2020 was our Clinical Team’s busiest year, for obvious reasons.

Our consultants work with both start-ups and established global businesses to ensure their talent pools are full of experienced candidates ensuring no delay to the clinical development, or testing phases of their products lifecycle.

Be it working with some of the world’s largest CROs and Bio-Pharmaceutical companies helping them to staff international clinical trials across Phases I to IV, or working with the clinical teams within the Pharmaceutical sector to ensure all clinically developed drugs make it to market – our team have the network of clients to provide you with opportunities for your next permanent or freelance position.

Clinical Trials

  • Whether phase I or phase IV of a clinical trial, at early planning stage or putting together a PMS team as products enters the market.
  • Either way our experienced consultants use their networks built up over an extended period within the industry to deliver opportunities (permanent & freelancers) on some of the most scientifically advanced Clinical trials operating in the world.
  • If you want to accelerate your experiences then reach out to the team to discuss where we have clients in need.

Clinical Evaluation

  • Can you put a CER together to order?
  • Comfortable working on more than one at a time?
  • Does the research element of the position of the role excite you?
  • Does your current role allow you to do all of this from your home office?
  • How CER’s are produced and where the work is done has been changing and that change has been accelerated this year.
  • Speak to a member of our team to hear what our clients are doing in this field today!

PMS and Post Market Clinical Follow-Up

  • Maybe its the Post Market Surveillance team that you have built your career within?
  • You enjoy analysing how a product has impacted the market, and finding where changes can be made for future iterations of the product.
  • Our teams work with some of the most innovative companies within healthcare so if its the release of a new drug or a robotic arm we will have clients with products to excite you in your world of PMS


  • Frustrated at working on the same product day after day, year after year?
  • Then Clinical Research Organisations (CRO's) can offer you that variety.
  • Many young start-ups have very innovative exciting young ideas, they often need to outsource the research element of the product lifecycle to a CRO to ensure no delays are met.
  • Working for a CRO can give you access to some of the most forward thinking products on the market, it gives you a variety of product and people you might not have  ordinarily.
  • Reach out to the team for an informal discussion about the CRO world.


