Panda Perspectives: Miguel Gomes

Meet Miguel, a Senior Consultant at Panda specialising in life sciences recruitment across Switzerland, working within key accounts under MSP frameworks.

Miguel began his career in sales before making a natural move into recruitment, drawn by the combination of commercial challenge and the human side of the job. He has since carved out a specialism in pharmaceutical manufacturing and biotech, where his technical knowledge and market fluency help him move quickly, build trust, and consistently place strong profiles in competitive environments. 

What originally drew you to recruitment, and to life sciences in particular?

I started out in sales during my first internship, and from there, the transition into recruitment felt like a natural progression. I realised early on that I really enjoyed the commercial side of things, combined with the people element. Understanding what motivates someone, building genuine trust, and closing deals that actually benefit both sides. And that combination appealed to me from the start.

Life sciences came a bit later, but it quickly made sense. It is a resilient, well-funded market with constant innovation, especially in pharmaceutical manufacturing and biotech R&D. What I find most compelling is that, indirectly, we contribute to something meaningful. The QA manager, automation engineer, or MSAT specialist you place today might be part of launching a life-saving biologic tomorrow. That gives the job a real sense of purpose.

Can you describe your role and what a typical day looks like?

I am a Senior Consultant working within key accounts under MSP structures. My day is very priority-driven. When a new urgent role comes in, like a QA Specialist, CSV Engineer, or Validation Lead, it becomes the immediate focus. Speed is critical, especially in Switzerland, so I make sure I speak to the strongest candidates and introduce them to clients before competitors do.

Beyond that, it includes technical screening calls, alignment sessions with hiring managers, reference checks, contractor follow-ups, and market mapping. I also invest time in staying current with regulatory developments, such as EU GMP Annex 1 updates, serialisation, and digitalisation in manufacturing. So I can have genuinely technical conversations with both clients and candidates rather than just facilitating introductions.

What do you enjoy most about working on Swiss roles?

On the client side, I appreciate the efficiency and clarity. Swiss companies, especially large pharma and biotech manufacturers, tend to have defined budgets, structured interview processes, and clear compliance frameworks. There is less ambiguity to navigate.

On the candidate side, I value the professionalism. Switzerland is a relatively small market, and you often cross paths with the same professionals multiple times over the years. Relationships matter here, and candidates understand that their reputation counts, particularly in GMP-regulated environments. That level of seriousness makes processes smoother and more transparent. That said, recruitment is still recruitment. You have to expect the unexpected.

What makes Switzerland such a unique market compared to the rest of Europe?

Switzerland has an exceptional concentration of global pharmaceutical headquarters, biotech scale-ups, CMOs, and advanced manufacturing sites within a very small geographic area. You have genuine end-to-end capabilities, from early R&D and clinical development through to commercial manufacturing and global distribution. That density is rare.

It is also a highly regulated and quality-driven environment. Standards around GMP, GDP, validation, and documentation are extremely high. Budgets are strong, but expectations are equally strong. Candidates tend to be very specialised, whether in aseptic processing, biologics manufacturing, automation platforms like Siemens or DeltaV, or regulatory affairs. Compared to other EU markets, it feels more mature and structured, but also highly competitive and fast-moving.

Which roles and skill sets are most in demand right now?

In pharmaceutical manufacturing, QA and QC professionals with strong GMP experience remain consistently in demand, particularly those with solid backgrounds in deviations, CAPAs, batch record review, and health authority inspections.

Validation engineers covering equipment, process, and cleaning validation, along with CSV specialists and automation engineers with DeltaV or Siemens PCS7 knowledge, are also highly sought after. In biotech, profiles in MSAT, upstream and downstream processing, and aseptic manufacturing are particularly strong right now.

There is also growing demand for digitalisation skills like MES, data integrity, serialisation, and automation integration. Candidates who combine deep technical expertise with regulatory awareness genuinely stand out in this market.

What are the most common misconceptions about MSP programmes?

The most common one I hear is that you have no control as a recruiter within an MSP. While it is true that MSPs have structured processes and vendor layers, when done properly, they actually create more transparency rather than less. You have visibility on timelines, budgets, compliance requirements, and feedback loops that you might not always get in a more informal setup.

MSPs work especially well for large pharmaceutical organisations managing high volumes of contractors or complex global projects. These companies often run cutting-edge programmes in biologics, cell and gene therapy, or digital manufacturing, which naturally attracts top talent. It is structured, yes, but structure is not a bad thing in a GMP-driven industry.

How does hiring through an MSP differ from traditional recruitment?

Traditional recruitment can be incredibly powerful when you have built a direct and trusted relationship with a hiring manager. Direct communication, informal alignment, and quick, genuinely valuable feedback. But building that level of trust takes time.

