Trends, recruitment and remuneration in the Healthcare & Life Sciences sector

Healthcare
& Life Sciences
GLOBAL INSIGHTS
TRENDS, RECRUITMENT AND REMUNERATION
IN THE HEALTHCARE & LIFE SCIENCES SECTOR

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HEALTHCARE&LIFESCIENCES GLOBALINSIGHTS

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TABLE OF CONTENTS
Report overview – Sharing our insights into the Healthcare & Life Sciences sector..... 4
Trends & Recruitment in the Pharmaceutical Industry................................................. 6
Salaries in the Pharmaceutical Industry.....................................................................17
Trends & Recruitment in the Medical Devices Industry............................................. 23
Salaries in the Medical Devices Industry................................................................... 32
Contacts...................................................................................................................37
GLOBALINSIGHTS HEALTHCARE&LIFESCIENCES

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A SECTOR IN TRANSITION
This report arises out of Michael Page’s global experience in helping companies in the
Healthcare & Life Sciences sector to recruit the best talents for business success.
In most of the countries where we operate, the prevailing regulatory and pricing
frameworks set by government heavily influence the market. Now that many patents
have reached end of life, generic drugs have taken an important share from large
pharmaceuticals, and have revolutionised the market in doing so.
As a consequence, companies producing pharmaceuticals or medical devices are
increasingly challenged to hone their profitability through innovation and R&D. Acquisitions,
always a feature of the pharmaceutical industry, are on the increase. Many companies
needing to expand their R&D capabilities have biotechnology firms in their sights.
THE RECRUITMENT LANDSCAPE
Even though the overall level of recruitment has fallen in recent years due to market
restructuring, the Healthcare & Life Sciences industry continues to grow. We can
conjecture that this is due to an ageing population worldwide and to rapid scientific
innovation. This report highlights the areas and roles that are seeing growth.
As a global recruitment agency with a specialist division for Healthcare & Life Sciences,
we understand the complexities and challenges of the market. We have been offering
specialised recruitment services in this sector since 2000. Last year alone, our team of
Sharing our
insights in the
Healthcare
& Life Sciences
sector

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80 recruitment consultants worldwide placed more than 900 Healthcare & Life Sciences
professionals and pooled their knowledge, experience and networks for the benefit of
our clients and candidates.
This report draws on the experience of our consultants in 14 countries across the world.
We asked them to use their deep knowledge of the local environment to identify key
drivers and trends. Throughout the report, we include real-world examples of where
Michael Page has successfully met Healthcare & Life Sciences companies’ need for
specialist talent.
THE GLOBAL PICTURE
In addition to being a business, the Healthcare & Life Sciences sector affects and
engages us all, whether as a consumer or as a professional. Advances in science and
society’s rising expectations of healthcare have fuelled the growth in the number of
companies globally.
Nevertheless, differences remain between the countries, and this report looks at salary
and recruitment trends in the two main industries we serve – the pharmaceutical
industry and the medical devices industry – in the 14 countries. For each industry, we
have selected a cross-section of roles, those that in our experience are most prevalent
among our clients.
If you have any questions regarding the content, please do not hesitate to contact your
local Michael Page office or one of the Healthcare & Life Sciences specialists listed at
the end of the report.

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INDIA
The Indian pharmaceutical market is dominated by generics, which make up 70% of the
market according to the India Brand Equity Foundation (IBEF). An important difference
in the pricing of innovative molecules and generics still prevents global companies from
launching innovative drugs.
This makes India a low-value, high-volume country in the global rankings. According to
the IBEF, the average growth rate within the Indian market stands at an impressive 9%.
Cost of talent is low in India's pharmaceutical compared to other global markets. This
is why India is seeing an increase in captive centres and contract manufacturing sites.
There is also encouragement from the Indian government to manufacture APIs, semi-
finished and finished pharmaceutical products in India. Pharmaceutical companies have
faced some challenges on margins with the government bringing several drugs into the
category of 'essential'. However, the volume of business keeps the industry lucrative
and R&D spending generally ranges between 1% and 3%.
Demand for value selling has grown. This has led to many pharmaceutical organisations
focusing on sourcing more technical skills and to qualified physicians being employed
in sales and marketing functions.
Þ CASE STUDY
INDIA
Client requirement
A Japanese pharmaceutical multinational
corporation based in India was working
on the launch of its globally successful
diabetes molecule. After having their
internal team searching unproductively
for four months, the company asked
Michael Page to hire a Medical Affairs
Manager and Marketing Manager from
the diabetes therapy segment.
The process
There had been a critical gap between the
client’s and candidates’ understanding of
the company’s business. Michael Page
was able to successfully bridge this
gap by bringing on board candidates
with stellar therapeutic and industrial
knowledge.
Outcome
Within four weeks, applicants had been
identified and evaluated through direct
approach and interviews. Five profiles
were presented to the client and one
candidate, from a direct competitor, was
selected for the post.
INSIGHTS INTO THE
PHARMACEUTICAL INDUSTRY
IN ASIA-PACIFIC
HEALTHCARE&LIFESCIENCES GLOBALINSIGHTSPHARMACEUTICAL INDUSTRY GLOBALINSIGHTS

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JAPAN
Japan's pharmaceutical market is the second largest in the world after the USA, due
chiefly to the country’s ageing population.
Historically, the market has been perceived as somewhat closed. Local companies have
generally focused on servicing the domestic market and foreign firms have struggled to
adapt to Japan's regulatory system and working culture.
In recent years, a number of developments have changed this environment, opening
up the market. As a result, more foreign companies are looking to enter the Japanese
market and local firms are investing abroad, either through acquisition or by setting up
R&D facilities overseas.
For foreign firms entering Japan, one of the biggest challenges is the small talent pool.
This arises from a number of factors, including a declining working age population and
the ‘job for life’ culture, which enhances employee retention.
Those who are looking to change jobs tend to adopt a conservative approach by favouring
large established players; with a relatively closed market to date very few have experience
of working for foreign firms. This is compounded by the general lack of English language
skills locally, with an estimated 96% of Japanese not speaking any foreign language.
Þ CASE STUDY
JAPAN
Client requirement
A multinational clinical research
organisation in Japan needed a clinical
director with a perfect understanding
of both pharmaceutical innovators and
clinical sites. The client commissioned
Michael Page to handle the search by
targeting pharmaceutical company
candidates and communicating the
benefits of joining the organisation.
The process
Michael Page started with a database
search covering candidates from
generic and branded pharmaceutical
backgrounds. Candidate referrals were
also gathered from clinical professionals
across the Michael Page network.
Outcome
Within one month, both generic and
branded pharmaceutical professionals
had been contacted. Michael Page
assessed these by interview and the
top two candidates from each strand of
the search were introduced to the client.
Three out of these four candidates made
it through to the final interview, at which
point an offer was made and accepted.
GLOBALINSIGHTS HEALTHCARE&LIFESCIENCESGLOBALINSIGHTS PHARMACEUTICAL INDUSTRY

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SINGAPORE
Singapore continues to be a dynamic and pro-innovation regional hub for global
biopharmaceutical companies, with 8 of the top 10 global organisations using Singapore
as their regional platform.
The pace of development in recent years has at times been phenomenal, with the nation’s
industry growing by an impressive 30% in 2011 alone (Singapore Economic Development
Board, 2015). As a result, many businesses have sought to leverage this success and
even centralise some global functions in the country; for example, their manufacturing
and clinical trials.
Some have even chosen Singapore as the ideal location from which to launch their
biologics operations, involving a huge monetary investment.
However, it is not all good news: whereas some years ago the trend would have mostly
been an influx of new businesses opening or expanding their regional presence here,
today we also see that some organisations are downsizing their Singapore facilities or
relocating some functions overseas in an attempt to reduce their labour and production
costs. Surrounding countries, such as Malaysia and the Philippines, where the Healthcare
& Life Sciences market is developing quickly, have proved attractive alternative locations.
This increases the complexities and challenges of the relatively mature domestic industry
as we move through 2015.
When it comes to hiring and recruitment, the pharmaceutical industry continues to be
one of the most vibrant industries for ambitious job seekers. Although there can often
be a preference for local professionals, Singapore continues to be a melting pot for top
talent from around the globe.
The Michael Page Employee Intentions 2015 report shows that 41% of participants
from the Healthcare & Life Sciences sector expect to change their job within the next
12 months. This level of turnover, coupled with the impetus among professionals for
new challenges, keeps the recruitment scene busy, fresh and full of opportunity – for
candidates and employers alike!
Some organisations are
downsizing their Singapore
facilities in an attempt to
reduce their labour and
production costs

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BRAZIL
The Brazilian market is divided into three segments. The first is related to biotechnology
pharmaceutical companies, which started their operation in Brazil around eight years ago.
The second market concentrates on multinational companies, which have struggled to
keep up with the third market: domestic players that are also focused on generics brands.
The regulatory rules and laws remain a barrier even for established companies that are
optimising and developing new pipelines and even more so for start-up businesses.
Regulatory positions, as well as market access positions, have high market value and
salaries are rising in consequence.
INSIGHTS INTO THE
IN NORTH AND
SOUTH AMERICA
Regulatory positions, as well
as market access positions,
have high market value
and salaries are rising in
consequence

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Þ CASE STUDY
MEXICO
Client requirement
A French global pharmaceutical company
unexpectedly needed to find a Regulatory
Affairs Director for Mexico very quickly.
The process
To meet this urgent demand, Michael
Page used its network and knowledge of
the company’s values and requirements:
one candidate clearly met the client’s
requirements
Outcome
The candidate was successfully placed,
and Michael Page and the pharmaceutical
company are now collaborating on
supporting appointments.
MEXICO
There are several aspects that make the healthcare one of the most dynamic sectors
within the Mexican economy.
In a country with an increasingly elderly population and a traditionally unhealthy diet,
cardiometabolic diseases have been a significant focus of concern for the last few
years. Diabetes is the sole cause of death of around 70,000 Mexicans every year
and one third of the population is considered obese according to the International
Diabetes Federation and the United Nations Food and Agriculture Organization.
These demographical and health trends are leading local and global pharmaceutical
companies to invest in R&D, and in more dynamic commercial strategies through
both the private and public healthcare systems.
The Mexican government, through its healthcare institutions, has increasingly taken
the price war between pharmaceutical laboratories to a point where companies have
to accept very low profit margins in order to maintain their position in the market.
For this reason, generics remain at the top in volume; however, profitability is on an
ever downward course. Specialty and innovation drugs are the alternatives to this
aggressive price environment.
These facts create a new recruitment scenario within the Mexican healthcare sector.
Laboratories and distribution companies require more specialised talent with the
ability to deal with highly specialised products and complex channels of distribution,
and to raise the value of corporate production, regulatory and commercial processes.

