Blu-Alliance was started in 1998 and is now a nationally recognized, award winning Search, Consulting and Contract Talent firm for the LIFESCIENCE Industry in North America. Our clients are companies involved in clinical development, research, manufacturing, healthcare management and distribution of devices and drugs that allow people to live healthier lives worldwide. We have 50+ years of experience in our firm, so we’re confident in our abilities. We work with clients who are CRO’s, biotech companies, medical device, healthcare management and pharmaceutical companies who look to us for assistance in recruitment and talent acquisition. Many of which we have retained for over a decade. http://blu-alliance.com
About Executive Recruiters
Two types of executive recruiters work from outside the hiring company to facilitate the recruitment of new executives.
The retained executive search consultant is engaged on an exclusive basis by a hiring company to identify and assess candidates to fill senior management positions typically paying a salary above $150,000. These consultants typically recruit for strategic executive jobs and are paid a fee for the search, usually without regard to its eventual outcome. Executive search consultants recruit most of the chief executives and other C-suite leaders for the world’s largest companies. Given their deep relationships with hiring organizations, they are acutely aware of which companies are growing, the talent those organizations need, and what they are willing to pay to attract top-notch executives.
The contingency headhunter is contracted nonexclusively and often is in competition with other contingency-fee search firms to identify potential candidates for lower-level management positions that usually pay a base salary of $75,000 or more. Only firms that identify candidates who are ultimately hired get paid a fee for their services. The contingency headhunter is much more likely than the retained executive search consultant to distribute your résumé to as many potential clients as possible because it increases his or her chances of making the right introduction and, ultimately, of getting paid. If you haven’t yet landed a job with significant management responsibilities, it’s far more likely you’ll be working with a contingency recruiter.
A small but increasing number of especially large corporations have entrusted the sourcing of executive-level management candidates to their own internal sourcing teams. That means an initial recruitment call may come from a member of a corporate executive staffing team (essentially an in-house management search unit) or perhaps a recruitment-specialist partner of a private equity firm whose portfolio company may need someone with your experience and knowhow.