Executive search processes involve a specialised approach tailored to the unique demands of each specific industry. Executive search firms focus on identifying, attracting, and placing top-tier leaders who will hold the company’s fate in their hands – yes, it is (as it sounds) a big deal.
Unlike regular recruitment, the executive search process in life sciences delves deeper into the complexities of the role and the required candidate.
These searches often target individuals with extensive experience, excellent management skills and some pretty good results under their belt. As leadership roles are so pivotal to the success or failure of an organisation, companies want to ensure that they explore the entire market in a proactive manner when conducting executive recruiting processes.
Executive search firms employ rigorous methodologies, including extensive industry networking, targeted headhunting, and comprehensive candidate assessments to ensure the placement of executives who can drive strategic growth while not being a danger to the company’s profit and reputation.
In this article:
- Executive search process – and why it’s a whole different world
- The executive interview process explained
- The executive search process – step by step
- Executive search best practices: 7 strategies that actually work
- Executive recruiting in life science: to know
- Recruiting leaders in life science the right way – with us
Executive search process - and why it’s a whole different world
A basic recruitment process typically involves posting job openings on various platforms, such as job boards or company websites, and screening candidates based on their resumes or applications. The process may include initial interviews by HR personnel or hiring managers to assess candidates’ qualifications and fit for the role. Once suitable candidates are identified, they may undergo further interviews, assessments, and reference checks before making a final decision. Basic recruitment focuses primarily on filling immediate job vacancies efficiently and cost-effectively.
So why do we differentiate the process when we hire at a higher level? Two main reasons – innovation and avoidance of damage to the company. If we hire an entry-level employee who is not as qualified as we thought or prone to mistakes, the overall impact on the business is minimal. However, an executive heading a group of thousands who fails to drive innovation, or worse, is not competent in their role, can have a (negative) multi-million dollar impact on the business.
So – in contrast to a basic recruitment process, an executive interview process is more strategic and comprehensive. Executive search firms or in-house recruiters often start by conducting a thorough analysis of the client organisation’s needs, including its long-term strategic goals (see our previous blog about talent management), company culture, and specific requirements for executive-level positions. This involves collaborating closely with key stakeholders to gain a deep understanding of the organisation’s leadership requirements.
Executive search processes typically involve proactive sourcing techniques, including targeted networking, headhunting, and direct outreach to passive candidates who may not be actively seeking new opportunities.
We are often targeting those who are definitely not looking for new roles – it’s our job to convince top talent to join our client.
Throughout the process – as we will see – candidates undergo rigorous evaluation and assessment to check and test skills, qualifications, values, and alignment with the company’s strategic goals.
Executive recruitment fees - let’s talk money
Let’s be clear: executive search is not a transactional service. You’re not buying a CV. You’re investing in leadership—and that requires a different kind of partnership.
That’s why the industry standard for executive recruitment, especially in Switzerland and across life sciences, is the retainer model. This isn’t about quick wins or speed hires. It’s about taking the time to get it right—because the cost of getting it wrong is just too high.
In a retained search, the fee typically ranges between 30–50% of the candidate’s annual salary, split into instalments over the course of the search. The payment structure often looks like this:
- An initial fee to launch the search and secure dedicated resources
- A second instalment once candidates are shortlisted
- A final payment upon successful placement
This staged approach aligns both sides. It ensures that the search firm can go deep—conducting market mapping, engaging passive candidates, running assessments, and managing the process with the discretion and care it requires.
More than anything, a retained search reflects commitment—on both sides. It’s a collaborative, strategic partnership where the goal isn’t just to fill a role, but to find the leader who will move your business forward.
And if that sounds like a serious investment—it is. But so is the role you’re trying to fill.
So how does a typical executive recruiting process work?
The executive interview process explained
Given the impact of these roles, the process is thorough and can take a few months to get right. Here’s how it typically works.
