Clinical QA Administrator Job in Home Counties

Jim Gleeson at CK Clinical is currently recruiting for a Clinical QA Administrator to join a global pharmaceutical company based in Buckinghamshire.

Employed under a 6 month contract, as Clinical QA Administrator you will provide administrative support to a busy QA department ensuring GCP across a large number of global clinical trials. This will involve ensuring that all necessary documentation is complete and filed correctly, liaising with third party companies to obtain information in a timely manner and helping to prepare for both internal and external audits.

Jim is looking for candidates with previous experience of working within Clinical Quality Assurance.

How to apply:

For more information or to apply for this Clinical QA Administrator position, please contact Jim Gleeson on 01438 743 047 or email Please quote reference CL22678 in all correspondence.

Not quite what you’re looking for? Click here to search our current clinical qa jobs.

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Feasibility and Patient Recruitment Manager Job in London/Cambridge

Jim Gleeson at CK Clinical is currently recruiting for a  Feasibility and Patient Recruitment Manager to join a world leading Biotech Company for an initial 12 month contract with highly competitive rates.


  • Organise and lead cross-functional meetings including all appropriate key customers/stakeholders to develop and execute the strategy for the feasibility assessment.
  • Identification of patient profiles and marketing dynamics.
  • Provide historical and industry benchmarking data to inform the feasibility process.
  • Develop contingency and implementation plans for countries and sites.
  • Advise study teams to help them maximise their enrolment rates.


The ideal candidate:

Jim is looking for candidates with extensive patient recruitment experience and a background in biopharmaceutical clinical development.

Apply now

For more information or to apply for this Feasibility and Patient Recruitment Manager job, please contact Jim Gleeson at CK Clinical on 01438 870027 or email your CV to Please quote reference CL22979 in all correspondence.

Not quite what you’re looking for? Click here to search our current clinical jobs online now.

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Are you going to the BARQA Conference 2011?

Jonathan Hart-Smith and Jim Gleeson from CK Clinical are! If you are looking to expand your team, or for a new position yourself, Jim and Jonathan will be happy to speak to you. So just pop along to stand number 14 to say hello.

Taking place at the 4* Marriot Royal Hotel in Bristol, the theme for this year’s Annual BARQA Conference is Quality Connections – Bridging the Interfaces.

Schedule a meeting with us…

If you would like to schedule a meeting at the conference to discuss your recruitment requirements from any perspective, simply contact Jim Gleeson on 01438 743 047 or email

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Clinical Operations Manager Job – South East UK

Jim Gleeson at CK Clinical is looking for a highly experienced Clinical Operations Manager to join a large global Pharmaceutical company at their site based in Hertfordshire. This is a permanent position.

The job:

As Clinical Operations Manager you  will lead the multi functional study team, co-ordinating activities and working closely with other team members including Therapeutics, Data Management, Biostatistics, Regulatory and Pharmacovigilance.  Initially you will be Regional Lead (EU) for a complex Phase II study, but progress to Global Lead as the compound moves into Phase III.

Responsibilities will include:

  • Managing all aspects of the study from start-up to close-out, ensuring adherence to timelines and compliance with ICH GCP guidelines
  • Leadership of multi-functional study teams
  • Selection, assessment and management of CROs and other third party vendors
  • All programme management and monitoring activities
  • Budget setting and tracking


The ideal candidate:

To be considered for this position, you will have:

  • Extensive CRO management experience
  • Line management experience
  • A haematology background will be useful though not essential


How to apply:

For more information or to apply for this Clinical Operations Manager position, please contact Jim Gleeson at CK Clinical on 01438  870027or email Please quote reference CL22703 in all correspondence.

Click here to apply online now.

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Contract Clinical Research Associate (CRA) Job – North West, UK

Jim Gleeson at CK Clinical is helping the UK affiliate of a global pharmaceutical company to recruit for a Clinical Research Associate (CRA) to join their team based in the North West, UK.

The role:

As CRA, you will work on a number of Clinical Trials and ensure that Clinical Trial related activities are carried out in accordance with the appropriate GCP guidelines.

In addition, this role will also involve  monitoring and reporting on progress of clinical trials in the UK in order to meet research and commercial objectives. The role will encompass study set up, monitoring through to close out.

