White Paper
Direct Sourcing for Specialized Life Sciences Talent
When building your own talent pool beats paying agency margin, and what it takes to run one properly.
Overview
Direct sourcing gets pitched as a cost play. For repeatable, high-volume roles that is broadly true. For a CMC analytical scientist with a specific platform background, your curated pool will sit empty while the program waits on it.
The paper separates the roles where direct sourcing works from the ones where it quietly adds cycle time, and sets out what has to sit behind a working program: employer brand, a nurture cadence somebody owns, and somewhere for people to go when a contract ends.
That last one is where most programs come apart.
What you will learn
- Model the true cost of a direct sourcing program against agency spend
- Identify which role profiles suit a curated pool and which never will
- Build a nurture cadence that keeps a pool warm
- Set up redeployment so finished contracts stop leaking talent
- Blend direct sourcing with agency supply without starting a channel war
How Viltis helps
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