Active jobs

HR Manager

open to discuss
Our client is a global respiratory diagnostics leader and is currently looking for an HR Manager Germany. Job Summary   Reporting to the HR Director International, the HR Manager Germany will have a passion for people and culture In this role, the HR Manager Germany will be responsible for delivering both HR operational excellence and driving the people and culture strategy HR Ownership of people and culture for Germany Member of the Hochberg Management responsible for driving alignment and maximizing efficiencies across the businesses The role is critical in executing people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement The role will be based in Wuerzburg area, Germany, Expectation to be present at on-site. Home office by exception with occasional travel to other office´s sites in Germany.   Required Qualifications: Education: Associates or Bachelors degree preferred Fluent English speaker Experience: 5 + years of Human Resource experience in progressively more responsible positions Ability to Chair works council relationship in a way that enables business objectives to be achieved with the support and engagement of the works council and in compliance with local regulations Ability to educate leadership outside of Germany on obligations for managing employment in Germany Professional presence; polished communication skills and proven ability to effectively collaborate with senior level management. Self-motivated and self-disciplined. Excellent listening and assessment skills. Confidence and ability to influence others, facilitate processes, and coach/advise managers. An expert in employment law applicable to Germany Strong commitment to and interest in employee relations and communication Ability to lean in an environment of constant change and make progress during times of ambiguity. Flexibility to adjust priorities to changing business environment Demonstrates a high degree of confidentiality in interpersonal interaction   Objective:  To provide end to end HR service for employees in Germany within the framework of local regulations and HR policies and practises   Essential Duties (Primary Tasks):   Business Partner to Senior Leaders based in Germany: Key Roles include Hochberg GM, Operations Director, IT Director & DACH commercial director - Partner closely with business leaders to: Enhance personal effectiveness, Act as a confidant and coach, Offer a balanced perspective and offer insights, Manage the blind spots, Provide advice and counsel, Set the business leader up for success, Provide consulting, advice and coaching to business leaders - Liaise with US based business partners on global organization changes and HR programs.   Enable business objectives through their people Support implementation of MBO’s (growth and business objectives), Organizational Design, Prepare leaders to manage the organization through change, Achieve organizational design to support business growth, Workforce Planning/Human Capital Planning, Succession Planning, Proactively manage transition for anticipated attrition   Leadership Development Proactively develop talent and address performance issues, Create and develop leadership bench strength, Enhance leadership team effectiveness, Identify talent pipeline and proactively manage development   Employee Relations and Works Council Chair Works Council for Germany to be compliant with applicable regulations and proactively manager the employee relations climate to enable business to deliver business Change Manage individual and collective employee relations issues for Germany Responsible for resolution of complex individual ER issues and investigations including governance, management and negotiation of employee terminations in line with organization culture and appropriate assessment of legal risk. Educate managers and leaders outside Germany on how to achieve people objectives within local regulations Responsible for ER delivery of change projects and business transformation. Support the business to achieve objectives within a framework of corporate policy and legal compliance. Proactively managed the employee relations climate in Germany line with evolving employment law environment with review of HR policies and development of management training   Talent Acquisition Support hiring managers to fill reqs based in Germany, Recruit top talent to build diversity, fill talent gaps and build bench strength Vendor relationship management with recruitment agencies   Total Rewards Manage vendor relationship and benefit programmes for Germany. Recommend changes in line with external environment and any regulatory developments   HR Operations Oversee use of systems to ensure accurate data is stored and available to the business Oversee personnel file management to ensure accurate retention of data and information is available to the business   Line Management Assign role and responsibilities and ways of working to ensure a customer centric and responsive HR service to the German team. Motivate and lead your team in a way that cultivates operational excellence by continually challenging old methods or ways of thinking and taking responsible risks to improve results; serve as a role model in creative thinking and in focusing on quality work. Cascade organizational goals through the function/work area to the individual level and ensure individuals understand how they are a part of business success. Establish goals and achieve results within your team, holding yourself and others accountable for results. Reporting:  Reports to International HR Director Please apply with your CV or contact Sanela Hasanovic for further details on this opportunity: Sanela Hasanovic +4915123483158  Mobile #LI-SH2 #LI-Hybrid  

Senior Specialist Payroll

open to discuss
Our client is a global respiratory diagnostics leader and is currently looking for a Senior Specialist HR Payroll. Job Summary: • Operational payroll standards and processes have to be kept on high professionel level to ensure positive stakeholder experience • Responsible for accuracy of payroll data, and researches data integrity issues. • Serve as the primary point of contact for employee payroll questions. • Responsible for ensuring a smooth and professional payroll process in order to satisfy the customers needs in line with Vyaire processes • First contact point for managers and employees for payroll related questions • Support returning HR processes • Member of the Global Payroll Team as well as working closely with the members on the objectives Required Qualifications: Education: Completed apprenticeship Further training in HR (payroll specialist) preferred Fluent German and English speaker Minimum of 5 years of German payroll experience - Experience with external payroll providers Knowledge: Profound current knowledge of german payroll processes as well as tax and social security law and retirement funds Knowledge of a common payroll programme (preferably Sage) Good problem-solving abilities, strong understanding of numbers and analyticalskills High level of customer orientation, sense of responsibility and initiative Hands-on experience with Office 365 package ESSENTIAL DUTIES AND RESPONSIBILITIES: Independent and autonomous preparation of payroll accounting including all preparatory and follow-up activities, Independent execution of the monthly payroll including transmission of the data to the social security institutions, tax office and financial accounting Clarification and evaluation of payroll tax and social security issues Comprehensive recording and maintenance of personnel master data Taking care of absences, especially maternity leave, parental leave, illness, including communication with health insurance companies . Maintenance and monitoring of absences including certification to health insurance companies Social security assessment of special employments (e.g. interns, students, mini[1]jobbers, partial retirement) Preparation and follow-up, monitoring and administrative implementation of special employment relationships (in particular maternity/parental leave and partial retirement) including insurance coverage Executing of capital-forming benefits, direct insurance, deferred compensation and retirement provisions Processing of enquiries from social security institutions, the tax authorities and other authorities and institutions Support with necessary monthly, quarterly and annual financial reporting including preparation and reconciliation of data for and with accounting (salary postings, personnel provisions, etc.) Coordination, supervision, pre and post processing of internal and external audits by auditors, tax authorities and social security institutions Close cooperation with the local personnel departments of our internal client companies as well as interface with local financial accounting departments Continuous further development of payroll-relevant processes Please apply with your CV or contact Sanela Hasanovic for further details on this opportunity: Sanela Hasanovic +4915123483158  Mobile #LI-SH2 #LI-Hybrid