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BELGIUM
In 2015, the Belgian health sector continues its transformation to become increasingly
dynamic. This benefits candidates such as market access experts, those with a highly
technical profile, doctors and industrial pharmacists.
During the past decade, the landscape of the pharmaceutical industry has changed radically
in Belgium. As the pipelines of larger pharmaceuticals have shrunk and the challenge of
generics has arisen, they have been forced to change their business model. Faced with
saturated markets, companies are focusing on innovation and diversification, allowing them to
conquer new markets. All companies have added biopharmaceuticals to their portfolio, with
an accompanying repositioning of their R&D, process improvement and product innovation.
The pharmaceutical industry is maintaining its normal hiring rates this year. Salesforce
and marketing department downsizing is to the benefit of technically oriented or highly
specialised candidates, such as doctors, pharmacists or quality assurance managers.
Market access and reimbursement remain the focal point of the Belgian pharmaceutical
market. Quality and efficacy are more regulated and reimbursements are subject to long,
complex governmental negotiations. In this context, health economics specialists and
experts in government and regulatory affairs find themselves in great demand.
Finally, more than in previous years, the industry is recruiting more executives and senior
managers, as well as associate directors. For these functions, employers are eager to
attract strategists, rather than people managers; experts able to interact with many
departments in a matrix organisation structure and who have the deep knowledge and
sharply focused expertise that are critical for specialist positions.
Þ CASE STUDY
BELGIUM
Client requirement
A global, US-based innovative bio-
pharmaceutical company in Belgium
needed an oncology expert to build and
staff the new business unit for the launch
of a new oncology product. Several
months of searching for candidates with
the right profile produced only unreliable
candidates with weak language skills.
The company turned to Michael Page
for help.
The process
After a thorough analysis of the client’s
requirements and the prevailing market
conditions, Michael Page recommended
that the client ‘think outside the box’ and
open up the post to candidates from
biotechnology or medical devices firms.
Applicants were identified and evaluated
through direct approach and interviews.
The outcome
Within four weeks, eight profiles were
presented to the client and four of these,
with two coming from the medical
devices industry, were offered jobs with
the company as Business Unit Director,
Marketing Manager, Sales Manager and
Medical Affairs Manager.
INSIGHTS INTO THE
IN CONTINENTAL EUROPE & THE UK

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FRANCE
Today, French pharmaceutical firms have to deal with globalisation, a stringent regulatory
framework and difficulty in accessing the market. To remain competitive, they are reducing
their costs and investing massively in R&D: around 10.6% of turnover, according to a
2015 report* by the French Pharmaceutical Companies Association (Leem). The same
report found that laboratories have also downsized their workforce for production (-0.7%),
business development (-3.1%) and administration (-1.6%).
Another issue is the high concentration of businesses in the pharmaceutical industry.
Indeed, the rise in global corporations at the expense of small and medium-sized
companies has led to centralisation of HR teams overseas, reducing the contact points
for recruitment companies working in France. Pharmaceutical companies are also
confronted with a scarcity of qualified applicants. Specialists in the areas of regulatory
affairs, clinical research and development, market access, quality insurance and quality
control are highly sought after.
Finally, more and more pharmaceutical firms are developing their own range of medical
devices. This segment represents a new market, with new margins and a new way to
differentiate the business from its competitors. Pharmaceutical companies are eager to
find versatile candidates with global device and molecular expertise.
* Source: Leem 2015 ‘L’industrie du Médicament est une chance, ne la gâchons pas’.
GERMANY
The German pharmaceutical market is dominated by stringent regulation and bureaucracy.
However, there is still intense innovation and growth. According to an industry report by
the Centre for European Economic Research, about 14% of turnover in the pharmacy
market is spent on innovation. In addition, pharmaceutical exports are increasing, once
again underlining the pharmaceutical industry’s role as an important stabilising factor
in the German economy.
The industry is experiencing progressive market consolidation. The association of the
German pharmaceutical industry (Bundesverband der pharmazeutischen Industrie, or
BPI e.V.) stated that in 2009 about 80% of pharmaceutical companies had fewer than
100 employees; only 5.5 % had more than 500 employees.
But the landscape is shifting: for example, by 2011, 6.5% of these companies had more
than 500 employees, according to the association. The industry is growing and companies
are competing fiercely for the best talent on the market. Moreover, there is high demand
within the area of specialty care, as well as a strong need for brand managers.
Þ CASE STUDY
FRANCE
Client requirement
Due to an acquisition, a French
pharmaceutical laboratory added medical
devices to its product range. After six
months of unsuccessful searching, the
company asked Michael Page for help
in hiring a regulatory affairs pharmacist
specialised in medical devices.
The process
As 95% of the firm’s portfolio is based on
molecules, the offer proved insufficiently
attractive to potential applicants. Michael
Page consultants advised that the
company modify the job description,
orientating the search toward a dual
competence profile (70% device/30%
molecules).
The outcome
Six profiles were presented to the client
and one candidate was selected to join
the company.
The industry is growing
and companies are
competing fiercely for
the best talent on the
market

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ITALY
The pharmaceutical industry is slowly recovering from the shock caused by the expiration
of patents over the last few years and the economic crisis.
New products should contribute significantly to this market recovery, in particular the
higher visibility of new products. Meanwhile, a better managed fiscal environment, with
greater predictability and stability in healthcare spending, should help to rebuild confidence
in the sector.
The last few years have been characterised by a wave of mergers and acquisitions and
the trend is set to continue in the foreseeable future. R&D partnerships have increased
significantly, with many companies having partnerships with small market capitalisation
companies specialising in the R&D of promising drugs. This should help in reducing their
costs during the development stage, and bring huge advantages in terms of reducing time
to market.
Biotechnology companies offer interesting products and technologies that can be useful in
developing new therapies in areas such as immune-oncology, oncology, nervous system
disorders, diabetes, inflammation, and the hepatitis C virus, all of which continue to be the
focus of attention in the pharmaceutical market.

Two other trends arising during the last few months are the transfer of non-core business
activities and significant reorganisation, both having huge benefits for companies trying
to cut their costs and rationalise their processes.
Nevertheless, the pharmaceutical industry is one of the most dynamic in Italy, characterised
by the strategic importance of its distribution chain. Due to high productivity levels and
rising exports in the Italian market, the pharmaceutical industry is now of prime interest
in the Italian economy.
The pharmaceutical
industry is one of the
most dynamic in Italy,
characterised by the
strategic importance of
its distribution chain

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THE NETHERLANDS
Due to major reform of the healthcare system in 2006, the Dutch system has risen up
the rankings in the annual Euro Health Consumer Index (EHCI) of healthcare systems in
36 European countries every year. Since 2014, it has topped the Index and continues
to widen the gap with whichever country is in second place.
A major determinant is the high level of quality assurance (QA) and regulatory affairs
(RA) within the Dutch pharmaceutical industry. It is therefore of a great importance to
hire professionals in these areas. These positions are continually being advertised and
filled within pharmaceutical companies. Because of the high rate of single QA projects
or (international) RA approvals, contractors are also frequently sought.
For most companies, the focus on quality in the Netherlands will continue unabated
during 2015. Not only are the ISO 13485 standards changing, becoming more focused
on internal training and the compliance of employees, the whole ISO approach is also
now more focused on people instead of being only, or chiefly, concerned with regulation.
As there is still a high demand from the market for QA candidates, employers must be
prepared to adopt a more flexible approach towards new permanent hires in terms of
compensation and benefits.
In addition, the demand for consultants or interim candidates to improve quality processes
and implement or upgrade quality management systems remains high, as most companies
are unwilling to hire permanent staff for these short-term projects.
The demand for
consultants or interim
candidates to improve
quality processes and
implement or upgrade
quality management
systems remains high

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Þ CASE STUDY
SPAIN
Client requirement
Due to the acquisition and development
of a new product portfolio, the client
needed to establish new standards for
their protocols and procedures, which
required a QA Manager specialising in
the pharmaceutical industry.
The process
The candidates who came forward on the
basis of the client’s estimated budget for
this role did not display adequate market
knowledge and management skills.
Michael Page consultants advised the
company to modify the salary to prevailing
market levels. Within four weeks of the
salary being modified, applicants were
identified and evaluated through direct
approach and interviews.
The outcome
Five candidates were presented to the
client and one was offered the position.
SPAIN
Spain seems to be recovering from the economic crisis. Deceleration of the growth rate
in the pharmaceutical industry is expected to continue through 2015 down to +1% at
the end of Q1. In recent years, important cost containment measures have been made
on pharmaceutical industry expenditure in Spain, causing this variable to drop over four
consecutive years.
Due to strict regulatory control, Spain has some of the lowest average prices for medicines
and the lowest level of consumption of medicines per capita in the eurozone. Price
revisions are made annually, taking as a reference price the lowest defined daily dose
(DDD) of products within each group. In most cases, these include generics.
Due to this double pricing regulatory mechanism, the market for medicines with expired
patents in Spain is known as the ‘generically priced market’ and nearly 80% of medicines
financed by the Spanish National Health Service have the same price as generics.
The increasing economic recovery and stability within the industry may act as a
springboard for a rise in hiring positions. We are seeing growing demand in dual-skilled
profiles, such as roles requiring candidates to be both highly technical and also very
commercially oriented.
The importance attached to making strategic portfolio-related decisions means that
pharmaceutical companies are being forced to strengthen their resources, especially in
business intelligence, market access, international relations and pharma economy – an
observation endorsed by The Economic Bulletin nº 115: Farmaindustria.

