/job/senior-director-late-stage-clinical-development/#) [{title}](https://cornerstonesg.com/job/senior-director-late-stage-clinical-development/#) [{title}](https://cornerstonesg.com/job/senior-director-late-stage-clinical-development/#) [{title}](https://cornerstonesg.com/job/senior-director-late-stage-clinical-development/#) [{title}](https://cornerstonesg.com/job/senior-director-late-stage-clinical-development/#) prevent adverse events, manage crises, and ensure compliance with healthcare regulations and industry standards. Strategic thinking helps CMOs identify potential risks, develop risk mitigation plans, and proactively address challenges that may arise. A great CMO will be results-oriented and have a deep understanding of organizational dynamics. ## Leadership Skills A successful CMO must have strong leadership skills in order to effectively manage their team and lead projects forward. They should have experience in managing people as well as budgets and resources. They should also possess excellent communication abilities, both verbal and written, so they can clearly convey information to their team members as well as other stakeholders within the organization. - **Guiding and inspiring teams**: CMOs are responsible for leading and managing medical teams, including physicians, nurses, and other healthcare professionals. Effective leadership skills enable CMOs to inspire their teams, provide clear direction, and foster a positive and collaborative work environment. They motivate their teams to achieve organizational goals, promote professional development, and ensure the delivery of high-quality patient care. - **Engage stakeholders**: CMOs interact with various stakeholders, including physicians, nurses, administrators, patients, and external partners. They collaborate with these stakeholders to build relationships, gain support, and create buy-in for medical strategies. Strategic thinking enables CMOs to effectively communicate complex medical concepts, engage stakeholders in decision-making processes, and foster collaboration to achieve shared goals. - **Manage crises and emergencies**: CMOs are often at the forefront during times of crisis, such as disease outbreaks, natural disasters, or public health emergencies. Leadership skills are crucial in these situations to provide clear direction, coordinate resources, and make rapid decisions to protect and support patients, staff, and the community. - **Conflict resolution and problem-solving**: In healthcare settings, conflicts and challenges can arise between different stakeholders or within teams. CMOs need leadership skills to mediate conflicts, facilitate open dialogue, and find mutually beneficial solutions. They must be able to address and resolve issues efficiently while maintaining a focus on patient care and organizational objectives. ## Innovative Mindset The CMO should also have an innovative mindset that allows them to think outside of the box when it comes to problem solving or developing new strategies. They should be open to using new technologies or methods of working that could benefit the organization in some way. - **Advancing patient care**: Innovation in healthcare is essential for improving patient outcomes, enhancing the quality of care, and addressing unmet medical needs. CMOs who embrace innovation can drive the adoption of new technologies, treatment modalities, and care delivery models that can positively impact patient care. They can explore and implement innovative approaches to disease prevention, diagnosis, treatment, and patient engagement. - **Embracing digital transformation**: Technology plays an increasingly significant role in healthcare, with advancements such as electronic health records, telemedicine, wearable devices, artificial intelligence, and data analytics revolutionizing the delivery of care. CMOs need to understand the potential of these technologies and leverage them to optimize patient care, improve operational efficiency, and enable data-driven decision-making. Being innovative allows CMOs to drive digital transformation initiatives and effectively integrate technology into the organization’s workflows. - **Enhancing operational efficiency**: Innovation is not limited to patient care; it also extends to operational processes within healthcare organizations. CMOs can identify innovative solutions to streamline administrative tasks, reduce costs, eliminate waste, and enhance resource utilization. By adopting innovative practices and technologies, CMOs can improve workflow efficiency, reduce errors, and optimize resource allocation, ultimately leading to better patient care and financial sustainability. - **Promoting research and evidence-based medicine**: Innovation and research go hand in hand. CMOs who are innovative can drive research initiatives within their organizations, collaborate with academic institutions, and promote evidence-based medicine. They can support clinical trials, encourage the adoption of research findings into clinical practice, and contribute to the advancement of medical knowledge and patient care. - **Fostering a culture of innovation**: CMOs play a critical role in fostering a culture of innovation within their organizations. By being innovative themselves, they inspire their teams to think creatively, challenge the status quo, and seek continuous improvement. They encourage interdisciplinary collaboration, support research and development initiatives, and create an environment that values and rewards innovative ideas. This culture of innovation can attract and retain top talent, foster creativity, and drive organizational growth and success. The CMO should also be willing to try out new ideas without fear of failure—after all, it’s often through experimentation that great things can happen! ## Finding the Right CMO is a Significant Undertaking Overall, finding the right CMO requires a comprehensive assessment of their strategic thinking abilities, leadership skills, and innovative mindset, ensuring they align with your organization’s vision and objectives. If you are [currently searching for a CMO](https://cornerstonesg.com/functional-expertise/physician-leadership/) or have any questions regarding the hiring, assessment, or onboarding processes, [reach out to Cornerstone](https://cornerstonesg.com/contact-us/) and we’ll be happy to help. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What’s The Difference Between Executive Search And Recruitment?](https://cornerstonesg.com/wp-content/uploads/2023/03/executive-search-vs-recruitment.jpg)\\ \\ March 15, 2023\\ **What’s The Difference Between Executive Search And Recruitment?**](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/ "What’s The Difference Between Executive Search And Recruitment?") [![The Untapped Benefits of Cultural Competence in the Workplace](https://cornerstonesg.com/wp-content/uploads/2023/05/philanthropy-thumbnail.jpg)\\ \\ August 26, 2024\\ **The Untapped Benefits of Cultural Competence in the Workplace**](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/ "The Untapped Benefits of Cultural Competence in the Workplace") [![Cross-Cultural Leadership: How to Lead Diverse Teams Effectively](https://cornerstonesg.com/wp-content/uploads/2024/08/diverse-hiring.jpg)\\ \\ August 12, 2024\\ **Cross-Cultural Leadership: How to Lead Diverse Teams Effectively**](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/ "Cross-Cultural Leadership: How to Lead Diverse Teams Effectively") [{title}](https://cornerstonesg.com/how-to-hire-right-cmo/#) [{title}](https://cornerstonesg.com/how-to-hire-right-cmo/#) [{title}](https://cornerstonesg.com/how-to-hire-right-cmo/#) [{title}](https://cornerstonesg.com/how-to-hire-right-cmo/#) [{title}](https://cornerstonesg.com/how-to-hire-right-cmo/#) [{title}](https://cornerstonesg.com/how-to-hire-right-cmo/#) *Cornerstone Search Group Awarded Top Life Sciences Recruitment Services Provider**](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/ "Cornerstone Search Group Awarded Top Life Sciences Recruitment Services Provider") [![Cornerstone Partners With Caring Capital & Deirdre’s House](https://cornerstonesg.com/wp-content/uploads/2023/09/Picture4.jpg)\\ \\ September 25, 2023\\ **Cornerstone Partners With Caring Capital & Deirdre’s House**](https://cornerstonesg.com/cornerstone-partners-caring-capital-deirdres-house/ "Cornerstone Partners With Caring Capital & Deirdre’s House") [{title}](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/#) [{title}](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/#) [{title}](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/#) [{title}](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/#) [{title}](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/#) [{title}](https://cornerstonesg.com/cornerstone-named-top-executive-search-firm-by-manage-hr/#) [{title}](https://cornerstonesg.com/job/sr-associate-associate-executive-search-customized-unique-and-impactful-opportunity-great-culture-flexibility/#) [{title}](https://cornerstonesg.com/job/sr-associate-associate-executive-search-customized-unique-and-impactful-opportunity-great-culture-flexibility/#) [{title}](https://cornerstonesg.com/job/sr-associate-associate-executive-search-customized-unique-and-impactful-opportunity-great-culture-flexibility/#) [{title}](https://cornerstonesg.com/job/sr-associate-associate-executive-search-customized-unique-and-impactful-opportunity-great-culture-flexibility/#) [{title}](https://cornerstonesg.com/job/sr-associate-associate-executive-search-customized-unique-and-impactful-opportunity-great-culture-flexibility/#) [{title}](https://cornerstonesg.com/job/sr-associate-associate-executive-search-customized-unique-and-impactful-opportunity-great-culture-flexibility/#) consultant at a retained search firm typically only takes on a handful of assignments at a time. This gives them the time to mine their networks and other resources for top-quality candidates. ## The Benefits of Using a Retained Search Firm There are several distinct benefits to using a retained search firm: - **Access to a broader talent pool**. Retained search firms have enormous networks of executive-level talent. In addition, they know how to search beyond their own networks, which gives you exposure to more talent. They also know how to seek out passive talent—already employed candidates—and gauge their interest, and if applicable, start a conversation with them. - **Confidentiality and discretion**. Executive searches are often sensitive because they indicate a change in the leadership of the company looking for a new executive. At the same time, all the best candidates are employed and have companies that depend on them. So they don’t want the fact that they’re communicating with executive recruiters to become public knowledge, either. A retained search firm knows how to keep your search confidential and ensure all communications take place with the utmost discretion. - **Expertise in your industry**. When you hire a retained search firm, you should seek one with specific expertise in your industry and/or market. They can create laser-precise search strategies that only target the type of candidate you’re looking for. - **Quality talent**. One of the most important advantages of working with a retained search firm is that they focus on the quality of the candidate rather than the quantity. Because they invest so much time in investigating the talent before approaching them, they can ensure the candidate meets a large percentage of the criteria for the role. And when you have higher-quality candidates to choose from, the chances of a successful placement—one that helps drive your business forward—skyrocket. - **Efficiency**. Hiring a retained search firm ensures a streamlined search process—one that’s generally much faster than a search performed with your in-house resources. At the same time, it frees up your in-house resources to work on your core business, which is critical to keeping your company operational. ## Why Use Retained Search? Knowing these benefits, it’s clear that there are several reasons why to use retained search. They include: - **When you’re hiring an executive in a specific niche**. Finding one candidate, let alone multiple, in your own network can be challenging when you work in a niche industry. A retained [search firm specializing in recruiting executives](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/) in your field will possess the specialized knowledge and experience to assess the demands of the role. In addition, they’ll have a wide network they can tap into to source talent. - **When you’re hiring an executive who needs a specific skill set or experience**. For example, let’s say your business has the opportunity to branch out into a different market—but you don’t have anyone in the current leadership team who’s worked in this market before. A retained search firm can analyze the exact skills and experience you need and find a candidate who’s a great match. - **When you need your executive search to be confidential**. You might want to keep your search for a new C-suite member confidential in many situations. Two of the most commonly occurring are: - When you’re replacing an underperforming executive. It’s never good for the company to have an underperformer in a leadership position—and it’s even more detrimental if everyone knows the person isn’t pulling their weight. Stakeholders and investors start to worry, and there can be a significant loss of morale among your employees. A retained search firm can conduct a search for a replacement discreetly and effectively without becoming knowledge. And when you find the right candidate, you can implement a smooth transition that never leaves the role unfilled. As a result, you can avoid a lot of the disruption that comes with replacing an executive. - When you want to expand. If you want to grow your business by ramping up your offerings or breaking into a new market, you’ll want to keep the initiative confidential so your competition doesn’t find out about it and react. A retained search firm knows how to approach high-quality talent for you without the risk of any sensitive information being made public. ## Retained Search Is an Investment in Your Company’s Future Retained search is a solid strategy when you want to have your pick of the best talent without causing any disruption to your employees or stakeholders—and without rerouting in-house resources to executive search. As such, partnering with a [retained executive search firm](https://cornerstonesg.com/services/executive-search/) is an investment in your company’s future. It ‘s an important step to ensuring your organization has the right leaders with the right skills and experience in place to take it to the next level. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Retained Vs. Contigency Search Firms: The Pros & Cons Of Each](https://cornerstonesg.com/wp-content/uploads/2023/05/retained-search-vs-contingency.jpg)\\ \\ June 17, 2024\\ **Retained Vs. Contigency Search Firms: The Pros & Cons Of Each**](https://cornerstonesg.com/retained-vs-contigency-search-firms/ "Retained Vs. Contigency Search Firms: The Pros & Cons Of Each") [{title}](https://cornerstonesg.com/what-is-a-retained-search-firm/#) [{title}](https://cornerstonesg.com/what-is-a-retained-search-firm/#) [{title}](https://cornerstonesg.com/what-is-a-retained-search-firm/#) [{title}](https://cornerstonesg.com/what-is-a-retained-search-firm/#) [{title}](https://cornerstonesg.com/what-is-a-retained-search-firm/#) [{title}](https://cornerstonesg.com/what-is-a-retained-search-firm/#) Finding the right executive for the job is challenging enough because the more specific expertise and experience you require, the fewer candidates there are. On top of that, with executive search, many candidates are already employed and not actively looking for a new opportunity. Under these circumstances, it’s often a better choice to [hire an executive search firm](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/) so you can take advantage of their vast network of talent. In addition, they’ll have the time and resources to find the right fit and will contact actively employed candidates. ### When It’s Critical to Get the Hire Right the First Time In reality, you always want to get the hire right the first time—particularly regarding C-suite positions. However, there are situations in which it’s even more crucial than normal to make a successful hire right off the bat. For example, you might be a rapidly growing startup that needs to scale up operations. Or perhaps you need to [replace a CEO](https://cornerstonesg.com/how-to-hire-ceo-for-startup/), CFO, or another executive whose expertise you rely on for crucial matters. It’s important to remember that if you leave an executive position unfilled for a long time—or worse if you hire the wrong person for the job—it sends concerning signals to employees and stakeholders. They’ll be worried about the efficacy of your leadership team and question whether or not your organization will be able to meet its goals. ### When Your Internal Resources Are Inexperienced and/or Limited In-house recruitment teams can be highly effective when it comes to filling anything from entry-level positions to senior management roles. However, conducting a successful executive search is a whole different ball game. First of all, it’s unlikely that your in-house team fully understands the expertise, skills, and experience required to fill an executive position. Even if they do the research, they likely won’t be able to gauge a candidate’s potential effectively. As a result, you might wind up interviewing candidates who aren’t a good fit—or even missing out on the opportunity to connect with those who would be great in the role. Second, an executive search requires in-depth research and considerable networking. And your in-house team is unlikely to have the necessary time and contacts. This could limit your access to talent considerably. ## Why Use an Executive Search Firm? We’ve discussed the circumstances under which you should use an executive search firm. Now let’s examine the benefits of taking this step. ### It’s Faster As we’ve seen, a lot of research and networking is involved with filling an executive role. Both of these activities take a lot of time. An executive search firm dedicates an entire team to a search. They’ll do a full workup of your company and the role so they can tell your story accurately, explain your value proposition, and communicate why the candidate should leave their current organization in favor of yours. When the team has a good handle on your story, they’ll start the search for candidates. Because most candidates are currently employed, the potential candidates will not be sharing their résumés. To determine their skills, experience, and track record, the team will have to dive deep utilizing various tools such as LinkedIn, review news and press releases from their current and previous organizations, and seek out associates who can speak to their qualifications. When the team has identified a potential candidate, they’ll secure a meeting where the executive recruiter can present the opportunity to them and gauge their interest. If the candidate is interested in continuing the conversation, the executive recruiter will schedule a meeting for you. These steps have to be repeated until you find the right person for the job. Clearly, if your in-house team had to do all of this while still carrying out their core duties, the process could become very drawn out. ### It’s Confidential When you hire an executive search firm, the search is 100% confidential. This is often important to avoid loss of confidence among stakeholders and loss of morale among employees. Confidentiality is also critical when you’re looking to replace an underperforming executive or want to change your leadership without the competition knowing. ### You’ll Have Access to a Larger Talent Pool An executive search firm has a vast network of experienced talent to draw from. It can expand a local search and make it regional, national, or even international, depending on your needs and talent availability. When you have [access to a larger talent pool](https://cornerstonesg.com/services/executive-search/), you can find more candidates to choose from. This in turn enhances the chances of you getting the hire right the first time. ### Improved ROI A [study by Harvard University](https://www.linkedin.com/pulse/real-cost-hiring-c-suite-executive-alex-rawlings?trk=public_profile_article_view) found that in general, an executive’s value to their company is close to three times their salary. Correspondingly, leaving an executive position unfilled or even having the wrong person in the role can be detrimental to your business growth. An executive search firm locates high-quality talent and opens the lines of communication with them. They guide the [entire recruitment process](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/), all the way from the first meeting to gauge interest in the position to the final remuneration negotiations. On top of that, it’s common practice for them to provide a guarantee in case the new hire leaves within 6-12 months. Although hiring an executive search firm might come at a premium, the ROI is considerable compared to having your in-house team conduct the search. ## Why Use an Executive Search Firm? For Long-Term Business Success Having the right person in every leadership position is critical to your long—term business success— an executive search firm can play a critical role in this endeavor. When you hire an executive search firm, you’re leveraging their industry knowledge, talent network, research capabilities, and familiarity with negotiating job offers for the C-suite, and other senior level positions. You’re also unburdening your own staff so they can focus on their core duties. All things considered, a [partnership with an executive search firm](https://cornerstonesg.com/contact-us/) is a strategic investment in your business’s future. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Cost Of Hiring An Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/04/the-cost-of-hiring-an-executive-search-firm.jpg)\\ \\ April 14, 2023\\ **The Cost Of Hiring An Executive Search Firm**](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/ "The Cost Of Hiring An Executive Search Firm") [![3 Advanced Data-Driven Recruitment Practices](https://cornerstonesg.com/wp-content/uploads/2024/08/Advanced-Data.jpg)\\ \\ August 5, 2024\\ **3 Advanced Data-Driven Recruitment Practices**](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/ "3 Advanced Data-Driven Recruitment Practices") [![The Executive Search Process: Step By Step Guide](https://cornerstonesg.com/wp-content/uploads/2023/05/executive-search-process.jpg)\\ \\ April 21, 2023\\ **The Executive Search Process: Step By Step Guide**](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/ "The Executive Search Process: Step By Step Guide") [{title}](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/#) Chemistry - Biology - Pharmaceuticals - Biotechnology - Bioengineering ## Is Life Science Consulting Lucrative? Whether you’re looking to make life science consulting your primary profession or a part-time job you explore in addition to your main role, life science consulting can be [incredibly lucrative](https://www.salary.com/research/salary/hiring/life-sciences-consultant-salary). Individuals in all stages of their careers build successful primary or secondary careers in life science consulting. There is no earnings cap on life science consulting. For experts with highly technical and/or specialized knowledge, unique experiences, or advanced roles, earnings on a single project can reach 5 figures or higher. While every project that every consultant works on won’t be _that_ lucrative, higher earnings generally come from making the correct match—and that means knowing where to look and how to position yourself and your experiences. ## What do Life Science Consultants Do? Consulting projects from client to client and from expert to expert. A common thread that unites almost all consulting projects is that clients want answers, and consultants can help give those to them (or at least help them arrive at the answers themselves). Within the life sciences industry, consultants may help clients in any of the following ways: - Advise on business management and strategy - Help perform market research - Predict industry trends - Provide insights on new developments within their industries - Provide regulatory compliance insights - Perform product and process development - Help commercialize products and successfully bring them to market - Analyze data and make tailored recommendations - Identify opportunities for growth - Evaluate scenarios and tackle complex problems - Analyze patient outcomes - Analyze the market access implications and cost-effectiveness of products - Evaluate investments, including in new products or via merger or acquisition activity - Communicate their expertise and proposed solutions in layman’s term ## What is In-House Life Science Consulting? While some consultants choose to take on consulting gigs ad hoc and work for multiple organizations, others choose to go “in-house.” Going “in-house” means that, as a consultant, you’ll work for one company at a time (typically) and serve an organization as an employee. Generally, as an in-house consultant, you will earn a salary and benefits and may be subject to restrictive covenants, such as non-competition agreements, that could limit your ability to consult on projects with other organizations or complete any outside work. Depending on the consultant’s desires and the match between the company and the consultant, in-house opportunities can be just as rewarding, if not _more_ rewarding, than gig or project-based consulting. In-house life science consulting roles often provide competitive compensation in the mid to high $100,000s for early to mid-career consultants. These figures grow with experience, tenure, and technical focuses or specializations. ## Why Should I Start Life Science Consulting? Scientists, researchers, and innovators begin life science consulting for myriad reasons. The work-life balance of consulting is appealing to many, as consulting allows experts to book engagements at their own schedule and take on as much (or as little) work as they’d like to. For this reason, many individuals pursue life science consulting as a part-time job during their retirement or on breaks from full-time employment. Many other life sciences experts choose paths in life sciences consulting in order to expand their horizons and range of impact. Life science consulting engagements offer individuals the ability to meaningfully collaborate with and contribute to a wide range of companies’ projects, gain exposure to new industries, broaden their skill sets, develop leadership skills, travel, network, and leave a lasting impact on the industry. ## Cornerstone Search Group: Your Partner for Life Science Consulting Opportunities Cornerstone Search Group is an experienced executive search consultant that is proud to connect its clients with its vast network of talented life science consultants. We pride ourselves on our ability to make lasting and meaningful connections that facilitate deep learning, cutting-edge product development, focused business growth, and endless innovation. Cornerstone spends time getting to know our clients and consultants alike, pairing each client’s particular business needs with consultants who possess the knowledge that organizations need to stay competitive in the life sciences space. Then, we bring the perfect candidates to you. Cornerstone is proud to serve the sciences, biotechnology, and pharmaceutical industries, and has done so for over 20 years. We’re eager to connect you with opportunities across the globe. