Frequently asked questions

The costs depend on the contract model. For Executive Search, Direct Search and recruitment (placement), Constares charges a fee as a percentage of the target annual gross salary of the position filled. For contract staffing (temporary agency work, Arbeitnehmerüberlassung) you pay a fixed charge rate (you can choose an hourly, daily or monthly rate); for RPO we offer different billing models, e.g. a flat fee per assignment, a monthly flat fee or an hourly rate. You receive a binding offer after the initial call.

For recruitment (placement), the Constares fee becomes due when the employment contract is signed. For Executive Search and Direct Search, the fee is charged as a retainer in three equal instalments: one third each on commissioning, on presentation of candidates and on signing of the employment contract. For contract staffing, an invoice is issued once a month, after the end of each month.

How long it takes depends heavily on the position, region and industry. As a rule, at Constares it usually takes 2–4 weeks until the first presentation of candidates. After that, much depends on the client company’s schedule, which we can influence only to a limited extent. It is important to take into account the notice period of the person hired, which for specialists and executives in Germany can often be three months or more.

Constares works exclusively on search mandates. The life sciences market is small; if several consultancies approach the same people, the reputation of the hiring company suffers among candidates. The supposed added value of commissioning several consultancies in parallel only exists in recruitment (placement) that draws exclusively on people from the agency’s own database. That is not our approach. For us, searching always also means an active search in addition to approaching contacts we already know.

For each position, Constares usually presents 3–5 screened candidates. Each profile has been thoroughly assessed beforehand in an interview, namely for professional suitability, motivation to change and salary range. At the same time, we have informed the person in detail about the role, the client company and the career prospects in order to win them for the position.

A search with a recruitment consultancy is not an automatic mechanism but a process. Especially when working together for the first time, both sides need to get to know each other and build up a shared understanding first. It is therefore not unusual for a search strategy to need adjusting. Constares then discusses with you what the reason was: the requirements profile, the salary, the location or the corporate culture. With these insights, Constares continues the search in a targeted way.

Yes. Through the international network Talentor, Constares and its partner consultancies fill positions in more than 50 countries. Your contact remains Constares in Munich; the local search is carried out by the partner consultancy in the respective country under our supervision and with our support.

Constares fills specialist and management positions in pharma, biotechnology, medical technology and diagnostics, from the specialised expert to managing director level.

Filling a position with Constares takes six steps:

1. Detailed briefing on the position, team and general conditions
2. Jointly agreed requirements profile
3. Market research and direct approach of suitable people
4. Interviews and pre-selection
5. Presentation of candidates, support during the interviews and the contract negotiation
6. Support for both sides through the probationary period

No, never! Such a practice completely contradicts the partnership-based cooperation we maintain with our client companies. Constares never actively approaches employees of client companies.

Of course not. Ethical conduct is the basis of our long-term cooperation with our client companies, some of which has lasted almost 30 years and goes back to the time before Constares was founded in 2011. Constares never approaches people it has placed with a client company about another position.

Anyone who moves only for a higher salary will move again with the next offer. That is why, in the selection process, Constares above all examines the motivation to change: the role, development, leadership and working environment must suit the person, not just the salary. In addition, the best specialists rarely look actively. Without a direct approach, you will not reach them at all.

It usually comes down to one of three points:

• The requirements profile combines more desired criteria than the market offers in one person.
• The salary is below market level.
• The selection process takes so long that good candidates drop out beforehand.

All three can be clarified before the search begins.

Executive Search pays off when a C-level position needs to be filled and the suitable people are not actively looking for a job. This also applies if the search has to be confidential or the relevant market is very narrow. Constares then identifies the people who come into question in the market in a targeted way and approaches them directly instead of waiting for applications. For executives below C-level and for specialists, Direct Search is the right route.

