Why CoFactor
Let’s talk about how we work.
Choosing a recruiting firm comes down to a few practical questions: What am I paying for? And what happens when things don’t go to plan? Here’s how we approach it.
What are you really good at?
We support a wide range of wet lab and adjacent roles across industries. But after 15 years in scientific recruitment, Jeff has a few areas where his experience runs especially deep.
Antibody Discovery & Engineering
Yeast display and phage display are particular strengths, alongside RNA, ribosome, and mammalian display. We also have strong candidate pipelines in single B-cell cloning, hybridoma, and antibody developability.
In Vivo, Preclinical, & Vivarium
We’ve placed people from animal care technicians through VPs of preclinical strategy. That includes professionals working in dosing, study design, blood and tissue collection, immunohistochemistry (IHC), staining, and ex vivo assays.
Cell-Free Protein Synthesis
We’ve partnered with several clients building high-throughput labs to characterize AI-designed proteins. They all wanted to bring cell-free protein synthesis (CFPS) into their workflows.
So we mapped the market. Today, we have a strong network and candidate pipeline of CFPS researchers from academic labs such as Schwarz, Jewett, and Bundy, alongside experienced industry professionals.
Whether you need someone to build a CFPS system from scratch, optimize an off-the-shelf system, or run it once it’s built, we can help you find the right people.
If your role falls outside those areas, let’s talk. Our specialties are a starting point, not the limit of what we support.
What does each hiring model cost?
Direct hire: Rates start at 20%, with a 90-day graduated money-back guarantee or replacement. Hiring several people? Bulk discounts are available.
Contract & contract-to-hire: The markup depends on the role’s workers’ compensation code. We’ll talk through the rate with you before the assignment begins.
Embedded recruiting: A few thousand dollars a month, depending on how much recruiting time you need. We’ll agree on the scope and monthly fee upfront.
What makes our contract-to-hire plan different?
We offer PTO on every assignment. Our contractors accrue two weeks of paid time off per year, in addition to sick time. It’s built into our markup, so it’s part of the plan from day one.
Why do we do it? Because we wouldn’t want to be treated any differently ourselves. People need a chance to take time away from work without wondering how they’ll pay their bills. A doctor’s appointment shouldn’t put rent at risk. A long weekend with family shouldn’t mean falling behind on a car payment.
We believe taking care of people helps us attract and keep better talent. But the reason is pretty simple: treat your contractors like you’d want to be treated.
We also offer conversion rollover. If a contractor doesn’t work out and you hire another through us, the hours the previous contractor worked count toward the next contractor’s conversion timeline. You keep that progress toward free conversion instead of starting the clock from zero.
You’re using us to make hiring easier. We want our plan to reflect that.
When can a contractor convert?
After six months, you can bring the contractor onto your team permanently with no conversion fee. Before six months, there is a fee. We’ll explain those terms before you start.
What does an embedded recruiter handle?
For a monthly fee, we bring our recruiting tools and experience into your organization. We help with the work that keeps hiring moving:
- Screening inbound applicants
- Creating scorecards to help evaluate candidates consistently
- Outbound sourcing and talent attraction
We’ll talk through your priorities and agree on the scope, so you know what the monthly fee covers.
What if a hire doesn’t work out?
You come to us to make hiring less of a headache. When something doesn’t work out, we want to help you move forward.
For direct hires, we offer a 90-day graduated money-back guarantee or replacement. Our contracts spell out the details, and we’ll walk through them with you before you commit.
For contractors, we offer a rollover program: hours worked by the previous contractor count toward the next contractor’s conversion timeline. You don’t have to start that clock from zero.
Contract-to-hire conversion is free after six months. Earlier conversion carries a fee, with the details set out in your agreement.
What are the payment terms?
Direct hire: Net 30—payment is due within 30 days.
Contract: Net 15 or Net 30, as agreed in your contract.
We’ll discuss fees, scope, and terms before we start. Other firms’ arrangements vary, so when you compare proposals, ask about conversion fees, contractor benefits, replacement terms, and who will actually handle your search.
Have a question we haven’t answered?
Ask Jeff. We’re happy to talk through your situation and whether our approach makes sense for your team.