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more about getting started in your career as a life science consultant. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What’s The Difference Between Executive Search And Recruitment?](https://cornerstonesg.com/wp-content/uploads/2023/03/executive-search-vs-recruitment.jpg)\\ \\ March 15, 2023\\ **What’s The Difference Between Executive Search And Recruitment?**](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/ "What’s The Difference Between Executive Search And Recruitment?") [![The Untapped Benefits of Cultural Competence in the Workplace](https://cornerstonesg.com/wp-content/uploads/2023/05/philanthropy-thumbnail.jpg)\\ \\ August 26, 2024\\ **The Untapped Benefits of Cultural Competence in the Workplace**](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/ "The Untapped Benefits of Cultural Competence in the Workplace") [![Cross-Cultural Leadership: How to Lead Diverse Teams Effectively](https://cornerstonesg.com/wp-content/uploads/2024/08/diverse-hiring.jpg)\\ \\ August 12, 2024\\ **Cross-Cultural Leadership: How to Lead Diverse Teams Effectively**](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/ "Cross-Cultural Leadership: How to Lead Diverse Teams Effectively") [{title}](https://cornerstonesg.com/what-is-life-science-consulting-a-comprehensive-guide/#) [{title}](https://cornerstonesg.com/what-is-life-science-consulting-a-comprehensive-guide/#) [{title}](https://cornerstonesg.com/what-is-life-science-consulting-a-comprehensive-guide/#) [{title}](https://cornerstonesg.com/what-is-life-science-consulting-a-comprehensive-guide/#) [{title}](https://cornerstonesg.com/what-is-life-science-consulting-a-comprehensive-guide/#) [{title}](https://cornerstonesg.com/what-is-life-science-consulting-a-comprehensive-guide/#) When making your list of “must haves,” here are a few critical factors to consider: - Scientific expertise - Business acumen - Leadership abilities - Regulatory knowledge - Experience with mergers and acquisitions - Strong industry network - Experience guiding a company through an initial public offering - Experience raising capital and obtaining investor buy-in - Vision for the company’s future - Articulable strategy for the company’s progress - Cultural fit ## 2\. Consider what your organization is able to offer the perfect candidate. Most organizations searching for a CEO spend lots of time considering what they want from the perfect candidate; but, beyond a standard compensation package, they might skim over what _they’re_ able to offer the candidate in return. As a cutting-edge biotechnology company, you have a lot to offer a CEO candidate beyond a salary, bonus, benefits, and stock options. Your organization is different from others, and it’s up to you (and an experienced executive search team) to paint that picture for your candidates. Consider the following: - Your company’s well-respected reputation within the industry - The brilliance and potential of the existing talent within the firm - The strong connections with other industry players built and maintained by your organization - The next biotech CEO’s ability to hold the reigns of strategic control within the firm and make decisions with autonomy - The freedom the next CEO will have to make innovative and creative change - The support your next CEO will receive, including from a board, investors, other members of the C-suite, and broader management - Your organization’s commitment to sustainability and good environmental stewardship - Your strong company culture, great work-life balance, and collaborative environment - Your mission-driven projects have the ability to transform healthcare and lives globally - The economic and financial stability of your organization; its financial health and growth prospects - Succession planning options within the firm or the ability to build them in ## 3\. Work with an experienced biotech industry headhunter with a proven track record of results. When you’re locating one of the most important (if not the most important) hires of your organization, you need the perfect headhunter to help you get the job done. As you’re considering the options available to you within the recruitment sphere, we recommend keeping the following items in mind: - Dedication. It’s better to work with a headhunting firm that specializes solely in the biotechnology and life sciences industry. While other firms may have biotech or life sciences “divisions,” they may not be fully committed to dedicating their resources to investing time and building networks within your industry. Your headhunting firm should be as serious as you are about finding the right fit. - Experience. While the recruiting organization’s history and tenure may not matter as much for lower level hires, you need an experienced and well-established search firm to guide you through locating your next chief executive. This will hopefully be a once-in-a-decade or less frequent decision, and it requires extensive expertise and know-how. - End-to-end service. While most recruiters will leave their clients after a hire is made and until they’re ready to look for a new one, a great headhunter will see their client through the experience of hiring a new chief executive from end to end. At Cornerstone Search Group, we believe that it’s important for our headhunter partners to assist their clients in the onboarding stages of integrating their new hires into their organization, especially when it comes to C-Suite hires. ## Cornerstone Search Group: Your Experienced Biotech Headhunter The life sciences talent landscape is competitive, and the search for an executive only turns up the heat. When you partner with Cornerstone Search Group, you gain an edge over your competitors. Cornerstone can help you tap into a deep network of specialized and hard-to-find talent. We can introduce you to individuals who may not be on the “open market” looking for a job, but who trust our recruiters when high-profile leadership roles become available. Our well-connected headhunters are excited to get to work finding the executive that will take your biotech firm into the future. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Cost Of Hiring An Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/04/the-cost-of-hiring-an-executive-search-firm.jpg)\\ \\ April 14, 2023\\ **The Cost Of Hiring An Executive Search Firm**](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/ "The Cost Of Hiring An Executive Search Firm") [![3 Advanced Data-Driven Recruitment Practices](https://cornerstonesg.com/wp-content/uploads/2024/08/Advanced-Data.jpg)\\ \\ August 5, 2024\\ **3 Advanced Data-Driven Recruitment Practices**](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/ "3 Advanced Data-Driven Recruitment Practices") [![The Executive Search Process: Step By Step Guide](https://cornerstonesg.com/wp-content/uploads/2023/05/executive-search-process.jpg)\\ \\ April 21, 2023\\ **The Executive Search Process: Step By Step Guide**](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/ "The Executive Search Process: Step By Step Guide") [{title}](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/#) [{title}](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/#) [{title}](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/#) [{title}](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/#) [{title}](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/#) [{title}](https://cornerstonesg.com/how-to-find-your-next-biotech-ceo/#) [{title}](https://cornerstonesg.com/job/vp-us-market-access-late-stage-rare-disease-west-coast-biotech-1bn-mkt-cap-hybrid-or-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-us-market-access-late-stage-rare-disease-west-coast-biotech-1bn-mkt-cap-hybrid-or-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-us-market-access-late-stage-rare-disease-west-coast-biotech-1bn-mkt-cap-hybrid-or-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-us-market-access-late-stage-rare-disease-west-coast-biotech-1bn-mkt-cap-hybrid-or-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-us-market-access-late-stage-rare-disease-west-coast-biotech-1bn-mkt-cap-hybrid-or-remote-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-us-market-access-late-stage-rare-disease-west-coast-biotech-1bn-mkt-cap-hybrid-or-remote-retained-search/#) oking (albeit passively) for exactly what you are, too. ## 2\. Executive search consultants can utilize tailored pre-hire assessments to make sure candidates’ skills line up with their resume According to a [study](https://www.forbes.com/sites/bryanrobinson/2023/11/05/70-of-workers-lie-on-resumes-new-study-shows/#:~:text=70%25%20of%20workers%20confess%20they,I%20have%20never%20considered%20lying.) discussed in Forbes, 70 percent of workers admit to having falsified something on their resume, and 37 percent of workers admit that they “lie frequently” on their applications. When it comes to bringing on a new employee in the life science, biotechnology, or pharmaceutical industries, skills matter, and organizations cannot afford to make a hiring mistake. An executive search firm can help you implement tailored pre-hire assessments that are unique to the required skills of each role. These assessments help employers collect information about a candidate beyond what they might uncover during the traditional interview process, ultimately allowing an employer to evaluate a candidate’s tangible aptitudes. Pre-hire assessments can also be used to learn about a candidate’s personality, ethical standpoints, decision-making abilities, and potential cultural fit within the organization. ## 3\. Executive search consultants help you scale your team in a thoughtful and strategic way If your organization operates in the life science, biotechnology, or pharmaceutical industries, your managers excel in those fields. Chances are, however, they’re _not_ hiring experts—and that’s okay. Executive search consultants are, and they bring an entire career’s worth of experience and knowledge to each recruitment effort they undertake. When you work with executive search consultants, the ultimate hiring decisions remain up to your company, and you always retain the final say. A search team simply helps you get there in a thoughtful way. While your functional internal teams focus on managing their projects and keeping up with their day-to-day tasks, your executive search team can work in the background. Partnering with an executive search firm means you can rest assured that while you seek to fill just one (or a few) positions, your search partner is considering how these hires will help your entire organization scale in a thoughtful and strategic way. As organizations grow, the importance of talent quality and the interconnectedness of employees grows with it. At Cornerstone Search Group, we recognize that every hire matters—not just for filling an open role—but for setting the foundation for the future growth of your company. ## 4\. Executive search consultants know where to source high-quality C-suite executives and other higher-ups At Cornerstone Search Group, we believe that the choice you make for every hire matters, whether at the employee or executive level. However, the more senior the role is that you’re looking to fill, the higher the stakes are that the right decision is made. Hiring C-suite executives and individuals with deep industry experience requires a unique understanding of recruiting, hiring, and corporate culture fit—a specialized skill set within itself. When the stakes are high, it’s important to rely on experts. While posting an open position on a job board may garner decent results, an executive search firm knows exactly how and where to source high-quality C-suite executives and other higher-ups who can drive organizational success for your business. Cornerstone has built our trusted recruiting process over twenty years within the life sciences space. During this time, we have developed an expansive network of relationships, allowing us to identify top talent with deep experience—talent that your competitors aren’t meeting during their recruitment efforts. ## 5\. Partnering with an executive search group can help you implement your diversity and inclusion initiatives According to McKinsey & Company, “Companies with diverse senior leadership outperform their competitors and are more successful at attracting top talent,” making the return on investment from your diversity and inclusion initiatives something to take seriously. If you’re considering getting started in or ramping up DEI in hiring, one of the most advantageous steps you can take is to partner with an executive search group that can help you approach your hiring needs in a thoughtful and sustainable way. At Cornerstone, we hold the belief that diverse thoughts, ideas, and leaders drive companies to perform at their highest achievable level. This belief yields positive results for our clients: over 50% of the candidates that we help our clients hire come from diverse backgrounds. ## Cornerstone Search Group: Your Next Best Hire is Here. Cornerstone is proud to serve the diversity-rich life sciences industry and has done so for over 20 years. We’re eager to connect you with talent across the globe. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Top 10 Executive Search Firms In The Pharmaceutical Industry](https://cornerstonesg.com/wp-content/uploads/2023/09/iStock-664584862.jpg)\\ \\ June 11, 2024\\ **The Top 10 Executive Search Firms In The Pharmaceutical Industry**](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/ "The Top 10 Executive Search Firms In The Pharmaceutical Industry") [![Life Sciences Startup Essentials: Building a Management Team](https://cornerstonesg.com/wp-content/uploads/2023/10/life-science-startup-build-management-team-1200px-72-v1.jpg)\\ \\ October 18, 2023\\ **Life Sciences Startup Essentials: Building a Management Team**](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/ "Life Sciences Startup Essentials: Building a Management Team") [![The Top 10 C-Suite and Executive Recruiters in NJ](https://cornerstonesg.com/wp-content/uploads/2023/10/Cornerstone_10-best-executive-search-frims-nj-2023.jpg)\\ \\ October 26, 2023\\ **The Top 10 C-Suite and Executive Recruiters in NJ**](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/ "The Top 10 C-Suite and Executive Recruiters in NJ") [{title}](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/#) [{title}](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/#) [{title}](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/#) [{title}](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/#) [{title}](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/#) [{title}](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/#) Considering that the life sciences industry is a complex blend of science, innovation, regulations, and competition, leading a [biotech or pharmaceutical company](https://www.forbes.com/sites/forbestechcouncil/2019/05/29/the-future-of-pharma-the-role-of-biotech-companies/?sh=5c701416bb3a) comes with its own unique challenges. To successfully navigate this competitive landscape, a CEO must understand all its different facets. To gain insight into a candidate’s experience, ask them how they tackled industry-specific challenges in the past. What strategies have they employed to handle everything from M&As to venturing into a new field of R&D? What course of action did they take in the past to lead a company during turbulent market shifts? It’s also critical to find out what real-life lessons the candidate learned from these experiences. This hard-earned knowledge will allow them to better help your company carve its path forward. ## 3\. What Are Your Thoughts on the Regulatory Landscape for Our Industry? The pharmaceutical and biotech sectors are heavily regulated. Understanding a candidate’s approach to compliance is crucial to assessing their ability to navigate the regulatory landscape with finesse and foresight. Ask how they’ve handled any tightening or changing regulations in the past. Investigate whether they actively engaged in dialogs with key regulatory bodies or maintained a more passive stance. You can gauge a candidate’s strategic potential by evaluating how they deal with compliance risks. Do they proactively anticipate potential pitfalls, or are they more likely to reactively address issues as they arise? In an industry where noncompliance can have severe legal and financial consequences—not to mention the possible harm done to the public or environment due to a faulty product or process—their compliance strategies will be a cornerstone of the company’s sustainability. In addition, determine how the potential CEO balances innovation and compliance. After all, innovation is essential to the company’s advancement and success, but it simply cannot bring the risk of noncompliance with it. ## 4\. How Do You Plan to Manage Resources and Ensure the Company’s Financial Stability? Because the skillful allocation of resources is fundamental to your company’s success, discuss the candidate’s blueprint for resource management. Would they opt for an aggressive growth model and pump resources into acquisitions and R&D? Or would they lean towards a more conservative approach that safeguards your assets against unforeseen challenges? Their vision will determine the direction your company takes and the pace at which it grows. Challenge the candidate to create a resource management plan that provides a roadmap for how to achieve your company’s short and long-term objectives, and assess whether their plan is well-researched and focused. Have they analyzed market trends, taken potential risks into account, and allocated resources for current operations and future investments? What methods will they use to maximize talent, time, assets, and funds; eliminate redundancies; streamline operations; and boost your ROI? Remember: Your company’s stability and growth will depend heavily on your CEO’s ability to get the most out of your resources while advancing towards your goals and still remaining sufficiently agile to respond quickly to market shifts. ## 5\. Where Do You See Our Company in Five Years? Perhaps the most important question for a CEO interview is, “Where do you see our company five years from now?” Does their vision align with your mission, and is it both aspirational and realistically achievable? Are they looking to scale the business by expanding your current offerings into new geographies? Or do they plan on staying lean and agile to focus on the research and development of new products and maximize ROI? Evaluate the candidate’s overarching strategy for staying ahead of the competition. Do they believe in continuous market research to ensure the company always has its finger on the pulse of the current commercial potential? Or are they a strong proponent of being trailblazers and setting industry trends rather than following them? Ask what innovations or expansions they hope to drive, as well as what their blueprint is for integrating those into your current operations and product offerings. The candidate’s strategy and proposed innovations will reveal a lot about their alignment with your mission and ethos. Finally, find out what the potential CEO has in mind in terms of future partnerships and collaborations. What business relationships do they bring to the table? How capable are they of recognizing mutually beneficial opportunities and convincing external stakeholders to participate? ## Use These Core Questions for CEO Interview to Find the Right Executive The decision of whom to [hire as your new CEO](https://cornerstonesg.com/how-to-hire-ceo-for-startup/) carries profound implications. This role directs the course of the entire organization, has a significant impact on company culture, and dictates your future success. By asking candidates these five core questions, you can find an individual with a vision that aligns with the company’s, the ability to inspire employees, the foresight and strategic insight to navigate the opportunities and challenges of a rapidly-evolving sector, and the skills to leverage their external network to your business’s advantage. ## Ready to Partner with an Industry Leader? Cornerstone has built a targeted database of the most desirable CEO candidates in the life sciences, pharmaceuticals, generics, and biotech industries. Whether you’re searching for one critical hire or building out an entire office, we are here to help you save time and find the exact person you need for the role. [Contact us today](https://cornerstonesg.com/contact-us/) to connect with one of our partners. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Top 10 Executive Search Firms In The Pharmaceutical Industry](https://cornerstonesg.com/wp-content/uploads/2023/09/iStock-664584862.jpg)\\ \\ June 11, 2024\\ **The Top 10 Executive Search Firms In The Pharmaceutical Industry**](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/ "The Top 10 Executive Search Firms In The Pharmaceutical Industry") [![Life Sciences Startup Essentials: Building a Management Team](https://cornerstonesg.com/wp-content/uploads/2023/10/life-science-startup-build-management-team-1200px-72-v1.jpg)\\ \\ October 18, 2023\\ **Life Sciences Startup Essentials: Building a Management Team**](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/ "Life Sciences Startup Essentials: Building a Management Team") [![The Top 10 C-Suite and Executive Recruiters in NJ](https://cornerstonesg.com/wp-content/uploads/2023/10/Cornerstone_10-best-executive-search-frims-nj-2023.jpg)\\ \\ October 26, 2023\\ **The Top 10 C-Suite and Executive Recruiters in NJ**](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/ "The Top 10 C-Suite and Executive Recruiters in NJ") [{title}](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/#) [{title}](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/#) [{title}](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/#) [{title}](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/#) [{title}](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/#) [{title}](https://cornerstonesg.com/5-interview-questions-to-ask-life-sciences-ceo-prospect/#) Parsippany, New Jersey area ### Features - **State-of-the-Art Facility:** Contribute to the success of a 24-hour cGMP production plant equipped with the latest technology focused on aseptic processing, sterilization, and ready-to-use component manufacturing. - **Growing Business:** Play a pivotal role in growing an already well-established and respected business. - **Longevity of Current Team:** Join a team where dedication and loyalty are valued, and current employees boast impressive tenure, reflecting a positive and thriving culture. - **Collaborate and Learn from Tenured Leadership:** Our client values learning, cross functional collaboration, and opportunities for growth and development within the organization. - **Positive Culture:** The organization is passionate about making a positive impact on healthcare worldwide by cultivating a team that emphasizes being hands on, loyal, and committed to success. ### Responsibilities In summary, the Operations Manager will play a pivotal role in managing and overseeing the day-to-day operations of the pharmaceutical sterilization/manufacturing business. - Manage a cGMP production and sterilization plant by overseeing daily operations of aseptic processing and sterilization of pharmaceutical materials to ensure completion of all processes as per schedule, with quality and compliance. - Work closely with cross-functional teams, hosting audits, and leading facility shutdowns for maintenance and upgrades. - Train and develop staff in lean management principles, aseptic techniques, and overall operational excellence. - Qualify and negotiate with vendors to ensure quality products/services at a fair price without compromising standards. - Contribute to problem-solving for critical manufacturing, quality, and compliance day-to-day operations. ### Qualifications / Requirements - Minimum of B.A. in business, life sciences, engineering, or related field. - Experience in pharmaceutical manufacturing with an understanding of sterilization methods and ready to use primary packaging is preferred. - Strong understanding of industry trends, regulations, and a strategic mindset to identify and capitalize on business opportunities. - Minimum of 5 years of successful supervisory experience. - Excellent communication, negotiation, and interpersonal skills. - Exceptional organizational skills and attention to detail. - Willingness and enthusiasm to learn and integrate into a collaborative, team-based environment. ### Contact ![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka-768x768.jpg) **Brian Skurka** [**Email:** bskurka@cornerstonesg.com](mailto:bskurka@cornerstonesg.com "bskurka@cornerstonesg.com") [**Phone:** 973-656-0220x738](tel:973-656-0220x738 "973-656-0220x738") [**LinkedIn:** https://www.linkedin.com/in/brianskurka1](https://www.linkedin.com/in/brianskurka1 "https://www.linkedin.com/in/brianskurka1") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/operations-manager/#) [{title}](https://cornerstonesg.com/job/operations-manager/#) [{title}](https://cornerstonesg.com/job/operations-manager/#) [{title}](https://cornerstonesg.com/job/operations-manager/#) [{title}](https://cornerstonesg.com/job/operations-manager/#) [{title}](https://cornerstonesg.com/job/operations-manager/#) stern PA, and all of Central and Northern NJ. ### Features 1. This is an ideal leadership position as you will be working on a high-profile first-in-class biologic platform portfolio asset that will exercise all your HEOR (health economics, OR, and PRO) and RWE muscles and you will have a healthy budget to work with. 2. You will report to an experienced, positive, and personable Head of HEOR that we have known for many years. We know from the people we’ve helped her hire that they really enjoyed working for her and benefited from her mentorship. 