Talent Partnership
Reducing friction, aligning stakeholders and delivering real results at every stage.
Every unfilled role, every rejected offer, every early leaver – it compounds.
Time lost. Money wasted. Teams under strain. We’ve seen it and we’ve solved it.
With decades of Biotech hiring experience, our Talent Partnership aligns your strategy, brand and process to attract, hire and retain the people who’ll move your science forward.
- The best solution for 5 to 30 hires over a 12 month period
- A reduction on fees which is accumulative across volume hiring
- Predictable, affordable hiring costs with a monthly payment
- No surprises, no extra costs because you offer the candidate a higher salary
FOUNDATION
Talent Map
We dissect the skills required to hit your goals and apply competitor insights to build a sharp, focused talent plan with budgets and timeframes.
Hiring Edge
We combine compensation benchmarking with a tailored report to show you who’s out there, where they are, and what they expect from you. Then, we shape the job description to ensure every hire solves a clear business problem.
Hiring Process Blueprint
We design a Hiring Process Blueprint that sets the rhythm: aligned stages, clear ownership, with candidate experience built in, so your process is fast, fair and fit for scale.
AI Recruiting Assistant
An AI assistant trained on your brand and process, built to handle hiring questions and support strategy – with experts on hand when it counts.
Branding Pack
We turn your story into standout social content that converts.
Live Campaign Updates
Each stakeholder will have live access to a landing page for real time viewing of progress and candidate pipeline.
High Impact Role Scoping
We use briefing calls to unpack each role, align stakeholders, and clarify on what success looks like – cutting down delays later.
EXECUTION
Comprehensive Search
70% of Biotech candidates would consider a move, if approached in the right way. Our Scientific Talent Executives know how to make the approach count.
Expert Screening
75% of our CVs move to first stage, because we know your business and only send those that will excel.
Hiring Identity
In today’s market, how you show up online matters. We help you define your hiring identity and follow it up with a practical guide to grab attention and credibility from the people you need.
Interview Pack
We design role-specific questions on technical excellence and culture fit, to drive consistent, evidence-based decisions that align your team on how to sell the role’s USPs while assessing for fit.
Offboarding
We manage every application, ensuring all candidates receive timely, consistent responses protecting your brand and closing the loop with care.
Offer Management
Preclosing candidates at every step of the process, understanding competing processes and advising on compensation packages. That is how we achieve our 85% offer to close rate.
We stand by our work and give you the flexibility and protection to move forward with confidence.
- 6-Month Replacement: if a hire leaves, we replace them free of charge.
- Flexible Exit: cancel any time with 30 days’ notice.
- Risk-Free Start: Unhappy in Month 1? We will refund and release all candidates.
INTEGRATION
Future Planning
We plan ahead, building a forward-looking advertising strategy and running expression of interest campaigns to grow your pipeline.
Preboarding Package
Our preboarding program cut dropout rates from 28% to just 6%. We support candidates through contracts, resignations, and relocation, while designing a tailored engagement plan with their future team to keep momentum and connection strong before Day 1.
Health Checks
We conduct a Health Check with every new hire quarterly for the first year. Tracking their transition, progress, and development. It’s how we spot risks early, boost retention, and turn great hires into long-term success stories.
Progress Reporting
We keep hiring visible and on track, with the live landing page and bi-weekly progress calls to track not only the process but our service.
Interview Excellence
We survey placed and interviewed candidates, plus hiring managers, every six months. Their feedback powers continuous improvements, giving you a sharper, more inclusive hiring experience that reflects your brand at its best.