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SWITZERLAND
Switzerland is a pharmaceutical market leader in terms of the number of international
headquarters and production sites located in the country and its international reputation
for quality production and research. However, its high price level undermines that
competitiveness of the Swiss generic market. In the light of this pressure, pharmaceutical
companies in Switzerland are focusing on their end-of-life strategies, branding,
messaging campaigns and physician engagement.
2015 has seen new demand from US companies seeking to establish their headquarters
on Swiss territory. In turn, this has led to increasing demand to recruit candidates from
across the world. Companies already based in Switzerland are greatly investing in
recruiting candidates in market access, health economy, pharmacovigilance, regulatory
affairs and medical affairs.
Swiss affiliated companies on the other hand are facing issues in finding candidates
who can speak the national languages of German, French and Italian and who have a
good understanding of the Swiss pharmaceutical market.
THE UK
The UK healthcare market continues to grow, driven by a number of factors including an
increasing elderly population, universal healthcare insurance and high degree of access
to healthcare facilities.
Nevertheless, the growing use of generics and government cost-cutting measures
aimed at reducing expenditure could present challenges to further growth. In spite
of these challenges, looking at recent reports from IMS Health and GlobalData, the
pharmaceutical market in the UK is set to grow – but, like many western countries,
growth will be at a low level. The market was estimated at $24 billion in 2012 and is
expected to reach approximately $32 billion by 2020, with a projected compound
annual growth rate (CAGR) of 3.5%, meaning that the outlook for recruitment remains
positive in this market.
Being challenged by cheaper emerging economies and lucrative established markets, but
also as a consequence of increasing numbers of mergers and acquisitions and expiring
patents, UK pharmaceutical companies need to face growing competition by investing in R&D.
As a consequence, in the recruitment market there is significant, observable demand
for candidates to fill R&D and clinical trial-related positions. Moreover, the new legislation
supporting the development of patient safety has raised demand to recruit for quality
management positions.
Þ CASE STUDY
THE UK
Client requirement
A chiral products and technologies
company based in Cambridge required
a business development manager for
the UK. The candidate needed to have
very niche experience, including selling
internationally into large pharmaceutical
companies and working with active
pharmaceutical ingredients, plus at least
an MSc in a life sciences subject.
The process
Secondly, Michael Page’s in-
house research function helped in
understanding the details of the role.
Finally, consultants used their extensive
national and international networks to
find likely candidates.
The outcome
This important vacancy was successfully
filled within the agreed timescales.

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Þ CASE STUDY
TURKEY
Client requirement
A multinational Swiss pharmaceutical
firm, a parent company, needed to fill
a medical manager position within one
month.
The process
Michael Page conducted a sophisticated
search, combining networking, market
mapping and database search, in order
to present a shortlist of three strong
candidates to the client. The most
important aspect of Michael Page’s
involvement was taking a consultancy
approach, ensuring that all candidates
werefullyawareofwhattheroleinvolved.
Outcome
After a one-week intensive search, a
shortlist was presented to and positively
received by the firm. The placement
was successfully closed within one
month. Both the parent company and
its subsidiaries have now formed an
exclusive recruitment partnership with
Michael Page.
TURKEY
Over the past few years, both the pharmaceutical and medical device industries have
recognised the importance of technical profiles. Companies have increased their
headcounts and extended the range of roles for which they recruit.
The pharmaceutical industry in particular has adapted to fluctuating drug prices with
changes in headcount planning. The market requires increasing numbers of technically
qualified talent, such as medical managers and market access managers. People with
technical or engineering backgrounds have become more valuable, even when the role
is less obviously technical, such as product management.
This focus on high-performing talent in the pharmaceutical industry has fuelled competition
among employers for skilled people. Salaries have risen and, to retain employees, companies
are having to invest in training, compensation and benefits packages, and so on.
Sourcing candidates in traditional ways is not always enough; as candidates become
more computer literate, companies have had to adopt channels such a social media to
reach out to potential candidates.
Healthcare is an industry with huge promise and potential, and job applicants with a
technical background are especially welcomed. Medical doctors will increasingly dominate
the industry and, in the near future, we expect to see the creation of new positions in
brand management, business development and market access.

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PLANT MANAGER
Defines and implements an industrial strategy to ensure the provisioning of products from the production site in compliance with regulations
and with the company’s quality standards, costs and deadlines.
COUNTRY PLANT MANAGER (Exp < 10 years) SENIOR PLANT MANAGER (Exp > 10 years)
TREND
SALARY Local Currency'000 $'000 €'000 Local Currency'000 $'000 €'000
BELGIUM 80 - 110 89 - 123 80 - 110 110 - 200 123 - 224 110 - 200 =
BRAZIL 215 - 265 72 - 88 65 - 80 265 - 350 88 - 117 80 - 105 =
FRANCE 70 - 120 78 - 134 70 - 120 120 - 145 134 - 162 120 - 145 Þ
GERMANY 90 - 110 101 - 123 90 - 110 120 - 130 134 - 145 120 - 130 Þ
INDIA 2,000 - 3,000 31 - 47 28 - 42 3,000 - 4,000 47 - 63 42 - 56 Þ
ITALY 80 - 120 89 -134 80 - 120 120 - 140 134 - 157 120 - 140 =
JAPAN 9,000 - 11,000 75 - 92 67 - 82 11,000 - 14,000 92 - 117 82 - 105 =
MEXICO 1,200 - 1,560 77 - 99 70 - 91 1,560 - 2,400 99 - 153 91 - 140 Þ
NETHERLANDS 65 - 80 73 - 89 65 - 80 80 - 120 89 - 134 80 - 120 =
SINGAPORE 100 - 150 75 - 113 67 - 101 150 - 250 113 - 188 101 - 168 Þ
SPAIN 80 - 110 89 - 123 80 - 110 110 - 140 123 - 157 110 - 140 =
SWITZERLAND 150 - 160 161 - 171 144 - 153 180 - 240 192 - 256 172 - 229 =
TURKEY 220 - 250 81 - 92 73 - 83 250 - 300 92 - 111 83 - 100 Þ
UK 55 - 70 86 - 102 77 - 90 70 - 90 102 - 140 90 - 126 =
PRODUCT MANAGER
Develops and implements the marketing strategy to increase product revenues and profitability.
COUNTRY PRODUCT MANAGER (Exp < 5 years) SENIOR PRODUCT MANAGER (Exp > 5years)
TREND
BELGIUM 50 - 70 56 - 78 50 - 70 70 - 100 78 - 112 70 - 100 =
BRAZIL 120 - 180 40 - 60 36 - 54 180 - 320 60 - 107 54 - 96 Þ
FRANCE 35 - 50 39 - 55 35 - 50 50 - 60 56 - 67 50 - 60 à
GERMANY 60 -75 67 - 84 60 -75 85 - 110 95 - 123 85 - 110 Þ
INDIA 1,000 - 1,500 16 - 24 14 - 22 1,500 - 2,000 24 - 31 22 - 28 Þ
ITALY 40 - 45 45 - 50 40 - 45 55 - 65 61 - 72 55 - 65 =
JAPAN 7,000 - 13,000 58 - 108 52 - 97 10,000 - 15,000 83 - 125 75 - 112 =
MEXICO 455 - 840 30 - 56 27 - 50 780 - 1 050 52 - 70 46 - 62 Þ
NETHERLANDS 45 - 65 50 - 72 45 - 65 60 - 80 67 - 89 60 - 80 =
SINGAPORE 80 - 120 60 - 90 54 - 81 120 - 150 90 - 113 81 - 101 Þ
SPAIN 45 - 60 50 - 67 45 - 60 60 - 85 67 - 95 60 - 85 Þ
SWITZERLAND 90 - 130 96 - 139 86 - 125 130 - 160 139 - 171 125 - 153 =
TURKEY 85 - 120 31 - 44 28 - 40 120 - 180 44 - 66 40 - 60 Þ
UK 40 - 45 62 - 70 55 - 63 45 - 65 70 - 101 63 - 90 Þ
• These packages are on an annual basis including basic salary and average bonus, excluding any
particular compensation or benefits such as company car or expat packages.
• - means that either the position doesn’t exist in the country or that we do not have enough data in our
database to identify a relevant trend.
• Some salary ranges cover a large span depending on the company size or generated business,
or even a large variable part for some of the positions.
• The conversions are based on a 2015 average conversion rate.
SALARIES