3. This company is well-positioned for enduring success: Our client is a stable, research-focused, global pharma with a long history and a very nice culture. 4. This company is comfortable with a hybrid work arrangement. When you do work onsite, you’ll enjoy their easily accessible location from major roads, beautiful offices, and a great subsidized corporate cafeteria. **COMPENSATION:** Market competitive compensation with strong retirement and time off policies as well as top-notch fertility/adoption/maternity benefits. ### Responsibilities **SUMMARY OF SCOPE & RESPONSIBILITIES:** This role is an HEOR & RWE Lead position for a first-in-class, high-profile biologic platform portfolio. You will lead strategy development and execution of RWE (Real World Evidence) & HEOR (Health Economics & Outcomes Research) plans. You will be responsible for demonstrating the product/portfolio value by working with a cross-functional team from Medical Affairs, Clinical Development, Marketing, Market Access, Finance, Legal and Compliance to: - Develop and implement economic models, outcome evidence, and integrated value dossiers to demonstrate value - Ensure compliant, evidence-based medicine data generation and strategy to support sound principles for economic and PRO assessments and value proposition development - Manage multiple RWE/HEOR related projects, budgets, and associated resources. - Identify, select, and manage external vendors and consultants. - Oversee the acquisition of third party databases and manage subsequent analyses - Develop RWE/HEOR publications plan and materials supporting product use and reimbursement, including presentations and manuscripts - Partner with Commercial and Medical leadership and cross-functional colleagues to support product value propositions that will optimize patient access and reimbursement - Implement research projects including registry, database analysis, chart reviews, systematic literature reviews, and economic models - Manage the integration of economic and QoL parameters into company-sponsored clinical study endpoints to support value demonstration - Initiate and maintain relationships with external HEOR Thought Leaders **DESIRED SKILLS / QUALIFICATIONS / EXPERIENCE / BEHAVIORS:** - MS, MPH, MPharm, PharmD, or PhD in HEOR, Economics, Epidemiology, Statistics, Math, Public Health, or other disciplines related to HEOR and RWE - Ideally 3+ years of HEOR/RWE experience in either academic research, or for an agency/consultancy, or with a pharma/biotech company - Experience with HEOR data sources and analytical methods - Knowledge of real world evidence generation and/or economic modeling and/or PROs (patient reported outcomes) - Seeking a proactive, self-motivated, and strategic individual who is transparent, builds trusting relationships, and has the desire to work in a fast-paced, hands-on, and entrepreneurial environment ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Sample Retained Search Assignments:** - CEO \| specialty start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - CEO \| CRO start-up - CMO \| late-stage public biotech - CMO \| mid-size pharma - CSO \| mid-size global biotech - President/US Commercial Head \| OSD generics - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - Group VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, Head of Regulatory Affairs \| NYC commercial-stage biotech - VP, Head of N. American Regulatory Affairs \| Large Generic Pharma - VP, Head of Medical Affairs \| US-based small pharma - VP, Head of Clinical Development \| Late-Stage British Biopharma - VP, Head of Immunology Medical Affairs \| Top 5 Pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of Health Economics & Outcomes Research \| Top CNS specialty pharma - VP, Head of US HEOR & RWE \| Top 5 Pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of US HEOR \| Top Oncology Pharma - ED, Head of HEOR \| Top West Coast Pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of Global Market Access, Pricing & HEOR \| Mid-size Oncology Biotech - VP, Head of US Market Access \| West Coast Late-Stage Public Biotech - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - ED, Head of Clinical Operations \| Series C stage British biotech - ED, Global Commercial Strategy Franchise Head \| Top rare disease Boston pharma - ED, Head of Global Clinical Pharmacology \| Public oncology biotech - Medical Director, Clinical Development \| Boston biotech - Medical Director, Translational Medicine, Neuroscience \| Top 5 Biotech - AD/Director/SD levels in HEOR/RWE/Market Access – 75+ retained assignments #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/assoc-director-heor-rwe/#) [{title}](https://cornerstonesg.com/job/assoc-director-heor-rwe/#) [{title}](https://cornerstonesg.com/job/assoc-director-heor-rwe/#) [{title}](https://cornerstonesg.com/job/assoc-director-heor-rwe/#) [{title}](https://cornerstonesg.com/job/assoc-director-heor-rwe/#) [{title}](https://cornerstonesg.com/job/assoc-director-heor-rwe/#) *Location:** While this is a remote-based position, the strong preference is for this person to live in the Northeast. **Travel:** Flexibility to travel on an as-needed basis (building relationships with sites, Investigators, etc.) ### Features **Attractive Features of this Position and Company** **:** - **Impact & Visibility:** This is an important role where you will have a visible impact on the company’s success and the chance to work on potentially transformative compounds. - **Exciting Company:** Our client has been highlighted in several publications as one of the most promising young biotech companies in the neuroscience space. - **Significant Upside Potential:** Join a company that is trending in the right direction with significant upside revenue potential (stock/equity) in a very hot therapeutic area. - **Small/Startup Biotech Culture:** The company offers all the attractive features sought with a smaller, fast-paced biotech company (autonomy, small team camaraderie, high-impact, agility, minimal layers/bureaucracy), which fosters more collaboration, communication, and swifter decision-making (i.e. emphasis on progress and moving things forward). - **Fantastic Hiring Manager & Executive Leadership Team:** You will report into an excellent hiring manager and work closely with an industry-experienced and accomplished Senior Leadership team. ### Responsibilities - Deliver operational oversight of all aspects of clinical trials, from efficient initiation through completion – on time, within budget, and in compliance with SOPs, FDA, and other applicable regulations, and ICH/GCP guidelines – escalating any issues in a timely manner. - Oversee of CRO monitoring activities, including site qualification, study initiation, interim monitoring, and close-out visits and completion and review of associated reports and follow-up letters; oversee the start-up activities at trial sites, including IRB/IEC submissions and ensuring the collection and review of required essential documents. - Create, monitor, and present key study performance metrics with cross-functional study teams. - Interface with the Medical Monitor and internal/external project team members to review data listings for accuracy, oversee data discrepancy management, protocol deviations tracking and resolution and perform associated training/retraining to site staff and CRAs as needed. - Develop strong and effective working relationships within the Clinical Development team and other functional departments and CROs. - Assist in the development/review of trial materials (e.g., protocol, informed consent forms, case report forms (CRF), CRF completion guidelines, monitoring guidelines, Site Initiation Visit materials, site tools and worksheets, investigational product administration guidelines). - Possess an in-depth understanding of the study protocols and related procedures, and compile deliverables from interdepartmental groups to direct study progress. - Work closely with and provide training to CRO staff, study site staff, and field-based CRAs. - Communicates in collaboration with CRO, with Investigators and site staff on issues related to protocol conduct, recruitment, retention, protocol deviations, regulatory documentation, site audits/inspections and overall site performance. ### Qualifications / Requirements **Desired Background & Experience** **:** - Bachelor’s Degree in life sciences or related field; Advanced degree is a plus. - 6+ years of relevant and progressive clinical operations experience gained working at a pharmaceutical and/or biotech; ideally in a small company environment. - Experience in neurology or psychiatry is strongly preferred. - Must have the flexibility to travel (to the sites), as this is part of this role. - Proven ability to work effectively in a fast-paced entrepreneurial environment, to be self-motivated, and to communicate effectively with leadership on-site and internally. ### Contact ![Brian Skurka](https://cornerstonesg.com/wp-content/uploads/2023/04/brian-skurka-768x768.jpg) **Brian Skurka** [**Email:** bskurka@cornerstonesg.com](mailto:bskurka@cornerstonesg.com "bskurka@cornerstonesg.com") [**Phone:** 973-656-0220x738](tel:973-656-0220x738 "973-656-0220x738") [**LinkedIn:** https://www.linkedin.com/in/brianskurka1](https://www.linkedin.com/in/brianskurka1 "https://www.linkedin.com/in/brianskurka1") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone - Chief Medical Officer \| Clinical-stage cell therapy biotech - Chief Scientific Officer \| Mid-size global biotech - President/US Commercial Head \| CNS/neuro biopharma - SVP, Head of Clinical Development \| Mid-stage oncology biotech - SVP, Human Resources \| Clinical-stage cell therapy biotech - VP, Clinical Operations \| Early-stage biotech startup - Director & Head, Talent Acquisition\| Clinical-stage rare disease biotech - Head of Analytical Development \| Clinical-stage neuroscience biotech - Director (Head), Diversity, Equity & Inclusion \| Global mid-size commercial-stage biopharma - ED, Clinical R&D, Oncology \| Early-stage I-O biotech - VP, Medical Affairs \| Cell therapy biotech - Head, Talent Management \| Clinical-stage oncology biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/2-4/#) [{title}](https://cornerstonesg.com/job/2-4/#) [{title}](https://cornerstonesg.com/job/2-4/#) [{title}](https://cornerstonesg.com/job/2-4/#) [{title}](https://cornerstonesg.com/job/2-4/#) [{title}](https://cornerstonesg.com/job/2-4/#) ur client is looking for an individual who has previously managed a team as either a TA Head, Regional Head, or Department Head in either Global/Strategic Market Access or in HEOR and someone who ideally has Oncology experience (as it is an important TA for this company). ### Location This position can be either remotely or headquarters based. A relo package is available for candidates interested in relocating to HQ (located in a highly attractive area). ### Responsibilities **ROLE SCOPE SUMMARY\*:** - Provide strategic and operational leadership to the Global Market Access, Pricing, and HEOR functions - Lead the development of strategies from early pipeline through LCM - Represent company with key HTA bodies, population health decision makers, and TA thought leaders - Inform and develop clinical and commercial strategies - Serve as key advisor on pivotal decisions of pipeline strategy - Serve as key strategic partner to executive leadership (based in US and globally) from clinical development, medical affairs, sales and marketing, legal and compliance, etc. - Drive the development of processes and SOPs to ensure the highest level of planning, execution, and consistency for TPPs, GVDs, HTA submissions, HEOR research, etc. _\\* A full position description can be shared if continued mutual interest is established after our introductory call with you_ **COMPENSATION:** Our client offers highly attractive compensation and benefits and can offer a sign-on bonus to offset unvested stock and forfeited annual bonus. **QUALIFICATIONS SOUGHT:** - Open to someone whose background is either in Global/Strategic Market Access or HEOR - Prior Oncology experience is preferred as it is an important TA for this company - Prior experience as a TA Head, Regional Head, or Department Head managing a Global/Strategic Market Access or HEOR team - Past experience in a mid-size to large pharma is preferred - A flexible and inspirational leader who has experience creating or maintaining team cultures encompassing trust, accountability, collaboration, and continuous learning - Global experience is a plus but will consider an individual with primarily US experience if they’ve had strong experience providing input into early pipeline strategy ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Examples of Retained Search Assignments:** - CEO \| specialty start-up - US CEO \| established European small pharma - CMO \| late-stage public biotech - CMO \| mid-size pharma - CSO \| mid-size global biotech - President/US Commercial Head \| OSD generics - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - Group VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, Head of Regulatory Affairs \| NYC commercial-stage biotech - VP, Head of R&D Operations \| Boston biotech - VP, Head of Health Economics & Outcomes Research \| Top CNS specialty pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of Global Market Access \| Top Oncology Specialty Pharma - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - ED, Head of Clinical Operations \| British VC-backed biotech - ED, Global Commercial Strategy Franchise Head \| Top rare disease Boston pharma - ED, Head of Global Clinical Pharmacology \| Public oncology biotech - Sr. Medical Director, Clinical Development \| Boston biotech - Medical Director, Translational Medicine, Neuroscience \| Top 5 Biotech - AD/Director/SD levels in HEOR/RWE/Market Access – 75+ retained assignments #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vp-head-global-market-access-pricing-heor/#) [{title}](https://cornerstonesg.com/job/vp-head-global-market-access-pricing-heor/#) [{title}](https://cornerstonesg.com/job/vp-head-global-market-access-pricing-heor/#) [{title}](https://cornerstonesg.com/job/vp-head-global-market-access-pricing-heor/#) [{title}](https://cornerstonesg.com/job/vp-head-global-market-access-pricing-heor/#) [{title}](https://cornerstonesg.com/job/vp-head-global-market-access-pricing-heor/#) ience industry headhunting experience to the table with each and every hire we make. In other words, you can rest assured that when it comes to breadth and depth of knowledge, we have both. ### 2\. They Leverage Long-Honed Talent Networks for Hidden Gems If you post an open role with a general recruiter (or on your own), finding the perfect fit might feel like an uphill battle. When you post in “normal” ways, you’ll often find “normal” results… which won’t help you get a leg up on your competitors in the cut-throat world of scientific recruiting. If you’ve run into this issue, the problem isn’t the desirability of the open role, your company, its culture, or your hiring team—it’s simply an issue with the refinement of your talent search strategy. The talent pool in the life sciences, biotechnology, and pharmaceutical industries is notoriously small, and in order to give your organization the opportunity to select the best candidate from a wide enough pool, you have to really drill down. More importantly, you need to know _where_ to drill. Employees in these industries are intelligent, focused, and by their nature, they can be extremely loyal. It’s no wonder, then, that many of them are “passive” candidates for open roles, meaning that while something could pique their interest, they aren’t actively looking to make a switch. This scenario is where a scientific headhunter poses some of its most critical value to their life sciences, biotech, and pharma firm partners. An experienced and established executive search firm (like Cornerstone Search Group) has an expansive array of these passive candidates in their network. At any given time, they can call upon these passive candidates to put your job in front of them, even when they weren’t going out of their way to look for it. Cornerstone’s scientific headhunters are able to introduce your organization and its open opportunity personally and explain to a candidate why it’s a good fit for them—and maybe an even better opportunity than what they have with their current employer. ### 3\. They Provide a Tailored Approach to Candidate Assessment that Gets Below the Surface Your candidates might be qualified on paper, but can you trust that they really have what it takes to thrive in your organization? Making the right talent acquisition isn’t just about finding someone who can do the job. When you focus on filling a position to get the task off the table, you risk ending up benefiting the selected candidate without ensuring that your organization has truly benefited, too. When searching for the right talent fit, a scientific industry headhunter is able to identify characteristics of candidates within an applicant pool that can’t be captured on a resume, CV, or cover letter and likely may not come out in multiple rounds of interviews, either. Executive search firms can integrate pre-hire assessments in your candidate search, which are able to test for various traits such as: - tangible skills and competencies - propensities for and knowledge of ethical choices - decision making skills - cultural fit - strengths and weaknesses - [personality types](https://www.myersbriggs.org/my-mbti-personality-type/the-16-mbti-personality-types/) (using validated personality metrics) - stylistic preferences - critical problem-solving abilities - emotional intelligence - and so much more. A scientific industry headhunter is able to not only capture these and other qualities, they’re also able to identify which of these qualities are of the highest value to your unique organization and the team your new hire will work with and serve. ### 4\. They Don’t Just Recruit, they Headhunt. The Industry Demands it. The difference between headhunting and recruiting may seem small, but the gap is emphasized in the science industry. Headhunting is a specialized and highly personalized form of recruitment that targets executives, C-suite positions, higher-up managers, and employees with specific skill sets. Knowing how to headhunt for a candidate is a skill that standard recruiters don’t always master. In the life sciences, biotechnology, and pharmaceutical spaces, however, the nature of the industry demands headhunting over typical recruiting strategies. ## Cornerstone Search Group: Your Experienced Life Sciences Headhunter The life sciences talent landscape is competitive. When you partner with Cornerstone Search Group, you gain an edge over your competitors. Cornerstone can help you tap into a deep network of specialized and senior talent, matching you with the team members who will help you take your organization to the next level. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Top 5 Benefits of Using a Headhunter for Your Next Job Search](https://cornerstonesg.com/wp-content/uploads/2024/05/headhunting.jpg)\\ \\ May 20, 2024\\ **The Top 5 Benefits of Using a Headhunter for Your Next Job Search**](https://cornerstonesg.com/top-benefits-of-using-a-headhunter-for-your-next-job-search/ "The Top 5 Benefits of Using a Headhunter for Your Next Job Search") [{title}](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/#) [{title}](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/#) [{title}](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/#) [{title}](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/#) [{title}](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/#) [{title}](https://cornerstonesg.com/how-scientific-recruiters-use-headhunting-to-find-top-talent/#) ## Location Our client is based in the Midwest. This position is remote-based, with the ability to travel to headquarters, meetings, and conferences a total of approximately 20%. ### Features - **All-encompassing –** You will have the opportunity to directly affect this organization's growth, strategy, and ultimate path forward. You will collaborate with all company leadership while also maintaining hands-on responsibilities. - **Growth Opportunity –** Join this organization before it grows larger. This newly created position reports directly to a personable and highly experienced CEO. - **Cutting Edge**– Create and deploy therapies that will transform patient lives across multiple clinical arenas including Cystic Fibrosis, COPD, Diabetes, Metabolic Disease, Genetic Therapy, Vaccines, Cancer, and many more. Transform targeted and precision medicine from theory to practice by delivering small molecules, peptides, and nucleic acid vaccines and therapies. - **Strong Equity Stake** – Receive a generous amount of equity at the ground floor. Your hard work and dedication will be rewarded. - **Pipeline Leadership** – While you will handle day-to-day responsibilities, this position also grants you the opportunity to lead and navigate the larger Research & Product Development roadmap. - **People & Culture** – Our client offers a positive, collaborative and creative culture that thrives on new ideas and better ways to get things done. ### Responsibilities - Reporting to the CEO, responsible for all Research & Product Development across an innovative slate of early development drug delivery programs. Responsible for decision-making, timeline management, scientific experiments/rigor, pipeline prioritization, cross-functional collaboration, external relationships, budgets, etc. - Hands-on/tactical responsibilities across scientific experiments and technical operations to include, but not limited to, PK assays, bioavailability, toxicology, analytical development/methods, etc. - Contribution across documentation, communication, etc. related to regulatory activities. - Management of both short-term and long-term planning/decision-making. - Establish and develop relationships externally across Pharma/Biotech, CROs, Academic centers, etc. - Manage and collaborate with the internal research team to design, execute, coordinate, and interpret experiments. ### Qualifications / Requirements - PhD degree with a preferred focus in biology/biological sciences/pharmacology. - 5-10+ years of relevant experience gained working within both the Academic and Biotech/Pharma industries. - Pharmaceutical product development, including analytical, in vitro, and in vivo study design, implementation, and interpretation. - Results focused with project planning and tracking, portfolio management, and strong communication skills. - Experience with nanoparticle delivery systems, peptide-based pharmaceuticals, nucleic acid vaccines and/or therapies, cell transfection, oral delivery technology are a plus. - Experience related to cystic fibrosis/pulmonary, rare disease therapies, diabetes, vaccines, targeted therapies, animal health are a plus. - Experience beyond the bench is required. This will include program prioritization/decision-making, cross-functional collaboration and communication, general organizational skills, and a big-picture/strategic mindset. - Detailed Visionary – ability to paint a picture and support with details with high level academic and industry partners. Ability to identify gaps and complete the data sets required to secure industry investment and licenses. - Ability to influence and effect change across the organization to include with executive leadership. - Must be flexible to serve in a leadership role that also demands a “hands-on/attention to detail” work ethic. - Our client is a smaller, growing company. As such, candidates must be comfortable being highly visible and accountable across the organization. