Entry-level hiring for medcomms

01

Our approach

Early-careers hiring, done properly.

This is a world we know from the inside. Before pobl, our founder led entry-level talent acquisition as TA Director at an international medcomms agency — building novel engagement schemes with academia, and driving industry engagement through legacy schemes like MedComms Networking and First MedComms Job. We know what it takes to find early-careers people with the very highest potential.

Entry-level is often assumed to be easy. It isn't — high application volumes, careful screening and a real candidate experience take time and care. So we run each early-careers campaign as a proper project, from advertising and application handling through to well-run assessment days: taking the weight off your internal teams while raising the bar on quality.

01

Reach the right people

Targeted campaigns across our network and community to attract high-potential early-careers talent — at volume.

02

We handle the heavy lifting

Advertising, application handling, CV review, screening and scheduling — managed for you, end to end.

03

A candidate experience to be proud of

Considered, well-run assessment days that reflect well on your brand and set new joiners up to succeed.

02

In the community

Championing the next generation of talent.

Great early-careers hiring starts long before a vacancy opens. Through MedComms.Jobs — our community-led careers platform — we run annual careers events that connect new talent with the industry, helping people find their way in and helping employers meet them.

Visit MedComms.Jobs →

03

Selected work

Case study 01

258 applications in five days — two hires, thriving two years on.

The brief

Full talent acquisition support for two entry-level Medical Writer hires — handling all advertising and incoming applications, CV review, screening, scheduling assessments, and creating an on-site interview day in London for a final panel of six.

The client

Boutique market access agency

Explore our Medical Writing specialism →

The challenge

High application volumes always put time pressure on internal teams. Entry-level is often seen as easy, but the time commitment for client teams is anything but — this campaign drew 258 applications in five days, around 90% of them employable in medcomms or market access.

The approach

We integrated with the client's systems and gave them a dashboard to log in and review applications, then scheduled and ran the assessment day with the care and prep of any high-quality event — including creating and printing assessment-day packs for both interviewees and interviewers.

The outcome

Two high-quality hires — and two years on, both are earning promotions and recognition for their superb development within the business.

Entry-Level Hiring