This is a field based position so you must be able to drive to sites and have full home office set up. You will have demonstrable prior experience in clinical research. Experience in the therapy areas of diabetes, oncology or MS would be beneficial but not essential.

How to apply:

For more information or to apply for this CRA position, please contact Jim Gleeson at CK Clinical on 01438 743 047 or email Please quote reference CL22646 in all correspondence.

Click here to apply online now!


Not quite what you’re looking for? Contact Jim to find out about other Clinical roles he is recruiting for.

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Project Manager Job (Oncology) – Central London

Jim Gleeson at CK Clinical is recruiting for a Project Manager who will be responsible for assembling and leading multidisciplinary teams to drive the delivery of science-based decision making through exploratory, preclinical and clinical phases of development.

Key Responsibilities:

  • To be accountable for the design and implementation of robust development plans and the delivery of drug development projects on time, to budget and to appropriate scope.
  • Drive the completion of Investigational Medicine Product Dossiers in partnership with key team members. Ensure Investigational Brochures are available in a timely manner, and author where necessary, in alignment with protocol development and review.
  • Lead the negotiation, drafting (where appropriate) and execution of third party agreements consulting with Legal and procurement as required.
  • In collaboration with the Quality team, oversee the development of pharmacodynamic and pharmacokinetic assays for use in clinical trials and ensure the Clinical Study Manager prepares relevant Specialist Unit agreements.
  • In collaboration with the Drug Supply Manager, ensures adequate drug supplies are available for preclinical studies and clinical trials.


  • Relevant life science degree, MSc or PhD preferred
  • Pre-clinical development experience
  • Early phase clinical experience ideally
  • Experienced in the use of project management software
  • Line management background

How to apply:

For more information or to apply for this Project Manager position, please contact Jim Gleeson at CK Clinical on 01438 743 047 or email Please quote reference CL22540 in all correspondence.

Click here to apply online now!

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EU Corporate Affairs Associate Director Job – South East, UK

  • £65k+ car allowance
  • Permanent position

Jim Gleeson at CK Clinical is looking for an EU Corporate Affairs Associate to join a global pharmaceutical development organisation based in the South East, UK.


The role:

As EU Corporate Affairs Associate Director, you will develop and deliver high impact, integrated communications plans to promote employee understanding and, in turn, drive business performance, organisational effectiveness and employee engagement across the EU business.

Your main responsibilities will include:

  • Lead and coordinate integrated internal and external communications strategies to support EU and strategic business initiatives
  • Provide strategic internal and external communications counsel to a range of business leaders across the EU
  • Ensure that business and functional communications are relevant, consistent, credible and timely
  • Manage third party vendors such as agencies, designers, printers and freelancers and the associated budgets to ensure strategic and cost-effective use of services


The ideal candidate:

The successful applicant for the EU Corporate Affairs Associate Director will have a BSc in communications, public relations, journalism, marketing. An MSc is preferred. In addition, you will have the following experience:

  • Proven experience of corporate internal communications
  • Ability to demonstrate an understanding of a global audience
  • Line management experience
  • Ability to coordinate communications professionals, vendors and agencies
  • Experience of the development and execution of results driven communications strategies that are aligned with business goals and objectives.


How to apply:

For more information, or to apply for this position, please contact Jim Gleeson on 01438 743 047 or email

Click here to apply online now!

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Sample Management & Logistics Head Job – South East

  • Permanent
  • Around £60K
  • South East

Jim Gleeson at CK Clinical is looking for a Sample Management & Logistics Head to join a leading global pharmaceutical company at their UK headquarters based in the South East.

The role:

The main purpose of this role will be to oversee a large team managing bioanalysis carried out in support of global early phase clinical trials and biomarker studies. The successful candidate will also have responsibility for development, forecasting and spend for the group and the recruitment and training of new members of staff.

The successful candidate:

The ideal applicant or this position will have Life Science degree as well as experience of managing a laboratory carrying out analysis of samples from Clinical Trials. You will also have proven line management experience and will be willing to travel internationally (typically about once a month).

How to apply:

For more information or to apply for this job, please contact Jim Gleeson on or email Please quote reference CL22427 in all correspondence.

Click here to apply online now.

