The strategic talent acquisition partner built for small to mid size pharmaceutical, biotechnology, and medical device companies. We give you access to the same level of executive recruiting that Fortune 500 TA teams command — at a fraction of the cost, and in roughly half the time of a traditional retained search.
Over 25 years, our team has placed talent at and sourced from organizations including
We work with two kinds of organizations. Both have the same underlying problem — getting the right person into a critical role as efficiently as possible. But the situations they come from are very different, and so is the way we work with each of them.
Every other firm sends resumes. We deliver insight, alignment, and talent that moves the needle — for the roles that cannot afford to wait and cannot afford to be wrong.
Put in your own numbers. Most organizations have never run this calculation — and when they do, the conversation about search fees changes immediately.
For Regulatory, Clinical, or Commercial roles where an empty seat delays a program milestone, launch, or trial.
A Director who does not work out at 12 months does not simply restart the vacancy clock. It includes everything that happened during those 12 months — decisions not made well, team morale absorbed, organizational capital spent on someone who was not right. Then the search starts over from zero. The cost of a bad hire is not one search fee. It is everything inside a full year, plus everything on the other side of it.
The industry average for a pharma and biotech search is 49 to 90 days on retained searches, over 170 days on contingency. Our process runs at roughly half the retained average. We publish our SLAs because we deliver them — and we want you to hold us to that.
These are not estimates. They are published benchmarks from SHRM, BountyJobs, and industry research. We publish them because they tell the story better than we could.
Five phases. Defined handoffs. Accountable outcomes at every step. Every engagement follows the same disciplined framework — no exceptions.
We leverage advanced AI sourcing technology to surface talent faster and more accurately than any manual process. But technology finds names. People close people. Every candidate who joins your team did so because a real conversation moved them.
Our practice is exclusive to pharmaceutical, biotechnology, and medical device. Within those verticals we know every functional discipline at a depth that generalist firms cannot replicate.
If you are a Series A, B, or C biotech trying to scale your team with no dedicated internal recruiting function, you do not need another agency sending you resumes. You need someone to build the infrastructure, run the process, and get the right people in seats while your scientific and operational leadership stays focused on the work that matters.
We operate as your TA function on a monthly retainer. You get all the capability of an experienced in house recruiting team without adding headcount to your org chart. When your growth phase ends or you are ready to build internally, we hand everything off cleanly.
From our biopharma scale up RPO engagement — see case studies above.
Real problems we solved — anonymized to protect our clients, but the specifics are genuine.
When you are bringing a product to market, every open seat on your commercial, medical, and regulatory team has a direct cost attached to it — not a general vacancy cost, but a launch risk. A VP of Market Access who is not in seat 90 days before launch cannot build payer relationships in time. A Medical Affairs leader who joins at week eight of a twelve week launch timeline cannot influence prescriber strategy the way you need them to.
We have built launch teams. We understand what needs to be in place when, and we run parallel searches across multiple functions simultaneously without the quality dropping on role number six. One point of contact. One process. All the urgency the timeline demands.
The cost of a missed launch date is not measured in search fees. It is measured in market share. Every week a leadership seat is empty in the 120 days before launch is a week your team cannot execute at the level the moment requires.
When a life sciences company engages Eagle Recruiting Services, they are working directly with me. Not a junior account manager. Not a sourcer reading from a script. Me — on every intake call, every candidate qualification, every offer conversation, and every check in at 30 and 90 days after placement.
I have spent more than 25 years building a career inside the life sciences industry and the talent that drives it. I have worked on both sides of the desk — as an agency recruiter running contingency and retained searches, and inside life sciences organizations as a corporate recruiting leader building the functions and processes that large TA teams run. That dual perspective is not common in this industry, and it shapes everything about how I approach a search.
My network across the U.S. life sciences market spans more than 30,000 connections built over two and a half decades working the same sector, the same functional areas, and the same candidate communities. When I reach out to a passive candidate, I am often reaching someone who has heard my name before — or who knows someone who has worked with me. That reputation cannot be bought and cannot be built quickly. It is the single most important asset I bring to every search.
25 years of full cycle recruiting across agency and corporate environments, exclusively within pharmaceutical, biotechnology, and medical device
Built and led internal recruiting functions at pharmaceutical and biotechnology organizations — designed hiring processes, built scorecards, trained hiring managers, and owned all leadership level searches
Placed and sourced talent at organizations including AbbVie, Amgen, AstraZeneca, Bristol Myers Squibb, Gilead, Johnson & Johnson, Merck, Novartis, Pfizer, Roche, and Sanofi among others
Deep functional expertise across Commercial, Medical Affairs, Regulatory Affairs, Clinical Development, Quality, and Manufacturing disciplines
Extensive experience with Director through C suite searches at pre commercial, scale up, and fully integrated biopharma organizations
Embedded RPO experience — functioning as a client organization's full internal TA function through periods of rapid growth
30,000 direct connections across pharma, biotech, and life sciences translates to an estimated 8 to 12 million second degree connections — meaning Eagle has a warm path to virtually every relevant professional in the U.S. life sciences market. When we reach out to a passive candidate, we are often one or two handshakes away from already knowing them.
We do not operate as a vendor. We operate as a strategic extension of your leadership team during a critical hiring process. That means we hold ourselves to a defined standard of speed, quality, and transparency — and we ask the same level of engagement from you in return. We cover what that looks like specifically on the consultation call. What we can tell you here is that every search we take on is one we intend to close, and we structure every engagement to make that outcome as fast and frictionless as possible.
Shortlist in 10 business days. Offer stage in 14 to 21. Total engagement to accepted offer in 30 to 45 days. We publish these numbers because we deliver them.
Every candidate is personally qualified and endorsed before they reach you. You see 3 to 5 elite candidates — each with our expert assessment of fit, risks, and recommendation. Not a stack of resumes.
Weekly status updates. Same business day responses. Honest market feedback if something is misaligned. And a 30 and 90 day check in on every placement we make. That is what a real partnership looks like.
Want to know exactly what we commit to — and what we ask in return?
Have That Conversation With ERSUnfiltered perspective on the life sciences talent market — written by practitioners who do this work every day.
Straight answers to the questions we hear most often from pharma and biotech TA leaders and hiring managers.
Tell us what you are working on. We will tell you whether we are the right partner and how we would approach it. No commitment. No pitch deck. Just a direct conversation.