Established since 2006, we operate solely within the Pharma, Biotech and Medical Device industries. We work in partnership with a wide range of clients, from blue-chip manufacturers to specialist boutique consultancies, supporting them all in finding talented individuals for their permanent and contract vacancies. If you are looking to attract new people to your team or you’re a candidate looking for a new opportunity, then we’d love to hear from you.
Our expertise runs right through the product lifecycle, from clinical research to commercialisation, and our Consultant teams are split out by sector, meaning that they are very specialised in what they do with strong networks and excellent knowledge of their specific markets.
To find out more about our story and our areas of expertise, please click through to the ‘Our Story’ section of the website. And if you can’t find what you’re looking for or have any questions whatsoever, please don’t hesitate to call us on +44 (0)1625 541 030 and the team will be very happy to help.
This year, we've partnered with the fantastic Children's Farm Trust as our corporate charity. Find out more about how the money we raise can help them - and why we're walking to New Zealand and back to do so - here!
No CV? No problem! Use “Apply with Linked In” when you apply for jobs and it magically sends us your profile.
We can’t find you a fab new job if you don’t... And we’d never do anything naughty with your info.
Here at Carrot Pharma we love to recognise the people who help make our company distinctly different!
One person who has made a massive impact on Carrot over the years is Rachel Mullaney - who is celebrating TEN years with Carrot this week.
Officially, Rachel is our Office Manager. Unofficially, she's our Agony Aunt, party organiser, company car booker, client visit scheduler, biscuit tin refiller, joke teller, Pitbull lover (the musician, not the dog), shoulder to cry on and all round do-gooder!
"Wow. First of all, where has the time gone?" commented Rachel, when asked about the past ten years at Carrot.
"When I first started with Carrot in 2009 there was a team of around six people. Since then I've watched the company grow, teams evolve, individuals develop and excel and the 'Carrot Culture' that Martin and Debbie are so passionate about continue.
What has Carrot been during this time? Hard work yes, enjoyable absolutely, funny of course, and I have met so many great people along the way. Where do you get all that in one place and enjoy every minute of it? That's Carrot for you!
I've too many highlights from over the years to list them all but here are a few of my favourite ones:
I'd like to give thanks to Martin and Debbie - they have developed a workplace environment that's great to be a part of!"
Owen Heyworth, Pharma Sales Talent Resourcer at Carrot Pharma Recruitment, defines what stand-out skills help candidates to move into the highly competitive pharmaceutical industry.
The pharmaceutical industry is an exciting, fast-paced and ever-changing world to work in. I talk to pharmaceutical sales professionals daily, from Graduate Sales Representatives promoting 'me too' drugs, to Senior Sales Directors working on specialist rare disease products, and have a sound understanding of how challenging, varied and truly fascinating a role in pharmaceutical sales can be.
Alongside the fantastic financial perks (big salaries, car allowances and additional incentives) professionals in the industry often promote life-changing products, something many representatives agree hugely motivates them to be the best that they can be.
"It will depend on the hiring manager as to whether they are open to someone with a great attitude and sales track record"
Perhaps because of how rewarding a career in this industry can be, it is also one of the most competitive to break into. Most hiring managers look for candidates with existing networks and therapy area experience when they hire for certain positions - a stumbling block for established sales professionals looking to transition into pharma. It will depend on the hiring manager as to whether they are open to someone with a great attitude and sales track record, who is ambitious to grow and develop into a pharma sales role, but who doesn't have the network or therapy experience.
We have successfully placed candidates with varied sales backgrounds into pharma roles where the managers have been open-minded and value a different perspective and commercial acumen in their team.
Shadowing a pharmaceutical representative is an invaluable experience as it gives a real insight into the day-to-day tasks involved in the profession. A candidate sees first-hand the competencies they'll need to demonstrate to make it as a pharma representative, giving them more to discuss once they make it to the interview stage.
Joining a pharma representative for the day also allows candidates to observe how to go about gaining access to different hospitals (a task which can seem quite daunting to those without this experience), as well as giving the opportunity to learn about the prescribing of medicines and how products need to be positioned before this can happen.
How do you go about shadowing a pharma representative? The simple answer - networking. To gain access to the industry it's often about who you know. Perhaps a friend of a friend is already a pharma representative, or a family member can put you in touch with someone they know.
One candidate I spoke with recently took a novel approach to gaining their shadowing experience. They created an account on LinkedIn explaining they were looking to get into the industry and connected with several medical sales representatives in the local area, asking if it would be possible to accompany them for a day of shadowing. After several rejections they found someone willing to give them a chance - which gave them the experience they needed. Just because you don't already have a network in place, there's nothing stopping you growing your own.
Gaining experience in this way speaks volumes about the individual's passion and drive to secure a role in the industry and will be an excellent way of demonstrating your commitment to a potential employer. Shadowing a representative could also help you in securing your first role - they may put in a good word for you with their company or could write you a glowing reference which would help to strengthen your application.
The ABPI exam
The other thing that really makes a candidate's profile shine is if they've self-funded themselves through the ABPI exam. This is a qualification from the Association of the British Pharmaceutical Industry, which everyone who sells in the industry is required to complete within two years of working within pharma sales.
