For over 25 years Kazan International has focused on retained executive search exclusively within the life sciences and healthcare markets.  Throughout the years we have adapted to the marketplace but have never lost our core focus on serving the executive recruiting needs our client partners.

Given the economic realities and challenges all companies have faced over the past several years, a number of our clients have requested that we work with them on a contingency basis.  Times have changed, and so must we.  We must identify and satisfy the evolving needs of our clients and it is clear that the paradigm has shifted.

The marketplace is hungry for a recruiting firm that can combine the best aspects of both retained and contingency executive search.  As a result we are pleased to introduce Kazan Performance (KP), a new service offering in the Kazan International product portfolio.  KP will focus exclusively on performance based, executive search for our clients while Kazan International will continue to engage in retained searches for senior management roles.  While KP’s fee structure may be performance based, our client partners can expect the same robust process and quality of results.

Why Kazan Performance?

Kazan Performance will broaden our firm’s ability to satisfy the recruiting needs of our client companies across all levels of the management continuum.  We will work with you in a manner unique to the contingency search marketplace:

  • We will focus primarily on engagements for positions up to and including the Director level at a fixed fee of 25% of the successful candidate’s base salary.
  • We will differentiate ourselves from other contingency firms by being more “client centric” in our process.  We will utilize the same process and methodology that has made us successful for over 25 years in the retained search business.  This process will be highly strategic in nature, and we will collaborate extensively with our client partners.
  • We will work on search engagements across all functional areas including sales, marketing, RA/QA, R & D, and operations.
  • We will utilize our extensive network of industry contacts, as well as our extensive database, to source and develop a deep talent pool for our clients.
  • Our candidate development process will be robust and thorough, and not an exercise in inundating clients with resumes.
  • Our involvement will not end with the successful completion of the search, but will extend through the transition period, onboarding process, and beyond.

Our objective for Kazan Performance: to set the standard for performance-based executive recruitment in the global life sciences and healthcare marketplace.  While each of our consultants will be engaged in both Kazan Performance and retained search engagements, we are fully committed to developing and growing the KP business model as we continually strive to adapt to the needs of our clients in a rapidly evolving marketplace.

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.