What happens if you really cannot find anyone?

You get a call explaining why, usually a salary, language or location mismatch, and a recommendation: adjust the brief, consider interim, or wait for a specific moment in the market. A search that produces no shortlist costs you nothing.

Do you work on exclusivity?

Not for contingency work. For retained search, yes: a confidential approach cannot run alongside an advertisement. We tell you on the first call which applies.

Which countries do you cover?

Netherlands · Belgium · Germany · France · Spain, and elsewhere in the EU on request.

For hiring managers

Your vacancy is read by someone who knows the work from the inside.

Q: Who screens the candidates?

The founder, personally, for every discipline. A GMP quality professional who still works in the field, so the screening is on the work, not on keywords.

Pharma Recruit is run by a GMP quality professional who still works in the field. Your brief is taken, and every candidate is screened, by someone who understands the work. That changes what lands on your desk.

The standard we hold ourselves to

If we don't have the right candidate, we won't send you one to make it happen.

A shortlist may be three people. It may be two. Now and then it is nobody, and you hear that from us early, with a reason and a recommendation for what to do instead.

The search

Four steps. Nothing hidden.

What happens between your brief and the start date.

01

The call

A brief call with you. We agree 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.

02

Search and screening

Direct approach to people doing the role today, plus our own network. Every candidate has a technical conversation with the founder before you hear about them.

03

The shortlist

Up to five candidates, each with a written screening note, availability, notice period and salary expectation. Or a clear message that we have not found the right people.

04

Interviews to start date

We run the process to offer, prepare both sides for the counter-offer conversation, and stay close through the notice period so the start date holds.

Quality over quantity

Our rules.

Never more than five candidates per vacancy.
No CV reaches you without a technical screen and a written note.
No candidate is ever proposed to make a placement happen.
You deal with the founder from brief to start date.
We say when interim beats permanent, or when one role should be two, even when it earns us less.

Engagement and terms

Aligned briefly, before the project starts.

Permanent, interim, freelance or secondment: we recommend the model on the first call. Fee, guarantee and terms are agreed in writing before we start, in one short email. No surprises later.

For employers

Send us the vacancy

We call within one working day. On that call you will know whether we think we can fill it.

Prefer email? Write to info@truex-consultancy.com