19
SALARIES
DRUG MONITORING
Organises the evaluation and monitoring of risks related to the use of a drug before and after its marketing. Offers solutions to reduce
risk, promote proper use of the drug and ensure patients’ safety.
QUALITY ASSURANCE MANAGER
Defines and coordinates the implementation of corporate quality assurance policy
(organisational methodology/process/audit).
COUNTRY DRUG MONITORING MANAGER (Exp < 10 years) SENIOR DRUG MONITORING MANAGER (Exp > 10 years)
TREND
BELGIUM - -
BRAZIL 170 - 220 57 - 73 51 - 66 180 - 300 60 - 100 54 - 90 =
FRANCE 50 - 75 56 - 84 50 - 75 75 - 80 84 - 89 75 - 80 Þ
GERMANY 60 - 70 67 - 78 60 - 70 85 - 95 95 - 106 85 - 95 à
INDIA - -
ITALY 50 - 65 56 - 72 50 - 65 75 - 85 84 - 95 75 - 85 =
JAPAN 8,000 - 13,000 66 - 108 59 - 97 12,000 - 20,000 100 - 166 90 - 149 =
MEXICO - -
NETHERLANDS 55 - 75 61 - 83 55 - 75 75 - 95 84 - 106 75 - 95 =
SINGAPORE 80 - 120 60 - 90 54 - 81 120 - 150 90 - 112 81 - 101 Þ
SPAIN 35 - 45 39 - 50 35 - 45 50 - 70 56 - 78 50 - 70 =
SWITZERLAND 100 - 140 107 - 149 96 - 134 140 - 180 149 - 192 134 - 172 =
TURKEY 90 - 150 33 - 55 30 - 50 150 - 200 55 - 47 50 - 66 Þ
UK 40 - 50 62 - 78 55 - 70 50 - 60 78 - 94 70 - 84 Þ
COUNTRY QUALITY ASSURANCE MANAGER (Exp < 10 years) SENIOR QUALITY ASSURANCE MANAGER (Exp > 10 years)
TREND
BELGIUM 50 - 70 56 - 78 50 - 70 70 - 90 78 - 100 70 - 90 =
BRAZIL 120 - 200 40 - 67 36 - 60 200 - 270 67 - 90 60 - 81 =
FRANCE 55 -75 61 - 84 55 - 75 75 - 85 84 - 95 75 - 85 =
GERMANY 50 - 60 56 - 67 50 - 60 60 - 80 67 - 89 60 - 80 Þ
INDIA 2,500 - 3,000 39 - 47 35 - 42 3,000 - 4,000 47 - 63 42 - 56 Þ
ITALY 40 - 50 45 - 56 40 - 50 55 - 65 61 - 72 55 - 65 Þ
JAPAN 10,000 - 12,000 83 - 100 75 - 90 12,000 - 15,000 100 - 125 90 - 112 =
MEXICO 540 - 760 36 - 51 32 - 45 760 - 920 51 - 61 45 - 55 Þ
NETHERLANDS 55 - 80 61 - 89 55 - 80 75 - 120 84 - 134 75 - 120 Þ
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 35 - 60 39 - 67 35 - 60 55 - 75 61 - 84 55 - 75 =
SWITZERLAND 100 - 150 107 - 160 96 - 144 150 - 180 160 - 192 144 - 172 =
TURKEY 140 - 220 51 - 81 46 - 73 220 - 300 81 - 111 73 - 100 Þ
UK 45-55 70 - 86 63 - 77 55 - 70 86 - 109 77 - 97 Þ

20
QUALITY CONTROL MANAGER
Defines and implements quality control methods to ensure that products and services comply with the regulations and health
and safety rules.
REGULATORY AFFAIRS MANAGER
Proposes and implements the company’s technical/regulatory strategy to ensure the correct application of pharmaceutical regulation for
product development, registration and use.
COUNTRY QUALITY CONTROL MANAGER (Exp < 10 years) SENIOR QUALITY CONTROL MANAGER (Exp > 10 years)
TREND
BELGIUM - -
BRAZIL 140 - 170 47 - 57 42 - 51 170 - 215 57 - 72 51 - 65 =
FRANCE 45 - 60 50 - 67 45 - 60 60 - 65 67 - 72 60 - 65 =
GERMANY 50 - 60 56 - 67 50 - 60 60 - 80 67 - 89 60 - 80 Þ
INDIA - -
ITALY 50 - 60 56 - 67 50 - 60 60 - 70 67 - 78 60 - 70 =
JAPAN 10,000 - 12,000 83 - 100 75 - 90 12,000 - 15,000 100 - 125 90 - 112 =
MEXICO 720 - 1,200 46 - 77 42 - 70 1,200 - 1,680 77 - 107 70 - 98 Þ
NETHERLANDS 50 - 70 56 - 78 50 - 70 70 - 90 78 - 100 70 - 90 Þ
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 45 - 55 50 - 61 45 - 55 55 - 65 61 - 72 55 - 65 =
SWITZERLAND 100 - 150 107 - 160 96 - 144 150 - 180 160 - 192 144 - 172 =
TURKEY 140 - 220 51 - 81 46 - 73 220 - 300 81 - 111 73 - 100 Þ
UK 35 - 45 55 - 70 49 - 63 45 - 65 70 - 101 63 - 90 Þ
COUNTRY REGULATORY AFFAIRS MANAGER (Exp < 10 years) SENIOR REGULATORY AFFAIRS MANAGER (Exp > 10 years)
TREND
BELGIUM 70 - 90 78 - 100 70 - 90 90 - 140 100 - 156 90 - 140 Þ
BRAZIL 135 - 215 45 - 72 41 - 65 215 - 400 72 - 133 64 - 120 Þ
FRANCE 50 - 70 56 - 78 50 - 70 70 - 75 78 - 84 70 - 75 =
GERMANY 50 - 60 56 - 67 50 - 60 80 - 90 89 - 100 80 - 90 Þ
INDIA 3,000 - 4,000 47 - 63 42 - 56 4,000 - 5,000 63 -78 56 - 70 Þ
ITALY 45 - 55 50 - 61 45 - 55 60 - 70 67 -78 60 - 70 =
JAPAN 12,000 - 15,000 100 - 125 90 - 112 15,000 - 19,000 125 - 158 112 - 141 =
MEXICO 390 - 680 26 - 45 23 - 40 830 - 1,300 55 - 87 49 - 77 Þ
NETHERLANDS 50 - 70 56 - 78 50 - 70 70 - 105 78 - 117 70 - 105 Þ
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 50 - 65 56 - 72 50 - 65 60 - 85 67 - 95 60 - 85 =
SWITZERLAND 120 - 170 128 - 182 115 - 163 180 - 250 192 - 267 172 - 239 =
TURKEY 140 - 200 51 - 74 46 - 66 200 - 350 74 - 111 66 - 116 Þ
UK 45 - 55 70 - 86 63 - 77 55 - 70 86 - 109 77 - 97 Þ
SALARIES

21
DISTRICT MANAGER - FIRST LINE MANAGER
Implements the company’s business strategy for regional development. Leads and develops a team of pharmaceutical sales representatives,
in accordance with the regulations.
MARKET ACCESS MANAGER
Drives the strategy for accessing and maintaining a presence on the drug market to create the most profitable operating conditions for
the laboratory, balanced with providing optimum support to the consumer.
COUNTRY MARKET ACCESS MANAGER (Exp < 10 years) SENIOR MARKET ACCESS MANAGER (Exp > 10 years)
TREND
BELGIUM 70 - 90 78 - 100 70 - 90 90 - 140 100 - 156 90 - 140 Þ
BRAZIL 200 - 300 67 - 100 60 - 90 300 - 520 100 - 173 90 - 156 Þ
FRANCE 55 - 75 61 - 84 55 - 75 75 - 80 84 - 89 75 - 80 Þ
GERMANY 70 - 75 78 - 84 70 -75 80 - 100 89 - 111 80 - 100 Þ
INDIA 2,500 - 3,000 39 - 47 35 - 42 3,000 - 4,000 47 - 63 42 - 56 Þ
ITALY 50 - 60 56 - 67 50 - 60 65 - 80 72 - 89 65 - 80 Þ
JAPAN 12,000 - 16,000 100 - 133 90 - 119 16,000 - 20,000 133 - 166 119 - 149 =
MEXICO 600 - 1,000 40 - 67 36 - 59 1,000 - 1,500 67 - 100 59 - 89 Þ
NETHERLANDS 65 - 90 72 - 100 65 - 90 80 - 105 89 - 117 80 - 105 Þ
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 55 - 75 61 - 84 55 - 75 75 - 90 84 - 100 75 - 90 Þ
SWITZERLAND 130 - 150 139 - 160 124 - 144 160 - 180 171 - 192 153 - 172 =
TURKEY 140 - 200 51 - 74 46 - 66 200 - 320 74 - 118 66 - 106 Þ
UK 45 - 55 70 - 86 63 - 77 55 - 70 86 - 109 77 - 98 Þ
COUNTRY DISTRICT MANAGER (Exp < 10 years) SENIOR DISTRICT MANAGER (Exp > 10 years)
TREND
BELGIUM 55 - 65 61 - 72 55 - 65 65 - 75 72 - 84 65 - 75 =
BRAZIL 110 - 140 37 - 47 33 - 42 140 - 180 47 - 60 42 - 54 =
FRANCE 45 - 80 50 - 89 45 - 80 80 - 150 89 - 168 80 - 150 =
GERMANY 50 - 70 56 - 78 50-70 80 - 90 89 - 100 80 - 90 Þ
INDIA 300 - 800 5 - 13 4 - 11 800 - 1,500 13 - 24 11 - 22 Þ
ITALY 55 - 65 61 - 72 55 - 65 70 - 85 78 - 95 70 - 85 =
JAPAN 10,000 - 15,000 83 - 125 75 - 112 15,000 - 19,000 125 - 158 112 - 141 =
MEXICO 540 - 700 36 - 47 32 - 41 780 - 950 52 - 63 46 - 56 Þ
NETHERLANDS 65 - 90 72 - 100 65 - 90 75 - 100 84 - 111 75 - 100 =
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 50 - 65 56 - 72 50 - 65 60 - 75 67 - 84 60 - 75 =
SWITZERLAND 130 - 150 139 - 160 124 - 144 160 - 210 171 - 224 154 - 202 =
TURKEY 70 - 100 25 - 37 23 - 33 100 - 150 37 - 55 33 - 50 Þ
UK 35 - 55 55 - 86 49 - 77 55 - 70 86 - 109 77 - 97 =
SALARIES