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CK Clinical to Exhibit at the ICR Conference 2011

CK Clinical are proud to announce that we will be exhibiting at the ICR 32nd Annual Conference on the 21st – 22nd March at the Brighton Hilton Metropole.

Here at CK Clinical we are big fans of the ICR Conference as it provides a great opportunity to not only learn about the latest developments in clinical research and but also to network with professionals in the area.

Our specialist Consultants Jim Gleeson and Ben Traies will be representing CK Clinical at the event. Please come and say hello, our stand number will be 35. If you would like to schedule in a meeting to discuss possible recruitment requirements or job opportunities, please email Jim at

We look forward to seeing you there!

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Quality Staff Recruitment and Retention

Where to start? The recession of course! In 2009 the pharmaceutical industry was affected just the same as everyone else by the economic downturn. Biotechnology companies found their funding being withdrawn or just not being there in the first place, large pharma suffered from drug pipelines drying up, and the related services industries found it difficult to win work, with their margins being squeezed hard by clients who found themselves in a very strong bargaining position. From a purely recruitment perspective there have been a number of effects of this turmoil. For much of 2009 hiring permanent staff slowed, and then slowed more. People were getting to final stage interviews and occasionally even being offered roles before a decision came that permanent recruitment had been frozen. Despite this, many organisations, both large and small, found themselves in need of staff of all types, so interim hires boomed as head count was blocked. Large numbers of highly experienced people found themselves redundant, some for the first time, though for others in the biotechnology sector it was becoming a familiar experience.

Over the past year though, a sense of normality has been returning. Biotechs are finding backers, big pharma has been acquiring products, and headcount is getting signed off again as development is ramping up. So we now have fewer, hopefully fitter, companies, a resource of skilled candidates in many specialisms (though not all) and it’s time to think about how to fill the gaps in the workplace. Getting it right is not easy, and sometimes it isn’t cheap. Getting it wrong can be very expensive; finding you’ve taken on the wrong person not only means the cost of hiring them has been wasted, but the operational consequences in lost productivity, lengthening development timelines and morale can be major as the process begins again.

So what to do? As a recruiter, my obvious answer would be to ring me and help pay my mortgage, though there are other options. If you are looking to bring an extra person into your organisation, word of mouth does bring results. If it’s a role you are able to let people in the company know about, let them know! It’s a small world in pharma, and while it’s not quite true that everyone knows everyone (in some niches it can sometimes seem like that), you will get names that your employees know, trust and would happily work with again. Offer a small introduction fee and you will get people’s attention.

Advertising works; use your company’s website and commercial ones, and also consider the print and online journals that your ideal candidate is likely to read. Such advertising can be surprisingly expensive though, especially if you are not planning the volume required to negotiate discounted fees. Maximising success via the internet means optimising what you put out so that people will actually see it, a task that does require specialist expertise to be done properly.

Many larger organisations have the capacity for dedicated recruiters to be employed internally, or for the function to be outsourced to a service provider. Both solutions work well if you can be sure you have the volume of positions needed to be filled to justify the cost. However, whether you go down the path of dedicated recruiters or decide to task the work to human resources, they will need, in turn, to go to third parties in order to find specialist staff. That’s where recruitment consultancies come in.

The thing with recruitment consultancies is that we charge a fee, hence we are often considered an expensive alternative. Not necessarily so. Choose the right consultancy for the right position and you have an ally who will take much of the hard work from you, be well networked with the right people, and act as an ambassador for your organisation. There are a lot of recruiters out there. What there is not is a real one-stop shop which can reliably fill every vacancy you have (unless your company might be a consultancy offering something along the lines of pharmacovigilance, QA or medical writing services).

Consider cost against value. If you called thirty different recruiters you could probably find half of that number would agree to very low fees and you’d have an instant preferred supplier list to send a bulk email out to for every vacancy. Low cost and low maintenance, but you wouldn’t have the time to brief each of those companies on the detailed requirements of each role. As those companies’ consultants will be working on a large number of vacancies in order to justify their salary because of those low fees, the level of attention given to your roles will be as low at that given to all their other clients. Remember, that consultant is the first point of contact on behalf of your company with potential candidates.

