Posted by & filed under Blog, Newsletter.

It can be challenging, and frustrating to locate top notch talent. If you are trying to locate new job prospects for your company, while still doing your job, it will be difficult to do both.

Finding the right talent to fill a specific position is time-consuming, tedious and difficult. It can require many hours and weeks of research to find the right person to fill your job opening. Human Resource/Talent Acquisition departments can feel like they are less efficient looking and sourcing perspective candidates. Even when they find an applicant that seems to be the right fit, they have to endure the “no response” waiting period, or they may interview the ones that aren’t the best qualified fit for the position. It is potentially a time waster, when you have no time to waste!

As we expand our consulting services, PharmaOne Search wants to partner in solving these problems for your company. PharmaOne Search has become one of the most respected recruiting firms in the pharmaceutical/biotech marketplace. PharmaOne Search has established relationships with viable and marketable candidates that could help you. We have the skills to find what you are looking for in your job candidate search. We have…

  1. Years of experience to find the right candidate for any level of difficult searches.
  2. Established connections with applicants that are already looking and ready to make a change!
  3. Company credibility and a solid reputation for being a primary business partner with Talent Acquisition and hiring managers too.
  4. We save you time and frustration from searching on your own.

PharmaOne Search has a mission: to help clients find highly qualified people for critical job openings at the VP, senior director, middle management, and manager levels. We have succeeded year after year, and no search assignment is too complex or challenging for us to undertake. We will always convey excellence. We strive to provide superior value to clients by combining custom search capability with a high level of industry knowledge. Our experience will work for you.

We have an advanced process to help us find the right candidates for jobs, called Target Search. Thanks to this proprietary process, we can match occupational skills to job requirements, past experience to future projects and personal style to corporate culture. Our Target Search process identifies highly qualified candidates through established relationships, competitive intelligence, and industry sources and connections that prove to be unmatched in any other industry. We assure that the candidates we send are talented, experienced, qualified, and prepared. No candidate is submitted unless fully interviewed and committed to make the change to your company.

So become more effective with increased the rate of filling your positions. Contact PharmaOne Search: or call/email me directly at 803.325.1655.


 PharmaOne Search was referred to our division by our parent company and comes highly recommended for sourcing high caliber, AND qualified candidates for our mid-level management positions in market research…..”

HR Director · West Coast Pharma/Biotech Company


“I’ve been fortunate to partner with Steve for at least seven years as both a candidate and a hiring manager. Steve always demonstrates a keen understanding of the clients’ requirements and does a great job of matching candidates with opportunities. What I really appreciate about Steve is his ability to understand the organization’s long term strategy and proactively collaborates to help build strong teams.”

– Director, Commercial Insights & Strategy – Pharmaceutical Company – Central New Jersey

Candidate/Hiring Manager Testimonial –· Princeton, NJ Vicinity

Posted by & filed under Blog, Newsletter.

One of the most common questions we hear most often from our candidate network is this: “Why should I explore new job opportunities right now?”

Does this sound familiar? As an pharmaceutical/biotech executive search firm, we hear it a lot. Whether we get a direct call asking for additional information, or when we make an outbound call to a perspective candidate, this question has become one that we expect to hear.

Here are 3 points to ponder to determine if (or why) you should be exploring new job opportunities:

  1. Evaluate all department opportunities within your group. If you seem stuck in your current position, look at the “total job” first, before jumping to the next. We all go through stages of disappointment, discouragement, rejection, and missing out on that key promotion. When it happens, right away we want to flee, instead of fight, for recognition. Remember that attitude is everything! It’s important to take things in stride, and keep your chin up.

Take a good look at your current role on the team and evaluate how you are coming across to your boss and peers. Are people asking you questions? Did your last project turn heads? Are your recommendations moving forward? Step back and take a look at how you are perceived. We are all in phases of development in our life: We are moving forward, or moving back. Which one are you in? The answer to that could tell you what your next step should be.

2. Consider what your next planned promotion should be, based on your last performance evaluation. This is key. Normally your supervisor needs to hear from you, as to why moving to the next level is deserved. Too many times we don’t plant the seed for that next level promotion, and skip along with the status quo. Make yourself and your intentions known up front about that next career step. It’s a bold move for some people, but it shows initiative.

3. Make sure your bonus percentage and salary increase are in line with your performance. Many companies routinely ask their supervisors to write out their own evaluations to justify the salary increases, etc. This is ideal, and to your advantage. Be honest in the evaluation. Detail supporting documents and projects to support your own evaluation. Once you submit it, then your boss will meet you face-to-face to discuss it. Be ready with supporting information of your past projects and campaigns. In that meeting, you are “selling” something that is truly important: YOU.

If any two of the three scenarios above are in question, then it may be time to look elsewhere for new career opportunities. It never hurts to investigate a perspective call from a friend, recruiter, or an old boss. I hope these suggestions get you on a faster career track in the 2015!


Posted by & filed under Newsletter.

A true statement: One of the biggest “door-openers” into a client company is the resume…. No-brainer. Got it! Congratulations! Now what? We spend more time on trying to make our resume the “best of the rest” than on any other part of the job search process. Yes, and well we should because the resume is absolutely a reflection of you, the candidate, no doubt about it. Read more »

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Dear Colleagues,

We are springboarding into 1st Quarter ’15 with some revived industry momentum and hearing from you about the market conditions, as well as how to approach future opportunities within your current company/department. While there will always be opportunities for promotion, what can you do ‘get an edge on getting noticed’? Read more »

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I have often heard from our candidates interviewing for various positions that a great boss/supervisor will “seal the deal” or “springboard my career.” It’s true, they might. An effective boss gets the most out of his people. Great bosses make great mentors too.

Most bosses want to be great, and be effective leaders too. So you ask, “how do I hit a home run with my boss?” Here are three things you should know.

  1. A great boss will expect performance, but will also be fair. Effective leaders push their team members in order to maximize their skill sets and core competencies. Do you wonder why companies are so critical to get sharp, experienced people? Great bosses try to surround themselves with the best people to do the best job for the team and the company. Therefore, do what you say and say what you do. Be consistent. Produce quality work all the time.
  2. A great boss will delegate responsibilities. Having vision is key to effective leadership. So listen to the vision. Soak it up. Accept constructive criticisms (or what I used to call, “teaching moments”) and enjoy your “5 minutes of fame” on a job or project that is well done. A great boss will expect responsibilities to be carried out properly and effectively. So always do the best job the first time.
  3. A great boss will not forget the little things. We all know that feeling when someone remembers and recognizes your birthday, anniversary, or big accomplishment. Well, the boss who remembers the day you stayed late to help with a board presentation or finish up a proposal always makes a mental note and recalls those details when performance evaluation comes around. These are all good signs that your boss is paying attention to you, and your work.


So remember, a great boss can’t be ideal or perfect all the time. He or she can be tough on the outside and it is their job to produce for the company. Keep in mind you can hit that home run by developing consistency, trust, and of course hard work. Performing at your best will always yield top-notch results. Be up to the task, be sharp, and don’t give up.