The people you want already have good jobs.
A proven performer has little reason to reply to one more message. Before they answer, many will look you up. Attract makes sure there is something worth finding and a first message worth answering.
THE LARGER PROBLEM
Silence has a reason.
A better-known employer gets some belief before the first call. A smaller company has to earn it, often before anyone agrees to talk.
When a strong candidate does not reply, they may have looked and found too little to go on. More outreach will not fix that. Better evidence can.
What a candidate looks at before saying yes to a call
- Your first messageIs this specific to me?Falls short: a pasted job description.
- The hiring leader's profileWould I want to work for this person?Falls short: a thin profile with no track record shown.
- Your careers contentHow does this company think?Falls short: values language with no specifics.
- What your leaders say publiclyDo they understand this market?Falls short: enthusiasm with no substance.
- What their network saysDoes the story hold up when I ask around?Falls short: no one they trust knows you.
Visibility is evidence.
Candidates cannot judge a smaller company by its brand, so they read its leaders. Three habits make that reading work in your favor.
- Show your thinking. Talk about customers, access and launch milestones, more than energy and excitement.
- Make claims checkable. Name the investors, board members and milestones a candidate can verify.
- Put the hiring leader in early. Prepare them for a real conversation about territory, targets and support.
How the work runs
- 01AuditWe look you up the way a candidate would and record what we find.From you: a list of the roles and leaders that matter most.
- 02BuildWe create the messages, profiles and content that close the gaps.From you: leaders' time for input, and regulatory review where needed.
- 03Launch and learnWe watch replies, first conversations and the questions candidates ask, then adjust.From you: someone to act on what we learn.
Questions about Attract.
- Our leaders are busy and rarely on LinkedIn. Is that a problem?
- Not necessarily. A candidate needs a few substantive signals, and a posting calendar is optional. We start with what a leader can sustain.
- We are pre-launch. How much can we say?
- We work within your limits. Anything touching product or clinical claims goes through your regulatory and legal review first.
- Do you run the outreach?
- When MedSearch is running your search, its team does. Otherwise, we hand your team the messages and the plan.