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vice-president-research-product-development/#) [{title}](https://cornerstonesg.com/job/vice-president-research-product-development/#) [{title}](https://cornerstonesg.com/job/vice-president-research-product-development/#) [{title}](https://cornerstonesg.com/job/vice-president-research-product-development/#) [{title}](https://cornerstonesg.com/job/vice-president-research-product-development/#) [{title}](https://cornerstonesg.com/job/vice-president-research-product-development/#) This is a “rare opportunity” to shape the future of healthcare technology while leading a talented and diverse team. - Our client is shaping the future of precision medicine by capturing genetic and cellular data from a single blood draw to move closer to their mission of overcoming cancer. Their cutting-edge liquid biopsy tests use advanced molecular profiling to guide personalized cancer therapies, transforming how cancer is diagnosed and treated. - “Best of Both Worlds”: Join a smaller company that provides the benefits of interacting with Executive Leadership and having a voice while simultaneously being the driving force behind their US business. With existing partnerships such as Blue Cross, Blue Shield, and Medicare reimbursement, one of the key components of your role will focus on expanding their network by securing additional insurer plans and fostering strategic partnerships to drive growth. ### Responsibilities This role will be responsible for a wide variety of matters overseeing the following areas: - Driving Market Access - Business Development and Partnerships - Managing US Lab Operations - Business Strategy and Management - Lead Compliance Efforts and Privacy Governance - Oversee IT & Delivery ### Qualifications / Requirements **Desired Skills, Experience, Qualifications:** - Proven Leadership: 10+ years of senior experience in healthcare technology with a track record of inspiring and managing a diverse team - Entrepreneurial Mindset: Adaptable professional, skilled at navigating rapidly evolving technological and regulatory landscapes - Compliance Expertise: In-depth knowledge of HIPAA, CLIA, and FDA regulations - Market Access Experience: Skilled in insurer/payor enrollment and negotiating commercial healthcare plans - Tech Savy: Proficient in IT systems oversight, proven track record of safeguarding sensitive health information - Effective Communicator ### Contact ![Rita Boyle](https://cornerstonesg.com/wp-content/uploads/2023/04/rita-boyle-768x768.jpg) **Rita Boyle** [**Email:** rboyle@cornerstonesg.com](mailto:rboyle@cornerstonesg.com "rboyle@cornerstonesg.com") [**Phone:** 973-656-0220x735](tel:973-656-0220x735 "973-656-0220x735") [**LinkedIn:** https://www.linkedin.com/in/ritaboyle/](https://www.linkedin.com/in/ritaboyle/ "https://www.linkedin.com/in/ritaboyle/") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vice-president-us-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-us-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-us-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-us-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-us-operations/#) [{title}](https://cornerstonesg.com/job/vice-president-us-operations/#) Korn Ferry](https://www.kornferry.com/) is a global organizational consulting firm that specializes in unleashing potential within the pharmaceutical industry. Utilizing their extensive network and customized solutions, they facilitate the connection between pharmaceutical companies and top-tier talent, thereby ensuring alignment with business strategies and achieving success. ## Spencer Stuart [Spencer Stuart](https://www.spencerstuart.com/) is a professional services firm with a strong focus on pharmaceutical recruitment. Their proficiency in executive search, leadership assessment, and succession planning renders them a reliable partner for pharmaceutical enterprises seeking growth and long-term success. ## Heidrick & Struggles [Heidrick & Struggles](https://www.heidrick.com/en) is a premier provider of executive search services in the pharmaceutical sector. Their innovative approach to leadership development and culture shaping sets them apart as pioneers in pharmaceutical recruitment. They connect companies with the right leaders. ## Russel Reynolds Associates Russell Reynolds Associates is a global leadership advisory and search firm with a strong focus on the pharmaceutical industry. Their customized approach to executive search and leadership assessment ensures that pharmaceutical companies locate the appropriate talent to meet their distinct requirements. With a reputation for excellence, [Russell Reynolds Associates](https://www.russellreynolds.com/en/) is a trusted partner for pharmaceutical recruitment. ## Egon Zehnder [Egon Zehnder](https://www.egonzehnder.com/) is a global leadership advisory firm that specializes in executive search within the pharmaceutical sector. Their comprehensive approach to talent sourcing and extensive network within the industry make them a preferred choice for pharmaceutical companies seeking growth and success. Egon Zehnder’s steadfast dedication to achieving excellence in pharmaceutical recruitment distinguishes them from their competitors. ## Rx Relief [Rx Relief](https://www.rxrelief.com/) is a leading recruitment firm with a specialized focus on the pharmaceutical industry. They provide tailored recruitment solutions for various pharmaceutical roles, ensuring the perfect match for each client. Their proactive approach to recruitment and extensive network within the pharmaceutical field reflect their commitment to excellence and growth in pharmaceutical recruitment. ## Diversified Search Group [Diversified Search Group](https://diversifiedsearchgroup.com/) is recognized as a leading executive search firm with a specialized focus on the pharmaceutical industry. Their experience in recruiting talent for the biotech, medical, and healthcare sectors ensures that clients find the perfect match for leadership roles. With a comprehensive approach and a vast network, Diversified Search Group’s commitment to excellence and growth in the pharmaceutical field is evident. ## MRINetwork [MRINetwork](https://mrinetwork.com/) is a global recruitment firm specializing in executive search services within the pharmaceutical sector. With their tailored solutions and extensive network, it enables them to connect pharmaceutical companies with top-tier talent. MRINetwork’s forward-thinking strategy and recognition as experts in pharmaceutical recruitment reflect their commitment to success in the field. ## Stanton Chase [Stanton Chase](https://www.stantonchase.com/) is one of the leading global executive search firms with over 50 offices worldwide, specializing in pharmaceutical recruitment. Their innovative approach to leadership development and extensive understanding of the executive job market distinguish them as pioneers in pharmaceutical recruitment. Stanton Chase’s commitment to success and transparent communication makes them a preferred partner in the field. ## How to Choose a Suitable Executive Search Firm? Choosing the right executive search firm is a critical decision that can significantly impact your organization’s success. Here’s a guide to help you make the best choice: - **Understand Your Needs**: Define the role and requirements of the ideal candidate. Consider the level of expertise, experience, and specific skills needed for the position. - **Evaluate Their Expertise**: Look for firms that [specialize in your industry](https://cornerstonesg.com/industry-expertise/), such as pharmaceuticals. Check their track record and success rate in filling similar roles. - **Consider Their Network**: Top executive search firms have extensive connections with industry leaders. Assess their network and ability to reach potential candidates. - **Check Confidentiality Measures**: Confidentiality is crucial, especially when replacing underperforming executives. Ensure the firm maintains trust and discretion during the hiring process. - **Assess Their Approach**: Analyze their candidate evaluation and selection process. Look for firms that use cutting-edge technology and unique engagement tactics. - **Compare Costs**: Executive search firms may charge higher fees compared to standard recruiters. Evaluate the cost-effectiveness and the value they bring to your organization. - **Look for Diversit** y: If promoting diversity is a goal, choose firms that focus on [sourcing diverse executives](https://cornerstonesg.com/diversity/) to support your DE&I initiatives. - **Ask for References**: Speak with previous clients to gauge their satisfaction and the firm’s ability to meet expectations. - **Consider Their Integration Services**: Some firms provide support to help new hires transition smoothly into their roles. This can be a valuable addition to their services. - **Ensure a Partnership Approach**: A consultative and partnership relationship with the firm ensures alignment with your organization’s goals and culture. By following these guidelines, you can find an executive search firm that aligns with your organization’s needs and contributes to achieving long-term success. ## Conclusion In the fast-paced and highly specialized world of pharmaceuticals, the right leadership can make all the difference. Executive search firms play a crucial role in connecting companies with the talent that fits their unique needs and visions. We hope this list of firms helps you find the right fit for your organization. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![3 Secrets of Life Science Executive Recruitment](https://cornerstonesg.com/wp-content/uploads/2024/03/iStock-1050046282.jpg)\\ \\ April 1, 2024\\ **3 Secrets of Life Science Executive Recruitment**](https://cornerstonesg.com/secrets-of-life-science-executive-recruitment/ "3 Secrets of Life Science Executive Recruitment") [![What’s The Difference Between Executive Search And Recruitment?](https://cornerstonesg.com/wp-content/uploads/2023/03/executive-search-vs-recruitment.jpg)\\ \\ March 15, 2023\\ **What’s The Difference Between Executive Search And Recruitment?**](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/ "What’s The Difference Between Executive Search And Recruitment?") [![How Executive Search Consultants Add Value to Your Business](https://cornerstonesg.com/wp-content/uploads/2024/04/iStock-1340002457.jpg)\\ \\ April 8, 2024\\ **How Executive Search Consultants Add Value to Your Business**](https://cornerstonesg.com/how-executive-search-consultants-add-value-to-your-business/ "How Executive Search Consultants Add Value to Your Business") [{title}](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/#) [{title}](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/#) [{title}](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/#) [{title}](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/#) [{title}](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/#) [{title}](https://cornerstonesg.com/top-executive-search-firms-in-the-pharmaceutical-industry/#) hen it comes to C-suite recruitment, it’s critical to understand that you may already have your new leader within your organization. Of course, casting a wide net certainly can’t do any harm. Yet it’s worth considering every high-performing individual in your company who demonstrates C-suite potential. The value of investing in existing talent is that they already possess a nuanced understanding of your organizational culture as well as the company’s vision, strengths, and weaknesses. When you’ve identified one or more candidates, offer structured career development that provides them with targeted training and development programs. This will both broaden their skill set and foster a sense of belonging within the company. Along with career development, provide clear career paths to set expectations. This transparency ensures the candidates know exactly what they need to achieve to move up the ladder. It can also significantly boost motivation and drive—both of which are essential traits for any executive. Coaching and mentorship are also critical factors. When you pair future leaders with seasoned executives, you’re exposing them to experience, knowledge, and strategic thinking. Coaching should focus on how to approach current challenges, whereas mentorship should provide a safe place for candidates to discuss their objectives, seek advice, and learn from others’ experiences. ## Seek Diversity, Equity, and Inclusion in the Hiring Process A critical aspect of advancing your life sciences business is innovation, and that relies heavily on an amalgamation of diverse perspectives, backgrounds, and experiences. To achieve this, commit to [diversity, equity, and inclusion (DEI)](https://cornerstonesg.com/diversity-sourcing-strategies-your-company-should-implement-today/) in the hiring process. First and foremost, embracing DEI offers the significant advantage of immediately expanding your candidate pool. Second, opening your search to individuals from a range of cultural, ethnic, and educational backgrounds provides a vast resource of untapped potential. They bring unique insights, approaches, and solutions to the table, which enhances your company’s problem-solving ability and fosters innovation. In fact, [a study by McKinsey & Company](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters) found that diverse executive teams significantly outperform their non-diverse counterparts. Third, DEI has an undeniable impact on your company culture and employer brand. Your commitment to these principles speaks volumes to candidates as well as existing employees, customers, partners, and investors. It signals that you value and respect individual differences, which in turn can make you a preferred employer. ## Require Strong Industry and Niche-Specific Expertise Because your new executive will help shape the trajectory of your organization, they should have a thorough understanding of industry fundamentals and in-depth expertise in your specific niche. Their knowledge should enable them to offer valuable insights and develop exceptional strategies to elevate your business. To determine whether a candidate possesses this trait, consider including tests in the interview process that require them to analyze complex scenarios, predict industry trends, or suggest innovative solutions. A solid scientific background is equally important. A candidate with managerial skills and business acumen might get lost—and, as a result, underperform—if they can’t follow the scientific principles that lie at the core of your products. In contrast, a scientifically-trained candidate will be adept at critical thinking, problem solving, and data interpretation. These skills can all be highly useful in a leadership position. Furthermore, hiring an executive with a similar background to the majority of your employees can help reduce any friction during the transition in leadership. ## Anticipate Emerging Technology Emerging technologies—including advanced automation and various forms of artificial intelligence (AI)—are transforming the biotechnology and pharmaceutical sectors. They’re driving enhanced efficiency and productivity, and they’re boosting profitability. In addition, they’re constantly pushing the boundaries of what science can do with process optimization, predictive analysis, and data-driven decision making. As a result, these technologies can be critical to your competitive positioning. During your C-suite recruitment process, look for candidates who both understand the value of the wave of emerging technology and are committed to riding it. They need to see these new tools as strategic assets to optimize efficiency, drive innovation, and amplify business growth. It’s advisable to prioritize candidates who already have strategic partnerships in the tech field, as this can help ensure a proactive approach to future-proofing operations. ## Ensure a Good Cultural Fit While knowledge, experience, and skills are all vital, it’s equally essential that the candidate’s leadership style, work ethics, and values resonate with your organization’s core ethos and guiding principles. An executive who isn’t a good cultural fit can be detrimental to the business. The resulting dissonance can lead to lower productivity, dissatisfaction, and even issues between teams. On the other hand, a good cultural match can do wonders for company morale. A tight-knit team with a unified sense of purpose shares a sense of unity and allegiance. This in turn amplifies the drive towards your company’s objectives. It creates an environment where employees work for more than just a paycheck—they’re genuinely invested in the company’s vision and success. ## Be Strategic About C-Suite Recruitment To find the right executive for your life sciences company, you need to employ a multipronged approach that addresses both the nuances of the industry and the intricate dynamics of leadership. In this endeavor, the services of a [specialized life sciences executive search firm](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/) can be invaluable. Their resources and processes can greatly enhance your chances of recruiting an excellent candidate within a short period of time. ## Ready to Partner with an Industry Leader? Cornerstone has built a targeted database of the most desirable C-suite candidates in the life sciences, pharmaceuticals, generics, and biotech industries. We are here to help you save time and find the exact person you need for the role. [Contact us today](https://cornerstonesg.com/contact-us/) to connect with one of our partners. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Life Sciences Startup Essentials: Building a Management Team](https://cornerstonesg.com/wp-content/uploads/2023/10/life-science-startup-build-management-team-1200px-72-v1.jpg)\\ \\ October 18, 2023\\ **Life Sciences Startup Essentials: Building a Management Team**](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/ "Life Sciences Startup Essentials: Building a Management Team") [![The Top 10 C-Suite and Executive Recruiters in NJ](https://cornerstonesg.com/wp-content/uploads/2023/10/Cornerstone_10-best-executive-search-frims-nj-2023.jpg)\\ \\ October 26, 2023\\ **The Top 10 C-Suite and Executive Recruiters in NJ**](https://cornerstonesg.com/the-top-c-suite-and-executive-recruiters-nj/ "The Top 10 C-Suite and Executive Recruiters in NJ") [![Spotlight: “How the Pandemic Shifted the Rules of Recruiting”](https://cornerstonesg.com/wp-content/uploads/2023/10/Recruiting-post-pandemic-2023.jpg)\\ \\ October 31, 2023\\ **Spotlight: “How the Pandemic Shifted the Rules of Recruiting”**](https://cornerstonesg.com/spotlight-how-the-pandemic-shifted-the-rules-of-recruiting/ "Spotlight: “How the Pandemic Shifted the Rules of Recruiting”") [{title}](https://cornerstonesg.com/critical-factors-for-c-suite-recruitment-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/critical-factors-for-c-suite-recruitment-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/critical-factors-for-c-suite-recruitment-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/critical-factors-for-c-suite-recruitment-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/critical-factors-for-c-suite-recruitment-in-the-life-sciences-industry/#) [{title}](https://cornerstonesg.com/critical-factors-for-c-suite-recruitment-in-the-life-sciences-industry/#) Work closely with global regulatory vendors/colleagues in the preparation of ex-US regulatory submissions and alignment of regulatory strategies consistent with company goals and objectives. ### Qualifications / Requirements - Advanced Degree: Ph.D., Pharm.D., MD, MS, or JD is required. - 20+ years of experience with a proven track record of success in Regulatory Affairs. - 10+ years of Oncology experience is required. - 5+ years of people management/direct report experience is required. - A track record of significant and documentable accomplishments (success in filing BLA) in Regulatory Affairs is required. - Experience leading a team filing and maintaining regulatory submissions. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/svp-vp-global-head-of-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/svp-vp-global-head-of-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/svp-vp-global-head-of-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/svp-vp-global-head-of-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/svp-vp-global-head-of-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/svp-vp-global-head-of-regulatory-affairs/#) ### Features - **Architect of Innovation:** Our client seeks a CEO with a comprehensive vision, strategy, and plan to foster the CRO’s growth from the ground up. - **Balanced Dynamics:** As the CEO and inaugural team member, this is an opportunity to operate in a nimble environment that blends creative freedom and stability. With a robust multi-billion dollar backing, your focus will be on growth from day one. - **Empowering Leadership:** The hiring manager and Chairman is a catalyst for engagement and innovation. They are looking for someone empowered and passionate about building this business. - **Strategic Focus:** Unlike a traditional “BD” role, our client prioritizes internal growth and a strong emphasis on cultivating a thriving CRO business. - **Flexible Location:** While our client has an east coast location, they are open to growing the business within another region or remotely. ### Responsibilities **RESPONSIBILITIES:** In summary, the CEO will have primary responsibility across the CRO to include ownership of business plans, operations, strategy, finances, team growth, people management, SOPs, performance metrics, cross-functional collaboration, and external development. - Responsible for building the CRO from the ground floor by developing overarching business, strategic, operational, and growth plans. - Establish and execute short and long-term business goals, strategically creating policies, strategies, and core values that guide the CRO’s development and expansion. - Engineer scalable operations, complete with methods and metrics for planning, forecasting, and real-time tracking. - Oversee daily operations across Clinical Operations, Trial Management, and Project Management, harnessing their collective efforts for clinical excellence. - Cultivate relationships with internal cross-functional teams, stakeholders, leaders, and complementary external vendors. - Spearhead the development and implementation of company-wide systems, SOPs, and project management tools that harmonize operations. - Manage budgets, conduct forecasting reviews, and contribute to attaining overarching financial objectives. - Evaluate project team performance, including compliance with GCPs and ICH guidelines, federal and local regulations, and customer standards. - Lead the allocation and retention of staff across the organization, fueling growth through strategic recruitment. - Serve as the primary liaison with customers, vendors, executive management, and investigator sites. - Foster and nurture strategic relationships with external partners, from drug development experts to patient advocacy groups and beyond. - Responsible for the external growth of the CRO. - Foster a success-oriented environment within the company holding his/herself and others to the highest ethical standards. **QUALIFICATIONS:** - Bachelor’s Degree is required while an advanced scientific degree is preferred. - 15+ years of expertise in Clinical Research Organization, Pharmaceutical and/or Biotechnology Clinical Operations/Trial Management. - 10+ years of expertise in senior/executive-level leadership within the CRO Industry. - Adept ownership and oversight of CRO operations, strategy, and business planning. - Proficiency in fostering cross-functional relationships with fellow executive leaders within the organization. - Extensive team and people management experience. - Desire and confidence to build and grow the business from the ground floor. - Proficiency in efficient, timely, accountable, and performance-based leadership. - Ability to travel as needed both within the US and globally. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/chief-executive-officer/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer/#) eking an entrepreneurial MD or MD/PhD who is presently a Senior Director (or higher) in the pharma industry, ideally has both industry oncology clinical development experience as well as academic or industry lab research experience, values working with like-minded high EQ people in a high collaboration / low bureaucracy environment, and has a passion for oncology drug development. ### Location **New York Metro Area (on-site or hybrid)** This role is based in our client’s New York Metro Area office and will require occasional travel to its European headquarters. Our client prefers local candidates (i.e., NJ, NY, PA, CT) or candidates along the Eastern seaboard (e.g., MA, MD, DC, NC, DE). **WORK AUTHORIZATION:** Our client will consider candidates who require an H-1B transfer, TN-Visa, or equivalent, as well as Green Card / Permanent Resident sponsorship. ### Features **5 ATTRACTIVE FEATURES:** 1. Uniquely attractive opportunity to join a growing, profitable, publicly-traded company with $1.5Bn+ in revenue and a $5Bn+ market cap that still retains a small company feel with very few layers. 2. Our client’s marketed products include a fast-growing cancer blockbuster and a Phase III clinical candidate that is anticipated to also be a blockbuster. 3. This company’s culture reflects its HQ country’s reputation for having one of the world's most content populations. 4. We have partnered with this client multiple times before, so we know them quite well. The people that we have helped them hire have been very happy with the culture and impressed with executive management and their peers. 5. You will play a key role in the leadership of their US site across all functions. ### Responsibilities **RESPONSIBILITIES in a NUTSHELL:** - Responsible for Oncology Therapeutic Area strategy and implementation of said strategy. - Accountable for the continued building and development of the oncology pipeline by leading both the Oncology Research and Oncology Clinical Development teams (~50 people as of now). - Oversee the design and execution of oncology clinical trials strategy that incorporate global regulatory, medical, and commercial considerations. - Lead and/or support cross-functional teams working across Discovery, Clinical Development, Medical Affairs, Regulatory, Compliance, and Commercial. - Develop scientific relationships with academic research institutions and KOLs. ### Qualifications / Requirements **DESIRED SKILLS / QUALIFICATIONS / EXPERIENCE / BEHAVIORS:** - MD / MBBS / DO / MBChB required. Oncology or Immunology medical training is a plus. - PhD is a plus. - Previous pharma industry experience at the Senior Director or higher level, including leading early stage oncology clinical trials. - Previous experience in lab research or lab leadership (academia or industry) is a plus. - High emotional intelligence. - Ability to communicate in a clear and concise manner. ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **REPRESENTATIVE RETAINED SEARCH ASSIGNMENTS:** - CEO \| specialty pharma start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - President/US Commercial Head \| generics pharma - CMO \| late-stage public biotech - CMO \| mid-size pharma - CSO \| mid-size global biotech - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - Group VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, US Head of Regulatory Affairs \| Top 20 Pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of HEOR (Health Economics & Outcomes Research \| Top CNS specialty pharma - VP, Head of US HEOR & RWE \| Top 5 Pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of US HEOR \| Top Oncology Pharma - ED, Head of HEOR \| Top West Coast Pharma - VP, Head of Global Market Access \| Top Oncology Specialty Pharma - VP, Head of US Market Access \| High-profile late stage biotech - VP, Head of US Market Access \| West Coast Late-Stage Public Biotech - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Clinical Development \| late-stage anti-infectives UK pharma - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - ED, Head of Clinical Operations \| British VC-backed biotech - ED, Global Commercial Strategy Franchise Head \| Top rare disease Boston pharma - ED, Head of Global Clinical Pharmacology \| Public oncology biotech - ED, Head of Global HEOR \| Large US Pharma - Head, Patient Advocacy \| European commercial-stage rare disease biotech - Medical Directors (Director/SD/ED levels) in Translational Medicine / Clinical Development / Medical Affairs / Drug Safety: 75+ retained assignments - HEOR/RWE/Market Access (AD/Director/SD/ED levels): 100+ retained assignments #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. #### Keywords cancer CAR-T antibody-drug conjugates bi-specific bispecific TKI solid tumor I-O immuno-oncology immunooncology [APPLY](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/?form=apply#wpjb-scroll) Apply for VP / Head, Oncology R&D Name \* Email \* Message Resume Drop files here[browse files ...](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) Required Title Captcha \* [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&type=image&v=rW64dpMGAGrjU7JJQr9xxPl8&theme=light&size=normal&cb=zbk2pa3zryr4) [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) [{title}](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) [{title}](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) [{title}](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) [{title}](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) [{title}](https://cornerstonesg.com/job/vp-head-oncology-rd-discovery-clinical-dev/#) cientists who work in the field of biopharma develop drugs used to treat various medical conditions from complex combinations of human-made chemicals. Those in the biotech industry create new medicines from living organisms like plants. Newly manufactured drugs in each industry require regulatory approval from the Food and Drug Administration (FDA). However, biopharma organizations must file a New Drug Application, while the FDA requires biotech companies to submit a Biologics License Application. ## **Biopharmaceuticals** Scientists in the biopharma field use various forms of biotechnology, which is the process of transforming living organisms into complex molecules. Common examples of living organisms include antibodies, nucleic acids, and proteins. Once the new medications have gone through clinical trials and received FDA approval, doctors use them to treat a range of injuries, diseases, and health conditions. Scientists in the biopharma field also use biotechnology to create vaccines to prevent communicable diseases and gene therapies to modify genetic abnormalities present in hereditary conditions. ### **The future of biopharma** [Mordor Intelligence released a report](https://www.mordorintelligence.com/industry-reports/global-biopharmaceuticals-market-industry/market-size) in early 2024 indicating that the current market size of the biopharma industry is 516.79 billion dollars. The research organization predicts that the market size will jump to 761.80 billion dollars by 2029. The COVID-19 pandemic had a significant impact on the upward trend as researchers scrambled to produce effective vaccines for most of the American population. The top five pharmaceutical companies in the United States as of 2024 are Abbvie Inc., Amgen Inc., Bristol-Myers Squibb Company, Eli Lilly and Company, and Johnson & Johnson. America is known around the world as a leader in biopharma innovation, and that can only happen with a robust research and development system. ### **Employment in biopharma** The biopharma industry employs 900,000 people while supporting another 4.4 million jobs. The combined national output from the biopharma industry exceeded 1.4 trillion dollars in 2023. Biopharma remains a competitive industry, and employers can struggle to find the best candidates among a pool of talented applicants. Biopharma consulting firms can help. ## **Biotechnology** Biotech is a broader industry than biopharma because it serves more industries. The most common ones include agriculture, industry, and medicine. Biology is at the heart of everything scientists employed in this field do. They use biomolecules, cells, and living organisms to create new processes and products. ### **Biotech in agriculture** Some examples of products in the agricultural industry made from the biological activities of microorganisms include alcoholic beverages like beer and wine, bread, and cheese. Biotech processes have also been responsible for the creation of genetically modified farm crops that can better withstand the threats of disease and pest damage. Agricultural technology created using biotechnology, such as microbiome soil management, has helped farmers see better yields each season. ### **Biotech in industry** Biotech processes have contributed to positive environmental change by creating new materials and chemicals like biofuels and bioplastics. These products are more sustainable than those made from petroleum, which offers promising advances in environmental stewardship. ### **Biotech in medicine** Like biopharma, the field of biotechnology has been instrumental in the creation of new therapies and drugs, including vaccines. One of the most exciting advances in biotech is targeted therapy, a cancer treatment that targets only malignant cells in a patient’s body without having a negative impact on healthy cells. ### **The future and employment trends in biotech** According to a 2022 press release, 127,000 biotech organizations employed 2.1 million people in 2021. The industry contributed 2.9 trillion dollars to the American economy that year as well. The demand for employees with education and experience in the biotech field will remain strong in 2024 and beyond. While other industries lost around 1.5 percent of their employment bases, positions in biotech have increased by 11 percent over the past five years. Moderna and Regeneron Pharmaceuticals are two of the biggest names in the biotech industry. However, smaller organizations also played a pivotal role in getting COVID-19 vaccines to the public in a much shorter time than it normally takes to develop vaccines and gain FDA approval. Regardless of a biotech company’s size, many turn to biotech consulting to help discover and onboard the most talented people in the industry. ## **Biotech vs Biopharma Consulting** Cornerstone Search Group, an executive search firm dedicated solely to the life sciences industry, serves clients in both biopharma and biotech. Below are brief descriptions of the services we offer to those in both sectors. We tailor our approach based on your industry and hiring needs, resulting in a truly customized experience. - Candidate assessment: We use a proven process to create a strong candidate pool, conduct interviews and skills assessments, and work as a go-between with candidates your company has decided to hire and your organization. - Department buildouts: Cornerstone assists with filling in the missing talent in any of your company’s departments. - Executive search: We find the applicants and then assess the candidates. - Growth expansions: When your company is ready to grow, we find the talent to help it achieve a higher market share. - Leadership development: Developing leaders takes time you may not have. We help your employees get to the next level. - Market mapping: Feeling squeezed by the competition? We offer valuable insight to improve your standing via market mapping. - Talent pipelining: Your organization may not have hiring needs right now, but it will eventually. Building relationships with prospective talent now is an efficient way to fill jobs when the time comes. This is an exciting time in the biopharma and biotech industries, and [Cornerstone Search Group](https://cornerstonesg.com/) is available to position your organization for maximum growth. Put our decades of experience to work for you. Request a consultation to learn more about how we can join forces with your human resources department and recruit the best people the life sciences field has to offer. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Cost Of Hiring An Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/04/the-cost-of-hiring-an-executive-search-firm.jpg)\\ \\ April 14, 2023\\ **The Cost Of Hiring An Executive Search Firm**](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/ "The Cost Of Hiring An Executive Search Firm") [![3 Things to Consider When Hiring a Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/11/3-Things-to-Consider-When-Hiring-a-Chief-Medical-Officer.jpg)\\ \\ December 14, 2023\\ **3 Things to Consider When Hiring a Chief Medical Officer**](https://cornerstonesg.com/hiring-chief-medical-officer/ "3 Things to Consider When Hiring a Chief Medical Officer") [![RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search](https://cornerstonesg.com/wp-content/uploads/2024/07/rpo-cost-savings.jpg)\\ \\ July 1, 2024\\ **RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search**](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/ "RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search") [{title}](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/#) [{title}](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/#) [{title}](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/#) [{title}](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/#) [{title}](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/#) [{title}](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/#) ckgrounds. 2. [Medix Staffing Solutions](https://www.medixteam.com/) Medix Staffing Solutions is an established life sciences industry recruiting agency that has served organizations for over 20 years. They aim to help businesses match new talent with their existing overall goals, mission, and purpose. Medix places an emphasis on flexible staffing that does not require their clients to commit to full-time hires if that isn’t what their business needs at the time. 3. [Insight Global](https://insightglobal.com/) Insight Global identifies themselves as a “leading life sciences staffing agency.” This agency offers clients assistance in interviewing and onboarding candidates, in addition to recruitment efforts. They seek to find talent that clients’ competitors don’t have access to, including potential candidates who aren’t actively looking for jobs. 4. [EPM Scientific](https://www.epmscientific.com/) EPM Scientific is comparatively new to the life sciences recruiting industry. Founded in 2012, they primarily provide clients with permanent contracts and multi-hire recruitment in the areas of research and development, market launch, and pharmacovigilance. EPM Scientific focuses on global outreach, helping connect organizations with talent in the US, Europe, and APAC. 5. [Barrington James](https://barringtonjames.com/) Barrington James has provided staffing solutions for companies in the pharmaceutical, biotechnology, and medical device markets since the early 2000s. They specialize in sourcing talent from the United States, Europe, and Asia. Barrington James offers contract and interim recruitment, permanent recruitment, board and executive search services, retained campaign management, and more, depending on their clients’ needs. 6. [Klein Hersh Strategic Leadership Placement](https://www.kleinhersh.com/) Klein Hersh Strategic Leadership Placement specializes in partnering with early stage organizations and established biotech and pharmaceutical companies. They have also assisted companies within the venture capital space in placing executives and scientific leaders in start-ups. Klein Hersh prides themselves on providing clients with subject matter experts who can help organizations bring new products to market in innovative ways. 7. [Randstad USA](https://www.randstadusa.com/) Randstad USA is an established life sciences consulting agency that specializes in long-term partnerships with their clients. They report retaining “more than 50% of clients” since their inception and value client satisfaction. Randstad presents pharmaceutical consultants to their clients who have been vetted first by Randstad, via skills assessments, background checks, FDA debarment search, education verification, FACIS checks, and more. They have a select group of consultants, with fifty percent holding advanced degrees and most boasting ten or more years of experience. 8. [Biotech Rec](https://www.biotechrec.com/) Biotech Rec provides clients with recruitment in a range of life science-adjacent industries and roles, including construction, engineering, validation, quality, information technology and automation, compliance, EHS, and supply chain work. Biotech Rec claims they often “fill jobs before they’re advertised” and allows interested candidates to receive outreach from them as soon as a job that matches their qualifications becomes available in Biotech Rec’s network. 9. [Solo Point Solutions](https://www.solopointsolutions.com/) Solo Point Solutions primarily serves the Bay Area and Orange County in both Northern and Southern California. They specialize in the engineering needs of OEMs (Original Equipment Manufacturers) within the life science industries. Solo Point prides themselves on providing “engineering resources to support a wide array of R&D and manufacturing functions.” They have offices in Santa Clara, California; Tustin, California; and Appleton, Wisconsin. 10. [Real Staffing](https://www.realstaffing.com/en-us/) Real Staffing is a life sciences focused talent recruitment agency with three core sectors: (1) pharma and biotech; (2) medical devices and diagnostics; and (3) healthcare and information technology. They specialize in “niche sectors of the life sciences across a range of markets and industries.” Real staffing aims to help clients fill both permanent and contract positions for short and long term projects. ## Tips for Navigating Life Sciences Industry Recruitment Navigating the complex world of life sciences requires a strategic approach. Here are some essential tips: 1. Make sure your new hire is a solid cultural fit. Technical skills, education, and experience are all critical factors in making the right talent match, but they’re not the _only_ items that matter. During the interview process, it’s important that your organization and its staffing agency inquire about a candidate’s communication style, interpersonal skills, and teamwork abilities. 2. Verify your applicants’ background information before making an offer. Verifying an applicant’s background information is a critical step in recruiting that your staffing agency can help you with. Education, certifications, criminal records, and professional experience should all be double-checked before a final offer is extended to a candidate. 3. Stay informed on regulatory compliance issues. You already know that the life sciences industry carries regulatory nuances that other industries don’t necessarily handle on the same scale. These regulatory concerns don’t end at the recruiting stage—rather, it’s often where they begin. It’s always best practice to work with a staffing partner who understands and can confidently master [life sciences regulations](https://astrixinc.com/understanding-compliance-regulations-in-the-life-science-sector-part-1/) and keep you informed on the proper steps to take. 4. Utilize the right life sciences-focused recruiting agency for your organization’s needs. If you’re ready to make a new life sciences hire, one of the most advantageous steps you can take is to partner with an experienced executive search group that can help you approach your hiring needs in a holistic way. Cornerstone Search Group is proud to serve the life sciences industries and has done so successfully for over 20 years. We’re eager to connect you with new talent across the globe. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![5 Diversity Sourcing Strategies Your Company Should Implement Today](https://cornerstonesg.com/wp-content/uploads/2023/05/diversity-sourcing-strategies.jpg)\\ \\ May 30, 2023\\ **5 Diversity Sourcing Strategies Your Company Should Implement Today**](https://cornerstonesg.com/diversity-sourcing-strategies-your-company-should-implement-today/ "5 Diversity Sourcing Strategies Your Company Should Implement Today") [![Executive Onboarding: 6 Best Practices To Ensure Success](https://cornerstonesg.com/wp-content/uploads/2023/04/executive-onboarding-6-best-practices-to-ensure-success.jpg)\\ \\ January 22, 2024\\ **Executive Onboarding: 6 Best Practices To Ensure Success**](https://cornerstonesg.com/executive-onboarding-best-practices/ "Executive Onboarding: 6 Best Practices To Ensure Success") [![A Deep Dive into In House Recruitment vs Outsourcing](https://cornerstonesg.com/wp-content/uploads/2023/04/successful-partnership-bucket.jpg)\\ \\ July 15, 2024\\ **A Deep Dive into In House Recruitment vs Outsourcing**](https://cornerstonesg.com/a-deep-dive-into-in-house-recruitment-vs-outsourcing/ "A Deep Dive into In House Recruitment vs Outsourcing") [{title}](https://cornerstonesg.com/top-life-science-recruitment-agencies/#) [{title}](https://cornerstonesg.com/top-life-science-recruitment-agencies/#) [{title}](https://cornerstonesg.com/top-life-science-recruitment-agencies/#) [{title}](https://cornerstonesg.com/top-life-science-recruitment-agencies/#) [{title}](https://cornerstonesg.com/top-life-science-recruitment-agencies/#) [{title}](https://cornerstonesg.com/top-life-science-recruitment-agencies/#) ## **Efficient Communication of Pertinent Information** Unlike other roles, a top executive needs an in-depth understanding of various facets of the company. Therefore, it is vital to communicate all pertinent information about the company’s operations, culture, and strategic plans. This information should be conveyed efficiently and in an easily comprehensible manner, ensuring the executive can quickly assimilate and apply this knowledge in their role. ### **Providing Time for Acclimatization** Acclimatizing to a new organizational environment and role is a critical step in the onboarding process. It is important to give the new executive sufficient time to familiarize themselves with the company’s operations, culture, and [team dynamics](https://www.rallybright.com/what-are-team-dynamics/). This period of orientation allows them to start their official duties with confidence and effectiveness, enabling a smoother transition and quicker ramp-up to full productivity. By focusing on these objectives, the executive onboarding process can be structured to maximize the success and impact of new leadership hires. ## **6 Executive Onboarding Best Practices** Onboarding a new executive is a critical phase in their journey with your organization. It sets the tone for their role and can significantly impact their effectiveness and integration within the team. A well-structured executive onboarding process is key to ensuring a smooth transition and setting them up for success. Here, we outline six executive onboarding best practices that are essential for creating a positive and productive onboarding experience. ### **1\. Gather Feedback From Your Existing Executive Team** Optimizing the executive onboarding process begins with understanding your current practices. Before onboarding a new executive, solicit feedback from your existing C-suite members. Their insights into what worked well and what could be improved in their onboarding experiences are invaluable. This feedback helps identify areas of your existing process that need refinement, ensuring a more effective onboarding experience for your new executive. ### **2\. Designate a Dedicated Onboarding Team and Provide an Onboarding Timeline** Form a dedicated onboarding team comprising members from various departments such as HR, finance, and operations. This team plays a crucial role in guiding the new hire through the onboarding process, ensuring it’s both efficient and comprehensive. Additionally, creating a detailed onboarding timeline helps cover all crucial aspects within a set timeframe, avoiding any missed steps or wasted time. Providing this timeline to the new executive gives them a clear overview of what to expect, further streamlining the process. ### **3\. Pre-Onboarding Preparation** Before the official onboarding process begins, you can give the new executive a head start by providing them with [key information about the company](https://guides.newman.baruch.cuny.edu/c.php?g=188197&p=1244454). Setting clear expectations regarding their role, and describing the various other roles in the company before they even set foot in the office. Provide industry research that’s relevant to your overall mission, as well as data pertaining to your short and long-term goals. Explain how you envision the new hire fitting into these objectives, and discuss concrete goals and targets for them to achieve. This will give them a sense of purpose and direction right off the bat. In addition, explain what the various people at the company do in their day-to-day jobs and how they can support the executive in their mission. ### **4\. Create a Mentorship Program** It’s advisable to establish a [mentorship program](https://hbr.org/2015/04/ceos-need-mentors-too) that pairs an experienced senior employee who’s been at the company longer with the new hire. The mentor can be a valuable resource for the new hire, and that can enhance learning outcomes during the onboarding process. Make sure the mentor can make themselves available to answer any questions that arise during the onboarding process. The mentor should have an in-depth understanding of the new hire’s responsibilities so they can provide them with relevant information and advice on how to navigate their role successfully. ### **5\. Provide Early Access to Your Systems** Companies use a wide variety of systems and applications to conduct their day-to-day business, so the odds are significant that the newest executive on the team isn’t familiar with all the software you use. Moreover, they’ll need to learn the architecture of your database so they can find any information they need to do their job well. To minimize the learning curve when they’re officially on the job, provide them with early access to your systems. This will give them sufficient time to get at least a basic understanding of any applications they’re unfamiliar with. ### **6\. Offer Regular Check-Ins** Throughout the onboarding process and during the first few weeks of employment, schedule regular check-ins with the new executive to make sure everything is progressing smoothly. Once a week is a reasonable schedule. Regular check-ins will give you the opportunity to answer any questions, address any concerns, and provide additional guidance when needed. This can be especially important when it comes to getting used to your organization’s culture and the expectations for being successful within it. By implementing these executive onboarding best practices, you can create a seamless and effective onboarding experience that not only supports your new executives in their roles but also contributes to the overall success and cohesion of your leadership team. ## **Discuss Onboarding With Your Executive Search Firm** When it comes to executive onboarding, ensuring that your high-caliber hires adapt successfully to your organization is crucial, regardless of the company’s size. Implementing these six executive onboarding best practices is integral to helping your new executives quickly reach their full potential. Moreover, a well-crafted executive onboarding process paves the way for smooth transitions, fostering trust between leadership teams and the wider employee base. ### **Leveraging Your Executive Search Firm’s Expertise** Your executive search firm can be a valuable resource in designing an effective and efficient executive onboarding program. At [Cornerstone](https://cornerstonesg.com/), we offer more than just talent acquisition services. We are equipped to provide comprehensive advice on the most critical elements of the executive onboarding process. Given our extensive engagement with each candidate throughout the recruitment process, we can offer personalized recommendations for onboarding each specific new hire, ensuring a tailor-made approach that aligns with your organizational needs and the individual’s unique strengths. ### **Personalized Onboarding Insights** We understand that each executive brings a distinct set of skills and experiences. Therefore, we emphasize providing insights and suggestions that are specific to each individual’s background and potential role within your organization. We aim to ensure that the onboarding process is not only effective, but also resonates with the personal and professional nuances of each new executive. For further assistance in optimizing your executive onboarding strategy and to learn more about implementing these executive onboarding best practices, [please feel free to reach out to us at your convenience](https://cornerstonesg.com/contact-us/). We are committed to supporting you in creating a seamless and impactful onboarding experience for your leadership talent. