Reece Mitellas

*New openings* ⬇️🚨 - Senior Director - RWE - Evidence Generation - an exciting leadership role within a growing tech-enabled healthcare consulting firm - London/hybrid - senior leadership role, but still hands on with scientific delivery - Senior Systematic Reviewer - UK remote - HEOR/Access consulting firm with impressive staff retention, good work life balance and collaborative culture - US based Partner/Team Lead - Life Sciences Strategy Consulting firm - Commercial Strategy, Opportunity Assessment, Portfolio/pipeline strategy, M&A - lead and grow a US based team, part of a Global leadership panel -Senior Director - Genomics & Drug Discovery - offering expansion & team build - London/hybrid - Senior Manager - UK HEOR & Access - Innovative midsize Pharma company - remote/hybrid - Health Econmics Director - UK based - VISA & relocation support on offer - midsized global healthcare consulting firm - Principal - Life Sciences Specialist Consultancy, a chance to relocate to the Nordics and be part of a growing firm who are winning projects off top tier firms, matching their salaries & dedicated to providing a better and sustainable work life balance! (Full product cycle, early stage through to commercial and corporate strategy) - HTA Statistician - London/hybrid - Innovative growing HEOR consulting irm - Senior Health Economist (Consultant) - London/hybrid - Innovative firm with a great culture, work life balance, flexibility, benefits & route to Partner! - Senior Biostatistician (Consultant) - RWE focused - Mid-sized highly scientific company, low staff turnover, secure and steady growth over the last 10 years! US or UK based - Senior Director/SME - Health Economic Modelling - Top Healthcare Consulting firm - UK/Europe locations possible - fully remote - Managing Director, Commercial & Access Strategy- Growing Life Sciences Strategy house - US/UK - Senior Director - Pricing & Access Consulting - Highly visible role and chance to make an impact during an exciting growth phase! Mid-sized firm - EU or US locations possible - shares, LTI's, *high sales focus! - Principal Consultant Health Economist - London, Stockholm & Copenhagen - exciting growth phase, in-demand boutique market access consultancy, good work life balance, relocation on offer - lucrative tax breaks! - VP - RWE Consulting Evidence Generation - Observational Research/secondary data focus - London/hybrid - Highly technical, analytical, data driven offerings Reach me at greg.harris@evisci.com for more info on these roles, salary & to discuss your career motivations in detail! #heor #marketaccess #pharmajobs #consulting #rwe #hiring #strategyconsulting #consultingjobs #hta #biotech #ispor #isporUS #ispor2024

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Great first full week here at Proxima! 🚀 💪 - 5 New Client Meetings - 8 CVs Sent - 3 Interviews Scheduled - 2 New Vacancies Adverts for new roles will follow next week! 👀 Enjoy your weekend everyone! ☀ #medtech #lifesciences #searchsmartergrowfaster #startup

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🌟 Seeking a New Challenge in Utilities or Power? 🌍💡 Embarking on a job search can often feel like navigating through a storm. But what if I told you that your compass could point towards a brighter future in the utility and power sectors, both in the UK and internationally? At UPP, we're not just about filling positions; we're about fuelling ambitions and powering potential. With over 30 years of expertise, we've become a beacon in the executive search arena, specialising in the vibrant, ever-shifting world of utilities and power. 🚀 As the industry pivots towards renewable energy, our firm is at the vanguard, matching visionary leaders with forward-thinking companies. We understand that in today's fast-paced energy landscape, resilience is key. That's why we're committed to finding individuals who aren't just prepared for change but are eager to lead it. Our approach is meticulous and tailored, grounded in a research-based methodology that understands the unique hurdles of the utility and power markets. We're not just headhunters; we're talent scouts on a mission to connect exceptional professionals with organisations that are shaping our world. Whether you're in the UK or looking to make an international impact, we have a spectrum of opportunities waiting for you. Our website is your gateway to a new horizon, where the roles we recruit for are designed to elevate your career to unprecedented levels. 🔍 Ready to power up your career? Visit our website now and discover the transformative roles we're recruiting for. Let's embark on this journey together, lighting up the path to your next professional milestone. #UtilityCareers #PowerSectorJobs #ExecutiveSearch Remember, the future is bright, and your next opportunity is just a click away! ⚡🌐

