The Challenge
A growing biopharma company faced a sudden leadership vacuum just months ahead of a critical Phase I trial. Their Head of Clinical Development had abruptly departed, leaving the organization at a standstill during a pivotal moment. With timelines at risk and no internal bench strength, the company needed an experienced clinical leader who could immediately step in—either in an interim or permanent capacity.
Several challenges made this a high-stakes, complex search:
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- A 60-day deadline to secure leadership before IND submission
- The need for early-stage clinical and regulatory expertise in a specific therapeutic area
- Limited flexibility on remote work; some on-site presence was required
Our Approach
Leveraging our streamlined, methodical search process refined over four decades, we deployed a two-pronged solution:
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- Permanent Search Path: Our recruiters, who specialize in clinical development talent, immediately launched a national search for a long-term hire.
- Interim Solution Path: Simultaneously, we tapped our exclusive interim leadership network, cultivated over decades, to identify seasoned candidates who could onboard immediately.
Our team of expert recruiters (each candidate is vetted by three) quickly identified a standout interim leader with direct experience leading Phase I trials in the same therapeutic area. Within 10 days, this candidate was in discussions with the client.
The Results
✅ Interim Leader Onboarded in 3 Weeks – Stability was restored, timelines were preserved, and team morale rebounded.
✅ Permanent Hire Delivered in 8 Weeks – A highly regarded executive with a history of successful late-stage programs joined the team, thanks in part to a 72% candidate callback rate that gave us access to top-tier, passive candidates other firms simply couldn’t reach.
✅ Seamless Handoff – Due to our close candidate relationship management (98% offer acceptance rate) and thoughtful handoff planning, the transition from interim to permanent leadership was efficient and effective.
Why Our Solution Worked
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- We Act as Brand Ambassadors – We didn’t just source talent—we told the client’s story with conviction. This helped us attract talent that might otherwise have declined an early-stage company opportunity.
- Top Talent Access – Our network of thousands of advisors referred us to top-tier, passive candidates that would not have responded to job ads or cold outreach.
- Speed with Quality – We guaranteed a full slate of qualified candidates within 20 days, and we beat that target while maintaining quality, due to our proprietary databases, technology infrastructure, and clinical recruiting specialization.
- Superior Client Experience – The client had a single point of contact, consistent communication, and a dedicated team focused entirely on this urgent need. They were able to stay focused on IND preparations while we handled the search end-to-end.
- Retention and Cost Efficiency – The permanent hire was not only the client’s top choice, but has since proven to be a long-term asset, contributing to a 96%+ retention rate that minimizes rehiring costs and lost productivity.
Takeaway
This case is a textbook example of how blending interim agility with executive search precision can solve even the most urgent leadership gaps. More importantly, it underscores the value of a search partner who brings world-class talent, speed, white-glove service, and cost-efficiency together in one package.
When the stakes are high, and timelines are tight, companies don’t just need a search firm—they need a partner with the depth, reach, and rigor to deliver the right leader, right now.