Executive Search is a mandated search for C-level positions: Constares analyses the market systematically, identifies the people who come into question and approaches them directly. For executives below C-level and for specialists, Constares likewise works by direct approach as Direct Search. In both cases the fee is charged as a retainer in three equal instalments, one third each on commissioning, on presentation of candidates and on signing of the employment contract. With recruitment (placement), the fee is only incurred when the employment contract is signed. It is only advisable for very broad profiles that are not industry-specific, where there are enough potential candidates on the market to work purely on a success basis. Here too, Constares always searches actively in the market and does not rely only on known contacts.

Constares approaches these people directly and discreetly, by phone or via professional networks such as LinkedIn. In the first conversation, Constares presents the position and the hiring company in anonymised form, without the person having to apply or commit. They decide for themselves whether they are interested. The name of the client company is only disclosed once the interest is serious and you have given your approval.

In a confidential replacement search, Constares acts in the market without the name of the client company. The position is not advertised, and candidates only learn the name once they are seriously interested and have committed to confidentiality. Internally, the circle of those in the know is limited to the people you name.

That depends on the model. For Executive Search and Direct Search, Constares works on a retainer: the fee is charged in three equal instalments, one third each on commissioning, on presentation of candidates and on signing of the employment contract. With the retainer you pay above all for the search itself, i.e. market analysis, direct approach, advice and the insights from the market. Recruitment (placement) is purely success-based; the fee only becomes due when the employment contract is signed. It is only suitable for very broad profiles that are not industry-specific, where the market offers enough suitable people.

In Executive Search, Constares fills C-level positions in pharma, biotechnology, medical technology and diagnostics: managing directors, executive board members, Country Management and Site Head. In Direct Search, Constares fills management positions below C-level, such as Director, Head of and Senior Manager heading job categories like Clinical Research, Regulatory Affairs, Quality Assurance, Drug Safety, Medical Affairs, Market Access, Marketing and Sales, Human Resources and Finance. This also includes highly specialised expert positions for which there are only a few suitable people in the market. Through recruitment (placement), Constares fills very broad profiles that are not industry-specific, such as commercial and administrative roles without a life sciences connection.

If your company hires a person presented by Constares within 12 months of the presentation, the fee is due. This also applies to a position other than the one originally sought. The exact terms are set out in the respective offer.

Recruitment (placement) is suitable for very broad profiles that are not industry-specific, where the market offers enough suitable people for Constares to work purely on a success basis. You only pay if an employment contract is concluded. Here too, Constares searches actively in the market, in addition to the contacts already known. For C-level positions, Executive Search is the better choice; for executives below C-level, specialists or narrow markets, Direct Search.

Constares calculates the fee for recruitment (placement) as a percentage of the target annual gross salary of the person placed, i.e. fixed salary plus variable components. The amount depends on the position and the search effort and is set out in the offer you receive after the briefing. The fee becomes due when the employment contract is signed.

No, if the person was demonstrably already known to your company, for example from an ongoing application or an earlier contact.

If your company hires a person presented by Constares within 12 months of the presentation, the placement fee is due. This also applies to a position other than the one originally sought.

Contract staffing pays off above all when there is a need but no headcount approval yet. Constares then searches for the right specialist, hires them itself and assigns them to your company. As soon as the headcount is approved, you usually take the person on permanently. The model is equally suitable for clearly defined projects or as parental leave cover. Even without your own company in Germany, through which permanent employment would be possible in the first place, you can employ staff this way (Employer of Record). The assignment lasts at least six months, usually the full maximum assignment period of 18 months.

Legally it is the same thing: both are based on the Temporary Agency Work Act (Arbeitnehmerüberlassungsgesetz, AÜG). The difference lies in the approach. Traditional temp agency work provides staff at short notice from an existing pool. Constares uses contract staffing strategically: for a specific position, the right specialist is sought in the market in a targeted way, employed by Constares and assigned to your company, usually with the aim of a later direct hire.

