Headhunting in life sciences: when does executive search pay off?

The candidates you most want rarely read job adverts. They have a job they master, a professional community they enjoy, and they are approached by others on a regular basis. Headhunting – or executive search – is about finding and reaching these people directly, and giving them a good reason to consider a move.

Here we explain what executive search involves in life sciences, when it delivers better results than advertising, and what you should prepare to succeed.

What are headhunting and executive search?

The terms are often used interchangeably. What they have in common is that the search does not start with an advert, but with a systematic search of the market:

• Headhunting usually refers to approaching specialists and key people who are not applying for jobs themselves.
• Executive search usually refers to leaders and senior roles, where the search is broader and the process often more discreet.

The difference from traditional recruitment is who takes the first step. With an advert, candidates decide whether to apply. With direct search, you – through an adviser – identify the most relevant people in the market and approach them.

When does direct search work best?

Direct search is not needed for every role, but it is often the only thing that works when:

• The role is a leadership role, for example managing director, Country Manager, medical director or Head of Quality.
• The expertise is narrow, such as a Qualified Person, CMC lead, Regulatory Affairs lead or specialists in a specific technology.
• The search is confidential, for example when replacing an incumbent, or when you do not want competitors to see what you are building.
• You are establishing in Norway and need someone who knows the market, the authorities and the customers.
• An advert has already run without bringing in the applicants you need.

How a search process works

A structured search process in life sciences typically looks like this:

1. Briefing. What should the person deliver, who will they work with, and which compromises can you live with? A clear job specification is the foundation.
2. Search strategy. Which companies, professional communities and countries are most relevant? This produces a list of target companies and typical profiles.
3. Mapping. Relevant people are identified through networks, professional communities, publications, conferences and professional platforms.
4. Discreet approach. Candidates are contacted personally. The first conversation is as much about listening as selling.
5. Assessment. Professional interviews, a review of experience and motivation, and an honest view of whether the candidate is actually open to a move.
6. Shortlist. You meet a small number of candidates who are qualified, interested and within your parameters.
7. Interviews, references and offer. The adviser coordinates the process and helps both sides reach an agreement.

Search beyond Norway: the Nordics and DACH

The Norwegian market is small in many life sciences niches. For roles where only a handful of relevant people exist in Norway, it can be decisive to search in Sweden, Denmark, Finland and the German-speaking countries.

There are fewer formal barriers than many expect. According to the Norwegian Directorate of Immigration (UDI), EU/EEA citizens can move to Norway and start working straight away, but must register with the police no later than three months after arrival. Nordic citizens do not register in the same way, but must follow the rules for the National Population Register. Candidates from outside the EU/EEA need a residence permit, so check the current rules with UDI early in the process.

The practical questions often matter more than the formal ones: language requirements, relocation, family, tax and how much of the job can be done in a hybrid set-up. Clarify these before the search starts, so you do not lose good candidates late in the process.

Discretion and ethics

Direct search requires trust on both sides. Candidates must be able to trust that a conversation will not reach their current employer, and you must be able to trust that the information you share is treated confidentially. A serious agency never shares a CV with a client without the candidate's consent.

Be aware too that candidates may be bound by non-compete or non-solicitation clauses. Chapter 14 A of the Norwegian Working Environment Act sets limits on such clauses, and it is wise to clarify this early if the candidate comes from a competitor.

What you should prepare

• A realistic framework for salary and terms. Good candidates rarely move for the same package.
• A clear story. Why should someone who is doing well today consider you? Professional development, responsibility, technology and the company's direction often weigh more than pay.
• A fast decision process. Passive candidates lose interest when weeks pass between interviews.
• Available decision-makers. Schedule interview dates before the search starts.

How Oslo Life Sciences can help

Oslo Life Sciences carries out executive search and direct search for leaders and specialists across the life sciences value chain. The search is discreet, structured and based on a network that extends beyond the Norwegian market, with the Nordics and DACH as our core regions. One adviser follows the assignment from start to finish.

Wondering what a search costs? Read our overview of recruitment agency fees, or see our main guide to life sciences recruitment agencies.

Frequently asked questions

What is the difference between a headhunter and a recruitment agency?

A recruitment agency may use adverts, databases and direct search. A headhunter works mainly with direct search for candidates who are not actively looking. Many firms, including Oslo Life Sciences, offer both.

How long does an executive search assignment take?

It depends on the role and the market. Plan for several weeks of search and assessment, and remember that the candidate often has a three-month notice period after signing.

Can you headhunt from our competitors?

Approaching employees of other companies is legal. What matters is doing it discreetly and properly, and clarifying whether the candidate is bound by non-compete or non-solicitation clauses.

Is executive search only for top executives?

No. Direct search is just as often used for key specialists in QA/QP, Regulatory Affairs, CMC and Medical Affairs, where the candidate market is small and adverts rarely work.