Great to meet you at ASCO.
We've placed VPs of Sales into companies launching first in class oncology diagnostics. We've built out QARA teams for IVD businesses scaling across America. We've found the commercial leaders that turned promising science into revenue. We know this space because we work in it every day.
Hires made into life sciences and med tech teams that build the work that matters
Every recruiter in your inbox says the same thing. We don't.
Most recruitment is built around volume. Take a brief, work the brief, send CVs until one sticks. The conversations are shallow because the model rewards speed over thinking, and that's what costs you.
Spencer Rigby was built on a different belief: the answer a client gives at the start of a search is never the full picture, and finding the right person means refusing to take anything at face value. We don't send you who looks right. We find you who actually is.
Most recruiters take the job description and run. We interrogate it. We ask why the role exists, what's failed before, and what success actually looks like 12 months in.
Every candidate goes through two conversations before they reach you. By the end we know their motivations, their limitations, and exactly why they're right for your environment, not just your job description.
If something doesn't feel right, a red flag in a candidate, a flaw in your brief, a risk in the offer, we say it. Our job is to get the hire right, not just get it done.
The industry standard replacement period is 30 days. You can barely remember someone's name in 30 days. We back every placement with a 12-month free replacement because we're that confident in how we work.
There's a better way to do this.
Most recruiters take the brief and run. We interrogate it, because the first version of any brief is what you think you want, and that's almost never what you actually need.
Every conversation runs on three layers, What, How, and Why. What is the surface: the title, the salary, the CV. How is the mechanics. Why is the meaning that drives it. Most recruiters stop at the What. We don't move until we understand the Why.
Every candidate goes through two conversations before they reach you. A prequel to surface real motivation, then a deep interview role by role. By the time they land on your desk, we know exactly why they're the right fit, not just why they look it.
"We're not here to fill your vacancy. We're here to solve your hiring problem. There's a difference."
Dan SpencerFounder, Spencer RigbyWhat clients say
Honest feedback from
people we helped to hire.
The industry standard guarantee is 30 days. Ours is 12 months. These are the people who know why that difference exists.
Nathan has been a tremendous resource in helping Geneoscopy build a world class team. He has an incredibly deep network in the diagnostics industry, has extensive knowledge of the recruiting process, and has been a pleasure to work with over the past few years.
This is what recruitment looks like when it's done properly.
Not faster. Not cheaper. Not more CVs in your inbox. Spencer Rigby was built on one belief, that the only placement worth making is one that actually works. For the company and for the person.
Mutual fits, not paper matches
A paper match is a CV against a JD. A mutual fit holds at eighteen months, two years, five, because both sides genuinely needed each other. Mutual fits are the only ones we count.
A recruiter who pushes back
We tell clients when their brief doesn't make sense, and candidates when a role isn't right. We say no to engagements we can't run properly, it's the only way the work produces what it promises.
Capacity without compromise
A small firm built for quality, with the delivery to handle volume. Single hire or multi role build out, the methodology runs the same, depth of assessment doesn't drop as headcount goes up.
Accountability built into the fee
Replacement guarantees well beyond the industry standard 30 days, up to twelve months on senior placements. The fee reflects the accountability. The cost of a bad hire is always higher.
Your guide to a placement that holds.
From the first interrogation of your brief to the ninety day check in, every step is built for placements that last, not just close.
The Filter
Interrogate the brief
- Discovery call
- Role autopsy
- Success criteria, twelve months in
The first question we ask isn't what are you looking for. It's walk me through the last person in this seat. What worked, what didn't, why are we hiring now? The brief on your JD is what you think you need. The brief in our notes is what you actually need.
Two stage interview
Surface real motivation
- Prequel motivation chat
- Deep career walkthrough
- Represented, not forwarded
A prequel conversation to surface real motivation, then a deep interview that walks the career role by role, asking what they actually did, how they did it, what they had to overcome, and what they'd do differently. We don't forward CVs. We represent people.
The trade off, named
What's traded, on both sides
- Both-sides trade off note
- Honest offer conversation
- 12-month guarantee
No role ticks every box. We tell you what's being traded away, on both sides, before the offer goes out, that's why our placements hold. And we back the work with replacement periods up to twelve months on senior hires.
Placement that holds
Stay close after the offer
- Onboarding check ins
- 90 day structured feedback
- Honest course correction
We stay close after the offer. Onboarding check ins, structured feedback in the first ninety days, and an honest conversation if anything's off. The placement isn't done when the contract's signed, it's done when the person's working.
Honest answers
We get it, you've heard a version of this before.
The trade offs are the proof. Pick the one that sounds like you.
"We already work with a recruiter."
Most of our clients did. We're not asking you to switch, just one conversation to see what a different process looks like.
"We need someone fast."
We move quickly. But we won't send a CV just to hit a deadline. Speed without quality costs more later.
"We've had bad experiences with recruiters."
So had most of our clients. It's exactly why we built the methodology we have, and why we lead with the things others hide.
"Your fees are higher than others."
Our replacement guarantees go up to 12 months. Industry standard is 30 days. The fee reflects the accountability.
Home / Team
Meet the team
A tight team built for quality, with the capacity to deliver at volume, the people who carry the methodology.
Let's find out if we're the right fit.
This call is for hiring leaders in life sciences and med tech who want a recruiter, not a CV vendor. Thirty minutes, no pitch deck, just a useful conversation about the hire you're trying to make and whether we're the right people to help.