Whether It's Your First AI Hire or Your Fiftieth

Every single hire shapes what comes next, and you already know the stakes.

Making Your First AI Hire

This one's a big deal. Your first hire shapes everything that follows, from target identification priorities to model deployment standards. Before you see a single CV, you'll have total clarity on what "right" actually looks like for your team.

Already Have Internal TA

Your TA team is great, but life sciences AI is a very specific world. From preclinical model deployment to GxP-compliant MLOps, you'll gain deep domain expertise exactly where your internal team needs the strongest support.

Working With Other Recruiters

No more stacks of CVs that don't quite fit. Every candidate you see is someone who's already been vetted to the point where a reputation is staked on them, because that's exactly what happens before they reach you.

The Numbers That Kept Us Up at Night

These are the risks you're exposed to every time you make a hire the traditional way.

89%

of failed hires didn't fail because they lacked skills. They failed because of cultural mismatch. Your team deserves better than those odds (Leadership IQ)

46%

of new hires don't make it past 18 months. Nearly half your hiring investment, gone, unless the match is right from day one (Leadership IQ)

50–60%

of annual salary. That's what replacing someone actually costs your budget, not counting the lost momentum (SHRM)

8 to 12 weeks

the industry average to fill a technical AI role. That's two to three months your pipeline stalls and competitors pull ahead

3 weeks

your timeline with us, because the hard work is already done before a single name reaches your desk

Here's what changes your odds: companies that screen for culture fit alongside skills see up to 30% higher retention (HBR). When your candidates are matched on both skills and how they actually work, that 46% failure rate doesn't apply to you.

"What if this hire destroys everything we've built?"

We get it. That's the real fear keeping you up at night.

It's not just the €180k to €420k per bad hire.

Or the 6 months to recover.

Or the IND-enabling study that needs to restart because someone skipped a validation step.

It's the delayed realization:

6 months in. Submission timelines slipping. Funding round at risk. Team frustrated. Investors asking questions. We've seen it happen, and it doesn't have to.

And the quiet thought:
"We should have known."

Maybe you posted on LinkedIn, found someone with the right CV, ran the interviews yourself. Three months in, they couldn't navigate your regulatory environment and your submission timeline slipped by a quarter. The tools that work for hiring software engineers don't work when someone needs to understand GxP, patient safety, and your pipeline stage on day one.

But here's what changes today: you'll know before you extend an offer. Technical depth, verified. Safety mindset, tested in real life sciences scenarios. Cultural fit, mapped against your actual team dynamics. Picture the relief of hiring with certainty instead of crossing your fingers for six months. That confidence starts before day one.

What Hiring Mistakes Actually Cost You

Based on a €120k average life sciences AI engineer salary. And honestly, these numbers are conservative.

Executives reviewing financial data dashboard representing the cost of a bad hire

What One Wrong Hire Really Costs (It's More Than You Think)

Direct Costs: €30k-€45k

Salary, recruiting fees, onboarding time, severance: money you'll never get back.

Lost Productivity: €35k-€50k

Six months at 30% output while your best people pick up the slack.

Healthcare Setbacks: €40k-€120k

Clinical validation cycles restart, regulatory submissions slip, and partnerships erode.

Timeline Delays: €60k-€180k

Pipeline velocity drops, funding at risk, and competitors shipping while you're stuck at the preclinical stage.

Leadership Drain: €15k-€25k

Your CTO stuck managing performance issues instead of doing what they're meant to do: building product.

Total: €180k to €420k per mishire

And this is conservative. It doesn't include the morale hit, lost investor confidence, or the market share that goes to competitors who shipped first.

Here's the hard truth: this happens to 46% of hires in the first 18 months. If you're hiring 5 people this year, that's statistically 2-3 mishires waiting to happen.

What Your Team Looks Like With the Right Hire

Accelerated Execution: €45k-€90k

Your pipeline accelerates from month one. FDA-ready features ship months ahead of schedule, and your board sees the momentum.

Domain Expertise: €30k-€80k

Your GxP-compliant architecture gets built right the first time, with full audit trail. No costly rework, no regulatory surprises.

Retention Value: €60k-€90k

You keep them for 2+ years. Reproducibility gets built into your workflows, and you skip another exhausting hiring cycle entirely.