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Medical Recruitment has seen some significant shifts in the market over the past 10 years. But the next 3 years are going to make IR35 and Monitor Rate Caps look like a walk in the park. 🚶‍♂️🌳 Here's my 𝐓𝐨𝐩 𝟓 things to watch out for (and prepare for) in the next few years: 🔍 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐮𝐬𝐞 𝐨𝐟 𝐌𝐚𝐧𝐚𝐠𝐞𝐝 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐏𝐫𝐨𝐯𝐢𝐝𝐞𝐫𝐬 𝐚𝐧𝐝 𝐕𝐞𝐧𝐝𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐒𝐲𝐬𝐭𝐞𝐦𝐬 to achieve a more uniform spending model across the NHS and remove the ability for escalated rates to slip through the net when managed internally. This will lead to... 💸 𝐓𝐞𝐦𝐩𝐨𝐫𝐚𝐫𝐲 𝐜𝐨𝐫𝐫𝐞𝐜𝐭𝐢𝐨𝐧 𝐢𝐧 𝐩𝐚𝐲 𝐫𝐚𝐭𝐞𝐬 𝐚𝐧𝐝 𝐚𝐠𝐞𝐧𝐜𝐲 𝐟𝐞𝐞𝐬. Candidates will be temporarily forced to accept more standardized rates, driven by a MSP/VMS monopoly and the gradual throughput of younger locums who have never experienced the 'good old days' and so know no different. Agencies will no longer be in control of what they charge and will be forced to streamline their operations, leading to... 🌏 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐨𝐮𝐭𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠 (𝐁𝐏𝐎) to countries such as India and the Philippines. As placing candidates becomes more process driven rather than relationship driven, agencies will gradually ditch the big salaries and bonuses of their internal recruiters, instead opting for a more productive workforce at a hugely reduced cost. This will likely cause... 🔄 𝐓𝐨𝐩 𝐛𝐢𝐥𝐥𝐞𝐫𝐬 𝐛𝐫𝐚𝐧𝐜𝐡𝐢𝐧𝐠 𝐨𝐮𝐭 𝐢𝐧𝐭𝐨 𝐦𝐨𝐫𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 𝐩𝐫𝐨𝐨𝐟 𝐫𝐨𝐥𝐞𝐬. As companies adapt to slimmer margins and a more process driven recruitment model, top billers will transition into other sectors of recruitment, work as freelancers on behalf of larger agencies/MSPs in commission based roles, or change industry altogether for a better work/life balance. 🏥 𝐒𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚𝐧𝐭 𝐫𝐢𝐬𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐮𝐬𝐞 𝐨𝐟 𝐢𝐧𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬. As hospitals and patients feel the positive impact of insourced care on waiting times, NHS x Private partnerships will become the norm. Better rates and departmental autonomy will mean that more candidates will be recruited via thinly veiled 'insourcing projects' to mitigate the inevitable staffing shortages accelerated by point 1! What do you think? What changes do you envisage in the industry? Let me know if you agree or disagree with my predictions. 💬

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A lot of recruiters billing 500k+ Focus on winning US clients  Here's why it works so well... - Fees are almost double in the US compared to the UK  - US clients are more open to retained or exclusive partnerships  - Notice periods are much shorter so quicker turn-around And you know what the best part is?  Every Recruiter I've spoken to who's successfully won US clients  Said it's WAY easier than people think.  A little Tip from them: Always start with the candidates and you'll never be far off.

