Executive search
Contract Quality & Validation Engineers for Life Sciences
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: A life sciences manufacturer lives with regulators who ask to see evidence. When a quality engineer leaves, corrective and preventive action records stay open past their due dates, validation protocols wait for an author and the audit calendar slips.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
The buyer problem before an inspection
A life sciences manufacturer lives with regulators who ask to see evidence. When a quality engineer leaves, corrective and preventive action records stay open past their due dates, validation protocols wait for an author and the audit calendar slips. An inspection or notified body audit has a date, and the quality system has to show that problems are found, investigated and closed on paper that stands up.
A contract quality and validation engineer takes a defined piece of that work and produces records an auditor can follow.
The technical work
The framework is the FDA Quality System Regulation for devices, now moving toward alignment with ISO 13485, and the related rules for the product type. The engineer works inside design controls, document control, nonconformance, supplier controls and complaint handling, and keeps the records that connect them.
Corrective and preventive action work means investigating root cause, writing the plan, verifying effectiveness and closing. Validation work covers commissioning, qualification and validation of equipment and processes, installation, operational and performance qualification and computer system validation for software that touches quality records, following risk-based guidance. Others write test method validations and risk files under ISO 14971.
Evidence we screen for
We ask the candidate to walk through a CAPA from trigger to effectiveness check, and what an auditor challenged. We ask what validation protocols they authored or executed, what deviations arose and how they were resolved. We ask which quality system software they used for records.
We ask for experience with the product type: sterile devices, implants, diagnostics, combination products or pharmaceuticals, since the risks and test methods differ. We ask about an audit finding they responded to and what evidence closed it. Candidates who have done the work talk about documents, signatures and objective evidence, and they say plainly where they were not the owner.
Where we find them
The pools are quality and validation groups at device and pharmaceutical manufacturers, contract manufacturers and testing laboratories, validation consultancies and former regulatory staff. Consultancy alumni are comfortable with changing client environments. Plant quality engineers know a single system in depth.
We match on product type, regulation and software. We approach people directly and confirm availability, conflicts and confidentiality terms before presenting.
Interfaces and red flags
The engineer works with manufacturing, engineering, regulatory affairs, supplier quality and the management representative. Ask how they dealt with a production lead who disagreed with a nonconformance disposition.
Red flags include closing CAPAs by changing the due date, protocols written after the work was done, a vague account of effectiveness checks and no experience with the regulation that applies to your product. Beware of candidates who describe validation only as filling in templates.
Common situations we staff
Typical assignments include a backlog of open CAPAs, preparation for a pre-approval or surveillance inspection, qualification of a new line or cleanroom, validation of a new quality system and remediation after a warning letter or audit observation. We ask which the candidate has handled and what they delivered.
What to prepare
Bring the quality manual, the open CAPA list, the audit schedule, validation master plan and recent observations. Candidates will ask who approves protocols and who owns the system of record. Settle both before interviews, since a contractor cannot close records without an agreed approver.
How the engagement and search work
We agree scope in writing: which products, processes and records, who reviews and signs and what evidence closes each item. The engineer works within your procedures.
Terms for each engagement are written and shared on request. You interview and choose, and a fee arises only if you engage a person we present. If you need a permanent quality engineer or manager as well, we can search in parallel.
Questions that reveal depth
Ask how they decide a CAPA needs a systemic fix and not a one-off correction. Ask what an effectiveness check looked like on their last closed record. Ask how they handled a protocol deviation discovered after execution. Candidates who have worked under inspection describe records, signatures and decisions in order, and they are plain about what they would do differently.
Ask also how they scale validation effort to risk. Strong engineers explain what they tested heavily, what they tested lightly and how they documented the reasoning.
A mistake to avoid
Companies sometimes bring in a contractor shortly before an inspection and expect records to be tidied. Auditors read the history, and late edits to old records create new problems. We ask candidates how they approached remediation honestly, with explanations of gaps rather than rewrites, and we advise clients to agree on that approach before anyone starts.
What shapes this assignment
FDA QSR and ISO 13485, CQV and CSV, CAPA backlogs before an inspection
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Related
Questions
How do you define the project scope?
We clarify reporting lines and specific regulatory requirements before presenting any candidates. You review vetted options and confirm the assignment goals before you decide to engage.
What is the fee structure?
No fee unless you engage someone we present. All billing terms are established in writing before the start of any work.
Are candidates currently employed?
We headhunt professionals who are working now as well as independent contractors. We verify their availability and interest before introducing them to your team.
Can the search remain confidential?
You can request confidentiality at the start of our process. We define exactly what information is shared with candidates before your business is identified.
How do you handle audit remediation?
We focus on hiring contractors who provide honest assessments of quality gaps. You and the contractor agree on the remediation approach before any records are adjusted.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.