22
MEDICAL PRODUCT MANAGER
Develops and controls the scientific messaging in marketing campaigns.
COUNTRY MEDICAL PRODUCT MANAGER (Exp < 10 years) SENIOR MEDICAL PRODUCT MANAGER (Exp > 10 years)
TREND
BELGIUM 65 - 75 72 - 84 65 -75 75 - 85 84 - 95 75 - 85 =
BRAZIL 170 - 250 57 - 83 51 - 75 250 - 350 83 - 117 75 - 105 Þ
FRANCE 55 - 75 61 - 84 55 - 75 80 - 130 89 - 145 80 - 130 =
GERMANY 70 - 80 78 - 89 70 - 80 90 - 110 100 - 123 90 - 110 Þ
INDIA 1,200 - 2,000 19 - 31 17 - 28 1,800 - 3,500 28 - 55 25 - 49 Þ
ITALY 55 - 65 61 - 72 55 - 65 65 - 75 72 - 84 65 - 75 =
JAPAN 10,000 - 12,000 83 - 100 75 - 90 12,000 - 15,000 100 - 125 90 - 112 =
MEXICO 540 - 760 36 - 51 32 - 45 770 - 1,100 51 - 73 46 - 65 Þ
NETHERLANDS 55 - 75 61 - 84 55 - 75 75 - 95 84 - 106 75 - 95 Þ
SINGAPORE 80 - 120 60 - 90 54 - 81 120 - 150 90 - 112 81 - 101 Þ
SPAIN 45 - 65 50 - 72 45 - 65 65 - 90 72 - 100 65 - 90 =
SWITZERLAND 130 - 150 139 - 160 124 - 144 180 - 270 192 - 288 172 - 258 =
TURKEY 85 - 140 31 - 51 28 - 46 140 - 200 51 - 74 46 - 66 Þ
UK 60 - 70 94 - 109 84 - 97 70 - 100 109 - 156 97 - 139 =
SALARIES

23
INDIA
The medical technology industry is seeing a tremendous growth in India, largely due to
the increasing investment in the healthcare services sector and rising incomes among
India’s population. The average year-on-year growth rate for the industry over the last
five years has ranged between 11% and 14%.
Devices manufactured by Indian companies compared to others around the world
have a huge price differential. The vast medical devices market is split into growing
sub-segments: cardiology, orthopaedics, aesthetics, surgical devices, ultrasound and
in vitro diagnostic.
Global firms do not manufacture in India due to the lack of proper regulation governing
quality. Thus, most of these firms function as a trading presence and heavily depend
on distributors to sell their products.
However, a major trend in the last five years has been the shift from this distributor-led
model to companies directly entering India. This has led to a demand for candidates
who are entrepreneurial and who can offer experience in selling related products.
INSIGHT INTO THE MEDICAL
DEVICES INDUSTRY
IN ASIA-PACIFIC
This has led to
a demand for
candidates who
are entrepreneurial
and who can offer
experience in selling
related products
GLOBALINSIGHTS HEALTHCARE&LIFESCIENCESGLOBALINSIGHTS MEDICAL DEVICES INDUSTRY

24
SINGAPORE
Singapore offers a highly attractive landscape for medical devices businesses as a base
for their regional operations. This is not only because of the government’s support for the
industry overall, but is also due to the development of manufacturing, value engineering
and R&D, which have all made great strides in recent years.
There are now 6,000 scientists based in Singapore, many of whom work in pioneering,
state-of-the-art research facilities, such as the Genome Institute or the Singapore Institute
for Clinical Sciences.
Additionally, there are now 25 medical technology companies manufacturing in Singapore
who collectively employed 9,666 workers in 2011. Manufacturing output accounted for
an impressive 5% of national gross domestic product (GDP) in the same year (source:
Singapore Economic Development Board, 2015), and significantly more today.
While it is true that 2014 saw a slowdown in general economic growth compared to
previous boom years, the GDP of Singapore is still growing, with an annualised 1.10%
growth seen in the first quarter of 2015 (source: www.tradingeconomics.com).
In relation to healthcare specifically, all areas are forecasting growth, according to the
BMI Research Company, 2015. For example, the Singaporean medical devices market
is expected to grow by a compound annual growth rate of 14.3%, which should take
it from USD 465.5mn in 2013 to USD 908.3mn in 2018. Comparatively, therefore, the
sector is truly a high priority for the nation.
Regarding the recruitment market, Singapore is consistently listed as a top choice
location for global professionals looking to develop their careers. However, the rise of
high potential local talent is increasingly important, too, largely driven by the number
of world-leading universities here offering attractive study options in science domains.
Nevertheless, the competition for the top talent is immense, particularly given the very
niche nature of the skills and experience being sought. Being able to rely on specialist
search partners who can leverage a deep local and global network of experienced
professionals is, therefore, paramount.
...the Singaporean
medical devices
market is expected to
grow by a compound
annual growth rate of
14.3%
HEALTHCARE&LIFESCIENCES GLOBALINSIGHTSMEDICAL DEVICES INDUSTRY GLOBALINSIGHTS

25
BRAZIL
The medical devices industry in Brazil lags far behind the pharmaceutical market
in terms of compliance and business professionalism. Nevertheless, it is clearly a
growing market. Even though the number of start-up companies has decreased
significantly when compared with 2011/2012, compared to other markets in Brazil
the industry shows good growth. This is one reason why regulatory positions are
still very common.
As hospitals and medical insurance companies restructure to increase efficiency and
market share, this is having a knock-on effect on the market. New legislation allowing
international investment in the clinical market is driving the professionalisation of both
hospitals and insurance companies.
Therefore, new positions are likely to open up for candidates who are used to working
with sound practices and a strong compliance framework.
MEXICO
Due to demographical and socio-economic trends in Mexico, biotechnology companies
are entering the scene with new treatments for cancer, the central nervous system and
rare diseases.
In the medical devices industry, the main players are taking advantage of the increased
demand from both private and public health institutions, but are aware that the high
standards of specialist knowledge and technical ability needed to perform effectively in
certain positions are key to commercial success.
All these market trends, along with the changes on the local regulatory environment
and in-company compliance policies, demand creative and multidisciplinary talent,
professionals who are able to face the current and upcoming challenges of operating
in the Mexican healthcare sector.
DEVICES INDUSTRY IN
NORTH AND
SOUTH AMERICA
Þ CASE STUDY
BRAZIL
Client requirement
The client was looking for a business-
oriented and experienced Regulatory
Affairs Manager. Although a multinational
company, the client was not finding it easy
to source candidates with a customer
market background in the orthopaedics
market.
The client initially suggested looking
within the pharmaceutical market, but
the different regulatory complexities
would have made the transition to the
medical devices industry a challenge for
candidates.
The process
After deep analysis of the market and
potential candidates, recruiting candidates
fromthepharmaceuticalmarketdidindeed
prove impractical. Michael Page drew on
its strong network to find appropriate
candidates for the client.
The outcome
The search outside the pharmaceutical
market was successful and, after a two-
week interviewing process, a candidate
was appointed.
All these market
trends, along with the
changes on the local
regulatory environment
and in-company
compliance policies,
demand creative and
multidisciplinary talent

26
DEVICES INDUSTRY IN
CONTINENTAL EUROPE & THE UK
Priorities will focus
on the recruitment
of tender specialists,
regulatory/quality
assurance experts and
clinical profiles
BELGIUM
The medical devices industry in Belgium is in the midst of a shift in business models.
According to UNAMEC, the federation of the industry in Belgium, only 10% of medical
devices companies are producing locally. The market, therefore, mostly comprises
international companies developing their distribution (sales) offices in the country.
Belgium’s central EU location also encourages companies to establish their European
warehousing and distribution hubs in the country.
Recent EU directives have forced the market to systematise public tenders for the
acquisition of new products and have strengthened regulation on product marking
(to show compliance) and market access. Moreover, the shrinking national healthcare
budget has made reimbursements very challenging.
Consequently, the recruitment market has shifted priorities. Sales and marketing teams will
remain stable and priorities will focus on the recruitment of tender specialists, regulatory/
quality assurance experts and clinical profiles.