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What’s The Difference Between Executive Search And Recruitment?](https://cornerstonesg.com/wp-content/uploads/2023/03/executive-search-vs-recruitment.jpg)\\ \\ March 15, 2023\\ **What’s The Difference Between Executive Search And Recruitment?**](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/ "What’s The Difference Between Executive Search And Recruitment?") [![The Untapped Benefits of Cultural Competence in the Workplace](https://cornerstonesg.com/wp-content/uploads/2023/05/philanthropy-thumbnail.jpg)\\ \\ August 26, 2024\\ **The Untapped Benefits of Cultural Competence in the Workplace**](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/ "The Untapped Benefits of Cultural Competence in the Workplace") [![Cross-Cultural Leadership: How to Lead Diverse Teams Effectively](https://cornerstonesg.com/wp-content/uploads/2024/08/diverse-hiring.jpg)\\ \\ August 12, 2024\\ **Cross-Cultural Leadership: How to Lead Diverse Teams Effectively**](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/ "Cross-Cultural Leadership: How to Lead Diverse Teams Effectively") [{title}](https://cornerstonesg.com/executive-onboarding-best-practices/#) [{title}](https://cornerstonesg.com/executive-onboarding-best-practices/#) [{title}](https://cornerstonesg.com/executive-onboarding-best-practices/#) [{title}](https://cornerstonesg.com/executive-onboarding-best-practices/#) [{title}](https://cornerstonesg.com/executive-onboarding-best-practices/#) [{title}](https://cornerstonesg.com/executive-onboarding-best-practices/#) [{title}](https://cornerstonesg.com/job/director-us-marketing-rare-disease-profitable-rare-disease-biotech-hybrid-work-new-jersey-retained-search/#) [{title}](https://cornerstonesg.com/job/director-us-marketing-rare-disease-profitable-rare-disease-biotech-hybrid-work-new-jersey-retained-search/#) [{title}](https://cornerstonesg.com/job/director-us-marketing-rare-disease-profitable-rare-disease-biotech-hybrid-work-new-jersey-retained-search/#) [{title}](https://cornerstonesg.com/job/director-us-marketing-rare-disease-profitable-rare-disease-biotech-hybrid-work-new-jersey-retained-search/#) [{title}](https://cornerstonesg.com/job/director-us-marketing-rare-disease-profitable-rare-disease-biotech-hybrid-work-new-jersey-retained-search/#) [{title}](https://cornerstonesg.com/job/director-us-marketing-rare-disease-profitable-rare-disease-biotech-hybrid-work-new-jersey-retained-search/#) # 2\. Expanding Hiring Horizons to Include a Globalized Workforce According to recent research, global hiring has risen significantly post-pandemic. The ability to work from anywhere has allowed employers to tap into the skillsets of workers in underserved markets, increasing support for DEI initiatives on an international scale. Last year, ex-US workers saw the highest wage increases in Italy, Brazil, and India, along with increased targeting by western companies eager to access hard to reach talent. In 2024, this DEI hiring trend is set to continue. The Wall Street Journal reported this year that employers were finding significant cost savings in onboarding workers overseas in a host of remote jobs, including those in payroll, finance, and technology functions. As Jason Schloetzer, Associate Professor at Georgetown University’s McDonough School of Business, put it: “For those roles that don’t require a lot of collaboration, they’re remote-able and they’re offshore-able.” The strategy isn’t _just_ about saving money (although that is an excellent reason to explore it) the practice also welcomes strong talent and new perspectives into a department. ## 3\. Using Leadership Development Programs to Invest in and Continue to Attract Diverse Talent One of the most important DEI trends 2024 may see is an improvement upon something companies are already leaning into: leadership and development initiatives. Global consultancy McKinsey & Co. recently took a survey of individuals who had just left their employers. 51 percent of respondents reported leaving because they “didn’t feel a sense of belonging at work.” Notably, this sentiment was more prevalent among employees of racial minorities. Organization-wide investments in learning and development programs have been shown to increase employee feelings of belonging at work, improve workplace cultures, and boost retention over time. For companies who see success in DEI hiring and are embracing diversity recruiting trends but are still struggling with the retention of diverse employees, investments in L&D may be the perfect solution. L&D is also an item in high demand among a new generation of workers. According to a recent Gallup survey, 66 percent of respondents aged 18 to 24 noted that learning and development was one of three of the most valued benefits an employer could offer them. ## 4\. Supporting Working Parents During Their Tenure Although absolutely critical, DEI in hiring isn’t _just_ focused on increasing racial and nationality minority representation in a workforce. It can also be about recruiting and supporting employees of all genders. Women in particular appreciate support through periods of parental leave and beyond; even in 2023, women are still taking on far more parenting tasks on average than male partners. U.S. News and World Report published [statistics](https://www.usnews.com/news/health-news/articles/2023-05-11/gender-reveals-data-shows-disparities-in-child-care-roles) showing that even women who were employed full time still spent significantly more time on child-care related tasks than their spouses. For companies that can offer it, a parental leave policy that goes beyond your state’s minimum requirements is a fantastic way to recruit employees of all genders, and specifically women. Keep in mind, however, that in a compliant parental leave policy, there is no differencebetween maternity leave and paternity leave. At a federal level, the law requires businesses to apply parental leave benefits in a gender-inclusive way. While in some states, you maybe able tooffer more time off (whether paid or unpaid) to a primary caregiver, a strong parental leave policy that offers flexibility to parents equally is an incredibly attractive perk. ## 5\. Partnering With an Executive Search Group That Understands and Implements DEI Best Practices If you’re ready to get serious about DEI in hiring, one of the most advantageous steps you can take is to partner with an executive search group that can help you approach your hiring needs in a thoughtful and sustainable way. Cornerstone Search Group is excited to support corporate clients in their DEI hiring initiatives. At Cornerstone, we hold the belief that diverse thoughts, ideas, and leaders drive companies to perform at their highest achievable level. This belief yields positive results for our clients: over 50% of the candidates that we help our clients hire come from diverse backgrounds. Cornerstone is proud to serve the diversity-rich life sciences industry and has done so for over 20 years. We’re eager to connect you with talent across the globe. [Start a conversation](https://cornerstonesg.com/contact-us/) with us today to learn more. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Life Sciences Startup Essentials: Building a Management Team](https://cornerstonesg.com/wp-content/uploads/2023/10/life-science-startup-build-management-team-1200px-72-v1.jpg)\\ \\ October 18, 2023\\ **Life Sciences Startup Essentials: Building a Management Team**](https://cornerstonesg.com/life-sciences-startup-essentials-building-a-management-team/ "Life Sciences Startup Essentials: Building a Management Team") [![What Makes a Medical Device CEO Different in the Life Sciences Industry?](https://cornerstonesg.com/wp-content/uploads/2023/11/CEO-Presents-Quarterly-Data-950px.jpg)\\ \\ November 21, 2023\\ **What Makes a Medical Device CEO Different in the Life Sciences Industry?**](https://cornerstonesg.com/what-makes-a-medical-device-ceo-different-in-the-life-sciences-industry/ "What Makes a Medical Device CEO Different in the Life Sciences Industry?") [![Spotlight: “How the Pandemic Shifted the Rules of Recruiting”](https://cornerstonesg.com/wp-content/uploads/2023/10/Recruiting-post-pandemic-2023.jpg)\\ \\ October 31, 2023\\ **Spotlight: “How the Pandemic Shifted the Rules of Recruiting”**](https://cornerstonesg.com/spotlight-how-the-pandemic-shifted-the-rules-of-recruiting/ "Spotlight: “How the Pandemic Shifted the Rules of Recruiting”") [{title}](https://cornerstonesg.com/dei-trends-for-hiring-managers/#) [{title}](https://cornerstonesg.com/dei-trends-for-hiring-managers/#) [{title}](https://cornerstonesg.com/dei-trends-for-hiring-managers/#) [{title}](https://cornerstonesg.com/dei-trends-for-hiring-managers/#) [{title}](https://cornerstonesg.com/dei-trends-for-hiring-managers/#) [{title}](https://cornerstonesg.com/dei-trends-for-hiring-managers/#) our new hire needs to fully understand your company’s goals and organizational culture. Before they start, your CHRO should communicate your mission to the new executive. Be transparent about your objectives, your unique selling points, and the challenges and opportunities that lie ahead. This will give them a good overview of your company’s positioning in the business landscape. It’s also important to prepare them for integration into your company culture. Cultures vary widely from organization to organization, so it’s essential to be clear about how things are done. For instance, is there a strict hierarchy or is there a flat structure? Is the work environment conventional or more laid back? How does the company view work-life balance? Who is the best person to go to with specific questions? Familiarizing them with your company culture is an integral step in the onboarding process. Imagine the disconnect if the new hire came from a startup with a flat organizational structure where everyone wore multiple hats, but your company is an established business with dedicated teams and roles, as well as set processes for doing things. If you don’t inform them how things work, they could easily get off on the wrong foot—and that could lead to all sorts of communication problems. ### 3\. Introduce the Executive to Their Team and Key Stakeholders It’s advisable to help the new hire establish strong relationships within the company from the start. Begin by introducing them to the rest of the executive team. They’ll most likely have spoken during the hiring process, but once the contract has been signed, the opportunities for meaningful discussions that can add value to your business strategy arise. You should also schedule a meeting with the stakeholders the new hire will be working with most often. It’s essential for everyone to understand the new executive’s role, why they were selected, and what their addition to the executive team will mean for them. Finally, introduce the new hire to their direct reports. Since they’ll be working closely together, they should have the ability to interact easily so they can grow accustomed to any changes that might occur as a result of the change in leadership. This helps reduce friction and ensure a smooth transition. ## 4\. Provide Access to Relevant Resources Instruct your IT team to provide the new executive with whatever technology they request to do their job. In addition, make sure they have access to key systems like your ERP, CRM, financial system, and project management tools. If necessary, set up demos or training so they know how to use the software and where to find company data, financial information, and client information. In addition, connect them with a point person in IT who can help them deal with any technological issues quickly and effectively. ## 5\. Set Clear Objectives and Expectations You should set a timeline with clear objectives for the [executive onboarding process](https://cornerstonesg.com/executive-onboarding-best-practices/). This will not only help you assess how the new hire is acclimating and performing—it will also help them feel competent and valued. On top of that, clarify your expectations for their tenure after onboarding. These should be aspirational but realistic. Include, at a minimum, the following critical areas: - A description of the new executive’s responsibilities - [Key performance indicators (KPIs)](https://www.linkedin.com/advice/0/what-best-metrics-measure-your-executive-performance) for each functional area the executive oversees, along with a timeline - Critical expectations regarding their collaboration with key stakeholders ## Use the Executive Onboarding Checklist to Guarantee Success The ultimate executive onboarding checklist for the life sciences industry is essential to ensuring your new hire is successful from the beginning of their tenure. Use it to create a robust onboarding program that helps them thrive and start delivering the desired results quickly. By doing so, your new executive will be able to contribute positively and fully to your organization from day one. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What is Life Science Consulting? 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[{title}](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/#) [{title}](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/#) [{title}](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/#) [{title}](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/#) [{title}](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/#) [{title}](https://cornerstonesg.com/the-ultimate-executive-onboarding-checklist-for-life-sciences-industry/#) pert on cross-functional product development teams globally, work with JV partners, and serve as the US-based point of communications with the FDA on their product portfolio. You will report to a highly experienced and down-to-earth Regulatory Affairs Department Head and have regular interaction with their very accessible senior management team. Our client is seeking an entrepreneurial and experienced oncology regulatory affairs professional who will be excited to also help grow their new US presence, values working with like-minded high EQ, GTD people in a high collaboration and low bureaucracy environment, and somebody who has a passion for drug development but not at the expense of work/life balance. **WORK AUTHORIZATION:** Our client will consider candidates who require an H-1B transfer, TN-Visa, or equivalent, as well as Green Card / Permanent Resident sponsorship. ### Location **LOCATION: New York City (on-site or hybrid)** Our client is focused on hiring the right person rather than the right location, so they will consider candidates who require a limited on-site arrangement or even a hybrid work arrangement. They can offer relocation assistance as well. ### Features **5 ATTRACTIVE FEATURES:** 1. Uniquely attractive opportunity to join a growing, profitable, publicly-traded company with a multi-billion dollar market cap that still retains a small company feel with very few layers. 2. Our client’s marketed products include a fast-growing cancer blockbuster, and their lead clinical candidate is in Phase III and is anticipated to also become a blockbuster. Our client has a long-term focus in Oncology and CNS / Neurology and has a proven history of discovering and developing multiple drugs that have been marketed in the US by multiple “Big Pharmas”. Our client is now focused on taking the next step in their growth to become a globally integrated pharma. 3. This company takes pride in its culture, reflecting its country’s heritage as having one of the world’s most positive populations. 4. You will share in the responsibility to shape the future of the company’s presence in the US, which was only recently established. 5. We have partnered with this client multiple times before, so we know them quite well. The people that we have helped them hire have been very happy with the culture and impressed with executive management and their peers. ### Responsibilities **RESPONSIBILITIES in a NUTSHELL:** - Develop and execute US and global regulatory submission strategy for oncology assets, including an exciting potential first-in-class (pathway) molecule. - Interact with the FDA and global regulatory authorities. - Take responsibility for the preparation and content of regulatory dossiers/documents (e.g., INDs, CTAs, BRD/Scientific Advice Requests, and NDAs/MAAs). - Ensure that product development programs are aligned with US and global commercial strategy. - In addition to the company’s wholly owned assets, interact with other pharms on JV-partnered assets. - Lead internal company forums for the sharing of best practices and lessons learned related to US regulatory activities. - Stay on top of emerging issues that may impact regulatory product strategy and adjust accordingly. Assess scientific information, regulatory precedent, competitive intelligence, and regulatory guidelines in order to make recommendations. ### Qualifications / Requirements **DESIRED SKILLS/ QUALIFICATIONS / EXPERIENCES / BEHAVIORS:** - 5-10 years of pharma/biotech company Regulatory Affairs experience, with an emphasis in Oncology clinical development reg affairs activities, including the IND process and ideally also NDA/BLA filing experience. - Demonstrated experience with defining and leading regulatory strategies. - In depth working experience of US regulatory affairs, including FDA interaction experience, coupled with at least a solid understanding of EU, ICH, and other global requirements. - Experience with preparing, reviewing, and submitting FDA Clinical modules. CMC and Nonclinical module experience would be a plus. - Operational experience with regulatory submission to the FDA (e.g., INDs and NDAs). It would be a plus, but not a requirement, to have EU submission experience (e.g., CTAs and MAAs) or other global regulatory submission experience. - Experience with novel or expedited regulatory pathways would be a plus but is not required. - Seeking a proactive, self-motivated, and entrepreneurial individual who has the ability to prioritize and get things done. - Seeking a biotech mindset - someone who is innovative in their approach, intellectually inquisitive, has a flexible personality, and is highly collaborative. - BA/BS required. **\*PLEASE NOTE\*:** For high potential individuals who may not have enough of the experiences sought, our client will consider candidates at the Associate Director level. ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone - CEO \| specialty pharma start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - President/US Commercial Head \| generics pharma - CMO \| late-stage public biotech - CMO \| mid-size pharma - CSO \| mid-size global biotech - SVP, Head of Global Medical Affairs \| mid-size oncology company - SVP, Head of Global Clinical Development \| multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| late-stage Israeli biotech - Group VP, Global Commercial Head \| API Business Unit \| Indian pharma - VP, Data Science RWE \| Top 5 pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, US Head of Regulatory Affairs \| Top 20 pharma - VP, Head of R&D Operations \| Boston biotech - VP, Head of HEOR (Health Economics & Outcomes Research \| Top CNS specialty pharma - VP, Head of US HEOR & RWE \| Top 5 pharma - VP, Head of Real-World Evidence \| Top 5 pharma - VP, Head of US HEOR \| Top oncology pharma - ED, Head of HEOR \| Top West Coast pharma - VP, Head of Global Market Access \| Top oncology specialty pharma - VP, Head of US Market Access \| High-profile late-stage biotech - VP, Head of US Market Access \| West Coast late-stage public biotech - VP, Head of Heme/Onc Clinical Research \| Public oncology biotech - VP, Head of Clinical Development \| late-stage anti-infectives UK pharma - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - ED, Head of Clinical Operations \| British VC-backed biotech - ED, Global Commercial Strategy Franchise Head \| Top rare disease Boston pharma - ED, Head of Global Clinical Pharmacology \| Public oncology biotech - ED, Head of Global HEOR \| Large US pharma - Head, Patient Advocacy \| European commercial-stage rare disease biotech - Director/Head, QSP Modelling \| Mid-size European pharma - Medical Directors (Director/SD/ED levels) in Translational Medicine / Clinical Development / Medical Affairs / Drug Safety: 75+ retained assignments - HEOR/RWE/Market Access (AD/Director/SD/ED levels): 100+ retained assignments #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [APPLY](https://cornerstonesg.com/job/director-global-regulatory-affairs/?form=apply#wpjb-scroll) Apply for Director, Global Regulatory Affairs Name \* Email \* Message Resume Drop files here[browse files ...](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) Required Title Captcha \* [iframe](https://www.google.com/recaptcha/api2/anchor?ar=1&k=6LeqWjscAAAAAA4ikUq89ebOU6A6fGMd0KL3i581&co=aHR0cHM6Ly9jb3JuZXJzdG9uZXNnLmNvbTo0NDM.&hl=en&type=image&v=rW64dpMGAGrjU7JJQr9xxPl8&theme=light&size=normal&cb=q8lrkkcdxgza) [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/director-global-regulatory-affairs/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs-growing-stable-biopharma-great-culture-remote-location-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs-growing-stable-biopharma-great-culture-remote-location-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs-growing-stable-biopharma-great-culture-remote-location-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs-growing-stable-biopharma-great-culture-remote-location-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs-growing-stable-biopharma-great-culture-remote-location-retained-search/#) [{title}](https://cornerstonesg.com/job/vp-head-of-medical-affairs-growing-stable-biopharma-great-culture-remote-location-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-clinical-research-organization-build-from-scratch-for-healthcare-co-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-clinical-research-organization-build-from-scratch-for-healthcare-co-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-clinical-research-organization-build-from-scratch-for-healthcare-co-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-clinical-research-organization-build-from-scratch-for-healthcare-co-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-clinical-research-organization-build-from-scratch-for-healthcare-co-retained-search/#) [{title}](https://cornerstonesg.com/job/chief-executive-officer-clinical-research-organization-build-from-scratch-for-healthcare-co-retained-search/#) Screening potential candidates: After several candidates have been located, the executive search firm will screen them before advancing them to the next step in the interview process. - Reference checks and background screenings: Reference checks and background screenings are essential to ensuring that the executive you hire actually has the experience and track record they claim. - Detailed assessments on shortlisted candidates: It’s not easy to remember all the information about each candidate, especially when you’re a busy professional. An executive search firm creates detailed assessments on shortlisted candidates so you can review them at your convenience before making your choice. - Salary negotiation: An executive search firm often gets to know the candidate better than you do during the interview process. This puts them in a good position to advise you regarding salary negotiations. - Onboarding assistance: If needed, the executive search firm can help onboard the individual you hire to ensure a smooth transition from their previous position to this one. ### The Costs of Hiring an Executive Search Firm Because executive search typically involves significantly more work than a regular talent search, the costs are also higher. In general, when you work with an executive search firm, they charge a fee based on a percentage of the candidate’s annual compensation package. This fee is typically between 30 percent and 33.3335 percent of the hire’s first-year total compensation package, i.e. their salary plus benefits. For example, if you hire the candidate for with a salary and compensation package of a total of $300,000, the fee the executive search firm charges could be $100,000 at 331/3 percent. The actual percentage an executive search firm charges depends on several factors, including the complexity of the search, the quality and reach of their network, how long it takes to fill the role, and their experience in similar searches. You’ll also be billed for any additional expenses, such as airfare and hotel costs for candidates. While contingency firms won’t charge anything until they’ve found a suitable candidate, some firms do charge a retainer fee that is paid upfront and is non-refundable if the search is unsuccessful. Some firms offer discounted rates if you commit to using them for multiple hires or if you give them the exclusive rights to find candidates for a specific period of time. It’s critical to read the contract carefully and make sure that you understand exactly what each service entails so there are no surprises further down the line. ### Why Hire an Executive Search Firm? The costs of hiring an executive search firm can be quite high. As such, you might be asking yourself whether you really need to find your next C-suite hire this way. But consider this: According to [a study by Harvard University](https://www.linkedin.com/pulse/real-cost-hiring-c-suite-executive-alex-rawlings/?trk=public_profile_article_view), an executive’s value to your company is in general between one and three times their salary. In fact, many experts believe that 300 percent of their salary is the most accurate estimate. After all, a qualified top-level executive will have the knowledge and experience to help drive your business to the next level. Knowing this, it should be clear that if you wait a long time to fill a top-level position because you want to save on the costs of a search, the actual costs to your company are likely to be significant. By not generating the revenue you otherwise would have been able to, your business will not be able to advance as quickly. As a result, your competition may gain or retain the an advantage in the marketplace. In addition, whether you choose to hire a regular recruiter or use your in-house recruitment resources instead of an executive search firm, you’ll still wind up with considerable costs—and without any guarantee that you’ll find a suitable candidate. ### Research Executive Search Firms to Find the Right One for You When hiring one or more executives for your firm, it’s advisable to evaluate the services and costs of several it’s time to hire one of more executives for your firm, it’s advisable to evaluate the services and costs of several different executive search firms. To do this, you can do an internet search, but it’s often better to speak with your peers and ask your peers if they can recommend an executive search company. Oftentimes, they’ll be happy to recommend a company that has done good work for them in the past. When you’ve found a number of several firms, request a proposal for the executive search you need. Then compare the different quotes, along with the company’s references and reputation, and select the one that aligns most closely with your needs and budget. ### Conclusion When searching for an executive hire for your business, it’s wise to consider partnering with an experienced executive search firm like Cornerstone that can help you find qualified candidates quickly and efficiently while staying within budget constraints. At Cornerstone, we have deep expertise regarding your industry, as well as access to talent pools that will give you a competitive edge in attracting top executives. By understanding all aspects related to our fees, including what services are included, you can make sure you gain great value from your investment in hiring us. [Please contact us for more information](https://cornerstonesg.com/contact-us/). [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![Top Life Science Recruitment Agencies: Your Ultimate Guide](https://cornerstonesg.com/wp-content/uploads/2024/02/Life-Sciences-Industry.jpg)\\ \\ March 4, 2024\\ **Top Life Science Recruitment Agencies: Your Ultimate Guide**](https://cornerstonesg.com/top-life-science-recruitment-agencies/ "Top Life Science Recruitment Agencies: Your Ultimate Guide") [![3 Advanced Data-Driven Recruitment Practices](https://cornerstonesg.com/wp-content/uploads/2024/08/Advanced-Data.jpg)\\ \\ August 5, 2024\\ **3 Advanced Data-Driven Recruitment Practices**](https://cornerstonesg.com/advanced-data-driven-recruitment-practices/ "3 Advanced Data-Driven Recruitment Practices") [![Biopharma vs Biotech Consulting: What’s the Difference?](https://cornerstonesg.com/wp-content/uploads/2024/03/BioTech-vs-Biopharma.jpg)\\ \\ March 18, 2024\\ **Biopharma vs Biotech Consulting: What’s the Difference?