Overcoming Industry Barriers for a VP of CNS Hire
The Challenge
A leading Global CRO faced a critical leadership gap in their US division. The company needed to hire a new Vice President of CNS research, but the task was fraught with challenges: Leadership Transition: The existing leadership team was nearing retirement, and no one on the current team had the necessary people management experience to step into the VP role. Industry Constraints: The client desired candidates from direct competitors. However, most potential candidates were bound by strict non-compete clauses that restricted them from joining a competitor for 12 months. Qualification Requirements: The client needed the new hire to be board-eligible, a qualification that many physicians in the industry lacked due to their career focus on industry roles rather than clinical practice.
VP of CNS
Global CRO
United States
The Solution
The process began with a detailed job intake meeting involving the talent acquisition team and the hiring manager. This meeting was crucial for identifying key needs, understanding the role's function, and recognizing the expectations and influence of other stakeholders in the business. Following this, Camilla led our resourcing team to conduct a comprehensive market map, identifying potential companies where the ideal candidate might be employed, resulting in a targeted list of 250 prospects.
She shortlisted candidates who met the stringent requirements and showed interest in the position, even before the role was officially open, allowing for swift action. Each shortlisted candidate then underwent a rigorous screening process that included a thorough assessment of their key skills, alignment with the role's requirements, and salary negotiations, ensuring that the candidates not only met the client's needs but also found the role a suitable fit for their career aspirations.
Camilla successfully placed a new Vice President of CNS at the CRO, and over the past year, his leadership has driven remarkable growth in their Medical Strategy department, expanding both project volume and team size. The new Vice President returned to us for additional recruitment support. This led to another swift and successful placement, as we helped them secure a Medical Director within just two months from the job posting.
Managing this project required close attention to detail and sustained communication. I oversaw a five-month-long interview process, ensuring that the candidate remained informed and engaged throughout the entire time. During this time, we collaborated with the legal team to meticulously review non-compete agreements, ensuring that every candidate we presented was compliant and eligible for hire. This careful management was key to securing the right fit for our client while navigating complex industry constraints.
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