Since 1989, Kazan International has focused on retained executive search exclusively for the life sciences, diagnostics, and healthcare markets.  Our clients range from early stage, venture capital-backed companies to multinational Fortune 500 corporations.  Within the executive suite, each client has highly specific requirements, and every assignment is unique.

We employ a systematic and strategic approach that that is both swift and comprehensive in its scope.  Our goal is always to complete each assignment in as timely a fashion as possible.  More importantly, we place superior candidates who are ready for the challenges of the position and, if required, possess the bandwidth to transition into roles of greater scope and accountability in the future.

When you retain a search firm, you are effectively hiring a strategic partner to serve as the “recruiting face” of your organization in the marketplace.  For over 25 years the Kazan International team has conducted itself with the highest level of integrity and sensitivity to the needs of our clients as well as our candidates.  We are here to meet your recruiting requirements, and will always do so ethically and with integrity.

Why Retain Us?

The most frequently asked question we receive from prospective clients is “Why should we use Kazan International rather than another firm?”  We believe there are a number of significant factors that differentiate us from our competition:

  • The consultant you engage will be the person managing all aspects of the search.  Each consultant is responsible for sourcing and identifying potential candidates, conducting the interview and reference process for each candidate, and directly managing the relationship between our clients and our Firm.
  • While we possess an extensive global database, we do not rely on it as our sole means of candidate identification.  We will actively conduct research and implement sourcing strategies specific to each assignment in order to surface the most qualified and skilled candidates.
  • We are committed to presenting 2-3 qualified candidates within the first few weeks of the search process.  It is essential that we calibrate our efforts quickly, and by doing so we ensure that we can make any necessary refinements to the position specifications and target candidate pool in a timely fashion.
  • Throughout the course of a search we are looking for people who have the potential to grow within your organization.  This provides you with the bench strength for additional upside opportunities in your organization, which is of significant benefit in succession planning.
  • We frequently develop competitive intelligence throughout the course of a search, and will share that information with you if meaningful and ethical.

For over 25 years the Kazan International team has conducted itself with the highest level of integrity and sensitivity to the needs of our clients as well as our candidates. We are here to meet your recruiting requirements, and will always do so ethically and with integrity.

Our Process


  • Introductory Consultations – In a detailed discussion, the client describes the requirements of the position, the company’s goals and characteristics, the industrial and competitive environment, and all other pertinent issues.  We, in turn, contribute our knowledge and advice, and help the client refine their objectives.
  • The Position Specification – We then prepare and submit a detailed Position Specification in which the client may or may not be identified, depending on the situation.  This specification forms the basis for initial discussions with candidates and contacts in the relevant area.
  • Strategy and Research – As the Position Specification is being developed, we are working to develop a search strategy that is most likely to identify the ideal candidate.  To do this, we analyze market conditions, review the competition’s staffing strategies; drawing on our international network, wide range of contacts, experience on previous, perhaps similar, projects, and our own database and research resources.


  • Identification of Prospective Candidates – The most critical stage of any search is identifying solid prospects.  Through our extensive range of contacts in the targeted industries, we identify possible candidates within a very short period of time.  The client is sent detailed reports on all suitable candidates.  These reports contain complete information on a candidate’s background, qualifications, present position and responsibilities as well as our views on his or her potential “fit.”
  • Prospective Candidate Interviews – As the search continues, we hold face-to-face meetings with potential candidates anywhere in the world to assess their qualifications and motivation.
  • Reference Checking –We conduct preliminary confidential references on all candidates.  We contact people who are acquainted with the candidate to get in-depth comments on the candidate’s management ability, technical competency, integrity and personal skills and characteristics that are relevant.
  • Client/Candidate Meetings – We then arrange meetings between the client and the lead candidates, ensuring that the client is fully briefed about each candidate in advance and that each candidate is fully aware of the demands of the position.  This is a critical stage for both parties, and it is essential that each is thoroughly prepared if the meetings are to produce useful results.
  • Candidate Evaluations – Immediately following the client interviews, we update the client and candidates on their respective reactions and expectations.  We help the client, where appropriate, to rate candidates against each element of the specification and to use these ratings to assist the client in forming his or her own conclusions.


  • Negotiation of Offer – Our knowledge of the market and our status as an intermediary are invaluable to the client in the sensitive negotiating phase leading to final acceptance of the offer, because the interests of both the client and candidate are taken into account.  This benefits both parties and leads to a successful negotiation.  During this aspect of the process, we assist in contract and compensation negotiations, cover prospects for career progression, and obtain any additional formal references required.
  • The Follow-Up – Our involvement does not end when the offer is accepted.  We often act as a liaison between the two parties to anticipate and resolve any outstanding issues, and to make the transition as smooth as possible.  After completing the assignment, we establish an ongoing relationship with the client and candidate through periodic phone calls or visits.