Saving a Critical Hire from Collapse Over Relocation Details

Challenge

We were retained by a global biopharmaceutical services company to lead the search for a Head of Regulatory Affairs. The position was based on the East Coast and reported directly to the Chief Medical Officer. It was a mission-critical role that required not only deep regulatory expertise in both preclinical and clinical development but also experience managing global submissions and interacting with the FDA and EMA. The search required an executive-level leader who could influence strategy at the highest level while also being hands-on with operational responsibilities.

After a highly targeted and intensive search, we identified a standout candidate based on the West Coast who checked every box. She brought over fifteen years of regulatory leadership, a strong track record of successful IND and NDA filings, and a reputation for building high-performing teams. She was motivated by the opportunity, aligned with the mission, and excited about the company’s pipeline and leadership team.

The only major hurdle was relocation. The candidate owned a home in a highly competitive West Coast market and would need to sell that property and move her family across the country. From the beginning, she was transparent that this would be a complex undertaking and that the relocation package would need to reflect the reality of her circumstances.

At first, the client seemed receptive. They expressed flexibility and a willingness to offer a comprehensive package, including support for home sale costs and temporary housing. However, as the offer process moved forward, the details began to unravel. The initial offer omitted key relocation elements, including closing cost reimbursement and assistance with property sale timing. The package also lacked clarity on how temporary accommodations and cost-of-living differences would be addressed.

The candidate began to feel that the company was not taking her situation seriously, particularly after she had already invested significant time and energy into multiple rounds of interviews. She started to express hesitation and told us she was considering staying in her current role, citing the lack of transparency and support around the move. At one point, she paused all further conversations until she received written confirmation that the relocation concerns would be properly addressed.

Solution

We immediately stepped in to mediate. First, we engaged the client directly and shared candid feedback about how their incomplete offer risked losing a top-tier candidate. We explained that the issue was not just about numbers but about trust and respect. A senior executive willing to uproot her life and relocate across the country needed to feel that the company was invested in her success from day one.

We worked with the client’s HR and finance teams to clarify what was possible within their policies and encouraged them to approach the situation creatively. We pushed for specific additions to the package, including professional support for selling the candidate’s current home, reimbursement of closing costs, a temporary housing stipend for three months, and a one-time relocation bonus to offset moving expenses. We also encouraged the leadership team to communicate directly with the candidate, offering reassurance and a shared commitment to making the transition smooth for her and her family.

At the same time, we kept the candidate informed and supported. We walked her through every update in the revised offer and gave her space to weigh her decision carefully. Because we had built a strong relationship with her early in the process, she remained open to continuing the dialogue.

Outcome

With a revised and more thoughtful relocation package in place, the candidate accepted the offer and successfully transitioned into the role. Today, she leads a growing regulatory team, has built stronger FDA engagement processes, and is playing a central role in the company’s clinical strategy.

This case underscores the importance of getting the details right early in the process. Relocation, especially across coasts and housing markets, is more than a logistical matter. It is deeply personal and can easily become a dealbreaker when mishandled. Companies that fail to anticipate these conversations early or rely on generic packages risk alienating top candidates just as momentum peaks.

Our role is not just to find talent but to anticipate friction points before they become critical and to ensure that both parties are aligned on expectations from the outset. The devil is always in the details, and how a company handles those moments can make or break a key hire.