Read our Blogs

25. 05. 2023

Relocation – why it can come with benefits and growth when it’s done right

Relocation and its benefits are a huge topic within recruitment, especially when speaking about niche industries like: MedTech, Aviation and Aerospace, or Mining.
04. 01. 2023

Onboarding. What is it, why is it so important, and how can you make it better?

What is onboarding? Companies spend a significant amount of their time looking for the perfect candidate in order to fill an open role in their organization. However, it is often forgotten that the job of the HR function or Hiring Manager is not finished once they hire the right candidate. To transform a new (and likely very nervous) starter into a productive team member, an effectively planned onboarding program is required.  Statistics show that 90% of employees make the decision on whether to stay with a company or leave, within the first 6 months from the start date. Onboarding can have a massive impact on your mindset.  A better onboarding experience improves new employee satisfaction, engagement, and performance. Some scary figures to consider:​ After a disastrous first day, 5% of new employees quit immediately. Within the first 45 days of employment, 20% of new employees will leave. Almost one-third of all new employees leave the company (voluntarily or involuntarily) before the end of their first year.​  A good onboarding process expedites the integration of new employees while lowering costs. Replacing an employee typically costs an organization between 50 and 150 percent of the departing employee's annual salary!  How can you make an effective and successful onboarding program? Onboarding programs can differ depending on the size and culture of the company. However, there are some common tips and rules used in successful onboarding programs. Before we get to the training part, it is crucial to ensure that new starters are provided with the needed resources to be efficient. Such resources depending on your work might include: ​Passwords, log in details for software, and the keys to access the building  DeskWork uniformAttendance tool Tablet, Computer, or phone​  Having this, you can be confident that they have what they need which would make it less stressful for both you and the employee. Top Tip: Highly motivated employees will go the extra mile, so don’t be afraid to point them in the right direction! Provide a reading list or suggest a few useful websites that will allow them to independently research and accelerate their learning. Complete the paperwork before their start date  Documents like the contract of employment, payroll forms, work requirements & VISA need to be finished before day 1. The quicker you are done with the important documents, the faster you can put your mind on planning the engagement part of the onboarding. Nowadays, instead of posting the documents, consider an electronic signature. This is a quick way to avoid any delays and allows the employee to keep all important documents stored electronically too. The team and communication Building the employee/manager relationship from day one is essential for communication. According to the data, 61% of ‘best at’ onboarding businesses allow their managers to be part of the hiring process making the status of new hires accessible for them. Through applying this process of engagement between manager and new starter you provide the employee with the best practices, knowing that they are being followed in the correct way.  Top Tip: Don’t be afraid to communicate before the first day! Send a welcome email, set up a virtual coffee, give some insights into the onboarding process. New starters appreciate the contact, and you’ll appreciate having a strong foundation from Day 1 to build on. Create a welcome experience and provide them with culture aspect of the companyHave a clear owner of the orientation experience – is it the hiring manager or a human resources representative who will walk them through the office, show them where the kitchen, good coffee machine, and best bathrooms are?  Make the new hire feel truly special by allowing them to decorate the space if they have a dedicated workstation. If you're hot-desking or working remotely, consider making a fun, travel-sized pack. Hot desking may be unfamiliar to many people, so making a caddy full of treats may help to normalize the experience. Top Tip: Create a welcome pack! It can be inexpensive and include some essentials like a branded water bottle, pens, mousepad, and a voucher for a desk plant.  After the first dayAfter let’s say 4, 6 months, a year… How are you staying in touch with that employee overtime? Onboarding should not end after the first week.  Setting your employees up for long-term success requires clear goals, objectives, and succession planning. This is where probation management comes into play. It's simply not enough to hire a superstar and expect them to perform flawlessly all the time. To help them thrive, every top talent has a great coach and support network. Share goals and set regular check ins. When the best practice of onboarding is carried out, it benefits not only the new employee but also the manager and the organization as a whole. 
08. 04. 2021

What are the ‘in demand’ competencies of a Regulatory Affairs professional?

