Challenge
Our client, a growing European biomaterial laboratory specializing in cord blood banking, recently opened two United States facilities as part of the firm’s expansion efforts. With a new laboratory in Massachusetts and a new collection center in New York City, our client needed to hire its first U.S.-based employees to oversee operations at both establishments.
With the biomaterial industry being highly regulated in the United States, our client needed help sourcing experienced candidates familiar with industry regulations, licensure, and protocols. Although the firm was reputable in Europe, its emerging presence in the United States presented challenges from an employer branding perspective.
The firm entrusted Daley And Associates to accelerate recruitment and workforce planning for its newly established facilities.
Approach
Our client sought a variety of roles for both establishments, including a new leader for its New York collection center. Daley And Associates served as a strategic advisor, navigating the U.S. talent market as well as federal employment laws. In addition to creating talent pipelines and facilitating recruitment cycles, Daley And Associates met with our client’s leadership team to provide critical insights and data that helped the firm better understand the volume of quality talent available on the market.
Our client’s operations are relatively niche, even by biomaterial industry standards. Multiple roles required technical and managerial experience, which was challenging for a field largely consisting of research-focused professionals.
Daley And Associates presented a talent marketplace analysis of candidates in the New England region with cord blood processing and stem cell research experience. Before applying the criteria requested by our client, the Daley And Associates team highlighted the limited talent available in the market—only a few hundred candidates had both sets of required experience.
To expand the search, Daley And Associates reviewed and consulted with our client’s leadership team to differentiate between mandatory skill requirements and items within job listings that could be converted into training opportunities. The Daley And Associates team then proposed compensation and benefits packages designed to attract high-caliber candidates.
Once approved, Daley And Associates began sourcing candidates based on their technical expertise and potential to be a cultural fit within the organization. This was paired with a dedicated employer branding initiative that focused on positioning the firm as a successful, emerging company within the market. The Daley And Associates team researched our client’s business model and culture to craft informative and effective pitches to each candidate we screened. This helped instill brand confidence in candidates unfamiliar with the firm.
Results
Daley And Associates placed a medical director to lead the New York collection center, as well as a regulatory affairs consultant and a financial consultant. After the search concluded, Daley And Associates measured the quality of all new hires. This process involved evaluating their technical performance and reviewing their impact on the greater company culture.
Aside from the successful placements, the Daley And Associates team also implemented a talent development and retention structure encompassing elements such as career pathing, training, and milestone-based progression systems. This effort, in addition to the employer branding initiative, helped create a foundation for our client to attract high-performing candidates to their new U.S. locations.
Building on this successful period, the Daley And Associates team was asked to oversee additional recruiting projects for our client’s international facilities. Daley And Associates continue to serve as liaisons between our client and the global talent market.
Daley And Associates
At Daley And Associates, we invest heavily in our relationships with our partners. From the moment we enter into a partnership, our recruiters prioritize building rapport through consistent communication, comprehensive analysis, and precise execution.
We don’t view ourselves as job fillers, nor do our partners. By leveraging our relationship-first model, we help our partners achieve their recruiting goals and expand their knowledge of the talent market. This layer of strategic consulting has proven valuable for teams across industries and professional disciplines.
The recruiters within our life sciences team consistently deliver great results in large part due to their years of experience consulting clients and hiring candidates within the industry. From the C-suite executive to a technician on the core staff, to all the other roles that help a business thrive, our recruiters have sourced quality talent at every level.
