Kubo: Contingent Recruitment Considerations

Contingent Recruitment

Address: Maids Moreton House Maids Moreton Buckingham MK18 1SW

Telephone: +44 (0)1280 816116 Web: www.kuborecruitment.com Email: [email protected]

Experienced Team

Rachel Keay Head of Recruitment

Andi Brown, Ph.D. Senior Consultant

Philippa Young Senior Consultant

The Kubo team has 25+ years of experience which is complimented by a strong technical background. This enables Kubo to understand complex technical aspects and requirements. At the core of this expertise is the ability to consult with clients and understand their needs in depth, then deliver solutions to meet the identified requirements.

Clare Ludbrook Recruitment Coordinator

Maids Moreton House - Maids Moreton Telephone: +44 (0)1280 816116 Buckingham - MK18 1SW Web: www.kuborecruitment.com

Who Is Kubo Recruitment?

Kubo recruitment focuses on sourcing talent for the Life Sciences sector by identifying only the best fit available. This is only possible through close working relationships and a level of service second to none.

Our areas of recruitment focus are clinical research, clinical data management, statistics and programming, pharmacovigilance, medical affairs, clinical monitoring and IT while our services cover Contract & Interim, Executive Search and Contingent Recruitment.


Kubo recruitment is a new and exciting business operating and sourcing talent for the Life Sciences sector. Established in 2012, Kubo is the result of the vision of a team of experts in the Life Sciences sector with a wealth

Kubo Recruitment Philosophy

of experience in the pharmaceutical, clinical trials and life sciences technology fields who understand market trends and the needs of the industry. Our philosophy is simple, yet it sets us apart – “only the best match possible”. Kubo will only send you the candidate that matches your requirements and fits in your work environment.


Considerations When companies seek to hire management and professional talent from outside their organization, they have several options.


They can either manage the process themselves, using advertising, the Internet, and/or a contracted researcher to identify potential candidates; use contingency recruiters, or use a retained executive search consultant.


Internal vs External One option may be utilizing internal resources such as a human-resources executive who attempts to identify qualified applicants, typically by advertising the position in the media or on the Internet,


screening responses, interviewing candidates and selecting the person to be hired. The advantage here is that the company retains full control of the process. The disadvantages are that many qualified candidates, (including some of those most qualified), may not see or respond to an advert or post their resumes (CVs) on the Internet.


Candidate Suitability When working on a contingent recruitment basis, Kubo recruitment will take the time to learn the facts about the job vacancy, identify known candidates, either from our database of active


candidates or from a direct search. After speaking with the candidate to assess their suitability we would submit their resume (CV) to our client.


Coordinate and Negotiate We pride ourselves on not sending speculative CVs and although time is of the essence we always follow very clear procedures for each requirement and as a result have a very high CV to Interview Ratio.


Following a successful interview, Kubo work with both client and candidate to negotiate salary and package and continue the on-boarding process once our candidate begins their new role. Kubo has built a sustainable contingent search business model to ensure we only provide those candidates that match your requirements and fit into your work environment. As such, we work unremittingly to deliver on our promise to offer the best talent in the industry.


Coordinate and Negotiate (continued)

By working closely with employers and networking in the industry, Kubo promises to find the best talent and guarantees success. Successfully finding the best match is based on the following methodology: •  Defining, with the employer, specific position and candidate needs •  Creating a marketing and advertising campaign to attract the desired

candidates •  Using strategic tools such as the Web and social media to recruit the

desired talent pool •  Conducting a rigorous screening process of all potential “best match”

candidates •  Providing support in the selection and on-boarding process.



When is Contingent Recruitment Appropriate? Contingency recruiting is appropriate in the following situations: •  When the salary level of the

position is less than $100,000 •  When many people are likely to

be qualified for the position •  When multiple vacancies with the

same job description are being filled

•  When the hiring organization wants to take more responsibility for screening, interviewing and negotiating with candidates



Address: Maids Moreton House - Maids Moreton Buckingham MK18 1SW Telephone: +44 (0)1280 816116 Web: www.kuborecruitment.com Email: [email protected]

Contact Information


Date post:	12-Apr-2017
Category:	Recruiting & HR
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Kubo: Contingent Recruitment Considerations

Recruiting & HR