What makes us different
Recruitment by someone who actually understands the job.
Technical candidate screening before submission. No unvetted profiles. QA, QC, validation, QP, MSAT and regulatory specialists across the Benelux and the EU, interviewed on the actual work by a practising GMP professional.
The standard we hold ourselves to
If we do not have the right candidate, we will not send you one to make up numbers.
A Pharma Recruit shortlist may be three people. It may be two. Occasionally it is nobody, and you will hear that from us by day 5, with technical market feedback and a realistic recommendation on what to do next.
What working in GMP changes
- 01
CVs read the way an inspector reads them
"Supported validation activities" is not "owned the qualification protocol". We know which lines carry weight because we have written both.
- 02
The brief taken like a peer handover
We ask about site reality: Annex 1 updates, inspection dates, batch release backlogs. You do not need to write a generic job description for us.
- 03
Technical peer screening
Candidates go through a real technical conversation: deviation root causes, protocol defences, audit handling. Not a keyword checklist.
The cost of a wrong hire
In a GMP environment, a wrong hire is a compliance risk, not just a cost.
Each of these was placed by a recruiter who asked no technical questions. That is the gap Pharma Recruit closes.
- 01
A QA Officer who misclassifies critical deviations
Batch release dates slip, the deviation backlog accumulates, and unresolved CAPAs become major inspection observations.
- 02
A Validation Engineer who has never defended a protocol
The qualification package appears complete until an inspector asks one question. The project loses months and the engineer moves on.
- 03
A Qualified Person appointed without an eligibility check
Article 49 eligibility takes ten minutes to verify. Skipping it exposes the manufacturing licence and costs months to correct.
Standard recruitment and Pharma Recruit, side by side
The same vacancy, two different weeks.
| Standard recruitment | Pharma Recruit | |
|---|---|---|
| Who takes the brief | A consultant working from the job description and the salary band. | A GMP practitioner who asks about the site, the line and the inspection calendar. No job description required from you. |
| Who screens | A generalist sourcer matching keywords. | The founder, in a 45-minute technical conversation: the last deviation closed, the last protocol defended, the last inspection hosted. |
| What you receive | CVs, forwarded quickly, in volume. | A maximum of five profiles, each with a written assessment of what was tested and what remains to verify. |
| When there is no match | Further CVs, or no response. | A call by day five with the reason and a recommendation. No candidate is submitted to fill a slot. |
| Points of contact | Sales to brief, sourcing to search, account management to close. | One person, brief to start date. |
| Interview time on your side | Technical suitability is established in your interview, for every CV received. | Technical suitability is established before submission. Your interview covers fit, team and offer. |
| Risk after placement | Carried by you once the invoice is paid. | A replacement guarantee on every permanent placement, with the period stated in your terms before the search starts. |
| Scope | Any role with a budget. | Only roles we can screen on technical substance. No commercial, sales, clinical operations or IT roles. |
Quality in the recruitment phase
Standard recruitment is performed by people without GMP experience. Pharma Recruit was set up to change that.
At most agencies the person screening your candidates has never released a batch, closed a deviation or hosted an inspection. Sourcing and technical judgement are different skills, and judgement requires operating experience. The result is a shortlist built on keyword matching, with the real technical screening pushed into your interviews.
In production, quality is built into each step by people who understand the process. It is not inspected in at the end. Pharma Recruit applies the same standard to recruitment: technical qualification of every candidate happens at step one, by a practising GMP professional, before submission.
The quality of the recruitment process determines the quality of the hire. That is the operating standard we work to.
The effect on your side
- 01
Technical screening at step one
Each candidate is evaluated on technical competency, against the actual requirements of the role, before you see a profile.
- 02
Interviews with pre-qualified candidates
Fewer interviews, each starting from a written assessment of what has already been verified.
- 03
A shorter, stronger shortlist
A maximum of five profiles. Frequently fewer. Nobody is submitted to make up numbers.
- 04
A hire that holds up in operations and in audits
The outcome you are paying for, and the measure we hold ourselves to.
Our operating standards
Why site leaders work with us
- 01
Technical screening by a GMP practitioner
Every candidate is evaluated on technical competency by the founder, who has held GMP quality roles and still works in the field. No interview time is spent on unvetted profiles.
- 02
A clear answer by day five
If no suitable candidate exists, we say so by day five, with the reason. No candidate is submitted to fill a slot.
- 03
A maximum of five profiles, each with a written assessment
What was tested, what the evidence was, and what remains to verify in your interview. You can decide who to meet in an afternoon.
- 04
One point of contact, brief to start date
The person who takes the brief conducts the screening, presents the shortlist and manages the offer. No handover between sales, sourcing and account management.
- 05
Notice period management
Weekly technical touchpoints with the candidate during one to three month notice periods, so counter-offers are handled early and the start date holds.
- 06
A replacement guarantee on every permanent placement
If the placement fails within the guarantee period stated in your terms, the search is rerun at our cost.
How a search runs
Clear operational milestones and a predictable timeline.
- 01
Day 1: the operational brief
A focused 30 to 45 minute scoping call with the hiring lead to establish the technical non-negotiables and the current site timeline.
- 02
Days 2 to 7: network and direct approach
Targeted approach across NL, BE, DE, FR and ES. Every candidate is technically interviewed by the founder as they surface.
- 03
By day 10: an actionable shortlist
Up to five profiles with technical screening notes, salary expectations and notice periods. Or a clear market status by day 5.
- 04
Weeks 3 to 6 and beyond
Support through offer, counter-offer management and notice period tracking, with post-placement check-ins at month 1 and month 3.
Send us the vacancy
We respond within one working day with a clear view on candidate availability.
Start with one vacancy.
Send the role that is holding up release or the project. If we cannot fill it, you will know on the first call.