As I mentioned before, I try to add value from what I know from my network and experience.
I bring you relevant experienced based ideas by being a key and open net worker in the biotech industry. Because I am liberal with introductions and referrals, people give back with their ideas and help. These benefit my clients’ business in general as well as help solve some of the many challenges peripheral to a search. For example, I have provided interim consultants to help with the work until the new hire is in place, advisors to complement short suits of the successful candidate, and talent to help fill a “too broad” job description. In addition I often arrange “informational interviews” with experts in new areas where your company may be heading who might also be potential board members or advisors. These extra network favors may prove helpful as your company fills positions in new areas.
Finding the right person for an executive position is never easy. It takes a well-organized and thorough approach that requires time and discipline. However, the more we put into the process, the more we get out. Here is one way it can be done.
Our most critical resource is time, so at the outset we calendar a timeline of the search process. This outlines the work that will be completed, sets milestones and schedules status reports and conferences.
We start by meeting with to you to learn about your products or services, the dynamics of your marketplace, the competitive landscape, your corporate values, goals and strategies and find what makes your company succeed. We interview key managers and board members to understand your informal organizational structure, communication network and corporate culture and to learn the complementary strengths and relationships of the management team. Then we collaborate with you on what to look for.
From the information gathered we develop and circulate a short list of "must have" competencies and a longer list of "preferable to have" competencies. Once every decision-maker is in agreement we develop the search strategy.
During this phase we determine areas of technology and business where there is relevant knowledge and compile a prioritized list of companies and referral sources from which to identify our target list of potential candidates. We submit this target list along with a marketing document we have made for the position description to you. Upon your input and approval we start contacting potential candidates.
We make initial contact by phone or email and screen initial responses for preliminary qualifications and interest level. Those passing the first screen are qualified in depth. We continue to add new prospects from referrals and further research, which keeps the talent pool full as unsuccessful prospects are eliminated. Every two weeks, we update you via teleconference and status report on our activities, what we have learned and who is passing our screens.
Who is best always begs the question "Relative to what?" and requires a selection of options that have cleared several competency hurdles. After you interview each candidate you like, we measure and rank them against objective criteria. Through our industry network we then conduct preliminary informal reference checks to verify everything we can about our finalists.
We help arrange interviews, preparing both you and the candidates for these important first impressions. After each interview, we debrief both parties and help assess interest levels and concerns.
Once the finalist is selected, we conduct in-depth reference checks. In order to provide you with an objective view, we talk to the references provided by the candidates as well as individuals of our own who we trust and who know the candidates. These references focus on key position requirements and on any other areas that have arisen in the interviews or our discussions that we want to further probe and verify. This information is shared with you on a confidential basis.
While evaluating the candidates, we continue to talk with the candidate; working to further position the opportunity in a compelling way. By now, we have learned both sides' motivators and concerns. We can advise you on how to structure an opportunity and offer that will result in the outcome you want and will assist in the negotiation process to ensure successful closure. We stay with the candidate through resignation and relocation to when they are at their desk in your firm.
At this point we offer to help build communication bridges with the candidate's team and key company support like the one shared with you. Life Science Leaders works with trained industry coaches as a part of our team who then meet with your new leader to support their effective launch and introduction. And they are available for any further consulting projects your team might require.
To help support the industry during this "resource challenged" time, Life Science Leaders now assists in the selection, interviewing and negotiation of your critical hires, no matter what level, for a flat fee. We feel that identifying potential is as valuable an effort as identifying already developed skills and experience. Our many years of gaining understanding how people work have well equipped us to screen and identify the best contributors to your company - now and in the future.
StarSearch is created to work with the positions where you already have resumes from Website postings or that have come in unsolicited. We review and triage them against the position, conduct informal and formal referencing and interviewing, present you with a "short list" and help you with the selection. You gain a thorough appraisal and professional treatment of your finalists that will give you the best shot at attracting and retaining Stars for your company.
Along with possibly helping clients raise funding, many advisors and investors might also be helping to start and improve client company operations, and helping recruit boards and management teams.
To do this effectively, you need an active network of executives with investment relevant experience who will advise or work for your companies.
Life Science Leaders can help build your network by proactively networking and introducing you to executives we think represent valuable leadership and/or expertise in your technologies of interest.
Additional reasons to use our networking assistance include:
- Market Introductions
- Potential deal flow, as well as other investors and thought leaders
with domain expertise, are all a part of the contacts that will result
from these efforts.
- Proactive executive introductions
give you more time than you get from an interview to get to
know talent and for them to get to know you.
- You will have even better sources
of informal references - from contacts you already know and understand.
- You will have an even better
Rolodex for infrastructure and startup resources (i.e., realtors,
attorneys, accountants, etc.).
The more people you know, the more access to developing trends and ideas you will have, and with Life Science Leaders, you will have one more group of active experts out in the market listening to what's going on for you.
Our program begins with a meeting on your project where we strategize on ideal contacts and/or areas of contact you would like to gain. Once we understand what your areas of interest and goals are, we suggest people for you to meet and If you like, help set up the meetings and facilitate them as well.
A flat monthly fee for a minimum of three months insures you receive at least three contacts per month. And that's it. There are no later costs if you choose to employ this person or if you refer them on to a portfolio company who employs them.