IDEALS
The "idea" of Access Regulatory Recruiting was built around the premise that specializing in one area within the Pharmaceutical, Biotech and Medical Device industries would enhance our ability to serve our clients' mission critical needs, while enabling us to more completely understand the nuances of the Regulatory process.

The focus of a "boutique" recruiting firm is much different than a large nationwide firm. Having had experience in a "boiler-room" atmosphere, our approach is not based on the number of jobs, but rather the quality of the companies we choose to represent. We focus our efforts for a few select clients rather than any company that will pay our fee.

The benefit to our clients is that we devote as much time on a contingency search as most firms spend on a retained search; therefore, we will deliver.

The benefit to our candidates is that the firms we represent are serious about the process and are results oriented. Our clients, large or small, offer an environment that promotes and nurtures employees that are serious about their roles.

CHOOSING RECRUITERS (CANDIDATES)
When you decide to become active, work with people you trust. Make sure that your conversations are two-way, that you are listened to, not simply heard. If the recruiter on the phone seems preoccupied when you are talking to them, chances are they will miss something you are saying that will haunt you through the process and may prevent your getting the best opportunities.

In most large search firms, you are a number; pure and simple. Most recruiters in these firms are paid a smaller portion of a placement fee. Therefore, any serious recruiter that wants to earn as much as their candidates has to make the "numbers" work in their favor; the more candidates and jobs, the greater the odds of placements. A recruiter in these firms is expected to "recruit" at least one candidate a day. The numbers don't work in any candidate's favor.

CHOOSING RECRUITERS (COMPANIES)
Likewise, Companies face the same "Numbers" approach that candidates do. To be successful as a recruiter in a large firm, a recruiter must have a full pipeline of jobs that will allow the recruiter to make one recruiting call to a potential candidate and present multiple opportunities. As a result, companies with less attractive locations or those that are perhaps seen as less prestigious loose the effectiveness of a dedicated effort.

Please note that we will not, under any circumstances, recruite from client companies where we have an active working relationship. Our success is based on trust and repeat business. When we say something, it means what we say.