Eureka: Pioneering life science talent and recruitment solutions.

Pioneering life sciences talent

and recruitment solutions

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How we work

We connect life sciences pioneers with world-class talent and career opportunities.
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Markets

We're life sciences experts offering deep knowledge and insights.
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Eureka: Pioneering life science talent and recruitment solutions.

Connecting Pioneers


We specialise in forging connections within the life sciences sector on a permanent and contract basis. Our expertise spans across North America, the UK, and Asia, ensuring companies from startups in preclinical stages, to established industry leaders, have the right talent to succeed at every stage of their evolution, from groundbreaking research to global commercialisation.

We're passionate about what we do and making a positive impact in the world. Our people-obsessed, perceptive and purpose-driven team use innovative approaches, proven methodologies, and a market-leading tech stack to outdo our competition and help you stay ahead of yours.

Our proposition

People

People

People obsessed, we hire, develop and retain the best in our industry. We deliver exceptional 'expert human' service to candidates and clients.

Perception

Perception

Perception comes from our deep knowledge and experience of the life sciences sector, allowing us to stay one step ahead in realising our clients' and candidates' goals.

Purpose

Purpose

Purpose driven to make a difference to people's lives - our employees and community, the pioneers in life sciences, and making maximum industry impact with the best talent solutions.

Insights

Sharing our knowledge and experience

Explore how remote, hybrid, and in-office setups impact employee engagement.
by Celia Batten 16 April 2024
Explore how remote, hybrid, and in-office setups impact employee engagement and discover effective practices to enhance your team's productivity and well-being.
by Celia Batten 2 April 2024
The general term ‘assessment’ that we know in the work context typically refers to evaluating individuals' skills, knowledge, abilities, and personality traits. There are, of course, other characteristics that are equally important when choosing a candidate to join your team and the larger organisation. While KSAs (knowledge, skills, and abilities) are very important to match the job in question, characteristics such as a person’s personality, communication, learning style, personal value, and motivation are equally, if not more important, as these would determine the candidate’s outlook and commitment towards the role they are applying for. So, assessments can take various forms, such as tests, interviews, simulations, and evaluations. Assessments embedded in the hiring process are crucial for several reasons: 1. Objective Decision Making: It provides employers with concrete data to make informed decisions about hiring, promotion, or training. 2. Identifying Strengths and Weaknesses: Assessments help identify candidates' strengths and areas for development, aiding in better placement and support within the organisation. 3. Predicting Job Performance: Certain assessments, such as cognitive tests or job simulations, can predict how well candidates will perform in specific job roles. 4. Reducing Bias: When designed and implemented properly, assessments can help reduce bias in hiring decisions by focusing on objective criteria rather than subjective judgments. 5. Improving Employee Retention: By ensuring that candidates are well-suited for the role, assessments can contribute to higher job satisfaction and lower turnover rates. An assessment provides several advantages in the hiring process: 1. Efficiency: It helps streamline the hiring process by quickly identifying candidates who possess the required skills and qualifications for the jobs advertised. 2. Cost-Effectiveness: Assessments can help minimise the cost associated with hiring by reducing the likelihood of hiring individuals who are not a good fit for the role in a fair and non-biased approach. 3. Quality of Hire: By ensuring that candidates are assessed based on relevant criteria, organisations can improve the quality of their hires, leading to better overall performance and productivity. 4. Legal Compliance: Using standardised assessments can help ensure that hiring practices comply with legal regulations, particularly regarding discrimination and equal employment opportunities. Assessments are for various stakeholders: 1. Employers: They use assessments to make informed decisions about hiring, promotion, and development of employees. 2. Candidates: Assessments provide candidates with an opportunity to showcase their skills and abilities, ensuring that they are well-suited for the role. Also, assessments can help candidates understand and learn about themselves better. In areas where they may have over or underrated themselves against a role they are applying for, there are candidates who would like to be assessed if their preferences and values have changed over the years. 3. HR Professionals: Human resources professionals utilise assessments to design effective hiring processes, identify training needs, and support talent management initiatives. Assessment can also be integrated into different stages of the hiring process: 1. Pre-Screening: Assessments may be used initially to screen candidates based on their qualifications, skills, or personality traits. 2. Interviews: Some assessments, such as competency-based interviews or situational judgment tests, may be conducted during the interview stage to further evaluate candidates' suitability for the role. 3. Final Selection: Assessments may also be used as a final step in the hiring process to validate hiring decisions or inform onboarding and training plans. Ready to transform your hiring process and harness the full potential of your team? Start integrating comprehensive assessments today and pave the way for a dynamic, innovative, and inclusive workplace. Let's elevate your hiring strategy – together.
Eureka: Pioneering life science talent and recruitment solutions. Insights.
by Celia Batten 19 March 2024
Inclusive hiring practices and Diversity, Equity, and Inclusion (DEI) initiatives are gaining momentum across various industries, particularly in sectors like healthcare and life sciences. While statistics detailing the prevalence of DEI elements may vary, many organisations, including large pharmaceutical companies, are committing to fostering inclusive workplaces through a range of initiatives. These efforts often include establishing diversity and inclusion councils, implementing training programs to address unconscious bias, and adopting inclusive recruitment strategies. However, there's always room for improvement. Conscious, unbiased recruitment practices are essential, especially when considering neurodivergent applicants. It's crucial for organisations to embrace neurodiversity and recognise the unique perspectives and talents that neurodivergent individuals bring to the table. Addressing implicit bias and unconscious stereotypes is also key. Even well-intentioned individuals may hold biases that influence decision-making processes. Ongoing education, training, and self-awareness are essential for combating these biases and creating truly inclusive environments. Additionally, organisations must recognise and address the unintentional obstacles that conventional recruitment practices may pose for neurodiverse candidates. Organisations that prioritise DEI initiatives are likely to benefit in several ways. By adopting inclusive hiring practices, they demonstrate a commitment to equal opportunity and legal requirements, which can influence broader adoption of DEI practices within the organisation. Moreover, a strong commitment to DEI can enhance the organisation's reputation as an employer of choice and a responsible corporate citizen. However, crafting and implementing a robust DEI process can be challenging. Leadership commitment and accountability are paramount. Leaders must be held accountable for advancing DEI goals within their teams and departments. This can involve tying DEI metrics to performance evaluations, compensation, and promotion decisions to incentivise progress. In summary, while DEI efforts are underway in many sectors, including biomedical and pharmaceutical organisations, continued progress is needed. Fostering inclusive recruitment practices, embracing neurodiversity, improving organisational reputation, holding leadership accountable, and addressing implicit biases are all essential steps toward creating truly inclusive workplaces.

A little hard work never killed antibodies.

Quite the opposite in fact. Jobs in life sciences are all about enriching lives - so let's start with yours.

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Eureka: Pioneering life science talent and recruitment solutions.

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Unexpected opportunities. Unconventional talent. Undeniable impact. Eureka.

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