- Defining the ideal profile
First, we work closely with the company to define what they need from their new executive. This goes beyond just skills and experience—we’re looking at the company’s long-term goals, the culture, and the specific challenges this person will face. It’s about painting a clear picture of the type of leader who will succeed, often by having in-depth conversations with stakeholders, board members, and senior leaders. - Candidate sourcing
Once we know who we’re looking for, we move into sourcing. This isn’t a simple job post—it’s proactive. We use a mix of headhunting, tapping into our industry networks, and digital tools to find top candidates. Many of the best prospects aren’t actively looking for a job, so we often reach out directly. We also use AI tools and predictive analytics to help us target the right people who fit the profile. - Preliminary interviews
After narrowing down the pool, we begin the interview process. These initial interviews are all about understanding the candidate’s leadership style, experience, and whether they’d be a good cultural fit. Beyond their qualifications, we’re looking for someone who has the vision and expertise to handle the complexities of his role. - Comprehensive assessments
Candidates who make it through the first round go through more detailed assessments, which can include psychometric testing and leadership scenarios. We also do deep reference checks, speaking to previous colleagues, supervisors, and even industry peers. At this point, it’s about getting a full understanding of how this candidate operates. - Final interviews
The top candidates then meet with senior leaders and board members for final interviews. Candidates may be asked to present a strategic plan or address specific challenges the company is facing, giving everyone a clear sense of how they’d handle the job. - Offer and negotiation
Once the right candidate is selected, it’s time to discuss the offer. Executive compensation packages are often more complex, involving base salary, bonuses, stock options, and long-term incentives. This stage can take time as both sides work to find a package that reflects the candidate’s value while fitting within the company’s budget.
In the end, the executive selection process is about finding the right fit—someone who meets the technical and strategic needs of the role but also fits into the company’s culture and long-term vision. That way, the new executive can hit the ground running and contribute to the company’s success for the long haul.
The executive search process - step by step
Let’s not pretend this is your typical hiring process. Executive roles are high-stakes, high-impact, and they demand a different kind of recruitment approach—more strategic, more thorough, and yes, a little slower.
This is how it works—or at least, how it should.
1. Defining what success looks like
It starts with alignment. Before launching a search, it’s essential to go beyond the job description—looking at the company’s long-term strategy, cultural dynamics, leadership gaps, and the specific business challenges the new executive will be expected to solve. This typically involves in-depth conversations with board members, senior leaders, and key stakeholders to build a clear, shared vision of what kind of leader is needed—and why.
2. Sourcing the right kind of candidates
Executive search isn’t about casting a wide net. It’s about precision targeting. A blend of headhunting, market mapping, trusted networks, and AI-driven tools is used to identify high-calibre talent—often individuals who aren’t actively seeking new roles. The best executives usually aren’t browsing job boards. They’re busy leading. The job of search is to engage them—with the right message, at the right time.
3. Conducting strategic interviews
With a shortlist in hand, the interview process begins—not to tick boxes, but to assess real leadership potential. This phase focuses on decision-making style, management approach, cultural alignment, and a candidate’s track record in complex, high-stakes environments. It’s not just about what they’ve done, but how they think, lead, and adapt.
4. Running deeper assessments
Top candidates typically go through rigorous assessments, which may include leadership scenarios, psychometric evaluations, and 360-degree reference checks—from peers, former colleagues, direct reports, and industry contacts. The aim is to gain a holistic understanding of each candidate’s capabilities, values, and leadership presence.
5. Final interviews with leadership
At this stage, candidates engage directly with senior executives and board members. These sessions often involve tackling real-world business challenges—like presenting a strategic roadmap or outlining how they’d lead through change. It’s a chance to see how a candidate performs under pressure and whether they inspire trust at the highest level.
6. Offer and negotiation
Executive compensation is rarely simple. It typically includes a mix of base salary, bonuses, stock options, and long-term incentives. Negotiations are handled with care, balancing transparency, market alignment, and internal equity to create a package that reflects both the candidate’s value and the company’s expectations.
In short?
This process isn’t fast. And it shouldn’t be. When hiring someone who will shape the future of the business, every step matters.