MSP, on the other hand, gives you access to high-level projects from day one. There are more layers and standardised processes, but you operate within large, stable environments, often global pharma leaders. Personally, I think a blend of both is ideal. MSP brings structure and scale; traditional recruitment brings flexibility and relational depth.

How does working closely with a small number of clients as an expert change your approach?

It becomes much more strategic. You start to genuinely understand the technical environment - whether it is sterile fill-finish, biologics production, or solid-dose manufacturing. You learn how specific hiring managers think, what kinds of profiles they tend to reject, and what good really looks like for that team.

It allows you to build targeted talent pipelines rather than starting from scratch every time. I strongly prefer this account-based approach because you can go deeper into a niche, whether that is QA, validation, or automation, and build long-term networks that actually deliver results.

What are the most common mistakes you see companies make when hiring in Switzerland?

Underestimating how competitive the market is. Strong candidates in QA, validation, or automation are rarely sitting available and are often running multiple processes simultaneously. If you move slowly, you will lose them.

Another mistake is being overly rigid about a very specific system experience, rather than assessing transferable GMP knowledge. Someone may not have worked on your exact MES system, but could adapt quickly if they genuinely understand regulated environments and documentation standards. Narrowing the spec too far unnecessarily closes the door on strong candidates.

What slows down hiring the most in Switzerland?

Internal alignment is a big one. When multiple stakeholders, technical leads, QA, HR, and finance and all need to sign off before you can move forward, delays accumulate fast. Budget approvals or headcount confirmations can compound this further.

In a fast-moving market like Switzerland, even a two-week delay can mean losing a strong candidate to a competitor. The cost of that delay is usually far greater than whatever internal process was designed to prevent it.

If companies could change one thing about their hiring process, what would you recommend?

Speed and structure. Define from the beginning how many interview stages there will be, who the decision-makers are, and when a final decision is expected. Share that with the candidate from day one.

In regulated industries, documentation and compliance are naturally important, but that does not mean the hiring process itself needs to be slow. Losing a strong QA Lead or Automation Engineer can delay critical projects far more than being slightly flexible on salary or interview timelines ever would.

What advice would you give to companies planning to hire in Switzerland in the next 12 months?

Start building pipelines early. Engage with the market before you urgently need someone. Understand realistic salary benchmarks and contractor rates for the specific profiles you are targeting, there is often a gap between internal expectations and market reality.

Also consider flexibility. Hybrid work arrangements, contract-to-perm structures, and relocation support can all make a real difference. The strongest technical profiles have options, so positioning yourself as an attractive employer is part of the hiring strategy, not just a nice-to-have.

What makes a hiring process attractive to Swiss candidates?

Speed, first and foremost. Clear communication, transparency around salary and contract type, and a concise interview structure make a significant difference in how candidates perceive you as an employer.

Candidates also appreciate technically relevant interviews, proper discussions about projects, GMP challenges, and validation strategies, rather than purely HR-driven conversations that do not reflect the actual role. The more a candidate feels they are being assessed by someone who understands their world, the more engaged they become.

What advice would you give to candidates considering roles in Switzerland?

Language matters enormously. Alongside English, being able to work in French, German, or ideally both is a significant advantage. Switzerland genuinely values multilingual professionals, and it can set you apart in a competitive field.

If you have strong GMP exposure, experience in regulated environments, and reputable organisations on your CV, you will generate interest. Make sure your LinkedIn profile clearly states your technical niche - something like "QA GMP | Annex 1 | Biologics Manufacturing". And quantify your achievements wherever you can. Batch release volumes, deviation reductions, and validation timelines delivered. Visibility and clarity attract opportunities.

Can you share a recent placement you are proud of?

Absolutely. I was recently working with a very strong QA candidate who was already in two simultaneous permanent interview processes with well-known pharmaceutical companies. I introduced this candidate to a contract opportunity with one of our key accounts - initially a six-month assignment.

The challenge was real. The candidate had compelling permanent offers on the table, so the contract needed to be positioned carefully. By clearly articulating the project scope, the level of QA processes they would be exposed to, and the genuine long-term potential, we were able to reframe how they saw the opportunity.

We ended up extending the contract from six to twelve months, with a clear pathway to a permanent takeover. The offer was accepted, and the candidate is now on track for that permanent transition. It was a good reminder that positioning and communication are everything, even when the role's structure is not what someone initially had in mind.

Looking to scale your team in Switzerland or explore your next career move?

Whether you’re a hiring manager looking for rare talent or a scientist exploring new opportunities, connect with Miguel below, who will be able to support your needs:

📞 Call Miguel on +31 (0)20 2044 502

📧 Or email on: m.gomes@panda-int.com