Cherry Franks

Scientia Talent focuses exclusively on building leadership and critical teams for MedTech and deep-tech health companies. We work with venture-backed startups, scaling organisations, and investors who need a partner with domain depth, speed, and sound judgement. Our approach is built around the Scientia Formula, a methodology centred on business DNA, talent intelligence, and precise qualification. Every search is anchored in understanding the company’s inflection point, the technical demands of the role, and the behavioural traits that determine whether someone will thrive in the realities of MedTech. Where we add the most value: • Executive and VP-level search across CEO, CCO, CTO, CMO, Quality, Regulatory, R&D, Robotics, Clinical and Commercial leadership • Early technical and clinical hiring for surgical robotics, orthopaedics, diagnostics, implantables, neuro, cardiovascular and AI/ML-enabled devices • Board search and leadership assessment for founders and investors • Market mapping and talent intelligence to support fundraising, expansion planning and competitive analysis • Advisory work with founders who want sharper, faster hiring processes without compromising rigour Our clients choose us because they want a partner who understands the science, the regulatory reality, the commercial runway, and the human behaviours that shape success in complex environments. We operate globally across the USA, UK, and Europe, and remain intentionally boutique so every engagement stays senior-led and high-touch.

Role Summary Leading the global resourcing function with ownership of recruitment strategy, processes and delivery across corporate and clinical roles worldwide. Responsible for driving direct hiring, improving time-to-hire and strengthening employer brand. Key Achievements & Impact Eliminated agency use for corporate hiring, delivering significant and ongoing cost savings. Designed and executed targeted talent attraction strategies, improving candidate quality and reducing time-to-hire. Built strong, trusted relationships with senior stakeholders, reinforcing the value of the internal TA function. Delivered ED&I initiatives across attraction and hiring, including the creation and delivery of a Neurodiversity training programme with company-wide recognition. Enhanced employer brand and candidate experience, supporting high offer acceptance rates and repeat engagement. Core Responsibilities Led global recruitment across multiple regions, managing the full lifecycle from job scoping and screening through to offer and onboarding. Partnered with business leaders to identify best-fit resourcing solutions, including internal development, promotion and external hiring. Developed and maintained proactive talent pools to reduce reactive hiring and agency reliance. Supported and developed hiring managers through guidance on inclusive recruitment, legal and ethical updates, and employer branding. Managed vendor relationships and assessed new partnerships where appropriate. Monitored recruitment metrics via ATS and Excel reporting, providing insights and recommendations to the VP of People, Board and senior leaders.

Responsibilities Built strong working relationships with hiring managers to understand current and future recruitment needs. Designed and delivered end-to-end recruitment activity including job descriptions, advertising, shortlisting and interviews. Sourced candidates directly via LinkedIn Recruiter, headhunting, referrals and direct applications, managing agencies when required. Supported hiring managers throughout the interview and selection process, providing advice and guidance. Managed ATS and onboarding systems, including reference checking and compliance documentation. Created and implemented induction plans to support effective onboarding. Identified training needs, coordinated learning activities and liaised with external training providers. Delivered ad hoc HR and recruitment projects aligned to People and Culture objectives.

Leading the recruitment of staff for the UK & Spain from identifying opportunities internally, advertising and interviewing HR duties including acting as a point of contact for employees which included absence, work issues, disciplinaries and training needs