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Clinical Brokers E Brochure


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Clinical Brokers E Brochure

  1. 1. our company Clinical Brokers is a full service staffing solution The Brokers Group, Ranks No. 398 on the 2006 Inc. 500 With Three-Year dedicated to providing qualified professionals to our Sales Growth of 361.8% clients. We are a complete resource devoted to assisting Inc. magazine recently announced its companies with their needs in clinical staffing. Our 25th annual Inc. 500 ranking of the success is a result of strong partnerships built with our fastest-growing private companies in clients in order to understand each corporate structure the country. The Brokers Group, a and how our candidates can contribute to their business. leading IT and Clinical Trials staffing In addition, our solid relationships with our candidates company, ranks No. 398 on the list, allow us to find the best suited environment and with three-year growth of 361.8 opportunity for each individual. percent. Our company was founded on the premise that Quality people mean Quality solutions. Clinical Brokers is composed of an all-star consortium of staffing/solution professionals, highly respected throughout the industry. THE BROKERS GROUP IS ONE OF THE TOP 50 FASTEST GROWING Our knowledge and relationships constitute over a COMPANIES IN THE STATE OF N.J.; Recognized by NJ BIZ decade of experience generating incredible value to clients and candidates alike. Since our inception, Clinical The Brokers Group was recently Brokers has developed a core business model that has named one of New Jersey’s been the cornerstone of our success… Intelligent, timely, Finest, recognition of the firm as cost-effective and responsive solutions procure long, one of the fifty fastest growing companies in New lasting, and mutually rewarding relationships. Jersey. New Jersey’s Finest honors the states 50 fastest growing companies as dynamic businesses that Clinical Brokers provides Consulting/Contract, Temp to have significantly contributed to the strength of the Perm, Full Time Permanent, and Project Outsourcing economy. Companies are ranked according to revenue Solutions. Our thorough candidate pre-screening process growth over a three-year period. allows us to present the most qualified professionals for any financial staffing need. We immerse ourselves in our client’s culture, becoming a value-add partner in their solution. THE BROKERS GROUP IS ONE OF THE FASTEST GROWING NEW BUSINESSES IN THE U.S.; Entrepreneur and Pricewaterhouse Coopers Announce Hot 100 List news The Brokers Group was recognized by Entrepreneur Magazine and CEO DAN REYNOLDS NAMED ERNST & YOUNG Pricewaterhouse Coopers as one of ENTREPRENEUR OF THE YEAR® FINALIST the nation’s fastest growing new Congratulations to Dan Reynolds, a businesses. Included in an impressive Finalist for the Ernst & Young list of service industry companies in Entrepreneur Of The Year® 2006 staffing, advertising and consulting, the total combined New Jersey program. The award sales of the Hot 100 for 2006 reached $1.7 billion. The recognizes and celebrates complete Hot 100 listing is in the June 2006 issue of outstanding entrepreneurs and Entrepreneur magazine and can be found online at business leaders in New Jersey. Dan is one of only 32 Finalists chosen from a pool of 177. Finalists demonstrated excellence and extraordinary success in innovation, financial performance, and personal commitment to their businesses and communities.
  2. 2. Service Offerings • Temporary/contract staffing solution • Contract to hire staffing solutions • Direct hire solution • Payroll and referral staffing solutions • Human capital solutions TBG Advantage At Clinical Brokers, our product is not the people we place. It is the methodology we relentlessly and consistently execute to ensure we are providing the RIGHT fit, the FIRST time, EVERY time. Our 7 step engagement process enables us to customize the appropriate solution that addresses the specific and unique challenges in your effort to attract and retain Human Capital. Through this client intimate approach, we are able to decrease the many costs associated with procuring human capital. • Labor Market Analysis • Cost Analysis • Realistic Job Preview • Success Profile • Sourcing Strategy • Standard Screening Process (SSP) • Performance Management/ Service Level Agreements Talent Acquisition and Retention Clinical Brokers believes we have an obligation to both of our clients, the customer and the candidates. Our SRP (Standard Recruiting Process) focuses on building and intimate relationship with the clinical research/life sciences Talent pool and placing them in their ideal career opportunity. Executing our Resource Building, Resource Management and Redeployment processes, we are able to provide both quality and speed to market. Areas of Specialization • Pre-Clinical/Drug Discovery • Clinical Program Development • Clinical Operations • Drug Safety • Product Surveillance • Risk Management • Regulatory Affairs • Clinical Data Management • Biometrics • Pharmacoeconomics • Product Development
  3. 3. The Brokers Group Princeton, NJ Technology and Clinical Trial Consulting Dan Reynolds – CEO and Founder September 2006 Ranked: # 398 Growth: 361.8% over three years
  4. 4. 2006 Ernst & Young Entrepreneur Of The Year
