FSP Case Study: Building a Multinational Site Contracts Team Within 4 Months

A growing mid-sized biotech needed experienced site contracts professionals across the United States and United Kingdom. A focused FSP approach created a multilevel team within four months while giving the sponsor an active role in confirming resource fit.

A growing mid-sized biotech entered a period of rapid development and needed additional site contracts capacity to support its expanding clinical portfolio. The requirement was immediate, but the sponsor needed more than available personnel. Each resource had to bring the appropriate level of contracts experience, work effectively within the sponsor’s environment, and integrate with an organization managing significant growth. The need also crossed national boundaries, with roles required in both the United States and United Kingdom. An FSP model gave the sponsor a focused way to add dedicated capability while retaining visibility into resource selection and alignment. 

Precision for Medicine began by assessing existing internal capacity and determining that additional recruitment would be required. A coordinated talent acquisition and operational team then identified, screened, and presented qualified candidates for sponsor review. Within four months, eight candidates had accepted offers for a multilevel site contracts team spanning the United States and United Kingdom. The multilevel structure included five senior contract managers, one contract manager, and two contract analysts, creating a mix of senior oversight and execution support aligned with the sponsor’s needs.

Study Overview

The assignment required a recruitment process that could move quickly without stripping away the judgment needed to assess individual fit. Site contracts work requires professionals who can operate independently, understand negotiation and activation pressures, and adapt to the sponsor’s established practices. Seniority alone could not determine suitability. The project team needed to understand how each candidate would function within the sponsor’s organization and whether the working relationship made sense for both sides.

The multinational scope added another practical consideration. Seven resources were recruited in the United States and one in the United Kingdom, where notice-period requirements affected the eventual start date. The team therefore separated candidate acceptance from physical start dates when tracking progress. This distinction allowed the sponsor to see recruitment momentum clearly while acknowledging country-specific employment requirements that could influence onboarding.

The resulting process created a structured path from initial need through accepted offer. Candidates were screened internally before being presented to the sponsor through a concise professional summary and blinded CV. Selected candidates then participated in a meet-and-greet with the sponsor. These conversations gave both parties an opportunity to assess the working relationship before moving forward, helping reduce the risk of placing a technically qualified resource into an environment that was not the right operational fit.

Strategic Focus for Site Contracts FSP

Defining the Operational Requirement

The work began with a practical review of the sponsor’s requested roles, levels of experience, geographic needs, and expected working model. This created a recruitment profile tied to the actual function the resources would perform. The goal was to build a coherent team that could support the sponsor’s site contracts workload at multiple levels. Establishing that profile early gave talent acquisition and operational reviewers a common basis for evaluating candidates and helped keep the search focused as the team moved across the United States and United Kingdom.

Protecting Resource Quality During a Rapid Search

Internal screening served as the first quality checkpoint. The Precision team reviewed candidates before presenting them to the sponsor, then shared a professional summary and blinded CV for consideration. This approach gave the sponsor enough information to assess qualifications while maintaining appropriate candidate confidentiality at the initial stage. The process also reduced unnecessary review by advancing candidates who had already been assessed against the functional need. When the sponsor wanted to proceed, a meet-and-greet moved the discussion from documented experience to practical fit.

Creating a Collaborative Selection Process

The sponsor remained actively involved in final resource selection. Meet-and-greet conversations allowed sponsor representatives and candidates to discuss the working environment, expectations, and nature of the assignment directly. Candidates could make an informed decision about the role, and the sponsor could evaluate communication style and working compatibility alongside functional qualifications. The addition of agreed response expectations helped maintain momentum between candidate presentation, sponsor feedback, and the next step in the process.

	FUNCTIONAL FIT		OPERATING FIT		ENGAGEMENT FIT
	Can the resource do the work?		Can the resource work your way?		Can the assignment work for both sides?
	Role scope Experience level Site contracts expertise		Processes + systems Team structure Decision expectations		Geography + availability Communication approach Interest in the assignment

From Urgent Resourcing Need to an Executable FSP Team

1. Translate the need into a functional recruitment profile. A clear definition of role level, geography, working expectations, and functional responsibilities gives recruiters and operational reviewers a shared standard for candidate evaluation.

2. Screen for the assignment before sponsor presentation. Internal review reduces noise and allows the sponsor to focus on candidates whose experience has already been considered against the operational requirement.

3. Use blinded materials during initial review. Professional summaries and blinded CVs can give sponsors the information needed to evaluate qualifications while protecting candidate confidentiality early in the process.

4. Make mutual fit part of the selection decision. Sponsor and candidate meetings help both sides understand the working environment before an offer is accepted. This supports a more informed decision than qualifications alone can provide.

5. Track accepted offers separately from start dates. Notice periods and local employment requirements may affect when a resource can begin. Distinguishing offer acceptance from onboarding provides a clearer view of recruitment progress across countries. 

Scaling Site Contracts Capacity Through FSP

Within four months, the coordinated FSP recruitment model produced eight accepted offers across the United States and United Kingdom. The outcome gave the sponsor a multilevel site contracts team designed around its immediate functional requirements and built through a process that preserved sponsor involvement in final selection. The experience also demonstrated how defined requirements, focused recruitment, internal screening, and direct candidate engagement can work together when a growing clinical organization needs specialized capacity quickly.

For sponsors facing site contracts capacity constraints, an FSP model can provide dedicated functional support while preserving transparency into who joins the team and how each resource aligns with the working environment. Precision for Medicine combines functional knowledge, operational oversight, and focused talent acquisition to help sponsors build fit-for-purpose teams across countries and levels of experience.

Explore how Precision for Medicine can build dedicated site contracts capacity around your portfolio, operating model, and geographic requirements.