We are looking for a great communicator with the ability to build rapport and credibility quickly with a diverse range of people.

Responsibilities include:

• Providing technical oversight for formulation and analytical development projects, meeting timelines and maintaining data standards
• Mentoring of teams and individual scientists
• Facilitating communications between project team members and project sponsors
• Preparing cost estimates for new project proposals
• Participating in the development of the departmental budget and managing projects to achieved budgeted revenue targets.

Qualifications include

• an advanced degree in Pharmaceutical Sciences or another relevant scientific discipline
• Significant (ideally 15+ years) experience in pharmaceutical sciences or similar eg. generics or contract research
• Plenty of people and project management and leadership experience
• A good understanding of the requirements for the CMC technical section of a regulatory dossier
• A reputation for high work standards, ethics and personal integrity.

Sponsorship and relocation to New Zealand is available.    Our client is offering a competitive compensation with health insurance.

To learn more and/or apply for this opportunity, please  Apply Now.

The reasons for this are numerous.  Below are just a few of them: 

• Superstar candidates don’t just show up as soon as you have an opening.
• Chances are good that those who do show up immediately are not superstar candidates.
• The longer you wait to fill the position, the more potential revenue is wasted due to lost productivity.

While it’s often easier—and might seem to make more sense—to sit back and let candidates come to you, that approach will ultimately hamper your efforts to fill the position with the best person possible.

Being proactive in the hiring process involves a shift in mindset.  That shift can be summed up best this way: hiring the best people is a continuous process.

It is quite difficult to hire the best and brightest when you begin the recruiting and hiring process only when you have an opening.  To do so would be to risk missing opportunities to locate and recruit superstar candidates.

It’s all about moving from a position of strength.  If you wait to conduct a search only when you have an opening, you’re moving from a position of weakness.  The only leads you’ll have are job seekers who’ve submitted their resume.  You won’t have anybody in mind; you’ll be working from scratch.

However, with a proactive approach that entails a continuous process, you might already have somebody (or multiple people) in mind for the position that just opened up.  As such, the chances that you’ll hire a superstar increase dramatically.

When you’re moving from a position of weakness, you’re more likely to lower your standards.  When you’re moving from a position of strength, you’re more likely not to.

As we mentioned in the May newsletter article, enlisting the services a third-party recruiting firm can also increase the chances that you’ll hire the superstar you desire.  It’s difficult to devote the time and energy necessary to continuously search for the people who can take your company to the next level, and a third-party firm can help accomplish that.

Be proactive and always be on the lookout for your next great hire!

However, you must make sure that you don’t “lose your head” in all of that excitement.  Keep your composure instead and make the process a positive one, no matter the outcome.

With that in mind, there are four things that companies want during the interviewing and hiring process.  By providing these four things, you’ll not only increase your chances of receiving an offer, but you’ll also cultivate behaviors that will serve you well in the future if similar circumstances arise.

Below are the four things that companies want: 

1. Communication—Company officials want to know what’s going on with you just as much as you want to know what’s going on with them.  If something changes with your situation, then you should communicate that as soon as possible.  Forgetting to call isn’t acceptable, and needless to say, neither is deliberately withholding information. 
2. Decisiveness—If the company does extend an offer, be sure to take the time necessary to make a decision.  Don’t rush into it.  On the other hand, don’t delay making the decision because you believe another organization will offer something more attractive.  That shows no respect for the company, and if you don’t respect the company, why do you want to work there? 
3. Honesty—Keep in mind that you’re basically branding yourself throughout the entire interviewing and hiring process.  You don’t want to brand yourself as a dishonest and/or unreliable person.  Don’t be misleading in any way and do what you say you’re going to do.  Can you blame the company for wanting that? 
4. Commitment—We addressed this one at length in the May newsletter article.  If you make a commitment to a company by accepting its offer of employment, it’s vitally important that you keep that commitment.  Using that offer as a bargaining chip to secure a better one from another company is unprofessional and in extremely poor taste.  Not the kind of impression you want to leave.

Hiring managers and executives at different companies talk with each other.  If you’re dishonest or brand yourself as somebody who can’t be decisive or keep a commitment, that information could be shared.  Whatever you do, don’t burn any bridges in your quest to gain a perceived advantage in your career.

That “strategy” could backfire, and that’s something YOU don’t want.

The primary responsibility of this role is to represent the company when communicating and negotiating with FDA or other regulatory officials concerning requirements for obtaining approvals of submissions. Communicates current regulatory requirements to project teams as well as middle and upper management. Maintains a current knowledge of regulatory requirements by publications, as well as by participating in the working groups of trade associations such as the Animal Health Institute. Responsible for assuring the projects assigned are carried out in full compliance with government regulations. Maintains knowledge and skills in electronic submissions to CVM-FDA. Handles several continuing projects simultaneously; has a direct impact on regulatory agency decisions as to whether products may be legally marketed. Responsible for assuring that the regulatory aspects are completed accurately and in a timely manner. Assists activities of regulatory affairs representative assigned to maintenance projects when required.

Qualifications include a BS in related science area with 12+ years relevant experience, MS in related science area with 10+ years relevant experience or preferable DVM with 6+ years relevant experience or PhD in related area with 6+ years relevant experience. Must have thorough knowledge of applicable federal regulations with extensive experience interacting with DVM-FDA, as well as an understanding of FDA procedures and policies. Must be detailed oriented with strong organizational, interpersonal, and communication skills, expert skill level with handling of electronic documents (e.g., Microsoft Word and Adobe Acrobat), presentation software (e.g, PowerPoint) and project timelines (e.g., Microsoft Project), and an aptitude to learn new systems. Must work well in cross-functional teams that exist in the product development matrix structure. Just possess good supervisory skills in coordinating large regulatory projects and working with members of the regulatory affairs staff. Willing to travel to US and international locations.

