Prestige Scientific is an executive search firm that builds innovative leadership teams in Life Sciences, from Discovery through Commercial. We provide our clients with a performance-based hiring system that identifies leaders with past success meeting similar corporate objectives as their own, while overcoming challenges and adhering to critical timelines.
Since our founding in 2001, our search results have led to the landing of critical rounds of funding, the discovery of unmet medical needs, successful regulatory pathway design, merger and acquisition due diligence, executing successful exit strategy, and building successful commercial teams around a marketed product.
Our understanding of which competencies make the difference in a critical hire’s effectiveness can ensure the right experts are identified, and that talent management efforts achieve the greatest return on investment. Learn more about our search process.
Our Qualifications
Our Leadership
Since 2001, Prestige Scientific’s leaders have built innovative leadership teams in the biotech and pharmaceutical industry, and have fostered relationships built on trust and transparency. Their expertise places them as valuable advisors to their clients and candidates. Meet the rest of our team.
In today’s fiercely competitive job market, securing top-tier talent has become more challenging than ever. This is where executive recruiters step in as invaluable allies, offering a range of services beyond simply matching candidates with job openings, according to a recent report from Prestige Scientific’s Kristin Call. “While their primary role is well-known, there are
As the competition intensifies in the ongoing war for top executive talent, search firms are increasingly experiencing heightened pressure to provide an array of comprehensive services that go beyond pure retained search. The evolving landscape demands a strategic response, leading numerous firms to diversify, expanding their repertoire to encompass an assortment of supplementary offerings such
Quiet quitting. What began as a viral video has become one of the most talked about (and written about) topics this year. Is it a valid phenomenon, or is it nothing more than catchy clickbait? To a certain degree, the answer to that question does not matter, says executive search firm Prestige Scientific in a
Milford, MA. – Prestige Scientific announced the completed search for a senior vice president of development for their partner. This biopharmaceutical company is leveraging innovative platform technology to develop vaccines against infectious diseases. Their platform can potentially induce broad, robust, and durable protection against viruses. This critical hire will be a peer of the C-suite,
Milford, MA. – Prestige Scientific’s Co-Founder, Stephen Provost, was featured in a recent BioSpace article: How Executive Pay Packages are Negotiated As turbulent economic conditions persist and layoffs become more commonplace, some have elected to take large pay cuts to preserve cash flow. This has sparked a larger conversation about how, exactly, executives’ salaries are decided.
Milford, MA. – Prestige Scientific recently announced the successful completion of a search for a Vice President of Regulatory Affairs for theur clinical-stage biopharmaceutical partner who focuses on discovering, developing, and commercializing first-in-class targeted therapies that advance patient care. This leader will be responsible for developing and implementing Regulatory strategies leading to successful registration and
Milford, MA. – Prestige Scientific’s Co-Founder, Stephen Provost, was featured in a recent BioSpace article: Does Your Alma Mater Really Matter? Hiring managers assess a number of qualities about each candidate when choosing the right person for the role. Some consider a candidate’s alma mater–the institution at which they earned their degree–to be the most important
Milford, MA. – Prestige Scientific’s Co-Founder, Stephen Provost, was featured in a recent BioSpace article: As AI in Hiring Becomes More Widespread, New Regulations Target Discriminatory Practices Starting April 15th, New York City employers who use Artificial Intelligence (AI) tools in hiring will be subjected to Local Law 144; where employers will be required to inform