**](https://cornerstonesg.com/biopharma-vs-biotech-consulting-whats-the-difference/ "Biopharma vs Biotech Consulting: What’s the Difference?") [{title}](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/#) [{title}](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/#) [![Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia.jpg)\\ \\ June 28, 2023\\ **Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner**](https://cornerstonesg.com/wp-content/uploads/2023/06/Press-Release-TF-COO-6.28.23.pdf "Cornerstone Search Group Announces Promotion of Thomas Fascia to Chief Operating Officer and Senior Partner") [{title}](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/#) [{title}](https://cornerstonesg.com/cornerstone-search-group-awarded-top-life-science-recruitment/#) **Diversity:** A company that employs people of various ages and ethnic backgrounds, considers capability instead of gender, and allows free expression of sexual orientation is acting in a diverse manner. - **Equity:** An equitable business provides fair compensation and equal opportunities for all employees, regardless of the characteristics listed above. Providing equal access to educational and training opportunities is also important. - **Inclusion:** An inclusive organization goes beyond diversity and creates an atmosphere that does not leave anyone out. Each person feels respected and valued for their contributions as well as their individuality. Despite knowing what today’s employees expect and what the law may demand, creating effective DEI recruitment strategies is not always easy. ## **Integrate DEI into Company Branding** Businesses have multiple ways of checking out job applicants before they ever walk through the door, but the situation works both ways. Applicants can also read reviews about companies on sites like Glassdoor and LinkedIn, and they can also read consumer reviews if the business is a public-facing one. They can quickly discern which organizations have a legitimate DEI recruitment policy and which do not. Your company would do well to develop a respected [DEI strategy](https://cornerstonesg.com/diversity/) for recruitment and use it as part of its branding strategy. Below are several ways to accomplish this. - Hire diverse employees and do what it takes to retain them. - Offer competitive starting salaries and benefits, along with generous raises, to demonstrate that your business appreciates its employees. - Be mindful of company culture and aim to create one that promotes a healthy work-life balance. - Require managers to invest in those who report to them by helping them further their careers. Keep in mind that a healthy work culture where employees feel supported will attract the most promising people to your organization. ## **Be Aware of Unconscious Bias** Every person holds at least a few unconscious biases, despite how conscientious and impartial they consider themselves to be. Anyone in your organization who has involvement in hiring should commit to trying to recognize and understand the reasons for their unconscious biases. It is only by being aware that they can challenge them. One simple way to reduce unconscious bias at your company is to assemble a diverse hiring panel from the start. Make it a point at your company to conduct blind resume reviews, a process that involves looking only at qualifications and experience without connecting it to any personally identifiable information. Interviewers should ask the same set of questions to each applicant to reduce bias and focus on credentials instead. Hiring managers should also use the same set of tools to rank answers. Taking this approach simplifies the process of comparing candidates to one another and choosing the most qualified one without consideration of race, age, or other personal characteristics. Hiring managers can also better gauge how candidates are likely to perform in the position for which they have been interviewed. ## **Remove Entry Barriers for Underrepresented Groups** People accepting their first position in life sciences have already completed years of post-secondary education. This reality puts the field in a unique position to take a different strategy when it comes to recruitment. Instead of searching for applicants from the same colleges and universities, hiring managers at life sciences organizations need to be mindful of looking at a broader educational base. The same is true for relying too much on their usual network connections and referral sources. Your company can also take practical steps to remove entry barriers for people with disabilities, those who live in rural communities, and people who are juggling work responsibilities with raising a family. Offering more remote positions and conducting virtual interviews are two simple ways to achieve this objective. ## **Create Metrics to Determine How Well Your DEI Recruitment Strategies Are Working** _Forbes Magazine_ defines effective recruiting goals as those that are specific, measurable, achievable, relevant, and time-bound (SMART). Creating your own company’s DEI recruiting strategies with the SMART acronym in mind will help you achieve success much faster than setting vague, unmeasurable goals with no timeline. For example, claiming that you want to have a more diverse workforce is an ill-defined goal, while taking the time to create measurable and realistic objectives ensures greater success. Don’t forget to establish key performance indicators at the same time to enable you to measure the success of your DEI initiatives after a pre-determined time. Need help with your company’s DEI recruiting and consulting strategies? [Contact Cornerstone Search Group](https://cornerstonesg.com/contact-us/), a recognized nationwide leader in life sciences recruiting, to learn more about how we can work together. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Cost Of Hiring An Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/04/the-cost-of-hiring-an-executive-search-firm.jpg)\\ \\ April 14, 2023\\ **The Cost Of Hiring An Executive Search Firm**](https://cornerstonesg.com/cost-of-hiring-an-executive-search-firm/ "The Cost Of Hiring An Executive Search Firm") [![When and Why Should You Use an Executive Search Firm](https://cornerstonesg.com/wp-content/uploads/2023/07/why-use-an-executive-search-firm.jpg)\\ \\ July 26, 2023\\ **When and Why Should You Use an Executive Search Firm**](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/ "When and Why Should You Use an Executive Search Firm") [![3 Things to Consider When Hiring a Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/11/3-Things-to-Consider-When-Hiring-a-Chief-Medical-Officer.jpg)\\ \\ December 14, 2023\\ **3 Things to Consider When Hiring a Chief Medical Officer**](https://cornerstonesg.com/hiring-chief-medical-officer/ "3 Things to Consider When Hiring a Chief Medical Officer") [{title}](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/#) [{title}](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/#) [{title}](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/#) [{title}](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/#) [{title}](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/#) [{title}](https://cornerstonesg.com/how-to-develop-an-effective-dei-recruitment-strategy/#) tensive relevant industry experience in leadership roles, and is a real “people person”. **Scope:** The Head of Clinical Operations will ensure that the goals and objectives for the Company’s drug development programs are met by providing strategic and tactical input into operational execution of clinical trials. The Head will be responsible for leading all aspects of clinical trial management and oversight at the Company, with responsibility for the planning, execution, quality and GCP compliance of the Company’s clinical trials. ### Location Our client is open to candidates being remotely based. ### Responsibilities **RESPONSIBILITIES IN A NUTSHELL:** - Manage an in-house team of 20+ as well as oversight of CROs and other vendors. Provide sound leadership to ensure an effective and cohesive team by focusing on team and individual performance, mentorship, coaching, and career development activities. Establish the departmental goals in support of the Company’s corporate objectives and ensure that your direct and indirect reports each have aligned goals - Be responsible and accountable for managing the clinical operations and study budgets, including budget preparation, forecasting, tracking and variance reporting. - Lead the operational oversight of company-sponsored clinical trials ensuring that they are completed on time and within the approved budget - Participate in the preparation of clinical study documents, including Protocols and Amendments, Study Reference Manuals, CRF design, ICFs, CSRs, and IBs. - Assist in preparing clinical module documents for IND, NDA, and MAA submissions. - Participate in the selection, review, and approval of clinical sites and investigators. - Plan and lead Investigator Meetings. - Working with the CMC team and applicable vendors, work to forecast investigational product supply needs and oversee the supply chain with the CMC team. - Conduct regular resource planning reviews to ensure that clinical development projects are adequately resourced in time and that the team is properly staffed to support clinical development programs - Lead regular cross-functional team meetings. - Interact regularly with executive management including presenting to BoD. - Work with the Medical Monitors, Regulatory Affairs, and the Drug Safety and Pharmacovigilance (DSPV) vendor to ensure that the Company’s drug safety and pharmacovigilance obligations are in compliance with US and global regulatory authority safety reporting obligations. - Ensure that clinical trials are conducted and monitored in accordance with GCP/ICH guidelines and Company SOPs. Work with the GCP vendor on the development of new, and periodic revisions of existing, clinical SOPs. **DESIRED SKILLS / QUALIFICATIONS / EXPERIENCE:** - BA/BS or higher - 12+ years of experience in pharma/biotech/CRO - US pivotal trial experience is required. EU / Canada experience is a plus. - Prior NDA/BLA/MAA submission experience is a plus. - Experience with pre-approval FDA or EMA inspections would be a plus. - Prior people management experience as you will be leading a 20+ person team of Project Managers, In-House CRAs, and Field-based CRAs. Demonstrated history of performance managing, mentoring, and building teams. - Prior experience leading a Clin Ops department or leading a Clinical Ops therapeutic area, or leading a major global clinical program through a global pivotal trial is ideal - Experience with complex therapeutics (such as respiratory drug/device, acute care, anti-infectives, rare disease) is a plus - Experience developing SOPs and clin ops metrics is desired - A varied background with time spent in Clinical Research, Regulatory, Quality, etc. would be a plus but is not required - Desire and ability to work in a fast-paced environment with more visibility than in “Big Pharma” - Seeking a self-driven, highly organized, detail-oriented, self-aware, accountable, collaborative, independent, high-EQ individual - Demonstrated experience of making a meaningful impact (i.e., “but for” your efforts, the same successful result may not have been achieved) ### Contact ![Corey Ackerman](https://cornerstonesg.com/wp-content/uploads/2023/04/corey-ackerman-768x768.jpg) **Corey S. Ackerman, JD** [**Email:** cackerman@cornerstonesg.com](mailto:cackerman@cornerstonesg.com "cackerman@cornerstonesg.com") [**Phone:** 973-656-0220x716](tel:973-656-0220x716 "973-656-0220x716") [**LinkedIn:** http://www.linkedin.com/in/coreyackerman](http://www.linkedin.com/in/coreyackerman "http://www.linkedin.com/in/coreyackerman") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/2/#) [{title}](https://cornerstonesg.com/job/2/#) [{title}](https://cornerstonesg.com/job/2/#) [{title}](https://cornerstonesg.com/job/2/#) [{title}](https://cornerstonesg.com/job/2/#) [{title}](https://cornerstonesg.com/job/2/#) ![Engage Therapeutics Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/engage-therapeutics-logo.png) ![Context Therapeutics Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/context-therapeutics-logo.png) ![Daiichi Sankyo Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/daiichi-sankyo-logo.jpg) ![Viatris Logo](https://cornerstonesg.com/wp-content/uploads/2023/03/viatris-logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pulmocide-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Ferring-logo-7.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Regenex-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Insud-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Orion-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Intensity-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Pharming-Logo.png) ![](https://cornerstonesg.com/wp-content/uploads/2024/02/Oyster-Point-Logo.png) ## What Are You Looking For? "\*" indicates required fields Service\* \- Select -Executive SearchCustomized Scaling & Expansion SolutionsTalent Pipelining & Market MappingPre-Hire Assessments & Leadership Development Industry\* \- Select -BiotechPharmaceuticalsInternational Companies (US Expansion)Start-UPInvestors: Venture Capital & Private EquityGenericsNonprofit Organizations Name \*\* Company Email \*\* Phone \* Message CAPTCHA This site is protected by reCAPTCHA and the Google [Privacy Policy](https://policies.google.com/privacy) and [Terms of Service](https://policies.google.com/terms) apply. [iframe](about:blank) ![Layout - Content 1](https://cornerstonesg.com/wp-content/uploads/2023/05/layout-content-1.jpg) ## Recruitment Process Outsourcing Whether you’re searching for one critical hire or building out an entire office, Cornerstone has the network connections to find the exact person you need for the role. Through our exclusive focus on life sciences, pharmaceuticals, generics, and biotech, we have built a proprietary and targeted database of the most desirable candidates in the industry. [![Decorative: Icon](https://cornerstonesg.com/wp-content/themes/cornerstone/images/landing/button_icon_request.svg)Request a Quote](javascript:;) 15 years on the world market 270 companies used our services 4500 hired executives & specialists Cornerstone Search Group is a “boutique” Life Sciences Executive Search Firm focused on helping pharmaceutical, biotechnology, generic and medical device companies with their critical searches at the C-level, VP-level, and Director-levels throughout the world. ### Services - Executive Search - Full Build-Out Solutions - Talent Mapping - Pre-Hire Assessment - Leadership Coaching ### Industries - Life Sciences - Pharmaceuticals - Biotech - Generics - Start Ups & Venture Capital - Not-For-Profits ![Cornerstone Sky](https://cornerstonesg.com/wp-content/uploads/2023/05/cornerstone-sky.jpg) ## Got Questions? We're Here To Help. Name \*(Required) Company Email \*(Required) Phone \*(Required) Message CAPTCHA This site is protected by reCAPTCHA and the Google [Privacy Policy](https://policies.google.com/privacy) and [Terms of Service](https://policies.google.com/terms) apply. [iframe](about:blank) [{title}](https://cornerstonesg.com/landing/welcome/#) [{title}](https://cornerstonesg.com/landing/welcome/#) [{title}](https://cornerstonesg.com/landing/welcome/#) [{title}](https://cornerstonesg.com/landing/welcome/#) [{title}](https://cornerstonesg.com/landing/welcome/#) [{title}](https://cornerstonesg.com/landing/welcome/#) Creating a diverse and inclusive workforce helps organizations attract and retain the best talent. Tapping into under-searched talent markets is not only likely to uncover gems, it’s also instrumental in supporting your organization’s strong reputation. Data shows that employees are [happier](https://www.greatplacetowork.com/resources/blog/why-is-diversity-inclusion-in-the-workplace-important)—and more likely to stick around—at companies who prioritize inclusivity in their HR strategies. ### Inclusive Hiring and Corporate Social Responsibility Your company’s ability to attract and retain diverse talent is essential to your reputation as a socially responsible organization in 2024 and beyond. As a [diverse company](https://cornerstonesg.com/diversity/), you’ll be well-positioned to interact with a larger base of customers whose diverse identities also reflect the global modern business landscape. ## Steps to Building an Inclusive Hiring Process Want to build an inclusive hiring process but are unsure of how to get started? Expanding your recruitment horizons is a process that can take on different shapes depending on your industry, organizational structure, and even location. But here is a basic outline of steps to follow to get your initiative off the ground: ### 1\. Know How To Identify Gaps and Issues In The Hiring Process Take a look at your current talent makeup. The first step to building an inclusive hiring process is to examine the demographics of your current team members. How do you score in gender, racial, ethnic, age, religious, and disability diversity? Are entry level positions diverse, but management makeup seems stagnant? Knowing where gaps exist can help you determine the root causes of faltering diversity efforts. Keep in mind that while hiring diverse employees is a great first step to building a robust workforce, the tenure and trajectories of these employees matter just as much. ### 2\. Examine Your Hiring Managers’ Unconscious Biases Once you’ve determined where gaps exist, it’s important to consider _why_ certain shortcomings have evolved and why they continue to stick around. The concept of “unconscious bias” may help to explain diversity gaps. According to the University of California San Francisco, unconscious biases are “social stereotypes about certain groups of people that individuals form outside \[on an individual’s\] own conscious awareness.” UCSF also reports that “everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing.” ### 3\. Train Your Hiring Managers On Your Values A good plan is only as valuable as the opportunity to implement it. In order to kickstart your culture of inclusive hiring, you’ll need to train your hiring managers on the benefits of diversity in the workplace _and_ what they can do to reduce unconscious biases in their decision-making. ### 4\. Evaluate Your Interview Processes The interview is the first face-to-face (or voice-to-voice) impression a candidate has of your organization. Make sure you establish an interview environment that is appealing to diverse candidates. Promote diverse interview panels and ensure that interviews are conducted in an accessible way. During the interview, take a moment to promote aspects of your working culture that may be most attractive to employees from different backgrounds, such as flexible work options, great benefits, and more. ### 5\. Maintain Your Culture of Inclusive Hiring Beyond 2024 To keep the momentum going on your new culture of inclusive hiring, establish a set of diversity and inclusion recruitment best practices that your stakeholders can refer to later down the line. These best practices should be a list of items hiring managers should adhere to. Ideas for diversity and inclusion recruitment best practices include: - Reviewing job descriptions for biased language - Prioritizing diverse hiring panels - Emphasizing attendance at inclusive networking opportunities - Using accessible recruitment platforms - Conducting interview processes in a transparent way - Promoting continuous employee feedback on inclusion at work - Supporting flexible work arrangements ## Ready to Kickstart Your Culture of Inclusive Hiring? Meet Cornerstone Search Group When you seek out methods of inclusive talent acquisition, you’re rewarded with great team members and even better ROI. Ready to jumpstart your culture of diverse hiring? An executive search firm skilled in diverse hiring can help you hit the ground running. We don’t just know the best places to look for talent, we also bring our life sciences industry knowledge, full talent network, and negotiation skills to the table to work for you. Make a strategic investment in your business’ future: [contact us today](https://cornerstonesg.com/contact-us/) to connect with one of our partners. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![What’s The Difference Between Executive Search And Recruitment?](https://cornerstonesg.com/wp-content/uploads/2023/03/executive-search-vs-recruitment.jpg)\\ \\ March 15, 2023\\ **What’s The Difference Between Executive Search And Recruitment?