Frequently Asked Questions (FAQs)

Got questions? We've got answers.

Recruitment Focus & Specialization:

1. What types of roles do you specialize in recruiting?

We specialize in recruiting senior and executive-level roles within all life sciences and health technology sectors. This includes positions such as CEOs, CFOs, CTOs, and any other C-suite roles, as well as board-level appointments.

2. What levels do you recruit within organizations?

We focus primarily on board-level and senior executive roles. Our expertise lies in finding leadership talent that can drive strategic growth and innovation in biotech and healthcare companies.

3. What function in the company do you typically recruit for?

We recruit across a wide range of functions, including executive management, technical leadership (e.g., CTOs in health tech), and strategic roles that are critical to a company’s long-term success.

4. Where do you conduct your recruitment activities?

We operate globally, leveraging an extensive network of contacts across the biotech and health technology industries. Our particular focus is on key markets in North America, Europe, and Asia.

5. What types of companies do you typically work with?

We work with a diverse array of companies within the life sciences and healthcare sectors. This includes innovative biotech startups, established pharmaceutical firms, and health technology companies aiming to scale their operations.

6. Healthcare is a broad definition. In which sectors do you operate specifically?

We operate in several specialized sectors within healthcare, including med tech, therapeutics, digital health, advanced therapeutics, pharmaceuticals, tech bio, diagnostics, data science, synthetic biology, genomics, and more.

Recruitment Process & Services:

7. What is candidate vetting and why is it important to me?

Candidate vetting involves a rigorous process of background checks, reference checks, and assessments to ensure that the candidates not only have the required skills but also align with the company’s culture and strategic goals. This reduces the risk of a poor hire and ensures long-term success.

8. How do you vet candidates?

We conduct a multi-step vetting process that includes in-depth interviews, reference checks, and psychometric assessments. We also evaluate the candidate's track record in previous roles, ensuring they have the experience and skills needed for the position.

9. How quickly can you find suitable candidates for me?

While the exact timeframe can vary depending on the role and market conditions, we typically aim to present a shortlist of qualified candidates within 6 to 8 weeks.

10. What will my timeframe look like when working with you?

A typical executive search with us involves a multi-phase process that spans several weeks. This includes initial consultations, candidate sourcing, interviews, and final selection. The entire process is designed to ensure the best possible match for the role.

11. What is your average time to shortlist candidates?

The average time for us to provide a shortlist of candidates is usually around 6 to 8 weeks, though this can vary depending on the complexity of the search.

12. What are the typical candidate notice periods?

Notice periods for senior executives typically range from 3 to 6 months, depending on their current contract terms.

13. I don't understand retained services when many companies operate on a contingency basis. Can you explain the difference?

In a retained search, we are engaged exclusively by a client to fill a specific role, and the search firm is paid in installments as the search progresses. This approach ensures a dedicated and focused search effort. In contrast, contingency search firms are only paid upon successfully placing a candidate, which can sometimes lead to less thorough searches.

14. What are the costs associated with your services?

The costs for our services vary depending on the complexity of the search and the level of the role. Fees are typically structured as a percentage of the successful candidate's first-year salary, with additional costs for specialized services such as psychometric testing or relocation assistance.

15. Besides executive search, what other services do you offer?

We offer a range of complementary services, including board advisory, interim management, strategic consulting, and pre-employment screening, all designed to support our clients’ leadership needs.

Global Reach & Network:

16. Most search firms promote the strength and depth of their networks. How strong is Mazards' reach?

We have a robust global network of senior executives and industry professionals, giving us access to a wide talent pool. Our reach is particularly strong in the biotech hubs of North America, Europe, and Asia, allowing us to connect with top-tier candidates across these regions.

17. Your assignments page shows that you specialize in international relocations. Why is this important to me?

International relocations are crucial in today’s globalized business environment, especially in the biotech sector where talent mobility is often necessary. We have extensive experience in managing international searches and relocations, ensuring a smooth transition for candidates and their families.

Differentiation & Value Proposition:

18. What does Mazards offer that sets it apart from online recruitment and business networking sites? What advantage does executive search offer?

We combine data-driven insights with deep industry expertise to provide a personalized and effective executive search service. Unlike online platforms, we offer a tailored approach that understands the unique challenges and opportunities within the biotech sector, ensuring a higher success rate in placing the right leaders.

