GMP recruitment · Netherlands and the EU
Recruitment, conducted with judgement.discretion.precision.patience.
We find the QA, validation, QP and MSAT professionals that pharma, biotech and CDMO sites would rather hire once, correctly.
Send us a vacancy
Brief us in two minutes.
One point of contact
The person who takes the brief conducts the screening, presents the shortlist and manages the offer.
Five profiles at most
Each with a written technical assessment: what was tested, what the evidence was, what remains to verify.
A clear yes or no
If no suitable candidate exists, you hear so early, with the reason.
Practice areas
How we work
Three ways to engage us.
QPs, Heads of Quality and confidential replacements
Direct, discreet approach to people who do not answer advertisements. The fee is split across brief, shortlist and start, and the search has the founder's full attention from day one.
Learn moreQA, QC, validation, MSAT and regulatory roles
No fee until the candidate starts, with the same technical screening. Up to five profiles in ten working days, or a clear reason by day five.
Learn moreValidation campaigns, remediation, audit readiness, cover
Screened interim professionals on a transparent day-rate margin, or secondment with Pharma Recruit as employer and one all-in invoice. Contracting and payroll on our side.
Learn moreHow we work
Four steps. No surprises.
Every search follows the same discipline, whether it is a QA Officer or a Qualified Person. You know what happens next, and when.
Send us a vacancy- 01First
The call
A brief call with the hiring manager. We agree the site, the line, the must-haves and the deal breakers: salary ceiling, language, location, notice period, anyone you will not hire from. You leave knowing whether we think we can fill it.
- 02Then
Search
Direct approach to people doing the role today, plus our own network. Every candidate has a technical conversation with the founder before you hear a name.
- 03Next
Shortlist
Up to five candidates, each interviewed on the work, with a written assessment against the brief. Or a clear no, with the reason.
- 04Finally
Appoint
We manage offer, counter-offer and resignation, then stay in contact through the notice period so the start date holds. Check-ins after the start.
Current searches
Selected open mandates.
(Example vacancies. These show how a role is presented; they are not live searches.)
QA Officer – Sterile Fill/Finish
CQV Engineer – Biologics DSP (interim)
Qualified Person (Deputy)
QC Analyst – Microbiology
MSAT Scientist – Upstream
The cost of a wrong hire
The inspector will not ask whether the CV matched. They will ask the person.
In most industries a poor hire costs a salary and six months. In a GMP environment it can cost a batch, a licence condition or the inspection outcome, and it is usually discovered by someone outside the company.
01
The risk sits in the batch record, not the org chart
A QA Officer who cannot tell a critical deviation from a minor one does not fail quietly. The misclassification goes into the release decision, and the release decision goes to the inspector.
02
The damage is discovered late and by the wrong people
A validation package looks complete on paper. Whether the engineer can defend it is only tested when an inspector asks one question, by which time the qualification, the timeline and the budget are already committed.
03
Some errors take ten minutes to prevent and months to correct
Verifying a Qualified Person's Article 49 eligibility is a ten-minute check. Appointing without it exposes the manufacturing licence and turns a hire into a remediation project.
- A generalist sourcer matches keywords on a CV
- "GMP experience" is taken at face value
- Twenty profiles arrive; your team screens them
- Technical gaps surface in your interview, or after the start date
- The recruiter has never held the role
- A practising GMP professional interviews every candidate on the technical substance of the role
- Deviation handling, protocol defence and QP eligibility are tested before submission, not assumed
- At most five profiles, each with a written assessment of what was checked and what remains for you
- If the right person does not exist, you are told so, early, with the reason
- The person screening knows the work from the inside and still works in the field
Candidate screening deserves the same rigour as batch release. We apply it before a profile reaches your inbox.
Insight
Notes from the market.
Deviation and CAPA questions to expect in a pharma interview
Every QA, QC and MSAT interview in the Netherlands includes a deviation question. The eight we hear most, what a strong answer contains, and the one mistake that ends interviews.
Career guidesFrom QC Analyst to QA: a realistic career path
QC to QA is the most common move in Dutch GMP and the most often done badly. What QA Managers actually look for in a QC candidate, what to do in your current job first, and what the pay step looks like.
Market updatesGMP salary trends Netherlands 2026 (from the salary guide)
Which GMP roles moved in 2026, which stood still, and what the interim market did. The headline numbers from the Pharma Recruit Dutch GMP Salary Guide, with the reasons behind them.
Begin a conversation
Tell us who you need.
A thirty-minute call is enough to tell you whether we are the right firm, and what the search would look like if we are.