Natalia Perez Janssen
Co-Founder
Loves to cook - namely Peruvian
Started the Lung Life Foundation alongside her family
Pickleball and basketball enthusiast
Natalia is a seasoned life sciences recruiter and account executive. A Long Beach University graduate in communications, she began her career supporting pharmaceutical giants before finding her niche with small to mid-size biotechs. She excels in making crucial leadership hires and developing talent strategies.
Known for forging genuine connections, Natalia leads Trebla Talent's expansion into pre-IPO and stealth-mode partnerships. She also heads clinical recruitment across various disciplines.
A true working nomad, Natalia has lived in Hawaii, Peru, Mexico City, New Hampshire, and Montreal with her partner and dog Yuka. When not working, she explores new places on her skateboard or bicycle and indulges her passion for food, a love inherited from her native Lima, Peru.
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.
Why did you start Trebla Talent?
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.