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Services

Senior talent judgment,
on the terms you need it.

Every engagement starts with a 30-minute conversation and a written point of view. What follows depends on where you are in your build — from a single retained search to a fractional talent partnership that runs alongside your executive team.

01

Fractional Recruiting & Talent Advisory

A monthly retainer that gives biotech founders and hiring leaders a senior recruiting brain on call — from brief-writing to offer close.

Best for

  • Pre-launch and commercial-stage biotechs building their first commercial, medical, or patient-facing hires.
  • Founders who want a talent partner, not another agency.
  • Teams running 2–4 open searches simultaneously.

What you get

  • Monthly retainer with defined search capacity and advisory hours.
  • Briefs, scorecards, sourcing plans, and candidate trackers built in your Google Workspace.
  • Weekly cadence: sourcing progress, candidate communication, and hiring-manager coaching.
  • Warm intros from Ronith’s 30-year network of rare-disease operators and advocates.
02

Executive & Launch Search

Retained, single-search engagements for VP- and C-level hires where mission fit is as important as skill fit.

Common roles

  • VP / Head of Commercialization · Launch Leaders
  • VP Medical Affairs · Head of Patient Services
  • Chief Commercial Officer · Chief Patient Officer
  • Policy, Advocacy & Government Affairs leadership
  • Trade & Distribution and Market Access

What you get

  • Retained search with a written brief, sourcing plan, and target list within 10 business days.
  • Weekly progress reports and calibrated shortlists — every candidate personally screened.
  • Offer negotiation, reference calls, and onboarding support through day 90.
  • Replacement guarantee within the first 12 months.
03

AI-Enhanced Sourcing

A modern sourcing engine — Apollo, LinkedIn, Perplexity, and custom AI workflows — in service of relationship-based judgment.

Best for

  • In-house talent teams who need a sourcing partner rather than a full search.
  • Companies with hard-to-find profiles: rare-disease commercial, specialty pharma, patient advocacy.
  • Diligence-style talent mapping for a new therapeutic area or geography.

What you get

  • Talent maps of 100–500 profiles with company, tenure, and mission-fit annotations.
  • AI-drafted, human-signed outreach in Ronith’s warm, senior voice.
  • Shared trackers with response rates, next-step notes, and disposition data.
  • Handoff to your in-house recruiter or continued full-cycle support.
04

Patient-Advocacy Strategy

Advisory for founders building the patient-facing muscle around a therapy — anchored in Ronith’s lived experience with MS and her national rare-disease network.

Best for

  • Pre-approval and launch-stage teams standing up patient services.
  • Founders who need a bridge into advocacy organizations and patient communities.
  • Companies whose commercial narrative needs a stronger patient-first frame.

What you get

  • Advocacy landscape maps and warm intros to community leaders.
  • Coaching for your patient-services and medical-affairs leaders.
  • Review of patient-facing collateral, HCP outreach, and launch messaging.
  • Speaking, panel, and conference matchmaking (Global Genes, NORD, MS Views & News).
05

Workshops & Executive Roundtables

Facilitated sessions for boards, leadership teams, and cohorts of biotech founders — on talent strategy, launch readiness, and the patient voice.

Formats

  • Half-day workshops for a founding or launch team.
  • Invitation-only roundtables for 8–12 biotech operators.
  • Webinars and keynote talks on rare-disease commercialization and MS advocacy.

Recent topics

  • “Hiring for the mission” — building a patient-first commercial team.
  • Founder-friendly talent playbooks for the 12 months before launch.
  • Living with MS: what patients want their biotech partners to know.
How we work

A simple, senior rhythm.

  1. 01

    Introductory call

    30 minutes on the role, the mission, and the constraints. No slides, no scripts.

  2. 02

    Written POV

    Within one business day: what we’d recommend, what we’d push back on, and how we’d scope it.

  3. 03

    Proposal & kickoff

    Signed brief, scorecard, and target list within 10 business days of engagement.

  4. 04

    Weekly cadence

    Sourcing progress, candidate calibration, and hiring-manager coaching — until the hire lands.

Book an intro call

A 30-minute call is
the fastest way to start.

Share the role, the mission, and where you’re stuck. We’ll bring a written point of view within one business day — and, if it’s a fit, a proposal within the week.

Request an intro call

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