  5. 5. 2006 Ernst & Young Entrepreneur of the Year Finalist DAN REYNOLDS, founder of theBROKERSgroup, views his life as an quot;uncompromising and deliberate pursuit of love, success and wealthquot; for himself and all those that come in contact with him. Dan started the company in 2001 to provide senior-level staffing solutions to mid-to-large size employers in the information technology and clinical trial industries. Dan saw that existing companies were not able to guarantee clients flexible staffing, quality hires, screening, training and reporting, so he created a better alternative. The company that Dan wanted to build was a new kind of staffing firm, focused on long- term relationships. It had to be organized around meeting client demands, requiring high investment, complex infrastructure and a willingness to defer fulfillment. Dan started the company at the age of 27, with his family's life savings and without drawing a salary for a full year. Although he faced all the usual challenges of a young businessman, he says the added pressure to prove himself is part of what makes him succeed. The firm focuses on two growth industries: information technology and clinical trials. Its technology division places senior-level technology architects, project managers, developers, database system developers, infrastructure personnel, business intelligence and enterprise research consultants. Its clinical division provides senior-level medical writers, clinical research associates, clinical data safety experts, statisticians/bio-statisticians and clinical database managers. Five years after its launch, theBROKERSgroup has achieved an impressive 88% rehire rate of those clients it serves, a testament to the high quality of the professionals they obtain for clients. With results like these, Dan should easily reach his goal of expansion across the northeast, adding 90 more people within the next five years and building the next great staffing company.
  6. 6. New Jersey’s 2006 Honoring Fifty-Fastest Growing Companies Congratulations to the 2006 New Jersey's Finest, honoring fifty fastest growing companies! The Brokers Group Princeton, NJ Dan Reynolds – CEO and Founder The companies are ranked according to revenue growth over a three-year period; both dollar and percentage increases were taken into consideration.
  7. 7. The Brokers Group Princeton, NJ Technology and clinical trial consulting Dan Reynolds – CEO and Founder Began: June 2001 w/o employees; now 70 employees June 2006 Success Secret: Make company culture a strategic goal. Find a voice for all employees, and build a team culture that empowers employees to thrive.
  8. 8. COMPUTERWORLD June 5, 2006
  9. 9. Volume 1, Issue 5 Spring 2007 Does HR quot;Getquot; IT Recruitment? Employment of workers in IT Occupations IT Shortage May Be HR’s Limitations 3,800,000 3,700,000 A well-researched article that appeared in the Financial Times in mid-March questioned the 3,600,000 ability of HR departments to properly assess IT 3,500,000 candidates. The article went as far as to question the existence of an IT workforce shortage. The 3,400,000 article, referencing a report from a London-based 3,300,000 IT recruitment consultancy, stated that “the 3,200,000 problem may be more to do with the way businesses approach recruitment than a lack of 3,100,000 qualified candidates.quot; 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q 03 03 03 03 04 04 04 04 05 05 05 05 06 06 06 06 07 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 Source: National Association of Computer Consultant Businesses ( According to the article, 73% of HR professionals acknowledged they were not the best choice for One more reason to consider training and interviewing IT candidates. However, only slightly bringing on talented candidates with less more than one-third (36%) allowed IT experience is to build up management ranks. If departments to choose the IT candidates to be the majority of businesses refrain from hiring new interviewed. Only about one-quarter (27%) grads and limit their commitments to skill and allowed IT departments into the assessment management training, there could be a dearth of process. middle management talent in the relatively near- term future (five to 10 years). Think how tough Part of the problem, as reported by the Financial recruitment will be then! Times, could be that HR may not have an understanding of what IT professionals actually Unemployment Below 2% do. One frustrated IT worker interviewed for the for Some story described his exasperation during job interviews. He explained that HR does not Wage Growth Moderates question him about his skills and rarely gives him the opportunity to meet with a technical manager. The current high demand for IT workers is demonstrated by persistent low unemployment Another criticism of HR departments was that rates. In the first quarter of 2007, the qualified candidates are often overlooked because unemployment rate for some IT occupations was HR practices focus too narrowly on experience. less than 1% (less than 2% for others). The For example, the IT worker in the story pointed overall unemployment rate hovered between out that job requirements and descriptions often 4.4% and 4.6%. are long, detailed lists asking for knowledge of specific tools and/or programming languages that, 1Q2007 Occupation when added altogether, very few candidates Unemployment Rate Computer and information systems would likely possess. Perhaps these unrealistic job 0.9 managers descriptions are created because HR writes them Computer hardware engineers 9.3 with little or no input from the IT department and/or technology hiring managers. Computer programmers 3.0 Computer scientists and systems 1.9 analysts Another complaint from IT job seekers is that Computer software engineers 0.9 many companies are stubbornly unwilling to train. Many IT management positions go vacant for Computer support specialists 5.0 months and months because no candidate has the Network and computer systems 3.2 mix of skills and experience required. However, administrators during the months of time looking for the Database administrators 1.9 perfectly skilled candidate, several highly talented Source: Unpublished tabulations of Current Population Survey and smart professionals could have been trained data furnished by the U.S. Bureau of Labor Statistics. for the job.