The qualification costs around £1000 and there are two Level 3 options to take; the Certificate or the Diploma. The qualification involves modules about the NHS and code of practice, human body structure and function and the development and use of medicines.
Of course, it is costly to complete and most companies will sponsor you through it when you start, but as it's such a competitive industry to break into, assuring your new manager that you're dedicated enough to invest in the qualification and capable enough to pass it will really set you apart from the other entry level competition.
Previous sales experience
It is highly desirable for a candidate to have experience in a sales role, so they can show that they thrive in a target driven environment, they can deal with setbacks and be creative around rejections, and can tailor their pitch to a variety of audiences.
If you're struggling to break into the industry you could try working in sales in a different industry for a year or so to gain this valuable experience.
Once you've secured an interview, be sure to complete as much research on the NHS and the product you'll be promoting as possible. Completing a shadowing diary will also be highly beneficial. If you work with a recruiter, they'll be able to guide you through the process, advising on practice competency questions, presentations and role plays.
This article was first published on Pharmafield on 16th Sept 2019. Go to www.pharmafield.co.uk
By guest blogger Preeti Parikh - Head of Business Development at RAS LifeScience Solutions, a boutique pharma/life sciences consulting firm.
The history of medical marijuana...
Cannabis' (Marijuana) use as a medicine dates back to 4000 BC in China. During the 19th century and till early 20th century, marijuana was used globally to treat various illnesses such as migraine, neuropathic pain, musculoskeletal pain and in childbirth.2
In Canada, cannabis was added to the Confidential Restricted List in 1923 under the Narcotics Drug Act Amendment Bill.3
Cannabis was listed under Schedule 1 drugs and made illegal in the United Kingdom in 1928 but doctors could prescribe it until the Misuse of Drugs Act came into play in 1971.
By 1961, the United Nations Single Convention on Narcotics Drugs made a coordinated global effort to prohibit and monitor the use of illicit drugs.6
In the U.S., cannabis was listed for the first time in the United States Pharmacopoeia in 1850. With the passing of the Marihuana Tax Act in 1937, cannabis use was restricted and was ultimately dropped in 1942. Further to this, the Controlled Substances Act in 1970 imposed a complete federal prohibition and listed cannabis as a Schedule 1 controlled substance.3
Despite US federal legislation, New Mexico became the first state to legislatively recognise the therapeutic benefits of cannabis in 1978 and by 1982 there were varying medical cannabis frameworks in place within thirty states. In 1996, California became the first state to legalise the use of botanical cannabis for medicinal purposes under physician supervision with the enactment of the Compassionate Use Act.2
The story now.......
The legal landscape of medical marijuana has evolved dramatically over the last decade.
In the U.S., the medical use of marijuana has now been legalised in 33 states. Fourteen other states have laws that limit tetrahydrocannabinol (THC) content, while allowing access to cannabidiol (CBD) rich products, given it is a non-psychoactive effect. The recreational use of marijuana has been legalised in 11 states (Alaska, California, Colorado, Illinois, Maine, Massachusetts, Michigan, Nevada, Oregon, Vermont, and Washington), the District of Columbia, the Northern Mariana Islands, and Guam. Another 15 states and the U.S. Virgin Islands have decriminalised cannabis use.5
Clinical research on the possible uses of cannabinoids for medical treatment is steadily increasing. However, since cannabis is listed as a Schedule 1 controlled substance in the United States, conducting research and raising funds for cannabis-related research is not easy for pharmaceutical companies. Research conducted on cannabis requires licensing from the DEA (specific to Schedule I drugs) as well as approval from the FDA.15
Prior to 2015, research also required approval from the U.S. Public Health Service, but this requirement has now been eliminated to make it less difficult for cannabis research to be approved.
Back in Europe the European Union now allows its EU member states to make cannabis available for pharmaceutical purposes. Doctors may prescribe cannabis for relief of symptoms arising from multiple sclerosis, AIDS, cancer, long-term neurogenic pain, Tourette syndrome, Crohn's disease, PTSD and other illnesses.3,7
In the U.K., medical cannabis products have been moved from Schedule 1 to Schedule 2 substance in 2018, which allows doctors to prescribe them under certain circumstances.16
In 2018, Canada put in place a federal legislation of cannabis and established co-existing frameworks for recreational and medical use of the plant. Even though the recreational marijuana segment has always been under the limelight since Canadian legalisation, the medical marijuana segment of the cannabis industry has seen some growth over the years: from being commonly prescribed for pain management all the way to new drugs being approved for the treatment of childhood epilepsy.11
Let's look at the marijuana-based pharmaceutical products approved so far....
Even though cannabis and cannabis-derived products are being used for a number of indications, to-date only three prescription cannabinoids are FDA-approved and legal in the U.S. to be prescribed in all states:10
The future looks bright...