27
FRANCE
The biomedical industry is quite different from the pharmaceutical one. We notice a
growing trend for international companies to centralise their R&D function in a single
country (usually where their headquarters are based), with the objective of saving costs
and increasing competitiveness.
French laboratories are focusing on the development of their business workforce. They
are looking for highly specialised and experienced sales managers in a given therapeutic
area. Firms aim to become quickly operational by taking advantage of their existing client
portfolio and networks of key opinion leaders.
Several medium-sized companies specialising in medical device production are
establishing partnerships with international pharmaceutical groups in order to sell a
global solution that includes devices and molecules.
In fact, despite the differences between the two industries, both biomedical and
pharmaceutical employers need adaptable candidates with dual expertise in devices
and molecules.
Employers need
adaptable candidates
with dual expertise in
devices and molecules

28
GERMANY
In recent years, the medical devices industry in Germany has experienced rapid growth
in turnover, as well as in the total number of companies and employees in the market.
However, expenditure on R&D has stagnated, with the total amounting to significantly
less than a billion euros in 2013, according to www.biotechnologie.de, the information
platform for the German biotechnology industry.
Nevertheless, German medical devices companies, as well as the German biotechnology
sector as a whole, remain highly attractive. This is reflected in the high number of
acquisitions and newly established companies.
German biotechnology companies can also be seen to be extending their international
activities, with a strong focus on the USA. Therefore, candidates with international
experience as well as deep knowledge of the Food and Drug Administration in the States
are increasingly required to satisfy the demands of this expanding market.
ITALY
Even though the Italian medical devices market ranks fourth in Western Europe, the
per capita expenditure is low by most standards. The public sector, which accounts for
the great majority of the market, is notorious for payment delays, which damages the
sustainability of small medical devices companies. However, the market is expected to
continue growing, thanks to exports.
New technologies in patient monitoring are designed to reduce public spending.
Hospitals and physicians’ offices, as well as nursing homes, are embracing remote and
wireless patient monitoring devices that transmit patient data between different locations
(telemedicine). Next-generation devices have increased confidence in orthopaedic,
cardiovascular and other implants. Most of these industries are located in the north of
the country. They face escalating national and international competition.
For this reason, investment has started to increase after a long period of stagnation:
R&D, marketing and sales are all hiring, but the profiles are evolving. Indeed, the R&D
function tends to be more specialised in niche markets, whereas device marketers tend
to stay away from direct-to-consumer marketing, and sales representatives have to build
stronger relationships with key opinion leaders, whose endorsement or rejection can
make or break the success of a medical device.
The rising incidence of chronic diseases will necessitate enhanced products. This translates
into hiring new people dedicated both to R&D and to long-term post-sales service, as well
as employees dedicated to telemedicine, a sector that is rising in importance.
Þ CASE STUDY
GERMANY
Client requirement
A Hamburg-based oncology company
focusing on the development of
individualised cancer therapies needed
a Vice-President for biobank and clinical
research.
The process
Michael Page consultants worked
closely with the company in order to
understand its complex background
and requirements. Consultants mined
their databases to find candidates
experienced in pharmacy, clinical and
medical operations.
The outcome
A heavyweight candidate with experience
in pharmacy, clinical and medical
operations, exceptional skills and a
passionate commitment to oncology was
selected and placed with the client.
Þ CASE STUDY
ITALY
Client requirement
A multinational company developing
a wide range of OEM medical devices
needed to recruit for a range of technical
positions, from Senior Mechanical and
Tooling Engineers to Industrial Designers.
The process
A multinational company developing
a wide range of OEM medical devices
needed to recruit for a range of technical
positions, from Senior Mechanical and
Tooling Engineers to Industrial Designers.
The outcome
Within four months, the company hired a
Project Manager, two Senior Mechanical
Design Engineers, a Tooling Engineer and
an Industrial Designer.

29
Þ CASE STUDY
NETHERLANDS
Client requirement
A medical devices company developing
innovative surgical therapies asked
Michael Page to recruit a reimbursement
strategist contractor. In order to setup
and execute the reimbursement plan
for the company’s therapies, candidates
needed expertise in market access
and reimbursement within the medical
devices industry for the Dutch healthcare
system.
The process
Michael Page consultants worked
closely with the company, drawing on
their extended networks of permanent
employees and contractors in market
access and reimbursement.
The outcome
Selected candidates were invited for
interview and a successful placement
was made. The chosen candidate is now
working on a contract basis with the
client and has responsibility for all the
company’s reimbursement strategies.
THE NETHERLANDS
The current healthcare system in the Netherlands is subject to significant change, partly
due to rapidly rising healthcare costs. Since 2001, healthcare is the country’s single biggest
expense, estimated at 75 billion euros – 30% of total government spending. If these healthcare
costs continue to grow at the current rate, this percentage will rise to 50% by 2040.1
As a result, medical devices companies in the Netherlands have to focus not only on
their product portfolio and client engagement, but also on their market access strategies
– including health economics/outcomes research and reimbursement – more than ever
before. Positions associated with these areas are difficult to fill as they are relatively new
and require very specific knowledge and experience.
1
http://www.zorghulpatlas.nl/zorghulpnieuws/politiek-en-zorg/
SPAIN
The Spanish medical devices market ranks fifth in Western Europe, but per capita
expenditure is low by Western European standards. Most of the market is accountable to
the public sector, which has been affected by cost-containment measures implemented
in the Spanish National Health System (Sistema Nacional de Salud, or SNS) under Royal
Decree Law 16/2012, impacting medical device expenditure.
Low market growth until 2018 is forecast, with pre-crisis import growth levels unlikely to
return. The market size continues to be attractive to multinationals, while medium-sized
national companies are focused on export markets to counterbalance lower sales in
the internal market and considerable SNS debts. An ailing eurozone, however, might
dampen export growth in the long term.
There are very good calibre professionals in the sector, so candidates must show their
adaptability and flexibility to differentiate themselves. Also, proficiency in English has
become a key factor in hiring, because it is an essential competence in all positions.
In the selection process, there is heightened focus on validating candidates’ technical
expertise and competencies, with increasingly numbers of senior staff participating in
the process and final decision making.

30
Þ CASE STUDY
SWITZERLAND
Client requirement
For a new product launch, a US company
specialising in infusion systems and
hospital connectivity solutions needed
a Senior Marketing Manager for
Switzerland with a mix of software and
international marketing competences.
The process
Since the job profile was unusual, Michael
Page widened its net by communicating
the vacancy across Europe to attract
candidates outside Switzerland. This
search was complemented by candidates
being directly approached.
The outcome
After a long selection process, three
shortlistedcandidateswereinvitedtotravel
to Switzerland for face-to-face meetings,
from whom one candidate was selected.
SWITZERLAND
Over the past couple of years, the medical technology landscape has changed
considerably in Switzerland. Recent mergers and acquisitions among larger players
highlight a focus on portfolio consolidation and may well affect local suppliers.
The past 15 years have shown impressive growth in the Swiss medical technology
industry – more than in any other area. In part, this is down to the industry benefiting
from support such as favourable tax rates and government technology development
programmes.
The Swiss market provides a wide range of products with a level of innovation that
is recognised throughout the worldwide healthcare community. Exports are still on
the increase, even though current exchange rates work against companies based in
Switzerland.
Medical devices companies have always seen Switzerland as a great place to be based.
The country is indeed very attractive, with a high degree of specialisation. The sector
has grown over the past two years and there is every reason to believe that current
ambitious forecasts will prove attainable.
In terms of recruitment, most of the main players in the market already identify a lack of
resources, generating a strong need to recruit, mainly in regulatory affairs and quality
assurance.

31
THE UK
According to ESPICOM Research, the UK medical devices market is the sixth largest
in the world and third largest in Europe. Moreover, the market is currently valued at
around $12 billion in 2012 and is expected to reach $17.5 billion by 2020, according
to GlobalData.
While 75% of the UK medical devices market is made up of imports, the UK remains
among the world’s top 10 global exporters of medical devices. With the availability
of reimbursement, advances in medical technology and growing disease awareness
allowing for early diagnosis, the UK’s medical devices market is expected to grow
significantly in the near future, ultimately driving the need for expert professionals in
the industry.These factors, combined with the changing structure of the National Health
Service, are leading to a growing number of vacancies in market access and sales.
In terms of location, while all parts of the UK are seeing demand in the medical devices
industry, demand in both permanent and temporary assignments is greatest across
London and the Southern Home Counties.
TURKEY
Since Turkey has emerged from the economic crisis, its Healthcare & Life Sciences
sector has enhanced relations with the State and, over the past three years, has
transformed itself into one of the country’s leading sectors.
The medical devices industry is a rising star within the sector and has become a focus
of attention for candidates coming from different industries. While large enterprises
across all sectors are losing momentum, the medical device industry is growing,
thanks to companies’ more focused, smaller and more agile structures.
The medical devices industry is now focusing more on engineering profiles and we
can observe biomedical engineers experiencing rapid promotion and attaining key
positions with commensurate salaries.
Diagnostics, life sciences and disposables are also among the booming industries,
and have seen the arrival of new players.
These factors,
combined with the
changing structure of
the National Health
Service, are leading to
a growing number of
vacancies in market
access and sales
We can observe
biomedical engineers
experiencing rapid
promotion and
attaining key positions.