  10. 10. Although computer and information systems In the hardware categories, spending on storage managers as well as computer software equipment and mobile devices will increase the engineers are seeing unemployment rates most. below 1%, hardware engineers are seeing unemployment rates far above the labor force’s Survey respondents said they will be increasing unemployment average. their spending in all IT services areas with training, organizational and leadership services IT industry observers surmise that hardware taking priority and closely followed by security engineers are experiencing the high outsourcing. unemployment rate of 9.3%, because much of the production of computer and IT hardware While one-third of total IT spending will focus on has been moved offshore. It is likely also due staff costs, nearly three quarters (73%) of IT to offshoring that computer support specialists executives surveyed plan to consolidate their IT are experiencing an unemployment rate that is infrastructure to save significantly on IT costs. slightly higher than that of the overall labor force. Other cost savings strategies include increased outsourcing (21%) and reducing IT staff (18%). Pay for all workers in private industry rose 4.1% in February 2007 from a year earlier Clutter Bug versus Neat Freak (February 2006). Pay in some computer-related Whose Neurosis Is More Efficient? sectors was consistent with that national average while others were more reflective of the law of supply and demand. A new book jointly authored by a professor of management at Columbia Business Workers in the ISP and Web search portal sector School and writing teacher may have you benefited with a rise of 3.0% in hourly wages. re-thinking your attitudes about people Wages were up 3.5% in computer systems design with messy desks. A Perfect Mess by Eric services but up more, 5.0%, in custom computer Abrahamson and David Freeman, published programming services. in January 2007, quot;is a godsend to anybody who has a cleanliness fanatic for a boss,quot; Although not an IT service per se, computer and according to The Wall Street Journal. peripheral equipment manufacturing wages were down 5.4%, a reflection that production of these Subtitled quot;The Hidden Benefits of products is being transferred to lower-wage Disorder,quot; the authors make the point that offshore locations. However, wages in the disorder really isn’t bad. The authors semiconductors and electronic components sector contend that people who keep neat desks were up 3.1%, and wages in communications quot;spend an average of 36 percent more time equipment manufacturing sector were up 3.2%. looking for things at work than people who keep a fairly messy desk.quot; Investments Are on the Way! If a creative approach to problem solving is IT Spending to Increase in 2007 called for, as often is the case in resolving IT challenges, the authors assert quot;that A recent CIO Insight survey, which polled more moderately messy systems use resources than 400 senior-level IT professionals, reports more efficiently, spur creativity, yield that IT spending will rise 7.6% in 2007. That better solutions and are harder to break figure is significantly higher than the 2.8% to than neat ones.quot; 6.5% rise forecasted by Gartner, Inc., Forrester Research Inc. and IDC. Umm, perhaps Einstein's axiom quot;If a cluttered desk is the sign of a cluttered According to CIO Insight, IT executives are mind, of what then, is an empty desk?quot; quot;focusing more on growth and improving service isn't so off the mark. So get don’t be afraid than on cost reduction; the current economic of the mess. It could be a career expansion has proved resilient; and security advantage. worries and regulations require more purchases toward IT protection.quot; The survey revealed that in the application area, the biggest spending increases will be in business intelligence, analytics and data-mining software. © 2007 by National Association of Computer Consultant Businesses. All rights reserved. Reproduction and redistribution rights granted to NACCB members in good standing for dissemination to their clients.
