Norindr Consulting provides executive search capabilities for biotechnology, pharmaceutical and life science companies. Although our focus is primarily in the recruitment of MD's, and MD, PhD's in clinical research and commercial or medical affairs, we have a breadth of knowledge and experience working on searches across the drug development spectrum.

When Beverly originally started out in the Healthcare sector in 1996, she had brought with her knowledge and experience from the consumer goods industry, recruiting marketing professionals at the Product Manager, Senior Product Manager, and C-level marketing executives. At a certain point, she discovered the world of business development executives, and found individuals who worked in that area of licensing and M&A an even more interesting lot, with their hybrid nature of their training and experience, often sporting an MBA and a PHD in a related scientific field.  

In 1999, by chance, Bev took on a search for a CMO, with training in Oncology. Something clicked, and what she felt was missing in her chosen focus in Healthcare all now made sense. She recognized that in the consumer goods sector, marketing and branding IS the most important factor behind the success of Coca Cola, or any other brand. For Bev, she finally landed on the desk focus that to her, was the “engine” behind the success of the biotech and pharma industries - clinical research physicians.

Without physicians running clinical trials, a new chemical entity for a rare disease, will not reach patients who are in desperate need for a cure. Drugs are borne of the success of a physician and their team of experts to take a promising drug candidate and bring it to the market. Physicians formulate the development plan, write the protocol, assess how many treatment options are already available for their chosen target indication, and recommend new indications that will differentiate the market potential for the drug if approved. It is not always the strength of the molecule/chemical entity, but the strength of the physician himself in how he positions the drug early on in the development process, even before the drug moves into Phase I. His ability to write a strong drug development plan, and oversee the monitoring of the trials, defending the results to the FDA and other regulatory authorities is key to bringing the drug to ultimate approval. Of course this is all done with the cooperation and help of the R&D and commercial teams, but without the physician scientist, the drug cannot reach the clinic.

Bev reasoned that of all the functions of each and everyone involved in the development of a successful drug and approvals, that medical doctors were indispensable contributors to bringing new and exciting therapeutics to market, not unlike a Product Manager is to Coca Cola. That’s overly simplistic, of course, but it worked for her to help her determine her focus.

Ever since that fateful day in 1999, Bev has established a strong reputation as a search consultant who can help surface physicians no matter what sub-specialty. And because she has in-depth knowledge in the field, she doesn’t waste her client’s time sending CV’s of potential candidates that don’t fit the specific needs of each client.

Bev has proven over the years to be a relentless recruiter on behalf of her clients. She takes her role seriously as the intermediary between a potential candidate and employer, and treats everyone with the utmost respect. She spends a great deal of time listening to each physician, asking them the right questions, taking the time to set up face-to-face meetings, to determine the best focused approach to help represent their interests and career objectives.

For the most part, Bev takes on assigned searches on behalf of clients. Often, however, and perhaps unique to how most search firms approach the business, Bev will act as an “agent” to those physicians who would like to be represented by just one search consultant. She has a track record of setting up interviews for an individual candidate, streamlining the search process for that candidate.

She believes she is making a contribution of some value in expediting the time it takes for her clients and the physicians she represents to identify a fit. It is after all about being of value, isn’t it?