Natalia Perez Janssen
LinkedInCo-Founder
Natalia is an accomplished recruiter, co-founder and business development leader at Trebla Talent. She has built her career specializing in Clinical Development recruitment, partnering with emerging and established biotechnology companies to identify physicians and clinical leaders across a wide range of therapeutic areas and development stages.
Throughout her career, Natalia has developed a strong network across Clinical Development, Clinical Operations, Drug Safety, and Regulatory Affairs, with particular expertise in placing Medical Directors, Senior Medical Directors, Executive Medical Directors, Vice Presidents, and other senior-level professionals. She is recognized for her relationship-driven approach, persistence, and ability to understand the unique scientific, clinical, and cultural needs of both clients and candidates.
Why did you start Trebla Talent?
Trebla Talent was born from a deeply personal experience. My sister's battle with Cystic Fibrosis exposed me to the world of clinical trials and breakthrough therapies. In 2019, I witnessed how a new drug dramatically improved her life. This experience illuminated the profound impact of innovative medical research and development.
I founded Trebla Talent to play a role in accelerating these breakthroughs. By connecting top talent with pioneering healthcare companies, we aim to speed up the development of life-changing treatments for those who need them most.
What advice would you give to candidates looking for a recruiter?
When choosing a recruiter, always opt for one who specializes in your industry. They'll have a deeper understanding of the market and a strong network — stay away from generalists. There are plenty of recruiters who talk the talk, but some don't walk the walk. It's crucial to do your homework and evaluate their track record before agreeing to be represented by them.
Remember, the best recruiters will stay in regular contact with you, whether weekly or bi-monthly. Also, make sure they're in direct contact with the hiring manager — only work with those who are. This ensures you're getting the most accurate and timely information throughout the process.
What advice would you give hiring managers?
Effective communication and timely feedback are crucial when working with external and internal recruiters. This can significantly impact the hiring process, transforming it from a 2–3 week experience into a prolonged 3–4 month ordeal. We recommend that hiring managers clearly and specifically outline job requirements and expectations. What are the daily responsibilities? What is the scope of the role? What are the initial tasks to be handled?
Additionally, share insights into your company's culture and what makes it an attractive place to work. Keep an open mind and be flexible; consider candidates who may not fit the traditional mold but offer unique skills and perspectives. This approach leads to a more effective and inclusive hiring process.