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I've been hearing about restrictive clauses in contracts that prohibit employees from joining other companies. For example, I am hearing how a MedTech consultancy has a clause that prohibits anyone from joining another consultancy for 12 months after leaving. That’s a significant limitation on potential employment opportunities at a time when one would want to maximise their options. The professionals they employ are Regulatory Associates/Specialists with around 5 years of experience. They are specifically hiring professionals from the industry with no prior consultancy experience. If the person isn't working out for whatever reason and is let go, do they really wish to prohibit them from working in another consultancy? These clauses are typically aimed at protecting the company's intellectual property, trade secrets, client relationships, and investment in training and development of employees. However, such broad restrictions might hinder employees' career growth and opportunities. Whether such a clause is enforceable depends on several factors, including the reasonableness of the restriction, the geographic scope, the duration, and the specific circumstances surrounding the employment relationship and termination. It seems to me that the clause is far too broad and unreasonable. If an individual finds themselves subject to such a clause and wishes to challenge its enforceability, consulting with an employment lawyer experienced in such matters would be advisable. They can provide guidance on the specific laws and precedents in the relevant jurisdiction and help navigate the legal process. Overall, while restrictive clauses serve a purpose for companies, they must be carefully drafted to balance the interests of both parties. I'd be interested in hearing from anyone who has any advice or similar experiences.

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📢 The Medical Recruitment Market in Crisis! 🏥🚑 Hello LinkedIn Community, I'm reaching out today to highlight a pressing issue in our healthcare system that's hitting hard across the UK. The NHS, an institution we all rely on and respect, is currently facing a paradoxical crisis in the medical recruitment market. 🔍 What's happening? Locum Work Shortage: There is an alarming lack of locum opportunities. Medical professionals who could step in and alleviate pressure are finding doors closed. Overburdened Staff: Despite the absence of locum roles, permanent staff are stretched to their limits, often working extra hours without relief. Patients in Corridors: Heartbreakingly, patients are increasingly being treated in corridors due to a shortage of available staff and resources. 🩺 The Contradiction: Despite these visible signs of strain, some NHS trusts claim they don't need additional staff. This disconnect raises serious questions: Why are there no locum opportunities when the need for medical care is so evident? How can we ensure patient care does not suffer due to staffing shortages? 👩‍⚕️👨‍⚕️ What Can Be Done? Transparency: NHS trusts must provide clear and honest communication about their staffing needs. Flexible Staffing Solutions: Embrace the role of locums to fill gaps and support existing staff. Support for Staff: Ensure mental health and well-being support for our overworked healthcare heroes. Let's start a conversation about how we can address these issues. Our healthcare system depends on the dedication of its staff and the quality of care they can provide. It's time to bridge the gap between policy and practice to ensure no patient is left waiting and no professional is left unsupported. Join me in discussing potential solutions and raising awareness. Together, we can advocate for a stronger, more responsive NHS. #HealthcareCrisis #NHS #MedicalRecruitment #SupportOurDoctors #HealthcareHeroes #LocumWork

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If you want to work on a retained basis, think about how that differs from your contingent product. Retained recruitment should break that old rule. It can be good, fast and cheap(er). In exchange for commitment. Because commitment is the be all and end all in perm recruiting. How to make it better? 💡Provide in depth reporting at each stage of your process 💡Use marketing collateral (interviews, articles, podcasts) to add more to it than your competion is doing. 💡 Provide actual account management, structured comms, site visits I speak to lots of companies desperate to get into retained work but see it as a pipe dream until it happens! Pic is me back in my retainer selling days 😂 #recruitmentmarketing #kitto #retainers

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The UK life sciences industry is forecast to require 133,000 new and replacement jobs by 2030 – and inclusive workplaces are already non-negotiable. Is your organisation’s DE&I agenda geared to attract and retain the next generation of talent? There are still a few spaces to join our roundtable event in London on 8th May, 2024 from 9 am – 11:30 am to discuss how to build a blueprint for diverse hiring, and help shape a more inclusive and innovative Life Sciences sector. You can expect to: 🔬Hear from guest speakers Stuart Mulheron, General Manager of Angelini Pharma Trench and Peter Hall from FAIRER Consulting sharing their insights and strategies for creating more inclusive cultures. 👩‍🔬Network with other Life Sciences leaders, sharing your industry experiences and talent acquisition strategies. #lifesciences #diverseworkplace #roundtable #workingforyourtomorrow

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I've seen lots of posts about 360 consultants, base salary and expected billings. I think there is a massive misconception, especially with grad consultants or recruiters new to the industry - or those who don't fully understand the cost of running a business as to how their 'target; is made up. It isn't just a figure plucked out of the air, it is based on budgets. Let's take a consultant on a base of 40k. Lets say they bill 100k Salary 40k Commission 20k Add their costs to employ (employers NI, holiday, pension) Lets say 15k Add costs for equipment, CRM, job boards, LinkedIn, Payroll, Training - 4k **These are all obviously guesstimates and I appreciate each business will have their own individual fixed costs. The above equals circa 79k. Then, take into account corp tax a business will need to pay on any profit at 25%.... You can see how billing 100k with a 40k base doesn't really equate as well as it sounds. I am no accountant, but the figures speak for themselves And now you know, why we bang on about budgets.

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Can any of our hireful partners help with this please? Looking for a company which carries out drug testing for remote workers - it's proving somewhat difficult to find a company that does this and also isn't too expensive. Please direct comments in the home for HR feed 🙂 https://lnkd.in/egymbNz9 Many thanks #hirefulpartnerprogramme #supportingourpartners #homeforHR #drugtesting

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The job market is turning... 🖊 With positive winds in the economy, more data projects are being released, resulting in an increase in permanent jobs and opportunities for contractors. Below are some of our recent observations at Cognify Search: Counter offers are back! Over the last 15 months, we have rarely seen counter offers. However, in the last 30 days, two of our candidates at the offer stage have had their current employers attempt to keep them with attractive counters/buy backs. Competing offers: Last month, we lost a candidate who had three offers, and this trend has continued. CMI (Candidates with Multiple Interviews) is a stat we track at Cognify, and we are now seeing candidates juggling 3-5 interview processes at any given time. Modern/Cloud data roles are HOT! Our perspective might be biased, but the candidates in demand are those with prior commercial experience in modern cloud warehousing. Some of the biggest hirers currently are companies with brownfield data projects. Fintechs are back! In recent years, many regular data hirers have been Fintechs, but there was a noticeable decline in hiring from this sector during 2023. We are now seeing a significant increase in hiring from Fintech companies, which could act as a catalyst for upward salary pressure as many of these companies pay well. ICs are hotter than leaders. With pressure on budgets and companies looking for fast ROI, many organizations have shed middle and senior leadership roles. Hands-off leadership roles are still very hard to find. I would urge anyone considering that type of role to retain "hands-on" responsibilities for as long as possible. Companies are pushing for much more agile approaches, closely linked to lean manufacturing. Wasted time at interviews: Many companies have shed or reduced internal recruitment teams. Hiring managers are having to sift through hundreds of CVs for maybe 3-4 half-decent candidates. We recently filled a role in three weeks; that same role had been open for five months with the hiring manager not given the budget to use agencies. I would love to hear the perspective of job seekers, hiring managers and internal hiring teams. Are you seeing the same?

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When creating a business strategy use data to access your ideal target market and clients 📊 Especially when entering the US recruitment industry💯 PGC have put together this useful map to help you choose the best place to area to place contractors in 2024 🗺 It shows the top areas our UK recruitment agency clients made onboards last year 💰 Interestingly... New York has regained its position as number 2 , after Texas took over last year! #recruitmentindustry #usstaffing #targeting

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How to minimise risk when hiring a freelancer - check out our latest Q&A. If you have upcoming project planning and capacity needs - get in touch for a short consultation on how best to approach the current market

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Renewable developers - When you're seeking to recruit a specialist environment, planning, approvals or engagement appointment (and you engage a search firm), please ensure they have the network and track record in recruiting such roles. So often I see larger recruitment companies dropping the ball in this area, mainly because: ❌ They don't understand the technical subject matter expertise. Therefore... ❌ They don't have a network of professionals or a proven track record of hiring such roles. Therefore... ❌ They certainly cannot advise who is actually competent. ❌ And this is a big one - the sexier, higher-fee roles take priority: roles such as SDM or Head of Development. In a lot of cases, I have rescued clients and filled key roles within a matter of weeks, roles which have been open for months. Some recruitment companies still appear to be trading on the - "we can do everything Mr client, one stop shop" approach. And I get it, keep the client all under one roof. Actually though, you're really not servicing your client in the best possible way - FOR THEM. When clients come to me asking for grid connection resources, I do the only consultative thing and advise that that isn't my key area, so they would be better served heading elsewhere. It is the classic, overpromising to deliver on something you know very little about. And thus, failing to deliver. Time is money in this business. Do you want to wait months, waiting for a recruiter to work out what they're doing? Slowing down development activities? Because we all know how crucial engagement, land, planning, environmental and approval issues/activities are. The alternative? Work with a consultant who knows the space, who can move quickly and efficiently. Someone with a proven track record. Someone who, experienced & excellent practitioners naturally gravitate to when they are open to exploring a new role; because this person is a specialist in their field. Someone, who actually knows what they're doing.