  11. 11. Volume I, Issue 6 2007 July 2007 IT Execs Sound Off on What Skills Will IT Executives Look for Over the Recruiting & Retention Issues Next 12 Months? IT executives recently shared their thoughts Although the list of needed skills provided by the regarding several IT talent challenges in the 2007 survey covers most all IT occupations and functions, Recruitment, Retention and Development Survey programming/systems development was at the very conducted by CIO Insight and Ziff Davis Media. It top of the list with 36% of executives expecting to may not be news that IT executives continue to face add to that area. talent challenges, but the results do point to systemic issues that if addressed could help The subsequent, most-sought areas of expertise alleviate retention difficulties for some were project management (36%), helpdesk/tech organizations. support (27%), information/network security (23%), architecture and planning (21%), business analysis Demand for IT staff is growing. Only 50% of (21%) and systems integration (20%). participants agreed that their current level of IT staffing was sufficient when the survey was taken (April to May 2007). Another 56% expect to grow Employment of workers in IT Occupations 3,800,000 their IT staff in the next 12 months. When this question was asked only eight to nine months 3,700,000 earlier (August 2006), 48% said they had sufficient staffing levels and only 45% expected to add IT staff 3,600,000 in the subsequent 12-month period. 3,500,000 The survey also found that different HR strategies 3,400,000 seem to yield different full-time staff turnover rates. 3,300,000 As the chart below demonstrates, companies that use a pay-focused strategy end up with double the 3,200,000 staff turnover of those that use a human capital 3,100,000 investment approach. A human capital investment 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q 03 03 03 04 04 04 04 05 05 05 05 06 06 06 06 07 07 approach is characterized by long-term staff 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 development, career development and job stability Source: National Association of Computer Consultant Businesses ( rather than professional achievement and compensation. IT Unemployment Remains Low; Wage Growth Outpaces the Market Full-time IT Use this HR strategy staff approach Today’s high demand for IT workers is turnover demonstrated by persistent low unemployment Human capital 44% 5% rates coupled with growth in wages that are investment considerably higher than those of the overall Work-life economy. balance/security 28% 7% focused The unemployment rate for most IT occupations Task focused 20% 8% was less than 2% compared to the overall Pay-focused 9% 10% unemployment rate hovering at 4.5% during the second quarter of 2007. Only a minority of companies says they practice a The lowest unemployment rate was for network and pay-focused HR approach (the approach that clearly computer systems administrators, perhaps yields the highest staff turnover rate), which is good reflective of the increased demand to harden IT news. Obviously professionals can be recruited by security systems. offering top salaries, but it’s a risky technique as those same employees may eventually move on to While wages for all workers in the private industry companies that can offer more exciting projects and rose 4% in May 2007 from a year earlier, pay in more money and perks. According to the survey, many IT and high-tech related sectors was generally the most common reason that IT staff members higher. These wage increases are no doubt left over the past three years was for quot;better pay reflective of the higher demand for workers in or benefits.quot; these areas.
  12. 12. Viewed more than quarter of a million times in six 2Q2007 Occupation months, the bogus ad was clicked on 409 times, Unemployment rate delivering the unsuspecting surfers to a bogus and Computer and information systems 1.7 virus-free Web site. The lesson here is that a managers significant number of Web users are much more Computer programmers 2.7 curious than they are cautious. Computer scientists and systems 1.3 analysts Computer software engineers 1.6 India Offshores to Computer support specialists 1.7 Silicon Valley? Database administrators 1.5 Network and computer systems With all the discussions about U.S. jobs 1.1 administrators being offshored to low-wage locations, it is important to take note when the Network systems and data 2.0 situation reverses. communications analysts Source: unpublished tabulations of Current Population India's largest media group, The Times Survey data furnished by the U.S. Bureau of Labor Group, recently reported that of the Statistics. 400,000 new high-tech engineers graduating from Indian schools each year Compared to a year prior, wages were up 6.3% for only a quarter of them are quot;actually ready workers in the computer systems design services to join the job world.quot; sector and up 5.8% in custom computer programming services. This lack of job-ready talent could signal a global reversal of fortunes — or of talent However, wage changes in IT/high-tech-related pools. In a recent editorial discussing manufacturing sectors were mixed with some quot;reverse-outsourcingquot; in which jobs from sectors dropping and others on the rise. With wages Bangalore are moving to California in computer and peripheral equipment because of rising wages, The Financial manufacturing decreasing 6.2% over the past year, Times cited results from India's leading the debate about offshoring will likely not abate. software trade association. The Pay in the semiconductors and electronic association estimated that there could be components sector was up 8.6% while wages in the a shortfall of 500,000 qualified, communications equipment manufacturing sector competent high-tech workers in India by were up by only 3.7%. 2010. It’s a Fact: People Will In an example of offshore reversal, Click on ANYTHING! Mumjal Shah, CEO and co-founder of, wrote in his blog this spring of A bit disturbing, this next news item should put all his company’s decision to refocus on those in charge of corporate IT and e-mail systems California skills: quot;Bangalore wages have on high alert. A European IT security professional, just been growing like crazy … this huge as an experiment, created a Web site ad that invited run up in the wages has destroyed the ROI people with a virus-free PC to get infected — and … so today we decided to consolidate all that is not a joke. of our engineering and research efforts back to our HQ in California.quot; His goal was not to infect computers but to demonstrate how people will click on ANYTHING. If he had been determined to infect visitors, he could have easily set-up some quot;drive-byquot; malware or a virus (computers are infected at the moment the visitor views a Web page). Regardless if the user machine would have blocked the malware or virus, his little ad didn’t have any trouble getting accepted by a major search engine company. © 2007 by National Association of Computer Consultant Businesses. All rights reserved. Reproduction and redistribution rights granted to NACCB members in good standing for dissemination to their clients.