Team Multiplier: €25k-€50k

Your whole team levels up. The bar rises, colleagues learn faster, and patient outcomes accelerate across your entire organisation.

Total: €160k-€310k upside

That's just your first year. It compounds as FDA submissions ship on time, real-world evidence capabilities strengthen, and your whole team's performance climbs.

Wrong hire: up to €420k destroyed.
Right hire: up to €310k created.

The swing: up to €730k per senior hire.

That's the difference between hoping and knowing. With the right process, the wrong hire simply doesn't happen to you.

What Traditional Recruiters Give You vs. What We Deliver

Real answers instead of guesswork. A shortlist you trust completely, not another search process to manage.

Traditional Recruiting (Sound Familiar?)

                        CANDIDATE: John Smith

                        5 years ML experience | Worked at Google | PhD from MIT | Python, PyTorch

                        [Resume attached]

                        Recruiter note: "Strong candidate, would be a great cultural fit"

You're still spending 3+ hours interviewing just to verify if they can actually do the job
No independent skill verification: you're taking the resume at face value
Zero culture analysis: you won't know if they'll fit your team until it's too late

What Your Hiring Experience Looks Like Instead

CANDIDATE PROFILE [Anonymised until interest confirmed]

✅ TECHNICAL: Verified 87/100. Actually tested. Code quality proven.
✅ ETHICS, SAFETY & CULTURE FIT: 92/100. Won't ship unsafe models. Work style mapped to your team.
✅ LIVE INTERVIEW: Verified. Everything confirmed face-to-face before you meet them.

Within 3 weeks, you'll have 3-5 candidates we've personally vetted and genuinely believe are right for your team
Clear, plain-language scores for technical skills, ethics, and culture fit. No jargon
90–120 day replacement guarantee, because we stand behind every placement

You Only See Candidates Who Already Fit

By the time a candidate reaches your desk, the uncertainty is already gone. Every profile you review has earned its place there.

1

Technical Verification

What matters for your therapeutic area gets tested: hit-to-lead workflows, assay interpretation, compound library analysis, clinical AI. You'll see real assessment scores, not resume keywords.

✓ QSAR, ADMET, protein folding expertise tested
✓ Code quality: clean, tested, well-documented
✓ GxP / FDA validation understanding confirmed

2

Ethics, Safety & Culture Fit

This is where most recruiters stop, but it's where your real protection kicks in. Life sciences scenarios and personality assessments reveal how someone actually thinks and works, so you'll know they fit your team before you ever meet them.

✓ Safety signal awareness & bias detection mindset tested
✓ FDA, CE Mark, GDPR understanding verified
✓ Team composition gap analysis & work style mapped

3

Live Interview Verification

Everything is confirmed face-to-face. If something doesn't line up, they never reach your shortlist. Simple as that. The candidates you meet have already passed every test.

✓ Technical results walked through live
✓ Ethics & culture verified in conversation
✓ Only consistent candidates reach your dossier

The result: within 3 weeks, you'll have 3-5 candidates on your desk with real data backing every recommendation. You make the call with complete confidence.

Only candidates scoring 80%+ across all layers reach your desk. Your time stays protected, your team stays strong, and your peace of mind stays intact.

3 Simple Steps to Start Hiring Right

Here's exactly what your experience looks like. No surprises, no runaround.

Team in a conference room joining a video call with remote candidates representing a discovery call

Step 1: Discovery Call (30 Minutes)

Your time: 30 minutes

Think of it as a conversation, not a sales pitch. You'll talk through your vision, your team's culture, and what this hire really needs to bring. The right questions get asked so nothing gets missed.

→ After your call, a full team composition analysis is completed before a single candidate is sourced. You start with clarity.

Confident professional with headset reviewing candidates at a computer representing efficient candidate delivery

Step 2: Pre-Filtered Candidate Profiles (Within 3 Weeks)

Your time: Zero

3-5 profiles land on your desk, each already through the wringer: technical assessments, ethics testing, culture fit mapping. All done before they reach you. Zero screening work on your end.

→ Real data backs every profile. You decide who to meet, with full confidence in every name on the list.

Hiring manager reviewing a CV while conducting a video interview representing the placement and follow-up stage

Step 3: Placement & Follow-Up

Your time: Interview and hire

The back-and-forth is handled for you: scheduling, feedback loops, salary conversations. You stay focused on the decision that matters. After placement, check-ins at 30, 60, and 90 days ensure your new hire is thriving and your team is stronger for it.