19. Why should I choose to work with you over other recruitment firms?

We differentiate ourselves through our deep sector expertise, global reach, and personalized service. Our team consists of industry veterans who understand the complexities of the life sciences sector, ensuring that we can find candidates who not only meet the technical requirements but also align with the company’s culture and strategic vision.

20. The recruitment market is very competitive. What makes Mazards different?

We are distinguished by our focus on the biotech and health technology sectors, where we have built a reputation for understanding the specific needs of these industries. Our ability to assess both hard and soft skills ensures that we place leaders who can thrive in challenging environments.

21. How have you added value to your clients?

We add value by not only filling key roles but also by advising on leadership strategies, succession planning, and organizational development. Our insights help clients navigate the complex challenges of the biotech industry, enabling them to achieve their business goals.

22. How have you helped companies achieve their vision?

We have helped companies achieve their vision by placing leaders who drive innovation and growth. Our strategic approach to executive search ensures that the right talent is in place to lead organizations towards their long-term objectives.

23. At what point should I contact executive search firms and use their services?

It is advisable to contact an executive search firm like ours as soon as you anticipate the need for a senior leadership role, particularly when looking for specialized expertise in the biotech sector. Early engagement allows for a more thorough search process and better alignment with your company’s needs.

24. How can a small search firm like yours compete with large competitors who have extensive networks and operations in key territories?

We compete with larger firms by leveraging our specialized focus on the biotech and life sciences sectors. Unlike broad-based search firms, we offer deep industry expertise and a tailored approach that allows us to provide highly customized solutions. Our smaller size also enables us to be more agile and responsive to client needs, fostering close, long-term relationships that larger firms might not prioritize. Our global network, combined with our industry-specific knowledge, enables us to identify and attract top-tier talent across key regions.

Guarantee & Success Metrics:

25. What is the Mazards Guarantee?

Our thorough vetting process, which includes assessing technical qualifications, leadership skills, and cultural fit, is designed to minimize the risk of turnover. We also offer post-placement support to ensure the transition is smooth and the candidate is well-integrated into the organization.

26. How do I know that your candidates will be successfully appointed and remain with the company?

Our rigorous vetting process, combined with our deep understanding of the biotech industry, reduces the likelihood of a poor hire. We focus on finding candidates who not only have the technical skills but also the right leadership qualities and cultural fit, which are critical to long-term success.

27. There are reports that show that 40% of executive hires fail in their first year. How can you assure me that working with Mazards will yield different results?

We employ a meticulous search process that includes comprehensive candidate assessments and close alignment with the client’s strategic objectives. By understanding the specific challenges of each role, we ensure that the selected candidates are well-equipped to deliver value from day one.

28. The economic cost of a wrong hire at board, C-suite, and other critical roles can be fatal and cost millions. How does your search process prevent this from happening?

29. In your experience, why do searches sometimes fail or not complete?

Searches may fail due to various factors, such as changes in the company’s strategic direction, misalignment of candidate expectations, or unforeseen market conditions. However, we mitigate these risks through proactive communication and by ensuring that all parties are aligned throughout the process.

Company Background & Approach:

30. How long has Mazards been in business?

We have been in business since our founding, which has given us years of experience in the executive search industry, particularly within the life sciences and health technology sectors.

31. When was Mazards incorporated?

We were incorporated at the beginning of our journey into executive search, driven by our founders' vision to transform how leadership talent is identified and placed within biotech and healthcare companies.

32. What is your vision and business model?

Our vision is to be the leading global partner in life sciences executive search, leveraging a combination of data-driven insights and deep industry expertise. Our business model is focused on delivering tailored search solutions that address the specific needs of our clients in the biotech and health technology sectors.

33. As a client, how do I know that I will not be treated with indifference?

We emphasize personalized service and deep client engagement. Our team works closely with clients throughout the search process, ensuring that each assignment receives the attention and dedication it deserves.

34. As a candidate, how will I be treated, and how will my data be handled?

Candidates working with us can expect to be treated with professionalism and confidentiality. We follow strict data protection protocols to ensure that all personal information is handled securely and used solely for the purposes of the search.

35. Can you tell us about the background of your team?

Our team is composed of industry veterans with extensive experience in life sciences, health technology, and executive search. Roop Chandwani, our CEO, has over 15 years of board-level experience as a life sciences analyst and strategist, bringing deep insights into the challenges and opportunities within the sector. Our team also includes experts in strategic consulting, client relations, and business scaling, all of whom contribute to our ability to deliver exceptional results for our clients.