At Medella Life, we work with the finest firms in life sciences. Our partners span pharma, biotech and med-tech. Some are start-ups, others are scale-ups, most are global big co's and a few are boutique agencies. We tailor our approach to suit the services our clients need. We know that no one approach works for all, but we’re confident that we will find the best approach for each of your hires. We want to earn your trust long-term.
We assess skills with a rigour that is remarkable in contract recruitment. Our commitment to diligence runs deep and inspires confidence. We present selective shortlists which promise both short-term suitability and long-term cultural fit. Yes, it takes more time but it lowers the risk of a mismatch. When time is not invested in the screening process, everyone loses.
Our contingency recruitment service best suits junior through to senior management positions. Here, a fee is only due when we have filled the role. Our process is the same no matter what the hire, so impeccable service a guarantee.
How we work
We collaborate with you from the off as a partner. We want the best for you, so take a detailed brief. We want to know all about you, your market journey and the goals driving this new hire. We ask a lot of questions so we can produce a top-notch brief. We'll learn about the broader corporate culture, departmental vibe and leadership dynamic. We want to hear about who you imagine would succeed in this role, and why. Based on our market experience, if a more open-minded search feels wiser, then we'll say so. We find being authentic is the best way to earn your trust, and do this out of diligence and respect.
Research & Shortlist
Once we have agreed the brief, we sign terms and get cracking. An ad goes out immediately. We also head-hunt candidates that might be a potential match. Within seventy-two hours, we follow up with a shortlist of possible candidates. We include feedback on your firm as part of this process. We share why some candidates passed on the opportunity, and what we took as the market's pulse. Digging into this is essential as it's often indicative of who we'll find and why. This frank feedback is always constructive and part of our commitment to transparency.
Interviews & Assessment
Before we interview a candidate we check their references. We avoid email and call ex-colleagues and line managers. This gives us the fullest picture possible. We hear it all, from their style and skills in a team to what their boss thought about them. We do this to confirm that candidates are who they say they are, and can do what they say they can. We can also arrange for specialist technical assessments to be part of this process.
Our interviews are robust because we don't assume a thing. We dive-deep and perform a 360-degree assessment. We push back if we need to and ask tricky questions. It’s our job to put the A-listers and visionaries to the test in an interview. This is diligence not disrespect. We focus on what happens when we give a candidate's values a squeeze. We notice what isn't said as well as what is, for that reveals so much. Our focus is on the long game at Medella Life and we refuse to cut corners.
Usually we've already tackled any potential glitches in the negotiation process. That said, a move to a new new role is a big deal, and often affects partners and family. When we negotiate this critical last step, we listen to everyone and avoid bullish moves. This is where our values around transparency, respect and trust matter most. Our reputation is at stake unless everyone wins.
Often, recruiters fall silent once everyone has signed on the dotted line. Not us. We stay in touch with candidates during this interim period to ensure all stays on track. We make sure every single question they have about their new job has an answer. This ongoing relationship paves the way for a smooth start. Getting a sense of familiarity to your organisation and the new team is a vital final step we don't overlook.