Scaling a Hematology Field Force in 30 Days

Key takeaways 

• Delivered 27 Hematology Account Manager hires in under 30 days 
• Strengthened internal recruitment efforts with targeted external support 
• Built and managed a pipeline of 95 candidates across key territories 
• Provided territory-specific insights, salary guidance, and operational support 
• Enabled the client to meet a board-level expansion deadline with no delays 

The challenge 

A US-based biopharma company had a tight mandate: hire 27 Hematology Account Managers across the country within six weeks. This Field Force expansion was tied directly to the commercial launch of a high-priority product and carried significant visibility with executive leadership. 

With internal recruitment already operating at full capacity, the client recognized the risk of missing their deadline. They needed immediate access to a larger talent pool, but also wanted to maintain control over quality, fit, and brand integrity during the hiring process. Time, however, was not on their side. 

The scale and speed required posed clear risks: the potential for mismatched hires, bottlenecks in interview coordination, and inconsistent candidate engagement. Delivering at this pace would require more than an additional recruiter, it would require a high-trust partner who could integrate quickly and work as an extension of the in-house team. 

The solution 

EPM Scientific was engaged based on an established track record and strong, existing relationship with the client. Earlier in the year, we had placed key commercial leaders into previous vacancies, demonstrating our ability to deliver high-caliber talent efficiently. Key commercial leadership talent. That experience built trust and gave the client confidence that we could scale quickly without compromising on quality. 

To deliver on this time-sensitive brief, we immediately deployed a specialist team that combined deep functional expertise in commercial hematology hiring with national market coverage. The structure was deliberately high touch: our delivery team engaged daily with recruiters and hiring managers, and our account manager joined weekly calls to report progress, adapt strategy, and flag emerging risks. 

We worked with the client to quickly refine and document key hiring criteria, which included: 

• Territory-specific market experience 
• Proven track record in hematology or rare disease sales 
• Alignment with compensation expectations 
• Culture and team fit based on detailed input from the kick-off session 

From there, we launched a targeted sourcing campaign across the defined territories. Our approach wasn’t limited to tapping existing databases. We focused on proactive outreach to passive candidates at competitor firms, using structured messaging that reflected the product, team, and opportunity as defined by the client. 

In parallel, we shared salary trend insights and candidate expectations in specific regions. This information helped the client avoid costly delays during offer negotiations. We also advised on interview structuring, enabling a scalable process that included recruiter screening, hiring manager interviews, peer reviews, and a final meeting with the Head of Sales. 

Throughout the search, we maintained full transparency with the client. Daily touchpoints and weekly roundups kept every stakeholder aligned, and the dedicated oversight from our management team showed the client that this wasn’t just another search, it was a priority. 

The client also partnered with another agency during this project. Despite being highly recommended internally, that firm failed to generate either the volume or the caliber of candidates needed to meet hiring targets. In contrast, EPM Scientific became the lead recruitment partner for the project due to both delivery strength and strategic input. 

The result 

EPM Scientific delivered all 27 hires within a 30-day period, keeping the project within the six-week window set by leadership. Throughout that time, we sourced and submitted 95 qualified candidates, giving the internal team more control and flexibility in final selection. 

The hires were spread nationally, across diverse territories with different compensation and market access conditions. Because of the up-front alignment and ongoing collaboration, most of the new hires met or exceeded expectations during onboarding, with early feedback indicating strong field-readiness and cultural alignment. 

By working as a coordinated team, across client recruiters, hiring managers, peers, and our own delivery staff, the interview process ran efficiently and consistently. The structure was robust enough to assess for long-term fit without creating unnecessary barriers or delays. 

The Head of Sales and Commercial Operations Director acknowledged that meeting the hiring target at this speed would not have been possible without our involvement. 

What set us apart 

EPM Scientific didn’t just send resumes. We operated as a strategic hiring partner embedded in the client’s process. 

Our territory-specific market knowledge, especially in hematology and specialty sales, gave the client better visibility on candidate availability and expectations. We flagged early where expectations around salary or candidate mobility might need adjusting, avoiding last-minute offer declines or failed negotiations. 

We also understood the client's product, team structure, and commercial goals because of the quality of the initial intake process. That understanding translated into stronger candidate engagement and fewer misaligned profiles. 

Our willingness to commit senior leadership to weekly meetings, respond quickly to evolving needs, and communicate openly throughout the process built trust. It gave the client the confidence that they weren’t alone in delivering an ambitious hiring brief, and they had a partner equally invested in the outcome. 

Summary 

A national Field Force expansion is a high-stakes, high-speed challenge. We built a 27-person commercial team in just 30 days to support a new product launch. We helped them do it by providing strategic, on-the-ground support across sourcing, candidate engagement, compensation benchmarking, and process management. 

This case study shows what’s possible when recruitment works as an extension of the business. We delivered scale, quality, and strategic insight at speed.