Pharma Search Partners Incorporated

By Jamie Riley, President, Pharma Search Partners Inc.

“I believe that by becoming a Partner in the process of growth, loaded with the knowledge of pipeline, research, core values and culture of a client along the details of the open position is where we can make a positive impact of getting new technology to the market”

Pharma Search Partners Inc was founded on the belief that we are not just a vendor or Recruiter but a Partner in the process to growth and success. I firmly believe that when we work on a position that it is our duty to not only provide candidates that fit the specifications our pharmaceutical and biotechnology clients ask us to fill. It is also our job to make sure the culture, personality and all the other factors of the job are a good fit for the candidate too. In the Business of Executive Staffing it is critical that all parties involved communicate. The Hiring manager needs to share with either Human resources or the Staffing agent exactly what they are looking for to fill a position. At that point it needs to be conveyed to the Staffing partner. Not only do we need skills, education, and key background points but we also need to have an understanding of the team culture and company culture.

Our Process to quality is very strict and we will not send a lot of resumes or CVs to Human Resources or the Hiring manager, but what we do send will fit in almost all areas. With that belief in mind we have set an internal process in place that allows us to insure that we positively impact on the internal process for our clients not impede it. We feel that the client company doesn't need us to send resumes but more to fill the role with someone that will make the company grow and be successful. Over the years we have established relationships with clients that when a really hard position comes open they know they can call on us and we will do all in our power to fill that role.

The expanse of our abilities covers a huge list. We can work Pharmacoepidemiology, Clinical Research, Pharmacoeconomics as well as Analytical Chemist and Marketing. We still apply all the rules to each and every position and candidate. To us relationships are the key factor. We truly feel we are your partner and want to help in any way possible to make sure you continue to grow and develop the drugs that will make lives better.

"Hiring the "right" person is difficult!! Jamie Riley and his Team make it seem easy! Finding the "right" job opportunity in today's market, is tedious and painful!! Jamie Riley and his team have the personal contacts to get you the "right fit" rapidly without wasting precious time!

I should know as I have been on both sides of this equation. First, I was a hiring manager. Then, when down-sized, I was a client-candidate. I will address both from a personal prospective.

Hiring Manager: Jamie personally interviewed me and determined my strengths and personality traits and the department needs. He understood that I was looking for an experienced candidate with a usable skill-set that would be able not only to help my team grow, but also one who would be able to bend, grow, and learn "how we did things"!  This is key as candidates from competitor companies, come in and complain to the current staff that this is not the way things are "done" (they usually come from a larger more sexy Multinational Company) and become disenchanted with their new environment. This causes confusion in the staff that waste time defending and explaining their actions.

Client-candidate: One thing Gunnery Sergeant Jamie Riley learned from the military was follow-up and manners!!! While searching for employment, Jamie and his team understood my needs, time table, and abilities so well that I was able to become employed within my area of expertise within a relatively short period. I have now been with my new employer almost two years."

Thank you Jamie and Team!!!
Director of Pharmaceutical Research and Development
September 18, 2009

We firmly believe that the biggest issue facing today's companies and candidates is communication. In the case of a client looking at a job description is important but what are the unwritten things the client wants? What personality is needed or how much leadership and how big of a team is there. These are questions we hear daily when dealing with positions in either drug development or drug discovery. I have found that in some cases a person may have the skills but the personality or demeanor are not a fit and that puts us back at the beginning of the search. There needs to be free flowing information between all parties in the hiring process.

From the candidate standpoint the free flow of information is key in order for us to make sure that they fit the keys parts of the role. It is important also to find out what makes this candidate tick and is important to them for future growth. If they are looking for a company that is growing and they want in on the ground floor than going to a facility of  1200 people may not work but going to a site with 500 would. We also need to look at what the candidate tells us about likes, family, education and personality.

If a candidate is looking to expand on education we need to make sure the client is supportive. If the candidate is  involved in outdoor activities then sending them to the center of a big city won't work. How does the family feel about the change. What about the future of the children? All of these factors come into play and must be dealt with in order to insure a clean process for the benefit of both parties, the client and the candidate.

That's what we do, and stand by our process from C-Level down to bench. Caring leadership all the way through.