Executive Search & Talent Management

Senior consultants and researchers with an original career in Pharma or Medtech organisations

and a solid experience in executive search carry out your headhunting, assessment, talent acquisition or management assignments.

Latest Event

May 14th, 2014


Global Talent sourcing

Talent acquisition and development for the Life Sciences: here, simply put, is our mission statement.​

With this goal in mind, our ambition is to expand the framework, blow the boundaries, and approach the right candidate for the job wherever he/she might be. There’s a reality behind our thinking: ¼ of our assignments concern positions with a global reach, and ⅓ of the candidates contacted live abroad.

Moreover, we actually believe our expertise lies in our capacity to understand the various dimensions of life science organisations: in particular, the changes in business models that reflect in the geographical/organisational structures. Internally, we have coined this element the “GRL factor” (Global-Regional-Local).

Europe is a candidate gold mine

If, for example, the largest market for pharmaceutical products today is the United States, Europe spends an equivalent amount every year in R&D, and the number of establishments of new chemical or biological entities per year is comparable.

As a result, there are approximately 700 000 people employed today in the pharmaceutical industry in Europe, with one of the largest proportions of executives and university graduates, from the most sought-after programmes.

The Medtech industry spans 4 distinct markets: medical devices, in vitro diagnostics, imaging equipment, and e-health. Europe represents a third of the world market and employs roughly 600 000 professionals, 95% of which work in SMEs. The market is consistently growing (4% per annum), because of its role in putting a brake on rising healthcare costs.

But most importantly, Medtech is the number one industry in Europe for innovation patents filed, a testimony to the innovative and entrepreneurial spirit, as well as to the ground-breaking competencies one can find in the Old Continent.

Case Study

Adapting sourcing to job description

For the creation of a new regional position, that of Patient Pathways Partnerships Manager, based at the headquarters of a leading global pharmaceutical firm, our client needed a complex mix of competencies and soft-skills. The search led us all the way to Canada to find the ideal candidate to fill this challenging position.

The position entailed working on patient pathways, integrating national specificities, and bringing stakeholders around a table of negotiation.


The role therefore needed:

  • Perfect understanding of varied healthcare systems
  • Aptitude for composing and promoting healthcare initiatives
  • Taste and talent for developing relationships at an elevated decision-making level
  • Strong project management skills

We presented a shortlist of 3 ideal candidates within 6 weeks, and the lucky candidate wasn’t European: a Canadian from the public healthcare system best answered the pre-requisites for the job and convinced the Board. For us, it is once again proof that in a globalised world, local headhunting is restrictive, and the main reason for which we have invested in an international team.

Testimonials

An Assessment Center to support internal mobility
Within the framework of our international development, we created the position of Export Manager, at the head of a team of regional managers. We had identified an internal candidate for whom there remained a managerial challenge.

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Well-rounded capabilities
When working with Gensearch, I particularly appreciated:

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On-site recruitment support
We commissioned Gensearch in the context of ambitious staffing objectives, to support the important growth of the Novo Nordisk Chartres plant in France.

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