Team Build
Build the right commercial team through one coordinated search programme
Team Build is designed for medtech and healthtech businesses making several connected appointments to deliver a specific stage of growth.
Rather than treating each vacancy as a separate search, the full programme is planned and managed together. This creates a clearer team structure, a consistent proposition in the candidate market and a more efficient route to getting the right people in place.
Most Team Build projects involve three or more related appointments delivered within a defined period, typically three to six months.
When Team Build makes sense
Team Build is particularly suitable when your business is:
The defining factor is not simply the number of vacancies. The roles are connected by a shared commercial objective and need to be considered as part of the same team.
Why recruit the team as one programme?
Several vacancies may appear separate, but decisions made around one appointment often affect the others.
Territory design influences candidate availability. The leadership structure can affect who is willing to join the wider team. Salaries need to be consistent, appointments may need to happen in a particular order and every candidate must understand the same growth story.
A coordinated programme brings those decisions together. The result is a more coherent team, a consistent candidate experience and one clear point of accountability throughout the project.
What Team Build gives you
A team designed around your growth plans
Role responsibilities, reporting lines, territory coverage and the capabilities required across the team are considered together. This helps create a structure that supports the wider commercial objective rather than simply filling a series of vacancies.
The right hires in the right order
A clear recruitment sequence identifies which appointments need to be made first and where searches can run simultaneously. This reduces delays and helps each new employee join a team with the right leadership and support around them.
A stronger candidate proposition
Candidates hear one consistent and compelling account of the business, its plans and the part each role will play. Presenting the wider growth story can make the opportunity more attractive than a series of disconnected vacancies.
Access to the wider talent market
Coordinated market mapping and proactive search extend the reach beyond people who happen to be applying for jobs. This provides access to experienced passive candidates as well as active applicants across every part of the team.
Consistent assessment across the team
Every candidate is assessed against the requirements of their individual role and the needs of the wider team. Structured interviews and psychometric profiling help support consistent, evidence-based hiring decisions.
Greater visibility and less internal administration
One coordinated plan, shared reporting and a single point of accountability give you a clear view of progress across every appointment. Less time is spent briefing multiple suppliers, repeating information and managing separate recruitment processes.
How the programme works
From initial planning through to onboarding, the full recruitment programme is coordinated around your commercial objectives, hiring priorities and timeline.
Understand the growth plan
A detailed intake process explores the business, culture, commercial objectives and the reason the team is being built. The proposed structure, role profiles, territories, salary levels and measures of success are considered together.
Agree the hiring strategy
A coordinated plan sets out the order of appointments, which searches can run together, how the opportunity will be positioned and the timeline for delivery.
Map and engage the market
The relevant candidate markets are mapped across every role, supported by specialist database searches and targeted advertising where appropriate. Direct outreach engages experienced professionals who may not be actively looking but could be right for the opportunity.
Regular updates provide visibility of progress, candidate availability, salary expectations and how the proposition is being received.
Assess and appoint
Candidates are screened and interviewed against the requirements of their role and the wider team. Collaborative shortlisting meetings, detailed candidate submissions and structured feedback support informed and consistent decisions across the programme.
Coordinate offers and onboarding
Interview schedules and feedback are coordinated across every appointment to maintain momentum and give candidates a consistent experience. Once preferred candidates have been selected, support with offers and salary negotiations helps secure the right people for the team.
Support candidates' job transition and onboarding
Regular contact throughout each candidate’s notice period helps maintain engagement and address any concerns before they join. Start dates and onboarding are coordinated around the wider hiring plan, with post-start check-ins helping both the client and new employees make a successful transition.
What can be included?
A Team Build project can include:
- Workforce and hiring-plan consultation
- Team structure and role design
- Role sequencing and project timelines
- Salary benchmarking
- Candidate proposition development
- Coordinated market mapping
- Targeted advertising
- Direct headhunting and passive candidate engagement
- Structured candidate assessment
- Psychometric profiling
- Collaborative shortlisting meetings
- Detailed candidate submission documents
- Regular project reporting
- Interview coordination
- Offer and salary negotiation
- Resignation and notice-period support
- Coordinated onboarding follow-up
Team Build or Recruitment Subscription?
Team Build
- Defined group of connected appointments
- Typically 3–6 months
- One shared commercial objective
- Ends when the agreed team is in place
Where an initial Team Build will be followed by continued recruitment, the relationship can move into a Recruitment Subscription once the core team has been appointed.
Recruitment Subscription
- Ongoing flow of appointments
- 12-month relationship
- Can cover growth, replacement or changing needs
- Roles do not need to form part of one team
Investment
Flexible pricing for a defined hiring programme
Pricing is structured around the number, seniority and timing of the planned appointments. Where several hires form part of the same programme, the commercial model can reflect the scale of the project and the efficiencies created by managing the searches together.
The proposed structure, delivery plan and investment are agreed at the outset, giving you clarity before the project begins.