The legal medical marijuana market is expected to reach $66.3B by the end of 2025, globally. Increasing legalization across the globe and use of marijuana in medical, as well as recreational, applications are some of the drivers for the market growth. Growing adoption of cannabis as a pharmaceutical product to treat various illnesses will boost demand for medical marijuana in the coming years.9,21
Despite the regulatory and financial challenges, the medical cannabis industry has witnessed significant achievements over the past year: the FDA approved Epidolex and the global regulatory landscape opened up for the medical cannabis-based pharmaceutical research. The medical marijuana market is poised for growth as more governments across the globe open up regulatory and financial pathways for medical cannabis research and commercialisation.
FDA: The Food and Drug Administration
NIDA: The National Institute on Drug Abuse
DEA: The Drug Enforcement Administration
By Nicola Simpson, Med Comms Associate Consultant
Glassdoor - one of the world's largest job and recruiting websites - has 32 million unique monthly users. That's 32 million people who could be looking at authentic reviews left online about your company. So if the candidates you're looking to attract are highly engaged and well-researched, they'll obviously want to take advantage of a website which gives them insider knowledge on the company they are interested in.
Glassdoor can provide job seekers with information on salaries, benefits, company culture and more. This can provide potential employees with invaluable advice they wouldn't have gathered from a job advert alone - so why do so many companies ignore the reviews (both positive and negative) left on sites such as Glassdoor, especially when these reviews could be so influential in the decision making process of potential new employees?
Below we'll take a look at several ways in which companies can ensure they're portrayed on review websites in the best possible light.
Every company will have experienced disgruntled employees in the past. And just like with sites such as TripAdvisor, people are more likely to leave a review if they've had a bad experience as opposed to a good one. It should be expected there will be the odd negative review left about the company you're looking to interview at - what's important is that the company has responded to all these negative comments in a timely and professional manner.
To offset any negative comments it'd be worthwhile encouraging current employees to leave comments too. They should feel free to write what they want (it's an anonymous forum after all) and ask them to comment in dribs and drabs over several weeks and months. This will ensure your Glassdoor profile looks more credible, instead of a sudden rush of reviews all left within a couple of days.
There are bound to be plenty of team members with really great things to say about the company, who hadn't even thought about writing an online review - so encourage them to do so! It's also a great chance for current employees to get their voices heard.
Why do companies ignore their bad reviews? If these aren't a regular occurrence - and the company knows this isn't how the majority of their staff feels - they might not see the need to respond. Yet future employees might view these comments as the truth. Or that any issues they have with the company may not be listened to.
It is always worthwhile regularly checking company reviews - you should welcome all feedback, address specific negative experiences and amplify your positive reviews. This will show you are a transparent company who values feedback. It'll also hopefully show potential future employees that the negatives reviews were either one off experiences or factors you are working to improve.
Glassdoor, and other company review sites, can be of use in helping your company uncover issues you were previously unaware of. If a few reviews are giving the same feedback, for instance asking for more regular appraisals or more flexible working options, you can use this feedback to implement positive changes. Viewing these reviews as constructive criticism will show staff you value their feedback, and these changes are likely to increase both your staff retention and your employee's job satisfaction.
We can't state enough how important company review sites are both to attracting new talent and retaining that which you already have. By implementing a few of these tips, you'll be able to successfully improve your company's online presence, whilst showing you value and take on board both positive and negative comments about how you run things.
For a more in-depth look at how best to utilise Glassdoor for your recruitment needs check out this fab article here.
By Chris Costello, Market Access Consultant
Graduating this summer with a Life Sciences degree?
Fancy working in 'Healthcare' or 'Pharma' but don't want to work in a Lab?
In line with the time of year and the job hunt that most graduates now face, I am often surprised / astounded at how unaware candidates are of the options that exist in today's market for them. A BSc Lifesciences Degree can open a lot of doors and lead to a very fulfilling (and often lucrative) career, but you must start somewhere and that's where I feel grads could do with some extra help.
Every day myself and my colleagues field calls from bright, articulate and well qualified graduates who are looking for that first step into Pharma but, when asked what area of Pharma they are interested in, the answer of "I'm not sure, just Pharma" is an all too common response.
As a comparison and whilst (obviously) not as glamorous and as famous as the footballing world, this is the equivalent to ringing Manchester United's main reception and asking for "a job in football". We all know there are so many roles that exist in football - such as scouting, commercial, legal, support sales, operations, finance, physiotherapy, strength & conditioning, administrative etc - but, because all of these areas are so well defined most people will have some sort of inclination towards one or two areas and, naturally, pursue that particular path.
Whilst Pharma isn't as clearly defined as the roles within a football club, and switching paths is by all means possible, the focus (similar to the football analogy) should always be on what you enjoy the most and what you want to do in the future! There are so many different career paths in the Pharma / Lifesciences industry that, whatever your passions or inclinations, I am very confident that there will be a route for you.
Here at Carrot, we'd recommend thinking about the following to help you decide which career path within pharma to take:
For further information to help you with this big decision, both Prospects and the ABPI have written fantastic articles on which sectors within pharma you Life Sciences degree could help you transfer in to.
Many of the big pharma companies run their own graduate schemes (as opposed to going through a recruiter) but to give you an idea of the type of roles out there within the industry you can take a look at our jobs page here.