The medical device landscape is continuing to evolve as we see an increase in AI, surgical robotics, molecular diagnostics, and digital health. Even for the most traditional medical device manufacturers, the ongoing challenges of regulatory compliance, entry into new markets and keeping a harmonious balance between internal departments is prevalent.So, for the professionals working in the highly demanding role within a Regulatory Affairs team, what sets you apart from the rest in this constantly ever-changing professional landscape? What will allow you to develop ahead of schedule and continue professional development? I imagine if you are reading this and we are connected, you already have the technical competence with product registrations for medical devices, relevant academic study experience in Life Sciences or Engineering. Let’s call this the technical and core competencies.What I would like to share with you is the soft, professional skills companies are looking for. The things that start-up, mid-sized and global medical device companies are talking to me about… Every Single Day.Stakeholder management and challenging the status quo Being able to challenge the status quo, having a ‘seat at the table’ internally and being the logical, clear voice of regulatory. Clearly communicating the department wants, needs, challenges, limitations, and hard limits with regards to compliance. Replicating this externally, perhaps with suppliers or the Notified Body. Confidence is key and having the ability to be a change driver in an organisation – companies need these skills to stay innovative and agile in an increasingly competitive and challenging market. Organisational and Project Management In regulatory, unless you are in a large organisation with a clearly divided RA function, normally you will be wearing many hats and working across several areas in the business from R&D, QM, RA and auditing. Companies always have projects on-going and systematic organisation skills are key. Especially with entry into new markets and the transition to MDR and IVDR, perhaps working towards MDSAP or a first ISO13485 certification. Be sure to work on your PM skills and pick up those project leading/contributing skills. Communication skills – The ability to speak the language of engineering and regulatory This links back to point one but essentially, being able to navigate the internal structure and competing demands within the business is key. From R&D who are pushing innovation, to sales whose focus is to get the products out the door, you need to show how you handle these potential roadblocks and come to a conclusion that still meets compliance. Also, translating the data and documentation from engineering into the regulatory framework and QMS is such a valuable skill – showing that you are not only comfortable with the paperwork, but also getting a bit technical. Showcasing your listening skills and ability to negotiate with commercial acumen will gain the respect of senior business leaders who perhaps, have limited knowledge of regulatory and are in genuine need of your expert opinion and guidance. It’s not always going to be easy, but we all love a challenge, right? Working independently and as part of the team Autonomous working, especially in the post-COVID-19 remote working world is going to be so important. It was even before! Whether the company is 10 people or 10,000, medical companies need professionals who can stand on their own two feet, plan their days, have awareness of the priorities and pressures but most importantly, still ask for support when it is needed. I spend 50% of my time with my clients understanding their role requirements but the other 50% is dedicated to understanding the team, culture, environment, and people. It’s important to show you are able to build relationships with a multi-disciplinary department and be a team player towards the common goal. Resilience I will never forget the time a candidate messaged me two minutes before a call and typed “Rebecca, I have to reschedule. I’m stuck on the other line with the Russian MoH dealing with chaos!” There are going to be challenges in every day, but also variety, working with like-minded people and making a difference in the world. In interviews, competency-based assessment will be a topic. Questions like “R&D owe you a document to be able to submit a time critical submission, but they are dragging their feet and don’t see the urgency. How would you handle this situation?” This is the type of question we see come up a lot, particularly from multi-nationals and start-ups.  Dealing with organisational change, resource management, increasing regulatory pressures and interrelationship demands internally are all challenges that will bring you personal and professional growth, extremely valuable in the industry as you progress your career into a more strategic/influencing role. Your job is vitally important. You keep the medical world spinning, patients living longer and leading happier lives. There is a shortage of supply in regulatory affairs and increasing demand, but do not forget the soft skills mentioned above to set you apart from the rest!What competencies do you think are necessary for a successful career in Regulatory Affairs?