Good questions lead to better hiring decisions. Here are honest answers to the ones that come up most.
That frustration is completely valid, and it's exactly why this process exists. Every candidate passes three independent verification layers before you ever see a name, including GxP awareness and regulatory pathway knowledge. Only 80%+ scorers reach your desk. And every placement comes with a 90–120 day replacement guarantee, so the risk stays off your shoulders.
You're fully protected. If things don't work out within the guarantee period, whether for performance or fit reasons, a replacement is found at no extra charge to you. Contingent: 90 days. Embedded and Enterprise: 120 days. The financial risk stays on our side, not yours.
It's thorough, and that's what gives you confidence. Layer 1: a hands-on technical coding assessment tailored to their domain. Layer 2: real-world ethics and safety scenarios, plus Big Five personality mapping. Layer 3: a face-to-face conversation where everything from the first two layers is verified. By the time a profile reaches you, there are no question marks left. You can read more on our assessment system page.
3-5 strong profiles land on your desk within 3 weeks of your first call. The talent pool is already vetted for compliance readiness and domain expertise, so candidates are being matched to your specific needs, not sourced from scratch. That means less waiting and faster time-to-hire for your team.
Yes, and that depth is what gives you an edge. The focus is exclusively on life sciences AI: drug discovery, genomics, medical imaging, clinical AI, preclinical modelling, pharma operations, and adjacent roles like GxP-compliant model deployment. That means every conversation starts with an understanding of your domain, not a learning curve.
Honestly? Three things you won't find anywhere else together: independent technical testing, Big Five culture fit mapping, and live interview verification. Here's the thing. 89% of failed hires fail on culture, not skills. In pharma and biotech, where patient outcomes depend on team cohesion, both get tested. The result for you: 3-5 verified profiles in 3 weeks, and the confidence that each one has been validated on the dimensions that actually predict success.
Great question. Every candidate gets a Big Five culture fit profile in every tier, so you always see personality data. But to map that against YOUR specific team and know exactly how a new hire will complement your existing dynamics, that deeper team analysis is part of Embedded or Enterprise. It's the difference between knowing a candidate's profile and knowing they'll thrive in your environment.
Absolutely. You review skills, validation scores, and fit data first, so your decisions are based on substance, not bias. Names come later, once you're genuinely interested. It means better hiring decisions from the start.
Fair question. An 80%+ threshold is held across all layers. Every hire is backed by a 90–120 day guarantee. And the incentive structure is simple: success is measured by whether both sides are thriving years from now. What that means for you is a level of rigour and accountability most agencies can't offer.
You'll never be left wondering. Structured check-ins happen at 30, 60, and 90 days to make sure both you and your new hire are thriving. If something isn't working, it gets addressed early rather than snowballing into a bigger problem. And if for any reason the placement doesn't work out within the guarantee period, a replacement is found at no extra cost. The bottom line: your team's long-term success is the priority, not just filling the seat.
For generalist roles, absolutely. But the best pharma AI and drug discovery talent typically isn't browsing job boards. They're deep in research, and they respond to people who understand their work. Job boards also can't tell you whether someone's regulatory mindset matches your stage, or if their work style will complement your existing team. That's the piece most companies discover they need after a mishire, not before. Getting it right the first time saves you months of lost momentum and hundreds of thousands in recovery costs.
100%. Companies pay the fee. You get matched to the right role at no cost to you, ever. Your only investment is your time in the assessment, and that time pays off in a career move that actually fits.
Don't worry, you're not out. Your profile stays in the talent pipeline, and you'll be matched to roles that better fit your skills and working style. Think of it as finding the right therapeutic area or CRO partnership for your strengths, not a pass/fail. The goal is to place you where you'll genuinely thrive.
Not at all. Candidates are placed globally, and relocation support is available if a role needs it. Your location should never be the thing standing between you and the right opportunity.
It's usually spread across two comfortable sessions. Once you're through, you're in the pre-vetted pool and can be put forward for opportunities anytime. It's a one-time investment that keeps working for your career long after you complete it.
Your verified profile goes into the pool, and the matching begins. You'll be connected with teams where your technical skills, values, and working style genuinely complement the people you'd be joining, whether that's at a clinical-stage biotech or a global pharma organisation. The result: a role where you belong from day one, not just a job that looks good on paper.
Sometimes, but only when there's a genuinely better fit for you. If a team or domain surfaces where you'd really thrive, you'll hear about it. The priority is always your long-term career satisfaction, not just filling a seat. Your happiness years from now matters more than a quick placement today.
The best hiring decisions start with the right questions. Yours deserve a real answer, not a sales pitch.
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