Move From Bench To Scale using nanotech recruitment experts
The Key to Driving Growth
Building a skilled team of technology leaders and business professionals is essential for the success of a nanotechnology company.
However, attracting and retaining top candidates can be challenging, especially in highly competitive markets or when facing financial constraints.
For Founders, investors and senior executives, the stakes are high when it comes to acquiring qualified talent. Get it right and you can overcome barriers and seize opportunities.
Get it wrong and you can experience the pains of slow or declining growth.
The domino effect of slow growth from an underperforming team can lead to financial tensions, investor anxiety not to mention catastrophic career consequences for top management.
If you are fortunate to have a top performing team, key performance indicators are rising, investors are happy and the prospect of realizing significant financial and career upside becomes real.
In many cases adding that one key leader can make all the difference.
Recruiting effective leaders with the capabilities to make a difference can be very challenging and time consuming.
Most firms that produce nanotechnology products are innovation stage privately funded organizations where resources must be laser focused on the next milestone.
Because of these size and resource constraints, internal recruitment capabilities are non-existent. A reliance on outsourcing executive recruitment is not only routine but essential.
As a case example, a growth stage firm was developing groundbreaking materials and electronics for a new generation of wearables technology.
The team was stacked with young technologists and PhDs. They needed a C-level executive who could raise venture capital with sophisticated investors. Since the management team was young, they sought to add some “gray hair “and gravitas to the roster.
We engaged in a national search for a Chief Operating Officer. The search quickly yielded a top candidate with world-class background and experience in raising venture capital for growth-stage firms.
In less than a year, eight-figure funding was secured.
This fueled continued development of the flagship product. After 3 years the company was acquired resulting in a successful exit.
The cost of salary and search fees to make this one critical hire, paid asymmetrical rewards for all concerned.
These achievements are not just a one off.
Clients consistently get these outcomes that can move the needle by applying our time-tested methodology.
JP Boyle & Associates, Inc. has decades of experience working with innovation stage companies that need a trusted resource to help achieve the next level of growth.
We offer a proven system that has been time tested for decades that yield results consistently and efficiently
When we work together, we identify the key business objective you are looking to attain. We build your ideal candidate persona that embodies the qualities that you seek to hire. Mapping and researching the market to assemble all the available talent using all resources available. In parallel, we craft your narrative that will attract leading candidates to want to engage in conversation.
We take the stress and uncertainty out of targeted hiring and get results.
We work collaboratively with our clients.
Here are some of the benefits you’ll receive throughout the process:
