Case Study -
Senior Director of Commercial Roles
The Brief
We saw these roles as a unique chance to showcase our strengths and identify areas for improvement in the search process. When one of our long-term clients informed us about these key positions… one in the US and the other in the EU… we were excited to find the perfect candidates. These positions are pivotal for our client’s strategic expansion, so we knew they needed the best talent!
Our client tasked Paracruiter with finding individuals who had strong experience in manufacturing and operations, along with a solid background in commercial sales and business development. This was to support their expanding global operations. This dual search with similar job descriptions for roles in both the US and the EU presented a unique challenge and opportunity for Paracruiter. We hoped this task would enable us to enhance our teamwork and refine our search strategies.
Eager to take on a new challenge and deepen our understanding of the pharmaceutical industry, Paracruiter set out to find two senior commercial candidates.
Key Requirements & Roadblocks
The optimal candidate we were seeking needed to be more than just experienced in the commercial and sales field. Paracruiter were aiming to:
Create an established robust pipeline of at least 50 candidates per requisition.
Using our enhanced talent scouting system to pinpoint the top-tier candidates with precision, in order to compile a top 10.
Source candidates with a strong background in technical operations and manufacturing.
Create a longlist for our client of all the candidates in the US & EU, within a short timeframe.
With the goal of finding 50 candidates in each region, Paracruiter had a valuable opportunity to enhance teamwork. The dual nature of these roles allowed us to swap searches, bringing fresh perspectives and enabling us to evaluate new and diverse profiles.
Approach & Process
Paracruiter, focused on going into this search with an open mind using our saying “No one writes their profile to be found”.
Here’s how we successfully managed to pipeline the 50 candidates, for the role in the US and the one in the EU – Senior Director Commercial:
Sourcing & Engagement at Scale: Leveraging our proven techniques and mutual connections, we identified over 100 candidates. Our targeted outreach methods successfully attracted candidates who met the criteria for the roles. We then ensured they fully understood the requirements, aiming to find the perfect fit. This comprehensive approach not only streamlined our recruitment process but also reinforced our commitment to delivering high-quality candidates who align with our client’s expectations.
Balance Between Background: One of the challenges in this search was ensuring the optimal candidate had the right background. Our client needed someone with commercial sales experience, as well as technical operations and manufacturing talent. Finding a candidate with this perfect blend was no easy task. However, by maintaining a positive and open mindset, and using specific keywords, we successfully overcame this obstacle.
Commitment to Diversity & Inclusion: By sourcing diverse candidates from the US and EU with strong commercial sales and technical operations backgrounds, Paracruiter showcased our client’s values and our own. We presented candidates who could excel in both regions, regardless of their diversity. This approach highlighted our ability to meet complex client needs and reinforced our commitment to providing top-tier talent.
Conclusion
Sourcing for these roles provided a unique experience for Paracruiter, as it is uncommon to receive roles with such duality. This opportunity allowed us to work and communicate more effectively as a team, enhancing our knowledge for future tasks. We overcame challenges, such as balancing candidates experience in commercial sales, with technical operations expertise. By expanding our searches and using specific keywords and methodologies, we pinpointed the perfect candidates to meet our client’s needs.