Lane A/Hiring lane
You have a seat that cannot be filled with a keyword.
Brief us on the mandate, the science, and the constraints. We will tell you whether a search is the right tool — and how it should run.
00Search protocol
The nxtgen difference.
nxtgen identifies, sources, and delivers exceptional life sciences talent to help leading organizations change people's lives for the better through the right talent, or to empower you to take the next step in your own career.
Lane B/Candidate lane
You want the next role to match the work you actually want to do.
Send a résumé and a short note on the problem you want to work on. Confidential by default. We will not invent urgency.
Specialty index
Where the work actually lives.
How a search can run
Retained, contingency, executive, and the niche seats in between.
- 01
Retained search
A dedicated search against a defined brief. We stay on the mandate until the seat is filled, with a mapped field, calibrated outreach, and a short list you can defend.
- 02
Contingency search
A faster, success-based search when the brief is clear and the market is reachable. Still a brief. Still a filter. Not a résumé dump.
- 03
Executive search
C-suite, functional heads, and board-adjacent seats. The work is judgment: who can hold the science, the people, and the next stage of the company at the same time.
- 04
Niche life sciences hiring
Functional searches in the seams — CMC, clinical ops, diagnostics product, medical affairs, market access — where generalist recruiting usually misses the work.
What we will not publish
No fake proof. Ask us about a live brief instead.
This site does not invent placement counts, client logos, or testimonials. If a search is the right next step, we would rather talk about the seat in front of you than decorate a homepage.
- We do not spray confidential roles into the market.
- We do not send unvetted stacks and call it a search.
- We do not invent urgency for a candidate to force a process.
Next step
Start with the seat, not a pitch deck.
Hiring teams brief us. Candidates send a résumé and a note. Either way, the next move is a conversation.