Methodology

A 5-phase approach to making
your company magnetic.

Successfully running a life sciences company is hard. You know what makes it harder? Standing up and managing an effective and right sized HR infrastructure. From attracting and keeping top talent, to fostering an authentic culture, to knowing when and how to evolve—it’s a lot. And let's not forget all of the "people-y" things that come up in the day to day. That’s why having specialized expertise on your side is essential.

We’re Magnet, and we partner with life sciences companies on Human Resources and Talent Acquisition needs to make their cultures magnetic.

Curious about how we do it? We don’t rely on generic playbooks. We work with you to design a customized plan that pinpoints exactly what you need—and probably some things you didn’t know you did.

Here’s our approach:

1

The X-Ray Phase:
Diagnose & Discover

Drawing on years of experience with life sciences organizations of all sizes and stages, we use our x-ray vision to uncover the root causes of your challenges.

2

The Whiteboard Phase:
Problem Solve & Present a Plan

We’ll explore multiple approaches to tackle the root causes we’ve uncovered alongside the core essentials every company needs, providing at least two fully customized plans designed to drive both immediate and lasting impact for your organization.

3

The Implementation Phase:
Bring the Plan to Life

Once you choose a plan, we’ll work side-by-side with you to bring Magnet’s team on board—resolving challenges and focusing on building a strong, future-ready company culture.

4

The “You’re Magnetic” Phase:
Transition Our Team Out

When it’s clear you’re magnetic, we’ll transition our fractional support to full-time team members, precisely matched to the skills and experience your future needs.

5

The Advisory Phase:
Maintain & Succeed

Don’t worry—you’re not getting rid of us that easily. We’ll stick around to mentor, coach, and train your team, and we’ll be here as a sounding board to support you every step of the way.

Offerings

    • Create your dream team: Review/develop organizational charts and support the build of a strategic hiring plan over the next 12 - 18 months.

    • Supercharge your hiring process: Review/develop your hiring process including implementation of training, tools & resources.

    • Develop your talent brand: Create a brand that is unique and authentic to you that helps talent understand what its like to work with you but also allow you to evaluate in the hiring process for cultural alignment.

    • Find amazing people: Hire executives and non-executives through several recruiting models.

    • Welcome new hires with a smile (and a plan!).

    • Create an onboarding checklist that rocks.

    • Give feedback early and often with a new hire orientation plan and planned check-in surveys.

    • Map out exciting career paths: Develop careers framework and ladders, including linkage to compensation philosophy and practices.

    • Show your team some love (with awesome rewards!): Develop strategy and plan for Rewards & Appreciation.

    • Set goals and crush them together: Develop strategy and plan for Performance Management, including goal setting.

    • Define what makes your company awesome with core values and organizational culture elements.

    • Infuse your values into everything you do from recruiting and onboarding to performance management.

    • Get the legal stuff sorted with an employee handbook and must-have policies.

    • Organize all the important people stuff by building a structure for employee  files

    • Give your team the benefits they deserve at a cost you can afford.

    • Find the right tech tools for your team through the selection and implementation of an HRIS.

    • Develop awesome offsites that people truly enjoy with our team of planners and facilitators.

    • Curate a feedback-rich culture by building a performance management philosophy that encourages conversations in the moment.

    • Figure out how to pay fairly with a customized compensation philosophy and framework.

    • Keep track of the new things you’re doing by documenting new practices and processes.