While there are many types of recruitment offerings available, which can be tailored to your needs, the basic three are temporary / interim staffing, and either contingent or executive search for permanent requirements. Companies that offer both forms of permanent recruitment (and that really can deliver on both!) are few, though most of either type are likely to fulfil your contract needs also.

The market for retained executive search has changed over recent years. The need to pay a commencement fee to begin the search for a senior level role has lessened, as there are more very experienced and well networked recruiters working on a contingency basis. Why pay a large invoice up front when you could fill that role on a contingent basis and only pay on a successful hire?

Whichever path of recruitment you choose to go down though, please choose your recruitment company with some care. There are many out there and their quality does vary hugely. A good place to start would again be your own staff; ask them for recommendations of recruiters that have impressed them with a good knowledge of the industry and the utmost honesty. Once you think you have found a company worth speaking to, ask them to supply references, to agree terms from the outset, and to be quite clear on what they can’t do for you as well as what they can. To repeat, there really isn’t that one-stop shop which will be able to fill every requirement you have. A good recruiter should be able to advise you on organisations to speak to for areas in which they aren’t specialists.

If you view your recruiter as a business partner, they will view you in the same way. If you have a small list of trusted suppliers you’ll have the time to properly brief them with the full details of positions, background to roles and the personality required to fit well with the team, and they’ll be able to offer advice upon the pool of candidates available. Once armed with that information they can begin the search process, speak to candidates with a sense of conviction, and supply you with a shortlist of highly targeted applicants. It’s useful at this point to plan timelines, and agree dates up front for CV submission, management review and interviews, and you will have that person on board sooner than if each stage in the process was managed ad-hoc.

After review, the interview process for the selected candidates should be conducted with care. As well as having their potential line manager question them on their technical suitability, consider holding a competency-based interview with a trained member of staff, using a series of targeted questions to assess their suitability for the demands of the role. One step in this that remains comparatively rare, but actually proves extremely informative, is getting candidates to meet the team they will be working with. Hiring someone who will disrupt things or ‘just not fit in’ will be a big mistake, and can often be avoided.

Once a potential employee has been identified you need to think about the offer. Do you know enough about the candidate to be sure that they will accept? Ensure that you are fully briefed on points such as other roles the person may be interviewing for, their full package details (not just the base salary) and any family commitments that may influence their decision. There is often a degree of negotiation when an offer has been made, so be prepared for this, but go in too low and you risk losing credibility in the eyes of your chosen candidate. When an offer has been accepted it is vital that the candidate’s point of contact (whether internal HR or your recruitment partner) stays in touch. Candidates often have mixed feelings about leaving an employer, especially if it’s one they’ve been with for some time and have a sense of security with. At this point they are likely to be susceptible to a counter-offer, and having a contact to discuss the emotional aspects of the decision with is likely to be the only way of ensuring they do not reconsider.

So it’s day one and there’s a new employee in reception. How to ensure they stay an employee for a reasonable amount of time? Unfortunately it’s not unusual for staff to leave a new employer within the first six months; the usual cause of this is that expectations have not been met. It’s important not to over-promise during the interview process – if they have been told things will be in place, then they must be. Also, the first week is a bad time to find there are issues in a new place of work. It’s better to make people aware of these things in the latter stages of interview, and maybe suggest they are issues your new person could be involved in improving.

Any company that has a highly skilled workforce stands the constant risk of losing employees to their competitors. If you can afford to do so, the most effective means of assuring retention is obviously to offer attractive rates of pay and a good package of benefits. Many senior staff in the larger pharmaceutical companies have spent their whole careers with the same employer, partly due to the fact that other organisations just cannot compete financially. If you don’t have the budget for this though, you can still minimise turnover by ensuring your employees really value their roles and feel valued themselves. Ensure that there is the opportunity for training and development, and then that the acquired skills are made use of. Offer a clear path for career progression, whether it’s a linear one within the same specialism, or one that gives people the chance to develop in new areas and broaden their horizons.

None of this is rocket science, but any of this can be and does get forgotten from time to time, as an organisation’s focus on recruitment has to compete with a multitude of other pressures. Take time to consider how to recruit and retain your staff and you will have highly motivated people on board who are likely to stay with you for some time, and be amongst the greatest assets in your organisation.


Jim Gleeson, Senior Consultant at CK Clinical

Tel. 01438 743 047


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