Under the AÜG, the same person may be assigned to the same company for a maximum of 18 consecutive months. Constares agrees a minimum term of six months; as a rule, the assignment runs for the full 18 months. After that, your company can take the person on permanently.

Equal pay means that contract staff receive the same pay as comparable permanent employees at the hirer. Under the AÜG, statutory equal pay applies from the first day. If a collective agreement for temporary agency work is applied, equal pay under the collective agreement may be applied instead, which then provides for sector-specific supplements (Branchenzuschläge). For the specialists and executives that Constares assigns, the salary is in practice at the level of the hirer anyway and thus well above the equal pay salaries under the collective agreement.

For contract staff, Constares applies the collective agreement for temporary agency work between GVP (German staffing association) and DGB (German Trade Union Confederation). It sets minimum pay rates and the conditions under the collective agreement. In practice, the specialists and executives that Constares assigns earn well above these minimum rates. Their salary is based on the level of comparable positions at the hirer.

Yes, at Constares this is in fact the rule. A direct hire is possible at any time. The fee for it decreases with the length of the assignment so far; after 12 months direct hire is free of charge. In this way you combine the flexibility of contract staffing with a long-term placement.

With contract staffing you pay a fixed charge rate, either as an hourly, daily or monthly rate. It covers salary, non-wage labour costs, recruitment and all HR administration by Constares. The rate is therefore higher than the pure salary costs of permanent employment. In return, there is no placement fee, no administrative effort on your side and no obligations under employment law. You receive a binding offer after the briefing.

Under employment law, Constares is the employer. Constares concludes the employment contract, pays the salary and pays the social security contributions. Your company is the hirer (Entleiher). It gives the professional instructions in day-to-day work and is responsible for occupational health and safety at the place of work.

Yes. Constares holds an unlimited licence for temporary agency work (Überlassungserlaubnis) under Section 1 AÜG. It was granted by the Federal Employment Agency (Bundesagentur für Arbeit), Nuremberg Regional Directorate.

Licence for temporary agency work (PDF) (German)

RPO pays off when your company has to fill several positions over a period of time and its own recruitment capacity is not sufficient. This happens, for example, when setting up a new site, in growth phases or when a position in your own recruitment team is vacant. Constares then takes over the recruitment process in full or in part. Billing is generally based on an hourly or monthly rate instead of a fee per placement. The duration is completely flexible.

In Recruitment Process Outsourcing (RPO), an external service provider takes over a company’s recruitment process in full or in part. At Constares this can include advertising the position, the active search, pre-selection and scheduling interviews. One variant is Recruiter on Demand: a recruitment specialist from Constares works flexibly as part of your team. Billing is generally based on an hourly or monthly rate, not per placement.

RPO pays off as soon as several positions need to be filled over a longer period. With individual placements, you pay a separate fee for each position. With RPO you generally pay an hourly or monthly rate, largely independent of the number of placements. The more positions fall within the period, the lower the cost of each individual placement. In addition, your company gets a continuous process and a dedicated contact person.

The Constares recruitment specialist works in whatever way suits your process: on site, remotely or a mix of both. What matters is that they are integrated into your workflows and systems.

Constares generally bills RPO and Recruiter on Demand on an hourly or monthly rate. Depending on the initial situation, a success-based component per placement can also be agreed. You define the scope, i.e. hours per week and term, together with Constares. It can be adapted to your needs, and the duration is completely flexible. Constares prepares an individual offer for you after the briefing.

The volume from which RPO makes sense depends less on a fixed number than on the situation. As soon as several positions need to be filled in parallel or in quick succession over a few months, RPO is usually more economical than individual placements. On top of that comes the benefit of a continuous process. Constares works through the figures with you in the briefing.

Employer of Record (EOR) pays off when your company wants to employ staff in Germany but does not yet have its own company here. This is typical when entering the market, for the first employees before setting up a company or for individual specialists in a new market. Constares then formally employs the person, while your company directs the work. On request, Constares also takes care of the recruitment, i.e. the complete route from finding the person to employing them in Germany.

