01
A single contact
No salesperson who sells and then an assistant who sources. The person who takes the brief is the one who runs the search, holds the interviews, and follows up after the hire.
Life sciences & engineering recruitment · French-speaking Switzerland
You speak to the person
doing the search.
Lelaps — talent, connected
I recruit life sciences and engineering profiles for companies in French-speaking Switzerland. Few searches at a time, each one handled personally, and a straight answer when I am not the right person for the job.
Specialities
Life Sciences
Engineering
Biotech · Medtech · Pharma · Medical devices · Industry
01 — The difference
A small practice, deliberately
Lelaps is a recruitment practice specialising in life sciences and engineering, based in Geneva. Behind the name is one person who takes your brief, calls the candidates, and calls you back.
That has two direct consequences: I cannot run ten searches in parallel, and I have no interest in wasting your time with approximate profiles. What I earn in this job, I earn by coming back for your next search.
02
A narrow scope
Nobody is good at every profile. I stay in the sectors I actually know. Outside them I say so — and point you to someone more relevant rather than having a go.
03
Contingency, and transparent
You pay only if someone is hired, with no retainer and no imposed exclusivity. In exchange, you know every week where the search stands — including when it is not moving.
02 — The point of it
To go beyond matching skills: to build hires that hold over time, because they answer the candidate's ambitions as much as the company's need.
03 — How I work
Two commitments, one standard
For companies
Finding the right person goes beyond a technical match: it is also a question of environment and shared direction.
- A thorough briefing meeting to pin down the real need and the market it sits in.
- A weekly update on the search and on what it reveals about the market.
- Candidates assessed on skills, personality and fit with the working environment.
- Follow-up after the hire, and support for candidates arriving from abroad.
For candidates
A career should match your skills, but it should also feed your ambitions.
- A proper interview: your track record, your skills, what you are actually looking for.
- Preparation before each client interview, and feedback afterwards — including when the answer is no.
- Your file goes to a company only with your agreement, role by role.
- Follow-up through the first three months of your probation period.
04 — Beyond the border
A pool that does not stop at the border
I am Belgian and recruited in Belgium before settling in Switzerland. Applications from Belgian and French professionals targeting French-speaking Switzerland reach me continuously: people already assessed in depth, often ready to move quickly.
And for a candidate arriving from abroad, I know the route — work permit, housing, insurance, the first administrative steps: I went through it myself. That is often what decides whether a hire survives its first year.
Are you a recruitment agency?
I also take on outsourced sourcing for non-competing life sciences agencies on the French-speaking Swiss market.
A role to fill? Let's talk.
A first conversation, with no commitment, to understand the need — and to tell you honestly whether I am the right person for this search.