Let's Chat: Free 30-Min Discovery Call →

The 90 to 120 Day Guarantee

If a placed candidate leaves or doesn't work out within 90–120 days, they're replaced at no extra cost. You'll likely never need this, but knowing it's there means you can hire without hesitation.

Your Safety Net:
Free Replacement, No Questions Asked

The entire process is built so you'll never need to use this guarantee
But if something doesn't work out, you're fully protected. No extra cost, no awkward conversations
Every single placement you make is covered, across all service tiers

You make the hiring decision. If it doesn't work out, it costs you nothing. That's your guarantee: total protection, total confidence.

What Happens After You Hire

The handshake isn't the finish line. Here's how your new hire's success gets protected over the first 90 days.

30

Day 30 Check-In

A check-in with both you and your new hire. How's the onboarding going? Is the role meeting expectations? Any early friction gets smoothed out before it becomes a problem.

60

Day 60 Check-In

By now they should be contributing to your pipeline. Alignment is verified, team dynamics are checked, and anything off-track gets flagged while it's still easy to fix.

90

Day 90 Check-In

Final milestone. By this point, you'll feel the difference this hire has made. And if for any reason it's not working, the guarantee has you covered. But honestly, that's rarely where things end up.

The goal isn't just a filled role. It's a hire so right that you never have to fill it again. When your team is thriving at month 12 and your pipeline is ahead of schedule, that's the outcome this process is built for.

Let's Figure This Out Together

Every week without the right people is a week your pipeline can't get back. In 30 minutes, you'll know exactly how to close that gap.

Here's exactly what happens when you reach out:

You'll have a 30-minute conversation to share your vision, your team dynamics, and what this hire really needs to bring
Weeks 1-2: The heavy lifting happens behind the scenes, sourcing, assessing, and matching through a three-layer system, while you stay focused on what matters
Week 3: Your first vetted candidates land on your desk, ready for you to review with full confidence

Let's Talk About Your Team → See Investment Options

✓ Free 30-min call · ✓ No commitment · ✓ 90–120 day guarantee

Only 3-5 companies get this level of attention at a time. You'll never be a number in a volume model; you'll have a dedicated partner who knows your team inside and out. Learn more about us →

Frequently Asked Questions

What seniority levels do you place?

All levels, from individual contributors to heads of function. The three-layer assessment adapts depending on seniority, so whether you're hiring your first engineer or your VP of AI, the rigour protecting your decision stays the same.

What geographies do you cover?

Companies across Europe, mainly Switzerland, UK, Germany, and the Netherlands. Talent is sourced globally with EOR and relocation support, so your search is never limited by geography. The right person might be anywhere, and reaching them is part of the service.

What if none of the 3 to 5 candidates are a fit?

Then the search continues until you've found the right person. Simple as that. Because so much time is invested understanding your team upfront, it's genuinely rare that none of the first profiles resonate. But if they don't, you're not left without options. The work keeps going until you're confident in your choice.

How does the discovery call actually work?

It's a 30-minute conversation, not a sales pitch. You'll talk through what you're building, your current team, where the friction is, and what kind of person you think you need. That last one's interesting, because it often reveals a gap between what you think you need and what your team actually needs. Closing that gap is where the real value starts.

What's the difference between the Contingent Tier and the Embedded Recruiter Tier?

Great question. Contingent gives you fully vetted candidates on demand, with no ongoing commitment and no pressure. Embedded goes deeper: your team gains a dedicated partner who maps working styles, spots composition gaps, and matches candidates against how your people actually work together. The result isn't just filled headcount. It's a stronger, better-performing team that your leadership can point to with pride.

Why can't we just hire through LinkedIn or job boards?

You absolutely can, and for generalist roles it works well. But life sciences AI is different. The best computational biologists and cheminformatics engineers aren't actively job hunting on LinkedIn. They're deep in research, and they respond to people who already speak their language. Beyond sourcing, job boards can't tell you whether someone's GxP mindset fits your regulatory stage, or whether their work style will mesh with your team's dynamics. That's the gap that gets closed for you: not just finding talent, but verifying the match before it costs you six months and a missed submission deadline.

Stop Hiring on Hope. Start Hiring on Data.