An Employer of Record (EOR) is the legal employer of a person who in fact works for another company. At Constares, EOR legally takes the form of temporary agency work under the AÜG, the only legal way to implement an EOR in Germany. Constares concludes the employment contract, pays the salary and takes care of social security and HR administration. Your company is the hirer and directs the work professionally. Employment via EOR is limited to a maximum of 18 months.

Yes, via Employer of Record. Constares employs the person in Germany and assigns them to your company; you do not need your own company for this. For you it could hardly be simpler: you receive one invoice per month, and Constares takes care of everything else, from the employment contract and payroll to social security and HR administration. Legally, this is temporary agency work and is therefore limited to a maximum of 18 months. You can use this time to set up your own company and then employ the person yourself.

If the person has already been chosen, they can usually start via Constares within one day. The timeframe is mostly set by their notice period with their current employer. If Constares also carries out the search, the duration of the recruitment process is added. Constares usually presents the first candidates after 2–4 weeks.

For EOR you pay Constares a fixed monthly rate. It covers the costs of employment, i.e. salary, non-wage labour costs and HR administration, including periods of holiday and sickness. If Constares also carries out the search, the recruitment is included as well. You receive one invoice per month; there are no further costs. You receive a binding offer after the briefing.

For your company the effort is minimal. You conclude a temporary agency work contract (Überlassungsvertrag) with Constares, direct the person’s work professionally and receive one invoice per month. The person naturally works exclusively for your company. Constares takes care of the employment contract, payroll, social security and all HR administration. On request, recruitment is added. You do not need your own company, a payroll department or knowledge of German employment law for this.

Interim management pays off when a management position has to be bridged at short notice, for example after a sudden absence until a successor is found, or when a project, a restructuring or a build-up needs experienced leadership for a limited time. Freelancers are suitable when special expertise is needed for a limited period without creating a position. Constares offers two routes: you pay a fee for the search and conclude the contract directly, or Constares handles the entire administration and bills on a daily or hourly rate.

Interim management makes more sense when the need is limited in time or has to be met immediately. Interim managers are usually available at short notice, bring experience from comparable situations and work in a results-oriented way from day one. They are particularly suitable for bridging a vacancy, supporting a restructuring or building up a department before a permanent appointment follows. If the role is designed to be permanent, permanent employment remains the better solution.

Constares can usually present suitable interim managers within a few days. How quickly the person actually starts depends on their availability and on your decision-making process.

False self-employment (Scheinselbstständigkeit) exists when a formally self-employed person in fact works like an employee, i.e. bound by instructions and firmly integrated into the company’s processes. The risk lies primarily with the commissioning company, up to and including back payment of social security contributions. For this reason, Constares carries out an internal review to rule out false self-employment as well as disguised temporary agency work. If the risk is too high, contract staffing offers a legally more secure alternative.

Your speculative application is reviewed at Constares and, with your consent, stored in the database. Constares searches on behalf of companies. That is why Constares will get in touch with you as soon as a position matches your profile. That may be immediately or only after some time.

Constares works on behalf of companies and searches for specific positions. If your profile does not currently match any ongoing assignment, Constares will usually only get in touch once a suitable position comes up. This says nothing about the quality of your profile, only about which positions are currently to be filled.

Constares looks for specialists and executives with professional experience in pharma, biotechnology, medical technology and diagnostics. In particular demand are General Management, Clinical Research, Regulatory Affairs, Quality Assurance, Drug Safety, Medical Affairs, Market Access, Marketing and Sales, Human Resources and Finance. Constares cannot place profiles without a connection to the life sciences industry. Nor does Constares place career starters, because client companies do not commission Constares for these positions.

No. For candidates, working with Constares is always free of charge. The fee is paid exclusively by the company that has commissioned Constares.