Your hiring process is part of your pitch.
You worked hard to get a strong candidate interested. We find where your process creates delay, confusion or doubt, then help you fix it so you keep them.
No one owns the whole process.
At a growing company, hiring sits on top of everyone's day job. A recruiter owns the first call, a hiring manager owns the final round, and finance owns the offer. No one sees what the candidate sees.
The candidate sees all of it. Our interpretation: if hiring feels disorganized, a proven performer may wonder what the launch, the territory support and the leadership will be like.
The candidate journey, and where it breaks
- First contactA generic note and no clear next step.
- First conversationThe first person they meet cannot answer questions about the role.
- InterviewsRepeated questions and silence between rounds.
- Final roundNew interviewers appear and the story changes.
- OfferApprovals stall, or the letter differs from the conversation.
- Acceptance to startSilence after signing, with a counteroffer still possible.
What you get.
- Candidate journey mapEach step from first contact through start date, with the owner, the timing and what the candidate hears.
- Friction assessmentWhere the process stalls or the story changes, based on process data, hiring team interviews and candidate feedback where available.
- Interview team playbookOne shared role story, clear interviewer responsibilities and feedback turnaround standards.
- Candidate communication setStatus updates, interview preparation, decline messages and offer-stage communication.
- Technology and AI recommendationsWhat to keep, fix, automate or leave with a person, developed with our technology advisors.
- Prioritized action planQuick fixes, longer-term changes, and the measures to watch.
Where technology helps, and where it does not.
- Scheduling and rescheduling
- Status updates
- Interview logistics and preparation
- Organizing hiring team feedback
- The first substantive conversation
- Compensation and quota discussions
- Feedback after a final round
- The offer and any negotiation
- Tools that screen or rank candidates
- Automated assessments
- Video analysis
- Anything that scores a person
Rules on AI in hiring vary by state, so your legal team should review these uses first.
A meta-analysis of 71 studies found that perceptions of the recruiting process and recruiter behaviors were associated with attraction to an employer (Chapman et al., 2005). In a field study and three experiments, applicants reported lower intentions to accept a job after one-way video interviews than after face-to-face interviews (Deriu et al., 2026). Our interpretation: the process itself is a signal, and removing people from it can cost you. Neither study is specific to life sciences, and these findings describe attitudes and intentions more than accepted offers.
How the work runs
- 01MapWe walk through your process as a candidate would.From you: recent hiring data, your current tools and access to the hiring team.
- 02DiagnoseWe mark where time, clarity or confidence is lost.From you: past candidate feedback, and permission to ask for more if that fits.
- 03RedesignWe build the playbook, communications and technology recommendations.From you: a decision-maker for process changes.
- 04MeasureWe set baselines so you can track the change.From you: an owner for the process going forward.
What we track: time between stages, finalist drop-off, offer acceptance and candidate feedback.
Questions about Candidate Experience.
- We only make a handful of hires a year. Is this worth it?
- Each hire carries more weight at that volume. Losing one finalist for a first VP of Sales can put a launch plan at risk.
- Do we have to buy new technology?
- No. We start with the tools you already have. Many fixes are about ownership, timing and communication.
- Who are your technology advisors?
- We take an agnostic position in technology conversations. Once we have clarity on the business problem we are solving and where your organization has already invested in technology, we bring in technology advisors to partner with us on the best way to leverage your foundation, implement automation and optimize what is in place.