A real-world example of why expert recruiting makes all the difference.

The Challenge 

A fast-growing biotech startup came to us with an urgent request: 

“We need a VP of Finance with extremely specific biotech experience—and we need them fast.” 

They had already spent months searching on their own with no results. The role was critical. This wasn’t about filling a generic finance seat—it required someone who: 

• Understood the unique financial challenges of biotech and pharma. 

• Could navigate the complexities of the FDA and regulatory landscape. 

• Had scaled in high-quality organizations before and knew what was coming next. 

On paper, it looked nearly impossible. 

Why Vacancies Cost More Than You Think 

Too often, leadership teams underestimate how much an open role impacts the organization. 

• Finance Team: Without a senior leader, financial strategy stalls, reporting falls behind, and fundraising conversations lose momentum. 

• Operations: Delays in resource allocation and budgeting ripple through product development and clinical trials. 

• Executive Team: Every week spent without a strategic finance partner means CEOs and COOs are pulled further away from their core responsibilities. 

• Investors: Confidence begins to erode when key roles stay vacant for too long. 

An unfilled position doesn’t just sit idle—it slows down the entire organization. 

Why Expertise and Networks Matter 

Most recruiters would have struggled with this assignment. The best candidates weren’t scanning job boards or applying through online postings. They were already successful, well-placed, and not actively looking. 

This is where nearly three decades of industry experience comes into play. When you’ve spent 27 years cultivating relationships, building trust, and staying connected, you can activate that network in ways others can’t. 

One well-placed LinkedIn post. That’s all it took. 

Within hours, my network was working for me: 

• Referrals from trusted executives. 

• Passive candidates raising their hands after hearing from colleagues. 

• Direct introductions from leaders who knew the caliber of talent I was looking for. 

The Outcome 

In just 14 days, we presented 9 highly qualified candidates. Not resumes pulled from a database—real biotech finance leaders who could step in and deliver. 

The chosen candidate was so impressive that the company upgraded the role from VP to SVP. What started as a “nearly impossible” search turned into a growth-defining hire. 

The Bigger Picture 

This is the ROI of working with recruiters who specialize, who have deep networks, and who understand the unique challenges of your industry. 

When you’re building in competitive, high-stakes environments like biotech, SaaS, or any fast-scaling sector, the cost of waiting is simply too high. You need access to people who aren’t looking—and only experience and relationships can unlock that. 

That’s what over 30 years in the industry delivers. 

Need help with your next critical hire?

Don’t wait months for the market to respond. With the right recruiter, your next game-changing leader could be just two weeks away, Contact us!