To learn more and/or apply for this exciting opportunity, please  Apply Now.

Qualifications include a DVM or equivalent degree. 3 years clinical experience or 1 year internship. Industry experience preferred. Must be able to pass a background investigation including driving records. Experience in clinical medicine and surgery. Knowledge of Clinical Pathology and Chemistry.

To learn more about this exciting opportunity, please Apply Now

Qualifications include a DVM or equivalent degree. 3 years clinical experience or 1 year internship. Industry experience preferred. Must be able to pass a background investigation including driving records. Experience in clinical medicine and surgery. Knowledge of Clinical Pathology and Chemistry.

To learn more about this exciting opportunity, please Apply Now

Qualifications include Minimum of an Associates Degree (Bachelors Degree preferred) preferable with a science or business emphasis. Outside sales experience preferably selling to veterinarians. A veterinary technician background would be of interest as well. Good oral and written skills. Good active listening ability. Basic computer skills: word processing, spreadsheets. Valid DL, clean driving record, auto insurance. Ability to travel and ability to lift 60 pounds.

Locations include:    

• Memphis, TN
• Rapid City/ Sioux Falls, SD
• Los Angeles / Central Valley, CA
• Albany, NY
• Lubbock, TX

To learn more and/or apply for this opportunity, please  Apply Now.

“Yes, I accept your offer of employment, unless my current employer or some other company I’m interviewing with offers me something better, in which case I will take their offer instead.”

That is not accepting an offer.  Unfortunately, many candidates have adopted this frame of mind when deciding whether or not to accept an offer from a prospective employer.

The purpose of this article is to illustrate, in no uncertain terms, what it really means to accept an offer of employment.

Remember first and foremost that you are under no pressure to accept an offer of employment.  You can always turn it down.  You are absolutely within your right to do so.

However, it’s important that if you accept an offer, you realize that you’re giving your word that you’re actually accepting it and not just doing so to “keep your options open.”  After all, how would you feel if the company president said they wanted to hire you, but later changed their mind after they found somebody who had more to offer?

So . . . what does it really mean to accept an offer of employment?  In a nutshell, it means making a commitment to the company that extended the offer and then keeping that commitment.  In other words, do not make the commitment if you aren’t 100% sure that you can keep the commitment.

To illustrate exactly what this means, if you accept an offer, you should be willing to do the following things: 

1. Contact all of the other companies with which you are interviewing and inform them that you have accepted an offer and are withdrawing from their process.
2. Turn down a counter-offer if one is made by your current employer, no matter how attractive it might be and how much you want to accept it.
3. Show up for your first day of work (and every day thereafter).

That’s what it means to make a commitment and then keep it.  If you are not willing to do all three of the items listed above, then don’t accept the offer.  That’s perfectly okay. 

In fact, if the thought of these items make you that uncomfortable, it’s better for everyone involved if you don’t accept it—and that includes you.  If you give your word by accepting an offer and then you don’t keep your word, you’ve branded yourself as untrustworthy, and you never know when that might come back to bite you.

Accepting an offer of employment is a commitment . . . a commitment that you’re making to your new employer.

Ultimately, the answer is simple: don’t make a commitment you can’t keep.

A passive approach to hiring will not allow you to attract—nor hire—the best and brightest candidates available in the marketplace.

When it comes to your recruiting and hiring practices, you have to ask yourself this question: “Who am I attracting with the approach that I’m using?”

In other words, what kind of candidates are you attracting?  Are they desperate, largely unqualified job seekers . . . or are they passive superstar candidates who possess the potential to help take your company in new and exciting directions?

If you’re attracting more of the former and less of the latter, then it’s time to change your approach.

Consider the following: 

• Passive superstar candidates are most likely dealing with a hefty workload at their current employer, leaving them little to no time to conduct a job search and find a new job.
• If they do see a job posting, chances are that the posting will not compel them to respond.  These types of candidates generally have to be “sold” on an opportunity, and even a well-written job posting may not be enough to “sell” it effectively.
• Far from being classified as desperate, passive superstar candidates aren’t filled with a sense of urgency to find a new opportunity.  As a result, the passive approach is not enough to ignite such urgency.

The bottom line is this: if you are NOT proactive with your recruiting and hiring process, you will NOT hire the best candidates available.

Unfortunately, it might be difficult to be as proactive as you want to be, since your own workload is so heavy.  The recruiting and hiring process can be an arduous one, requiring a lot of time and energy.

Enlisting the services of a third-party recruiting firm can give you the edge you need in such a situation.  Third-party firms specialize in the identification, qualification, and recruitment of superstar candidates—and their process involves a proactive approach by its very nature.

Partnering with such a firm can have a dramatic and positive effect on the types of candidates you attract.

So be proactive.  Find the best, recruit the best, and hire the best.

If you have any questions about this article or about how we can help provide solutions for identifying, recruiting, hiring, and retaining the right candidates, contact Stacy at stacy@thevetrecruiter.com.  You can also see more about our recruiting process at www.theveterecruiter.com.

The incumbent will develop/build/foster relationships with third parties and leverage those relationships to identify potential partners for API, finished dose formulation/development and finished dose manufacturing. He/She will conduct diligence to select partners, negotiate business terms and manage contracts to execution. The incumbent will analyze API needs and optimize API supply base by achieving the right combination of quality, speed, reliability and cost and will assist the VP of Strategic Portfolio Planning in financial modeling, specifically understanding key assumptions including upsides and risks. The Sr. Director/Director will work closely with cross-functional team to solicit input on partner capabilities, pattern GMP compliance and technical details of any proposals/deals and will work with Product Development to smoothly transition products from deal to project initiation.

To learn more and/or apply for this exciting opportunity, please  Apply Now.