Done right, executive search isn’t just about filling a role. It’s about securing leadership that delivers long-term impact—and lasting value.
Executive search best practices: 7 strategies that actually work
Hiring the wrong executive can cost millions. Revenue loss, reputational damage, team disengagement—you name it. So why are so many companies still relying on outdated hiring methods when it comes to the top of the pyramid?
In a €35 billion industry, mediocrity is expensive.
Whether you’re scaling fast, undergoing transformation, or simply replacing a departing leader, getting executive recruitment right demands a smarter, more strategic approach.
Here are 7 executive search best practices that we live by—because they deliver.
1. Lead with your brand
In executive search, perception is everything. A strong employer brand opens doors that cold outreach can’t. When you represent a company known for innovation, culture, or impact, candidates listen. No brand presence? No response.
Executives aren’t just looking for jobs—they’re looking for purpose, legacy, and leadership alignment.
2. Leverage the power of your network
Executive search isn’t about volume—it’s about precision. A well-curated, industry-specific network lets you access top talent long before they hit the market. It’s not who applies. It’s who you know—and who trusts you enough to talk.
3. Use tech to go further, faster
AI, people analytics, and intelligent sourcing tools aren’t “nice-to-haves”—they’re non-negotiables. From spotting hidden talent to assessing leadership traits at scale, technology empowers recruiters to make smarter decisions faster.
Tools like LinkedIn Talent Insights or predictive analytics platforms can provide real-time data on candidate availability, market mapping, and likelihood to move.
4. Look beyond the usual suspects
The future of leadership isn’t always where you’d expect it. Some of the best hires we’ve made came from outside the industry. Especially in life sciences, bringing in leaders with digital, consumer, or tech backgrounds can supercharge transformation.
Innovation doesn’t come from hiring more of the same. Look for cross-industry disruptors.
5. Build pipelines before you’re desperate
Waiting until the need is urgent is how companies end up settling. A proactive talent strategy means constantly nurturing relationships with potential leaders—long before a vacancy opens up.
Map out succession scenarios, keep tabs on emerging leaders, and engage with high potentials regularly. Your next CEO should already be on your radar.
6. Go where your candidates go
Industry conferences, closed-door panels, networking events—these are goldmines for building real rapport. In a world of digital noise, face-to-face conversations still carry unmatched weight, especially at the executive level.
7. Let data guide your outreach
Modern recruitment is part science, part art. Predictive tools can help identify which candidates are most likely to respond, based on their digital behaviour and market signals.
Even subtle shifts in online activity—like re-engaging with content or updating a profile—can signal readiness for change.
Final word?
Executive search isn’t just about finding a leader. It’s about knowing where the future of your company begins. Not only do these practices make the process smoother, but they also make it smarter, more human, and more aligned with real business impact.
Executive recruiting in life science: to know
After completing many searches on the executive level, I can clearly state the obvious: No matter what the vertical/discipline (Regulatory, Medical, Commercial, etc.), the most important predictors of success are leadership, strategic thinking and vision.
You may not have been the best MSL, but that doesn’t mean you can’t be a Chief Medical Officer someday.
Why? The MSL role is entry-level, and designed so that candidates are selected based on their academic education and ability to execute a plan designed by someone else. Of course, key competencies like relationship building are essential, but this position doesn’t require high-level strategy, vision or leadership.
I tend to look for candidates who can give me examples of launches, turnarounds, or dramatic organisational shifts. Most importantly, how they developed the strategies (usually by listening to their people), how they created a vision and linked it to everyone’s contribution, and how they led the team in executing the plan.
Recruiting leaders in life science the right way - with us
If it wasn’t clear by now: executive search isn’t something you want to leave to chance.
In a field as complex and fast-moving as life sciences, the right leadership can make—or break—what comes next. That’s where a specialised partner comes in.
Our approach is tailored, discreet, and built around your business. From strategic alignment to final negotiation, everything we do is designed to deliver long-term impact—not just a quick placement.
Need a leader who can actually lead? Let’s talk.