32
HEAD OF QUALITY MANAGEMENT
Defines the company's policy and quality goals. Develops and implements quality measures (self-assessment, ISO, MRPII, FDA ...) by
ensuring consistency between the different structures and/or management.
COUNTRY HEAD OF QUALITY MANAGEMENT (< 10O employees) HEAD OF QUALITY MANAGEMENT (> 10O employees)
TREND
BELGIUM 65 - 80 73 - 89 65 -80 80 - 110 89 - 123 80 - 110 Þ
BRAZIL 100 - 185 33 - 62 30 - 56 150 - 280 50 - 93 45 - 84 =
FRANCE 60 - 80 67 - 89 60 - 80 80 - 110 89 - 123 80 - 110 =
GERMANY 80 - 90 89 - 100 80 - 90 90 - 110 100 - 123 90 - 110 =
INDIA 1,000 - 2,000 16 - 31 14 - 28 3,500 - 5,500 55 - 86 49 - 77 Þ
ITALY 60 - 80 67 - 89 60 - 80 80 - 100 89 - 111 80 - 100 =
JAPAN 9,000 - 13,000 75 - 108 67 - 97 10,000 - 15,000 83 - 125 75 - 112 =
MEXICO 780 - 1,200 51 - 77 46 - 70 1,200 - 1,680 77 - 107 70 - 98 Þ
NETHERLANDS 75 - 100 84 - 111 75 - 100 110 - 150 123 - 167 110 - 150 Þ
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 45 - 60 50 - 67 45 - 60 55 - 75 61 - 84 55 - 75 =
SWITZERLAND 130 - 140 139 - 149 124 - 134 160 - 200 171 - 215 153 - 192 =
TURKEY 180 - 200 66 - 74 60 - 66 200 - 270 74 - 100 66 - 90 Þ
UK 50 - 70 78 - 109 70 - 97 70 - 100 109 - 156 97 - 139 =
COUNTRY REGULATORY AFFAIRS MANAGER (Exp < 10 years) SENIOR REGULATORY AFFAIRS MANAGER (Exp > 10 years)
TREND
BELGIUM 70 - 90 78 - 100 70 - 90 90 - 120 100 - 134 90 - 120 Þ
BRAZIL 100 - 190 33 - 63 30 - 57 160 - 300 53 - 100 48 - 90 Þ
FRANCE 50 - 70 56 - 78 50 - 70 70 - 75 78 - 84 70 - 75 Þ
GERMANY 60 -70 67 - 78 60 - 70 70 - 80 78 - 89 70 - 80 Þ
INDIA 1,500 - 2,300 24 - 36 22 - 32 2,300 - 3,500 36 - 57 32 - 48 Þ
ITALY 50 - 65 56 - 72 50 - 65 65 - 80 73 - 89 65 - 80 Þ
JAPAN 9,000 - 13,000 75 - 108 67 - 97 15,000 - 20,000 125 - 166 112 - 149 Þ
MEXICO 390 - 780 26 - 51 23 - 46 780 - 1,300 51 - 85 46 - 77 Þ
NETHERLANDS 60 - 90 67 - 100 60 - 90 90 - 130 100 - 145 90 - 130 Þ
SINGAPORE 100 - 150 75 - 113 67 - 101 150 - 250 113 - 188 101 - 168 Þ
SPAIN 50 - 65 56 - 72 50 - 65 60 - 85 67 - 95 60 - 85 =
SWITZERLAND 120 - 160 128 - 171 115 - 153 150 - 170 160 - 182 144 - 163 =
TURKEY 180 - 200 66 - 74 60 - 66 200 - 270 74 - 100 66 - 90 Þ
UK 45 - 55 70 - 86 63 - 77 55 - 65 86 - 102 77 - 90 Þ
REGULATORY AFFAIRS MANAGER
Proposes and implements the company’s technical/regulatory strategy to ensure the implementation of pharmaceutical regulation for
product development, registration and use.
SALARIES

33
ECONOMIC AFFAIRS DIRECTOR
Defines and implements the business strategy for the company's product portfolio in order to obtain and/or maintain optimum pricing
and reimbursement rates and use.
MARKETING MANAGER
Designs and implements the marketing strategy in compliance with the regulations.
Coordinates and leads a marketing team.
COUNTRY MARKETING MANAGER (Exp < 10 years) SENIOR MARKETING MANAGER (Exp > 10 years)
TREND
BELGIUM 70 - 90 78 - 100 70 - 90 90 - 120 100 - 134 90 - 120 =
BRAZIL 210 - 290 70 - 97 63 - 87 275 - 375 92 - 125 83 - 113 Þ
FRANCE 60 - 90 67 - 100 60 - 90 80 - 110 89 - 123 80 - 110 =
GERMANY 50 - 60 56 - 67 50 - 60 70 - 80 78 - 89 70 - 80 Þ
INDIA 1,800 - 2,500 28 - 39 25 - 35 2,000 - 4,000 31 - 63 28 - 56 Þ
ITALY 50 - 60 56 - 67 50 - 60 70 - 80 78 - 89 70 - 80 Þ
JAPAN 8,000 - 12,000 66 - 100 59 - 90 10,000 - 15,000 83 - 125 75 - 112 Þ
MEXICO 520 - 780 34 - 51 31 - 46 910 - 1,170 60 - 77 54 - 69 Þ
NETHERLANDS 65 - 90 72 - 100 65 - 90 85 - 115 95 - 128 85 - 115 =
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 65 - 90 72 - 100 65 - 90 80 - 120 89 - 134 80 - 120 =
SWITZERLAND 130 - 150 139 - 160 124 - 144 150 - 190 160 - 203 144 - 182 =
TURKEY 180 - 250 66 - 92 60 - 83 250 - 300 92 - 111 83 - 100 Þ
UK 40 - 55 62 - 86 55 - 77 55 - 70 86 - 109 77 - 97 Þ
COUNTRY ECONOMIC AFFAIRS DIRECTOR (Exp < 10 years) SENIOR ECONOMIC AFFAIRS DIRECTOR (Exp > 10 years)
TREND
BELGIUM - -
BRAZIL 325 - 420 108 - 140 98 - 126 420 - 500 140 - 167 126 - 150 =
FRANCE 45 - 70 50 - 78 45 - 70 70 - 100 78 - 111 70 - 100 Þ
GERMANY 70 - 80 78 - 89 70 - 80 80 - 110 89 - 123 80 - 110 Þ
INDIA - -
ITALY 60 - 70 67 - 78 60 - 70 70 - 100 78 - 111 70 - 100 =
JAPAN 9,000 - 12,000 75 - 100 67 - 90 11,000 - 16,000 92 - 133 82 - 119 Þ
MEXICO 1,300 - 1,560 85 - 102 77 - 92 1,560 - 2,600 102 - 170 92 - 154 Þ
NETHERLANDS 70 - 90 78 - 100 70 - 90 90 - 125 100 - 139 90 - 125 Þ
SINGAPORE 150 - 200 112 - 150 101 - 135 200 - 300 150 - 225 135 - 202 Þ
SPAIN 50 - 70 56 - 78 50 - 70 70 - 100 78 - 111 70 - 100 =
SWITZERLAND 130 - 150 139 - 160 124 - 144 150 - 190 160 - 203 144 - 182 =
TURKEY 200 - 350 74 - 129 66 - 116 350 - 400 129 - 155 116 - 133 Þ
UK 50 - 70 78 - 109 70 - 97 70 - 100 109 - 156 97 - 139 =
SALARIES

34
PRODUCT MANAGER
Develops and implements the marketing strategy to increase product revenues and profitability.
MARKET RESEARCH ANALYST
Gathers information to improve understanding of the target audience and product environment (legal, political, societal, regulatory,
economic, cultural ...).
COUNTRY PRODUCT MANAGER (Exp < 5 years) SENIOR PRODUCT MANAGER (Exp > 5 years)
TREND
BELGIUM 45 - 65 50 - 72 45 - 65 65 -90 72 - 100 65 - 90 =
BRAZIL 85 - 130 28 - 43 26 - 39 110 - 200 37 - 67 33 -60 Þ
FRANCE 35 - 55 39 -61 35 - 55 55 - 70 61 - 78 55 - 70 à
GERMANY 60 -70 67 - 78 60 - 70 70 - 95 78 - 106 70 - 95 Þ
INDIA 600 - 1,800 9 - 28 8 - 25 1,500 - 3,000 24 - 47 22 - 42 Þ
ITALY 45 - 60 50 - 67 45 - 60 60 - 80 67 - 89 60 - 80 =
JAPAN 7,000 - 9,000 58 - 75 52 - 67 10,000 - 15,000 83 - 125 75 - 112 Þ
MEXICO 260 - 650 17 - 43 15 - 38 650 - 975 43 - 64 38 - 58 Þ
NETHERLANDS 40 - 65 45 - 72 40 - 65 60 - 80 67 - 89 60 - 80 =
SINGAPORE 80 - 120 60 - 90 54 - 81 120 - 150 90 - 113 81 - 101 Þ
SPAIN 40 - 60 45 - 67 40 - 60 60 - 80 67 - 89 60 - 80 =
SWITZERLAND 110 - 130 117 - 139 105 - 124 130 - 150 139 - 160 124 - 144 =
TURKEY 85 - 130 31 - 48 28 - 43 130 - 180 48 - 66 43 - 60 Þ
UK 40 - 45 62 - 70 55 - 63 45 - 65 70 - 101 63 - 90 Þ
COUNTRY MARKET RESEARCH ANALYST (Exp < 5 years) SENIOR MARKET RESEARCH ANALYST (Exp > 5 years)
TREND
BELGIUM 35 - 45 39 - 50 35 - 45 50 - 60 55 - 67 50 - 60 à
BRAZIL 60 - 95 20 - 32 18 - 29 85 - 110 28 - 37 26 - 33 Þ
FRANCE 35 - 55 39 - 61 35 - 55 55 - 70 61 - 78 55 - 70 à
GERMANY 50 - 60 55 - 67 50 - 60 60 - 80 67 - 89 60 - 80 à
INDIA - -
ITALY 35 - 50 39 - 55 35 - 50 50 - 60 55 - 67 50 - 60 =
JAPAN 4,000 - 7,000 33 - 58 31 - 52 6,000 - 9,000 50 - 75 45 - 67 à
MEXICO 300 - 480 20 - 31 18 - 28 480 - 600 31 - 39 28 - 35 Þ
NETHERLANDS 40 - 60 45 - 67 40 - 60 60 - 80 67 - 89 60 - 80 à
SINGAPORE 60 - 90 45 - 68 40 - 60 90 - 120 68 - 90 62 - 81 Þ
SPAIN 30 - 45 33 - 50 30 - 45 45 - 65 50 - 67 45 - 65 =
SWITZERLAND 120 - 150 128 - 160 115 - 144 150 - 180 160 - 192 144 - 173 =
TURKEY 80 - 110 30 - 40 27 - 36 110 - 140 40 - 51 36 - 46 Þ
UK 40 - 50 62 - 78 55 - 70 50 - 60 78 - 94 70 - 84 =
SALARIES

