01Services
Four ways a search can run. Pick the one the seat deserves.
The engagement model follows the brief. A confidential leadership seat is not a high-volume requisition. A well-named specialist role should not wait on a six-month retained theater. We say which is which.
- 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.
Use it when: Confidential seats, scarce talent, or a hire that will reshape a function.
- 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.
Use it when: Defined roles where speed matters and the profile is already named with precision.
- 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.
Use it when: Leadership hires where the wrong call is expensive and very public.
- 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.
Use it when: Specialist seats that look ordinary on a requisition and extraordinary in practice.
Next step
Tell us the seat. We will name the search.
If you already know retained versus contingency, say so. If you do not, that is part of the first conversation.