1.2k+ Happy Hires
QOP Pharma recruits across pharma and pharmaceutical services, where execution is shaped by payer and PBM pressure, regulatory scrutiny, quality systems, and supply chain realities. We learn how work actually flows across manufacturing, quality, market access, distribution, and pharmacy services, then target leaders who have already delivered in comparable, highly regulated environments. The goal is simple: shortlists built on real operating context, not recycled generalist resumes.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
For QOP Pharma, high touch means staying close to how your business really runs: portfolio priorities, pipeline and launch timelines, access and reimbursement friction, manufacturing and quality constraints, and downstream distribution or pharmacy pressures. We keep communication direct, represent the role and environment exactly as they are, and run tight feedback loops so candidates stay aligned to pace, accountability, and expectations. That leads to tighter shortlists, fewer wasted interviews, and stronger long term fit.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Pharmacy and Pharmaceutical Services industry
average time to hire, from intake call to top candidate accepting an offer.
Before we can find you the right candidate, QOP Pharma builds a clear foundation for the search. We learn your business, products, channels, regulatory context, and the traits you value most in a new hire. With that context, we align on what “ideal” looks like and what success in the position should truly mean.
Using the information you share, we dig into the market and build a targeted view of candidate availability across manufacturers, PBMs, distributors, and pharmacy services. We use that research to shape a focused outreach plan, then position the opportunity in a way that gets strong people to engage and enter the process.
Once targeting is locked in, we begin proactive outreach to build a qualified talent pool. Every interested candidate goes through screening and vetting so we can quickly identify who truly meets your standards and is genuinely aligned with the role and the realities of pharma. With this approach, we can surface qualified candidates within days.
As candidates move through interviews, we stay hands-on through each step. We coordinate scheduling, prepare candidates, manage communication, and keep momentum high across rounds. At the end of the process, we support offer discussions and help ensure a smooth transition through acceptance and onboarding.
QOP Pharma uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent across pharma and pharmacy services, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years, QOP Pharma has built a strong network of operators, senior managers, and leadership professionals across pharma and pharmacy services. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records, so we can support both day-to-day hiring and higher-level leadership needs in the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
