For employers
Build the team that carries the launch
We partner with biotech and pharmaceutical companies on the commercial hires that are too consequential, and too specialized, to run as a volume search.
Areas of expertise
The roles we fill
Commercial functions across oncology and cancer diagnostics, rare disease, orphan, specialty and biologics, hospital and IDN, and buy-and-bill products, from the first field hire through Director, Executive Director and VP leadership.
Market Access
Payer strategy and account directors, reimbursement and field access leaders, patient services and hub roles. The people who make coverage real after approval.
IDN, GPO & Key Accounts
National account directors, key account directors and corporate account leaders carrying integrated delivery networks, GPOs and the flagship institutions inside them, from network-wide contracts to the single relationship a launch depends on.
Commercial Leadership
Directors, Executive Directors and VPs of sales and market access, regional and national sales leadership, and the first commercial hire at a pre-launch company.
Sales & Account Management
Oncology, rare disease and specialty field teams. Built territory by territory, with attention to who each candidate will actually be selling to.
Engagement
What working together looks like
Four phases, eight steps, senior-led from intake to onboarding.
Deep intake
We start with the profile, then go further. Culture, leadership style, and the real reasons a sought-after candidate would want to join. That story becomes the recruiting tool.
Target list build
We map the companies where the relevant experience actually sits and build a precise target list from it. This is not a keyword search of a database. It is a list of named people.
Direct recruiting campaign
Outreach comes from a senior search partner, not a junior researcher and not an automated sequence. That matters when you are approaching people who already have options.
Candidate interviews
Each candidate is thoroughly interviewed before they reach you and screened for fit, motivation and red flags, so you only spend time with people who are worth your time.
Curated submission
A small, tight slate. Every candidate can do the job. Your only question is who fits best.
Process management
We manage the process from first conversation to signed offer. Every candidate leaves with a positive impression of your company, hired or not. Your brand matters.
Closing and offer
An active close. We gather intel on competing offers, get ahead of counter-offers, and negotiate the close on your behalf.
Post-placement follow-up
We stay close through onboarding and well after the start date. If something is not right, we want to know early. The goal is zero fall-offs.
Other ways we work together
Confidential replacements
When a seat needs to change hands before it's public, the search runs quietly and the market never knows it was open.
Launch team build-outs
Multiple hires against one timeline, sequenced so the leadership hire shapes the team beneath it rather than inheriting it.
Market intelligence
Compensation reality checks, competitor org structure, and candidate availability before you commit to a headcount plan.
My job isn't done when you make a hire. It's done when that person is thriving in the role.
Matt SieberFounder, The Sieber Group
Why clients come back
Repeat business is the only review that counts
Much of our work comes from leaders we've placed before, or from hiring managers on their second and third search with us.
Having worked closely with Matt over the last two years, he consistently brought me top candidates for consideration in the biotech space across Key Account Managers, Operations, and Market Access. Matt spent time with me understanding our culture and what the ideal candidate would be, resulting in strong quality candidates not just quantity.
Deb H.Head of Commercial
Next step
Let's talk about the search you're facing
Send the role, or just the problem. We'll tell you honestly whether it's a fit for us and what the market looks like either way.