**](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/ "What’s The Difference Between Executive Search And Recruitment?") [![The Untapped Benefits of Cultural Competence in the Workplace](https://cornerstonesg.com/wp-content/uploads/2023/05/philanthropy-thumbnail.jpg)\\ \\ August 26, 2024\\ **The Untapped Benefits of Cultural Competence in the Workplace**](https://cornerstonesg.com/the-untapped-benefits-of-cultural-competence-in-the-workplace/ "The Untapped Benefits of Cultural Competence in the Workplace") [![Cross-Cultural Leadership: How to Lead Diverse Teams Effectively](https://cornerstonesg.com/wp-content/uploads/2024/08/diverse-hiring.jpg)\\ \\ August 12, 2024\\ **Cross-Cultural Leadership: How to Lead Diverse Teams Effectively**](https://cornerstonesg.com/cross-cultural-leadership-how-to-lead-diverse-teams-effectively/ "Cross-Cultural Leadership: How to Lead Diverse Teams Effectively") [{title}](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/#) [{title}](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/#) [{title}](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/#) [{title}](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/#) [{title}](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/#) [{title}](https://cornerstonesg.com/why-inclusive-hiring-is-the-future-of-recruitment/#) al-world feedback. - Raising capital: If your organization is a biotech startup, funding is most likely its lifeblood. In general, your CEO will be the face of the company during fundraising rounds. They showcase your business’s potential to investors and secure a steady influx of capital for operations and expansions. - Building relationships with key stakeholders: It’s critical for your CEO to build and maintain mutually beneficial relationships with partners, regulatory bodies, suppliers, and other stakeholders. - Overseeing the company’s R&D activities: The excitement of biotech lies in its innovations. Your CEO is tasked with ensuring all projects align with your company’s vision and will deliver the desired ROI. ## Why Hire a Biotech CEO Recruiter? When you consider the essential role your CEO will play, it’s critical to find the right leader for your specific company. [Biotech CEO recruiters](https://cornerstonesg.com/industry-expertise/biotech/), with their industry-specific expertise and connections, can be invaluable partners in this endeavor. They can help you in the following ways: ### Identify the Right Skills and Experience Required for the CEO Your biotech company is unique. For this reason, you need a CEO who’s a good match for your vision, opportunities, challenges, and culture. But how does this translate into actionable terms? Biotech CEO recruiters can analyze your business objectives and [organizational culture](https://www.bdc.ca/en/articles-tools/entrepreneur-toolkit/templates-business-guides/glossary/organizational-culture). Then, using their findings, they can build a detailed profile of your ideal CEO who clearly lists the attributes and experience you’re looking for. They also take the complexities of your specific niche into account, for example, by considering how adaptable a candidate is to evolving areas of research. The resulting profile ensures a good match in terms of vision, leadership style, approach to innovation, and technical qualifications. ### Confidentiality In general, it’s in both your company’s best interest and that of the candidate to keep your [executive search](https://cornerstonesg.com/when-and-why-use-an-executive-search-firm/) confidential. A biotech CEO recruiter knows how to be discreet, so the chances of your search becoming public knowledge remain minimal. ### Provide Access to a Pool of Top-Quality Candidates The best biotech CEO recruiters have cultivated relationships in the industry over the course of years, if not decades. They’ve built their networks by attending industry conferences, academic symposiums, and closed-door gatherings. As such, they know both rising stars and established talent in the field. Additionally, they maintain a dynamic database of potential candidates whose careers, successes, and specializations they track. That means that when you work with a recruiter, they don’t just scout for available talent. They also consider passive candidates who are already employed and who might be open to the right opportunity. Their proactive approach yields a selection of exceptional candidates, each with their own unique blend of vision and technical expertise. ### Thoroughly Screen and Interview Potential CEOs Executive recruiters for the biotech industry use a combination of behavioral, situational, and competency-based interviews to gauge the depth and breadth of a candidate’s expertise. They may also use assessments designed for executive-level positions that provide insights into a candidate’s leadership style, decision-making patterns, and potential cultural fit. Every interaction between the recruiter and the candidate is designed to both evaluate past accomplishments and predict future success in the role. Thanks to this comprehensive screening process, you can have a high level of confidence in a candidate’s potential by the time the recruiter introduces them to you. ### Skillfully Negotiate Salaries and Employment Terms Negotiating compensation and terms requires a nuanced touch. An executive recruiter has their finger on the pulse of industry trends. As a result, they’re skilled at putting together packages that accurately reflect a candidate’s value in the current market. They understand the intrinsic and extrinsic motivators that resonate with biotech executives. Plus, they go the extra mile to determine what exactly will motivate a candidate to sign the dotted line. In addition to base salary, they consider factors such as equity, bonuses, research budgets, and even aspects like opportunities for professional growth, conference attendance, and sabbaticals. Their holistic approach accelerates the negotiation process and helps ensure both parties are satisfied with the arrangement. And that, in turn, lays the foundation for a strong relationship between your new CEO and your organization. ### Offer Comprehensive Advice Throughout the Hiring Journey The value of a biotech CEO recruiter extends far beyond the immediate hiring process. You can use their insights to inform your broader talent strategy. Given their unique perspective, they’re well positioned to advise you on how to create a compelling employer value proposition, refine your internal hiring process, or even propose development programs to prepare internal talent for future leadership roles. Post-hire, the recruiter’s insights can contribute to the new CEO’s smooth onboarding and integration, which set them and your company up for long-term success. ## A Biotech CEO Recruiter Can Help You Find the Right CEO Working with a biotech CEO recruiter is a deliberate choice to [invest in a strategic partnership](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/). It streamlines the search for your new executive while placing the nuances, opportunities, and challenges of your company front and center. By leveraging the recruiter’s expertise, you can [secure a CEO](https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/executive-talent.pdf) who’ll lead your organization with confidence and foresight towards your vision. ## Ready to Partner with an Industry Leader? Cornerstone has built a targeted database of the most desirable candidates in the life sciences, and biotech industries. Whether you’re searching for one critical hire or building out an entire office, we are here to help you save time and find the exact person you need for the role. [Contact us today](https://cornerstonesg.com/contact-us/) to connect with one of our partners. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Executive Search Process: Step By Step Guide](https://cornerstonesg.com/wp-content/uploads/2023/05/executive-search-process.jpg)\\ \\ April 21, 2023\\ **The Executive Search Process: Step By Step Guide**](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/ "The Executive Search Process: Step By Step Guide") [![What Are the Key Advantages of Using an Executive Search Firm and What Are the Disadvantages?](https://cornerstonesg.com/wp-content/uploads/2023/06/executive-search-firms-advantages-and-disadvantages.jpg)\\ \\ June 14, 2023\\ **What Are the Key Advantages of Using an Executive Search Firm and What Are the Disadvantages?**](https://cornerstonesg.com/advantages-of-using-an-executive-search-firm/ "What Are the Key Advantages of Using an Executive Search Firm and What Are the Disadvantages?") [![How To Hire the Right Chief Medical Officer](https://cornerstonesg.com/wp-content/uploads/2023/07/how-to-hire-a-chief-medical-officer.jpg)\\ \\ June 27, 2023\\ **How To Hire the Right Chief Medical Officer**](https://cornerstonesg.com/how-to-hire-right-cmo/ "How To Hire the Right Chief Medical Officer") [{title}](https://cornerstonesg.com/biotech-ceo-recruiter/#) [{title}](https://cornerstonesg.com/biotech-ceo-recruiter/#) [{title}](https://cornerstonesg.com/biotech-ceo-recruiter/#) [{title}](https://cornerstonesg.com/biotech-ceo-recruiter/#) [{title}](https://cornerstonesg.com/biotech-ceo-recruiter/#) [{title}](https://cornerstonesg.com/biotech-ceo-recruiter/#) nd in hand with the hiring company to determine the best possible job offer. According to [Peter Felix](https://www.marketwatch.com/story/headhunter-searches-signal-employment-pickup), former president of the Association of Executive Search Consultants, when a company brings in a new senior executive, it’s often indicative of growth. And to grow, an organization needs highly skilled and experienced people in leadership positions. That’s why it’s so important for an executive search firm to do a deep dive into the market and identify the best candidates—regardless of whether they’re actively searching for a new position or not. ### Recruitment Recruitment, in contrast, involves the search for entry-level talent to middle management candidates. The objective of recruitment is usually to expand an organization’s talent pool by attracting qualified applicants from a wide range of sources. These sources can involve online job boards such as Indeed or Glassdoor, job fairs, social media platforms like LinkedIn or Facebook, and even local media outlets. Although some recruitment agencies specialize in certain industries or job markets, it still involves a far more general approach than executive search. However, a good recruiter will always do their research to understand the requirements of the role in that specific industry. They’ll also work hard to get to know the company culture so they can find a candidate that’s a good match. Compared to an executive recruiter, a regular recruiter is relatively passive, at least at the beginning of the process. They put out job ads that are intended to elicit applications; then they consequently review résumés and screen the applicants according to the wishes of the hiring company before inviting them to one or more rounds of interviews. ## The Benefits of Executive Search There are several distinct benefits to executive search. One of the most important is speed. Many executive recruiters are experts with a wealth of knowledge and experience in finding high-caliber candidates in a specific industry. As a result, they know what qualities to look for in a candidate—and they have access to a network where they can find the right talent. This can greatly reduce the amount of time needed to fill a position, providing a business with critically-important leadership. In addition, executive search can give an organization the peace of mind that they’re getting the right candidate. Due to the highly competitive nature of executive search, firms invest a significant amount of time and effort into each assignment. After all, their reputation depends on getting outstanding results—and this in turn has a direct impact on their success. Moreover, when a company uses executive search, it shows a high level of commitment to its success, which can be important to both employees and investors. All interested parties want a leadership position filled by a qualified individual with a proven track record. An executive search firm will _only_ consider and propose such candidates. One of the most important advantages of executive search is that it guarantees discretion and confidentiality. Perhaps an organization is looking to replace an underperforming executive, or maybe a COO has just announced their intention to move on. In instances like these, working with an executive search firm makes far less noise than putting the word out there in other ways. And of course, companies generally don’t want the public to know they’re replacing someone at the executive level until they’re ready to share the news themselves. Cost savings is another significant benefit of executive search. While some companies may use traditional search methods to fill a leadership position, they often find themselves wasting time and resources sifting through résumés or interviewing low-quality candidates. Finally, an executive recruiter frequently plays a role in putting together a job offer that’s attractive to a specific high-quality candidate. Because they often have more information about the candidate’s past positions and personal preferences, they can advise on what’s important to this individual. ## Assess the Type of Role You’re Hiring For In conclusion, there’s a time and a place for both executive search and recruitment when building and running a business. Determining which service you need depends entirely on what type of role you’re hiring for. It’s advisable to look for candidates for entry-level and middle-management positions through a regular recruitment agency, as their network and processes are specifically constructed for this type of search. Some of the candidates you source will be high-potential candidates who will eventually be able to grow into an executive role—but this doesn’t do you any good when you need someone right now. When it comes to finding executive-level talent in life sciences, pharmaceuticals, genetics, and biotech, working with an executive search firm like [Cornerstone Search Group](https://cornerstonesg.com/contact-us/) is an investment in quickly, efficiently, and discretely finding the highest-caliber top-tier talent in your field. It’s a decision that protects your company—and ultimately helps propel it to the next level. [Back](https://cornerstonesg.com/news-highlights/blogs/ "Go Back") ## Related Posts [![The Executive Search Process: Step By Step Guide](https://cornerstonesg.com/wp-content/uploads/2023/05/executive-search-process.jpg)\\ \\ April 21, 2023\\ **The Executive Search Process: Step By Step Guide**](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/ "The Executive Search Process: Step By Step Guide") [![Why Work with a Biotech CEO Recruiter?](https://cornerstonesg.com/wp-content/uploads/2023/11/Why-Work-With-a-Biotech-CEO-Recruiter.jpg)\\ \\ December 27, 2023\\ **Why Work with a Biotech CEO Recruiter?**](https://cornerstonesg.com/biotech-ceo-recruiter/ "Why Work with a Biotech CEO Recruiter?") [![RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search](https://cornerstonesg.com/wp-content/uploads/2024/07/rpo-cost-savings.jpg)\\ \\ July 1, 2024\\ **RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search**](https://cornerstonesg.com/rpo-cost-savings-how-external-recruiting-drives-cost-savings-executive-search/ "RPO Cost Savings: How External Recruiting Drives Cost Savings Executive Search") [{title}](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/#) [{title}](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/#) [{title}](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/#) [{title}](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/#) [{title}](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/#) [{title}](https://cornerstonesg.com/difference-between-executive-search-and-recruitment/#) You will report to a very strong, well-rounded Chief Development Officer who prides themselves on being collaborative, while also letting their people think outside the box and take calculated risks. ### Location Our client is based in Boston and will consider someone who would need a more flexible remote/hybrid work environment. ### Features - Exciting science and highly promising therapeutic programs for complicated/tough-to-treat cancers. - Play a critical role in the future success of the company. Our client prides itself on being a precision/targeted therapy company and, as such, puts great value on Translational Medicine. - Highly visible Senior Leadership role reporting to the Chief Development Officer. You will have regular interaction with the C-suite and other key senior leadership. - Ability to create hands-on scientific strategic plans across the entire portfolio (bench to bedside) while also developing a strong team. - Enjoy a highly collegial and collaborative atmosphere. - Competitive compensation and excellent benefits package. - Enjoy the best of what a Biotech has to offer, i.e. minimal layers of management, autonomy, access/visibility to Sr. Management, swift decision-making, fast timelines, tremendous growth, and more. ### Responsibilities **QUALIFICATIONS/REQUIREMENTS:** - PhD, MD or PharmD is required. - 10-15+ years of experience in the pharmaceutical/biotechnology industry, including 7-10+ years in Translational Medicine. - Successful track record in leading Translational Medicine activities for multiple programs across all stages of development. - Strong leadership and communication skills are required. - Experience working with companion diagnostics is preferred. - Must have an innovative mindset when developing and implementing translational and biomarker research and strategy. ### Contact ![Thomas Fascia](https://cornerstonesg.com/wp-content/uploads/2023/04/thomas-fascia-768x768.jpg) **Thomas J. Fascia** [**Email:** tfascia@cornerstonesg.com](mailto:tfascia@cornerstonesg.com "tfascia@cornerstonesg.com") [**Phone:** 973-656-0220x717](tel:973-656-0220x717 "973-656-0220x717") [**LinkedIn:** https://www.linkedin.com/in/thomasfascia](https://www.linkedin.com/in/thomasfascia "https://www.linkedin.com/in/thomasfascia") Cornerstone Search Group, LLC 1200 Morris Turnpike \| Short Hills, New Jersey 07078, USA [www.cornerstonesg.com](https://www.cornerstonesg.com/ "Cornerstone Search Group") ### Recently Completed Retained Searches by Cornerstone **Sample Retained Search Assignments:** - CEO \| specialty start-up - CEO \| regenerative medicine start-up - US CEO \| established European small pharma - CEO \| CRO start-up - CMO \| late-stage public biotech - CMO \| mid-size public pharma - CMO \| early-stage public oncology pharma - CSO \| mid-size global biotech - CFO \| public US oncology biotech - President/US Commercial Head \| OSD generics - Global Commercial Head \| API Business Unit \| Indian pharma - SVP, Head of Global Medical Affairs \| Mid-size oncology company - SVP, Head of Global Clinical Development \| Multi-TA mid-size pharma - SVP, Head of Global Regulatory Affairs \| Late-stage Israeli biotech - VP, Data Science RWE \| Top 5 Pharma - VP, Head of Regulatory Affairs \| Boston biotech - VP, Head of N. American Regulatory Affairs \| Large Generic Pharma - VP, Head of Medical Affairs \| US-based PE-owned Small Pharma - VP, Head of Clinical Development \| Late-Stage UK Anti-infectives Pharma - VP, Head of Immunology Medical Affairs \| Top 5 Pharma - VP, Head of R&D Operations \| Boston Biotech - VP, Head of US HEOR & RWE \| Top 5 Pharma - VP, Head of Real-World Evidence \| Top 5 Pharma - VP, Head of Global Market Access, Pricing & HEOR \| Mid-size Oncology Biotech - VP, Head of US Market Access \| West Coast Late-Stage Public Biotech - VP, Head of Global Drug Safety & PV \| Chinese oncology biotech - Head, Patient Advocacy \| European commercial-stage rare disease biotech #### Cornerstone's Privacy Policy Cornerstone Search Group considers all inquiries, resume submissions, and any other personal information submitted to us as confidential information. This information will not be shared with any parties outside of Cornerstone Search Group without your prior permission. [Back To Featured Searches List](https://cornerstonesg.com/current-searches/ "Back To Featured Searches List") [{title}](https://cornerstonesg.com/job/vp-translational-medicine/#) [{title}](https://cornerstonesg.com/job/vp-translational-medicine/#) [{title}](https://cornerstonesg.com/job/vp-translational-medicine/#) [{title}](https://cornerstonesg.com/job/vp-translational-medicine/#) [{title}](https://cornerstonesg.com/job/vp-translational-medicine/#) [{title}](https://cornerstonesg.com/job/vp-translational-medicine/#) [{title}](https://cornerstonesg.com/job/associate-director-talent-management-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-talent-management-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-talent-management-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-talent-management-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-talent-management-high-growth-biopharma-exciting-transformation-phase-retained-search/#) [{title}](https://cornerstonesg.com/job/associate-director-talent-management-high-growth-biopharma-exciting-transformation-phase-retained-search/#) ## 2\. Adjust Job Requirements In general, organizations prefer executive-level candidates whose education and career paths conform to established norms. This usually involves a degree from a prestigious college or university, success in progressively senior roles, and a proven track record of effective leadership in a relevant field. However, It’s becoming increasingly apparent that candidates with unconventional career paths can add comparable value. In fact, because they’re more likely to think outside of the box and come up with creative solutions, they can help advance the organization exponentially. That’s why it’s wise to give more weight to a candidate’s professional accomplishments, strengths, and experience than to their education or how their career path was shaped. So when sourcing for diverse candidates for executive roles, be open to professionals who might not have an Ivy League college degree—but who do have an impressive track record. ### 3\. Publicize That Your Organization Values Diversity, Equity, and Inclusion [The executive search process](https://cornerstonesg.com/the-executive-search-process-step-by-step-guide/) is challenging enough without having to state explicitly that you’re open to hiring diverse talent, as it may imply that your organization hasn’t been willing to do so in the past. Nonetheless, moving forward, you can enhance your chances of attracting high-quality diverse talent by openly embracing diversity, equity, and inclusion among your organization’s core values. To effectively communicate your company’s commitment to DEI and create an environment that’s welcoming to candidates from various backgrounds, consider: - Adding a page to your website about your organization’s commitment to DEI. Explain why you value diversity, equity, and inclusion, and highlight any DEI objectives you have accomplished. For example, perhaps the number of senior managers from underrepresented groups has increased by 20 percent in the last three years at your company. - Sourcing internally. Look for current high performers with diverse backgrounds who may be qualified for and interested in the executive role. In addition to supporting your commitment to DEI, this also demonstrates that you recognize and value the talent already within your ranks. - Publishing DEI-related content. Share press releases and blog posts about your organization’s DEI initiatives. By being transparent about your objectives and accomplishments, you can help build a more inclusive employer brand. When your organization is open about valuing diversity, it enhances the chances of diverse talent feeling comfortable enough to consider a position at your company. ### 4\. Establish Partnerships With Professional Associations That Support DEI Almost every sector has at least one professional association or organization. Some of these may specifically represent minorities, while others may have chapters that do so. To advance your business and gain access to more executive-level talent from underrepresented groups, it’s advisable to establish partnerships with all these associations. Many professional organizations host seminars, conferences, and workshops around diversity and inclusion in the workplace. You can attend these to expand your knowledge of DEI in the workplace. In addition, it will also help you meet more contacts who can refer potential candidates for your executive search. When it comes to associations for underrepresented groups, you can attend and organize industry-themed webinars, sponsor events, and host panel discussions. By specifically focusing on supporting the members of these associations, you’ll gain a deeper understanding of the value of diverse points of view in leadership. Moreover, you’ll be able to forge strong connections with executives who may be interested in joining your company. Remember: Every opportunity to interact with the associations’ members is an opportunity to grow your network and make it more diverse. The following list is a good place to start when establishing partnerships with [professional organizations and associations that serve diverse populations](https://guides.libraries.psu.edu/stemDEI/organizations): 1. [American Association for the Advancement of Science (AAS) Diversity, Equity, and Inclusion](https://www.aaas.org/focus-areas/diversity-equity-inclusion) 2. [Association for Women in Science](https://www.awis.org/) 3. [Out in Science, Technology, Engineering, and Mathematics (oSTEM)](https://www.ostem.org/) 4. [Out to Innovate](https://noglstp.org/) 5. [Society for the Advancement of Chicanos and Native Americans in Science](https://www.sacnas.org/) ### 5\. Hire an Executive Search Firm That Prioritizes Diversity [If you’re considering hiring](https://cornerstonesg.com/contact-us/) an executive search firm, make sure that it’s one that prioritizes diversity. Although every executive search firm should be committed to presenting the best candidates, they don’t all source from diverse talent pools. So it’s important to do your due diligence before signing any agreement. You can research this in several ways: 1. Review their website for any mention of their core values. If DEI is a priority, they will state it publicly. 2. Read client testimonials, and look specifically for any mention of inclusive hiring practices. 3. Look for case studies, press releases, and other assets that prove the search firm’s successful track record of promoting DEI. 4. Check the firm’s social media pages to see if they regularly post any content about diversity, equity, and inclusion. 5. Research whether the firm is associated with any professional associations that support underrepresented groups. 6. Investigate whether the firm has hosted or sponsored any DEI-related events, such as webinars, conferences, or workshops. 7. Call the executive search firm and ask for references who can affirm their commitment to prioritizing diversity in hiring for executive roles. ## Diversity Sourcing Strategies Contribute to Dynamic Leadership If this is your organization’s first time prioritizing DEI in an executive search, keep in mind that you don’t have to do everything at once. You can start by implementing just one diversity sourcing strategy and build up from there. Ultimately, any effective diversity sourcing strategy that enhances the chances of top-level diverse talent joining your organization will result in a more inclusive, dynamic leadership team. And that’s good for your brand, your business, and your workforce. 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