Case Studies

Team Leaders - Aseptic Compounding


Overview

Fresenius Kabi is a healthcare company specialising in clinical nutrition and infusion therapy. The company was formed in 1999, following the merger of the pharma division of Fresenius Ltd with the nutrition business of Pharmacia & Upjohn Ltd. They are dedicated to the concept of Caring for Life. We have worked with the business for over 20 years, recruiting across all areas of the business for them and adding value by consistently delivering talented individuals who add long term value.

Objective

We were tasked with finding three Aseptic Compounding Team Leaders for the company’s aseptic manufacturing unit based at their head office in Cheshire. This was a new level of management within the site and it was imperative that we found the right people for the roles. The candidates needed to have proven pharmaceutical manufacturing experience within a sterile/aseptic environment. cGMP awareness and experience of leading or supervising teams was required coupled with an ambitious and ‘can do’ attitude.

Strategy

Due to the highly specialised nature of these positions we worked on a retained basis and undertook a combined approach involving both search and advertising.

The advertising was conducted under the Fresenius Kabi brand in order to attract those who were familiar with the company and wanted to work for them, and also to promote the company’s growth and success in their field.

The search involved identifying target companies across the North West working within aseptic manufacturing, headhunting to find candidates working in this specialist area, and then engaging with these individuals to determine their suitability in terms of skills, experience and cultural fit.

We interviewed the highest calibre individuals based on agreed competencies required by the client, before creating a shortlist.

Taking a combined approach meant we saw not only a great response from the adverts, but we also identified a good number of suitable candidates from the direct head hunting approach. These were filtered down to ensure only those with the relevant experience and cultural fit to the company were progressed to the next stage.

Outcome

The process was very successful with all 3 roles being filled following an initial interview. Such was the quality of the candidates; the company was able to create another Section Leader position and take on a total of four talented managers into the business on this occasion.

All four individuals have had a positive impact on the business, and due to a restructure in the years since, two have been promoted into more senior positions.

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