35
SALES & DEVELOPMENT MANAGER
Develops and implements the company's marketing strategy, to achieve objectives within the allocated budget.
REGIONAL MANAGER
Implements the company’s business strategy to develop a region. Leads and develops a team of sales representatives or medical devices
distributors in accordance with the regulations.
COUNTRY REGIONAL MANAGER (Exp < 10 years) SENIOR REGIONAL MANAGER (Exp > 10 years)
TREND
BELGIUM 65 - 75 72 - 84 65 - 75 75 - 95 84 - 106 75 - 95 =
BRAZIL 130 - 185 43 - 62 39 - 56 185 - 220 62 - 73 56 - 66 Þ
FRANCE 65 - 100 72 - 111 65 - 100 100 - 120 111 - 134 100 - 120 =
GERMANY 60 - 70 67 - 78 60 - 70 80 - 90 89 - 100 80 - 90 Þ
INDIA 400 - 1,000 7 - 16 6 - 14 1,000 - 2,000 16 - 31 14 - 28 Þ
ITALY 60 - 70 67 - 78 60 - 70 70 - 90 78 - 100 70 - 90 =
JAPAN 15,000 - 25,000 125 - 208 112 - 187 20,000 - 30,000 166 - 249 149 - 224 Þ
MEXICO 450 - 780 29 - 51 27 - 46 780 - 1,080 51 - 69 46 - 63 Þ
NETHERLANDS 50 - 75 56 - 84 50 - 75 75 - 105 84 - 117 75 - 105 Þ
SINGAPORE 100 - 150 75 - 112 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 60 - 80 67 - 89 60 - 80 80 - 95 89 - 106 80 - 95 =
SWITZERLAND 110 - 160 117 - 171 105 - 153 160 - 180 171 - 192 153 - 172 =
TURKEY 75 - 100 27 - 37 25 - 33 100 - 120 37 - 44 33 - 40 Þ
UK 35 - 55 55 - 86 49 - 77 55 - 70 86 - 109 77 - 97 =
COUNTRY SALES & DEVELOPMENT MANAGER (Exp < 10 years) SENIOR SALES & DEVELOPMENT MANAGER (Exp > 10 years)
TREND
BELGIUM 65 - 85 72 - 95 65 - 85 85 - 100 95 - 111 85 - 100 =
BRAZIL 210 - 290 70 - 97 63 - 87 275 - 375 92 - 125 83 - 113 Þ
FRANCE 60 - 80 67 - 89 60 - 80 80 - 115 89 - 128 80 - 115 =
GERMANY 60 - 70 67 - 78 60 - 70 80 - 90 89 - 100 80 - 90 Þ
INDIA 2,000 - 3,500 31 - 55 28 - 49 2,500 - 4,000 39 - 63 35 - 56 Þ
ITALY 55 - 65 61 - 72 55 - 65 65 - 85 72 - 95 65 - 85 Þ
JAPAN 10,000 - 13,000 83 - 108 75 - 97 13,000 - 18,000 108 - 150 97 - 134 Þ
MEXICO 650 - 1,040 43 - 68 38 - 61 1,040 - 1,690 68 - 111 61 - 100 Þ
NETHERLANDS 75 - 110 84 - 123 75 - 110 95 - 130 106 - 145 95 - 130 Þ
SINGAPORE 100 - 150 75 - 113 67 - 101 150 - 200 112 - 150 101 - 135 Þ
SPAIN 50 - 70 56 - 78 50 - 70 80 - 110 89 - 123 80 - 110 =
SWITZERLAND 130 - 150 139 - 160 124 - 144 160 - 170 171 - 182 153 - 163 =
TURKEY 180 - 250 65 - 92 60 - 83 250 - 300 92 - 111 83 - 100 Þ
UK 40 - 55 62 - 86 55 - 77 55 - 70 86 - 109 77 - 97 Þ
SALARIES

36
SALES ENGINEER
Responsible for expanding market share for the industry and selling equipment, consumables and related services.
APPLICATION ENGINEER
Connects sales teams with customers. Effectively supports the sales force in presenting, demonstrating and promoting products, and
provides technical training for new users
COUNTRY SALES ENGINEER (Exp < 5 years) SENIOR SALES ENGINEER (Exp > 5 years)
TREND
BELGIUM 45 - 55 50 - 61 45 - 55 55 - 85 61 - 95 55 - 85 =
BRAZIL 100 - 140 40 - 47 30 - 42 130 - 170 43 - 57 39 - 51 =
FRANCE 35 - 50 39 - 55 35 - 50 50 - 70 55 - 78 50 - 70 à
GERMANY 55 - 65 61 - 72 55 - 65 75 - 85 84 - 95 75 - 85 à
INDIA - -
ITALY 35 - 50 39 - 56 35 - 50 50 - 75 55 - 84 50 - 75 =
JAPAN 5,000 - 8,000 42 - 66 38 - 59 8,000 - 11,000 66 - 92 59 - 82 Þ
MEXICO 420 - 600 27 - 39 25 - 35 600 - 840 39 - 55 35 - 50 Þ
NETHERLANDS 40 - 60 45 - 67 40 - 60 60 - 80 67 - 89 60 - 80 =
SINGAPORE 60 - 90 45 - 68 40 - 60 90 - 120 68 - 90 62 - 81 Þ
SPAIN 35 - 50 39 - 55 35 - 50 50 - 70 55 - 78 50 - 70 =
SWITZERLAND 90 - 130 96 - 139 86 - 125 130 - 150 139 - 160 124 - 144 =
TURKEY 35 - 65 12 - 24 11 - 21 65 - 120 24 - 44 21- 40 Þ
UK 30 - 40 47 - 62 42 - 55 40 - 50 62 - 78 55 - 70 =
COUNTRY APPLICATION ENGINEER (Exp < 10 years) SENIOR APPLICATION ENGINEER (Exp > 10 years)
TREND
BELGIUM 45 - 55 50 - 61 45 - 55 55 - 85 61 - 95 55 - 85 =
BRAZIL 100 - 140 33 - 47 30 - 42 130 - 170 43 - 57 39 - 51 =
FRANCE 40 - 60 45 - 67 40 - 60 60 - 80 67 - 89 60 - 80 à
GERMANY 55 - 65 61 - 72 55 - 65 65 - 75 72 - 84 65 - 75 à
INDIA 800 - 1,500 13 - 24 11 - 22 1,500 - 2,500 24 - 39 22 - 35 Þ
ITALY 50 - 65 56 - 72 50 - 65 65 - 75 72 - 84 65 - 75 Þ
JAPAN 5,000 - 8,000 42 - 66 38 - 59 8,000 - 11,000 66 - 92 59 - 82 Þ
MEXICO 480 - 720 31 - 47 28 - 42 720 - 960 47 - 63 42 - 57 Þ
NETHERLANDS 45 - 60 50 - 67 45 - 60 60 - 80 67 - 89 60 - 80 =
SINGAPORE 60 - 90 45 - 68 40 - 60 90 - 120 68 - 90 62 - 81 Þ
SPAIN 35 - 50 39 - 56 35 - 50 50 - 70 55 - 78 50 - 70 =
SWITZERLAND 90 - 130 96 - 139 86 - 125 130 - 150 139 - 160 124 - 144 =
TURKEY 30 - 70 11 - 25 10 - 23 70 - 95 25 - 35 23 - 31 Þ
UK 30 - 40 47 - 62 42 - 55 40 - 45 62 - 70 55 - 63 à
SALARIES

37
BELGIUM
RaphaelSimon@michaelpage.be
+32 2 509 45 45
BRAZIL
RaphaelRevert@michaelpage.com.br
+55 11 4505-6015
FRANCE
PierreYvesGrangier@michaelpage.fr
+33 1 41 92 72 72
GERMANY
MichaelWulf@michaelpage.com
+49 40 325074-0
ITALY
Marco.Lavalle@michaelpage.it
+39 02 806 800 739
INDIA
AnkitAgarwala@michaelpage.co.in
+91 22 4236 3369
JAPAN
BasilLerouxap@michaelpage.co.jp
+81 3 5733 7166
MEXICO
CedricTrantoul@michaelpage.com.mx
+52 (55) 5284-5770
THE NETHERLANDS
GijsterKuile@michaelpage.nl
+31 20 578 94 44
SINGAPORE
VincentNg@michaelpage.com.sg
+65 6533 2777
SPAIN
InigoUsandizaga@michaelpage.es
+ 34 93 390 06 10
SWITZERLAND
ThomasSroussi@michaelpage.ch
+41 (0)22 544 19 00
THE UK
JasonSaunders@michaelpage.com
+44 (0)113 388 9000
TURKEY
JulideTunali@michaelpage.com.tr
+90 212 336 5200
CONTACT YOUR NEAREST OFFICE

38
IMPRINT
PUBLISHER
©PageGroup | September 2015 | www.page.com
DISCLAIMER
The information provided in this publication has been carefully researched and compiled. Nevertheless, the authors
and publishers take no responsibility for the correctness and completeness of the publication. Like any printed
material, it may be superseded.
All rights are reserved, including those pertaining to photo-mechanical reproduction and storage in electronic media.

39

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