About Us
Executive and technical recruiter in the medical device and biotech space for over 30 years. Positions range from senior engineering to CEO; Regulatory Affairs to CFO; Quality Engineering to COO. We specialize in working with small to medium-sized firms as well as startups from concept to post-IPO and acquisition.
How We Got Started
Prior experience as a senior operations manager and executive within the medical device and pharmaceutical industry made it clear that the industry needed a resource that understands their needs for talent acquisition to augment their HR function. We provide cost-effective, industry-savvy support to medical device and biotech startup firms with high-quality candidates from CEO to senior independent contributors.
The products and services we offer
Recommendations Received (11)
"Bob is an honest and forthright person to deal with."
"A legendary recruiter with a huge rolodex, gets the job done and very dependable.
Helps those in..."
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"A legendary recruiter with a huge rolodex, gets the job done and very dependable.
Helps those in need outside of his regular work. Bill Ellermeyer"
Products & Services
After more than 40 years of search in the medical device, pharma, and biotech industries, we have proven time and time again that if a client wants...
Our area of expertise is in the biotech, Medical device, and instrumentation side of the equation. We do not recruit in the provider side. Our cl...
Recommendations Given (9)
"I have known and worked with Bill for at least 20 years. He is an outstanding example of an..."
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"I have known and worked with Bill for at least 20 years. He is an outstanding example of an executive that knows his field and gives back to his constituents more than he receives. He is selfless, wise and readily gives of his wisdom and experience. "
"Outstanding knowledge of plastics and plastic processing. Friendly, professional... a problem..."
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"Outstanding knowledge of plastics and plastic processing. Friendly, professional... a problem solver."
Recent Activity
Word of mouth is best. Don't over-commit, be who and what you say you are and deliver on time and at cost. Know who your clients are and serve them like they are your lifeline because they are!
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Word of mouth is best. Don't over-commit, be who and what you say you are and deliver on time and at cost. Know who your clients are and serve them like they are your lifeline because they are!
Easy answer... referral
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Easy answer... referral
1 Reply
We provide a "finder's fee" but have only paid it out twice since 1978. When discussing the fee, I mention that we require information to provide them with a 1099 form for their income tax filing. Everything must be above board and up front. Of late most people offer referrals without mention...
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We provide a "finder's fee" but have only paid it out twice since 1978. When discussing the fee, I mention that we require information to provide them with a 1099 form for their income tax filing. Everything must be above board and up front. Of late most people offer referrals without mention of a finder's fee and we only mention it if we are asked.
I have ultimately reduced my client base of those that are very slow to pay. The first time we follow-up we indicate that payment is due and payable and indicate that we provided our service at our best price for only our best clients. The second time we follow-up we indicate that any follow-up...
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I have ultimately reduced my client base of those that are very slow to pay. The first time we follow-up we indicate that payment is due and payable and indicate that we provided our service at our best price for only our best clients. The second time we follow-up we indicate that any follow-up business would be reviewed and may not be at the best client rate. We typically do not need to follow-up for a third time. We also indicate that our guarantee is predicated on payment within a stipulated period and is void if payment is late. This note is always included in our invoice to avoid any undue misunderstanding. It is also a main component of our fee agreement.
After over 40 years of doing business, I have learned that I am at my best if I do not use a "closing line." As I am always engaged with my clients and candidates, I listen and craft my discussions as needed to close the deal. I have also learned that there are some deals you simply need to...
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After over 40 years of doing business, I have learned that I am at my best if I do not use a "closing line." As I am always engaged with my clients and candidates, I listen and craft my discussions as needed to close the deal. I have also learned that there are some deals you simply need to walk away from in the end. Not all business is good business.
First, I rarely ask single questions. I find open-ended questions to be the best. I then simply ask them a "why, how, why so.." question during or shortly after their response. Simple questions like tell me about yourself seem to work well with my participation. As I am a recruiter seeking to...
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First, I rarely ask single questions. I find open-ended questions to be the best. I then simply ask them a "why, how, why so.." question during or shortly after their response. Simple questions like tell me about yourself seem to work well with my participation. As I am a recruiter seeking to fill positions we have with active clients, I ask them what their typical day/week is like and add in the why-how questions as we go along to get a clear view of them and how they manage their time and react to or lead people.
Open-ended questions to get started may be anything as simple as tell me about your career selection, how did you get to where you are now? How do you balance family and work? What is the one failure in your career that you feel is most significant. What has been the most difficult thing for you to learn since college days? What is the best position you have had in your career, why?
I want to know who candidates are and if I should represent them for a position; this helps me understand if they will fit the culture. Placements are rarely made on their technical ability but on how they handle the technical people/issues in their organization and how they are able to work in a team environment.
I recognize that my business is a people business, first and foremost. As such, I approach each person as a unique opportunity to learn and to potentially affect their lives. I reflect a genuine interest in them and ask questions to learn how or if I can help them. This translates into a...
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I recognize that my business is a people business, first and foremost. As such, I approach each person as a unique opportunity to learn and to potentially affect their lives. I reflect a genuine interest in them and ask questions to learn how or if I can help them. This translates into a personal relationship on a business plane. This also provides them with the opportunity to offer referrals when and if appropriate. I ask for any assistance if it seems that they are receptive and feel comfortable. I also let them know that all our contacts are confidential.
As a recruiter, my work is largely a 24/7 proposition. Free time is usually spent marketing and developing technology resources to increase client availability or candidate awareness and accessibility.
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As a recruiter, my work is largely a 24/7 proposition. Free time is usually spent marketing and developing technology resources to increase client availability or candidate awareness and accessibility.
Company has taken first place after about 20 years as a "me centric."
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Company has taken first place after about 20 years as a "me centric."