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With VireUp you CAN have your cake and eat it 😊 ❌ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague managing large recruitment project WITHOUT incorporating VireUp AI technology in the project: HM: Why am I interviewing this candidate? TA: They came over really well in the screening call HM: What do you mean? TA: They seemed professional and positive and gave good answers. HM: Like what? TA: They came over as keen about joining us and worked at our competition and delivered a lot. HM: Like what? TA (scrabbling through notes): Let me go back to my notes and come back to you…. I did so many screening calls, this is a big project.   ✔ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague when incorporating VireUp AI technology in the project:   HM: Why am I interviewing this candidate? TA: This candidate came top out of 500 applicants on the ‘decision-making’ question.  For example, 1 minute 42 seconds into the answer the candidate talked about “weighing up pros and cons” and at 1.78 the candidate described “asking for advice from peers”. HM: Wow! TA: The candidate also came 20th on ‘project management’ and 14th on ‘dealing with conflict’. Would you like to see the evidence? However, they scored 97 on ‘drive for results’, so I recommend probing this at your face-to-face interview. HM: WOW!!

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Spoken to a number of U.K. based senior candidates in the GTM space this last week who have fallen down at the last stage of the interview process. Seems that there are folks used to getting multiple offers who are falling just a little short.. If you have got close however not recieved an offer and you you have another latter stage interview coming up I’m happy to free up a little time to try and help you. Reach out directly and I can find 15 minutes to assist. ☎️☎️☎️ #techsales #gtmsales #interviewadvice

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Are we in a no-curveball job market? I spoke to a Head of Quality yesterday who was told by a recruiter that he wouldn’t be taken forward because he wasn’t ‘ready-made.’ The candidate has plenty going for him, including direct MedTech industry experience and a wealth of transferable skills. He was disappointed. He’s been a curveball before and got the job. But this isn't the first time I’ve heard such feedback in the market. From a recruiter’s perspective, I understand the need to match skills as closely as possible, but we rarely fill jobs by putting someone forward who is an exact fit. A recruiter needs to find a balance of core skills and adaptability because the perfect candidate doesn’t exist. Even if you find someone with a CV that matches the job like a hand in a glove, it doesn’t necessarily mean they are the right person. In my experience, recruiters need to be good judges of character. If we know the company and leadership teams well, we can be much more dynamic with who we put forward. Good recruiters will be open-minded to converse, debate, and ultimately represent curveballs in the market. It’s where we can really add value to the industry.

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Which Med-Tech providers will be ready to assist the NHS with its digital transformation agenda in 2025, given the £3.4 billion investment in 2024s budget ? In the 2024 Spring Budget, the government announced a substantial £3.4 billion investment in NHS digitisation, specifically for expenditure on data and technology. This investment will enable the rollout of technology and digital services to improve access, waiting times, and patient outcomes. By comparison, in 2023, the UK government committed a £30 million investment in innovative medical technology for the NHS, a drop in the ocean compared to their 2025 commitment! But which of the many tech players in this space will have the necessary sales, marketing and operational staff in place in time to engage with the NHS and assist with this transformation? Med-Tech providers need quality Business Development Professionals in the field now, in order to demonstrate the value their respective solutions can deliver to improve our NHS. As we get closer to 2025, it's going to be increasing difficult to hire "health sector domain" sales professionals; as the relatively small number of people with this experience will be in employment. I wonder how many UK healthcare SaaS providers and consulting companies will be ready! #healthcaresaassalesrecruitment #nhssectornews #medtec #salesrecruitment #springbudget #saasrecruitment #hiring #salesvacancies #ae #businessdevelopment #accountdirector #cro #salesleader 😀

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