Our AI platform finds the passive Pharma and Biotech candidates your competitors cannot reach. Eagle Recruiting Services (ERS) brings 25 years of relationships that get them on the phone. Together, that combination delivers your shortlist in 10 business days for Commercial, Corporate, and R&D roles.
Most firms say they use AI. Few can tell you specifically what it does. Here is exactly how our platform works, and why your shortlist arrives in 10 business days instead of 10 weeks.
We deliver your shortlist in 10 business days because our AI does in 48 hours what traditional firms spend three weeks doing manually. That is not a promise. That is how the technology works.
Every other firm sends resumes. We deliver insight, alignment, and talent that moves the needle, for the roles where speed and precision both matter.
Built for small to mid size Pharma, Biotech, and Medical Device companies, 50 to 2,000 employees, that need Fortune 500 level recruiting without the Fortune 500 infrastructure.
A Director, VP, or C-suite role that is costing you money every week it sits empty. You need the right person, not a stack of resumes, and you need them moving through your process within two weeks.
You are growing fast, a launch, a funding round, an expansion, and you have more open roles than internal capacity. You need embedded recruiting power without adding permanent headcount.
Every week a leadership seat sits empty has a real cost, delayed decisions, team strain, lost momentum. Move the sliders and see yours.
The industry average for a Pharma and Biotech search is 49 to 90 days retained, over 170 on contingency. Our process runs at roughly half the retained average. These are not aspirational targets. They are commitments we make at the start of every engagement.
Published benchmark data on what hiring actually costs and how long it actually takes in Pharma and Biotech, and where ERS lands against it.
Five phases. Defined handoffs. Accountable outcomes at every step. Every engagement follows the same disciplined framework, no exceptions.
Select your role type and seniority. See exactly how ERS compares to the industry average, in real calendar days.
ERS combines AI-powered sourcing with 25 years of relationships to place leaders across Commercial, Corporate, R&D, and Manufacturing in Pharma and Biotech.
Real problems we solved, anonymized to protect our clients, but the specifics are genuine.
Two prior agencies targeted the wrong company profile. We rebuilt the target list in the intake call, launched a focused campaign into mid-cap specialty pharma, and delivered a shortlist in nine business days.
A VP of Sales for a rare disease launch where cultural fit mattered as much as the resume. Our intake spent 30 minutes on cultural profile before skills, and targeted a completely different company profile than anyone had tried.
VP of Clinical Development requiring complete confidentiality, the incumbent did not know. We approached only pre-vetted passive candidates through personal outreach, no company name until mutual NDA.
We built their entire TA infrastructure from scratch, hiring process, scorecards, hiring manager training, ATS management, and ran 22 concurrent searches as their embedded recruiting team.
When a Pharma or Biotech company engages ERS, they are working directly with me. Not a junior account manager. Not a sourcer reading from a script. Me, on every intake call, every candidate qualification, every offer conversation, and every check-in at 30 and 90 days after placement.
I have spent more than 25 years on both sides of the desk, as an agency recruiter running retained searches, and inside life sciences organizations building the functions large TA teams run. That dual perspective is not common, and it shapes everything about how I approach a search.
My network across U.S. Pharma and Biotech spans more than 30,000 connections built over two and a half decades in the same sector, the same functions, the same candidate communities. When I reach out to a passive candidate, I am often reaching someone who has heard my name before. That reputation cannot be bought and cannot be built quickly, and it is the single most important asset I bring to every search.
The shortlist arrived in nine days and every candidate was worth interviewing. We have never had that experience with a search firm before.
J.C. understood the role better than some of our own stakeholders. The candidate he endorsed hardest is the one we hired, and a year later, he was right.
We had given up on a confidential search until ERS ran it. No leaks, no noise, just the right person, quietly delivered.
Unfiltered perspective on the Pharma and Biotech talent market, written by practitioners who do this work every day.
The passive talent market in pharma Regulatory Affairs is deeper than most TA leaders realize, and entirely unreachable through job postings.
Read Article →When you calculate delayed timelines, team strain, and compound cost of an unfilled leadership seat, the number surprises everyone.
Read Article →The best candidates are talking to multiple organizations at once. Process speed and candidate experience decide who wins them.
Read Article →A plain explanation of where AI saves weeks inside a search, and where human judgment still decides the hire.
Read Article →Most lost candidates are lost in the last week. Why counter offers work, and how to defuse them before the offer exists.
Read Article →Confidential searches fail in public constantly. The playbook that keeps a leadership transition quiet until you choose to tell it.
Read Article →Straight answers to the questions we hear most from Pharma and Biotech TA leaders and hiring managers.
One conversation. No commitment. We will tell you honestly whether we are the right partner for the search, and exactly what the timeline looks like if we are.