Bobby, hiring volume can be a different challenge. As you approach your larger studies, please feel free to reach out and I can help you identify a strategy that will be effective for your team.

Ang (aroberts[at]craresources.com)

While we are currently in early phase (therefore our needs are small), I was concerned about finding larger quantities one we move into Phase III. It is comforting to know we have options.

CRAs who are in this industry because they love it are not expensive (only the greedy ones are). The industry does need to pay what I consider “industry range”…but keep in mind that we can help Sponsors and CROs understand what that range is because placing CRAs is all we do – making us extremely knowledgeable in this space.

By the way, $120 per hour *is* highway robbery in my opinion. We have exceptional CRAs assigned to some extremely complex studies (including complex oncology studies) and have never charged that much.

We can help to keep your costs down. Hiring a High Quality Contract CRA makes sense if you only need someone for a specific time frame, a partial FTE, or just need someone who doesn’t need to be trained and will be efficient.

If you want more information on what we consider “industry average” hourly rates for Contract CRAs, shoot me an email (aroberts[at]craresources.com). I am here to help.

Ang

But aren’t contract CRAs expensive? I had one that told me she wanted $120 an hour – seems like highway robbery to me.

Susan, I am speaking to both. Recruiting a High Quality CRA that is a permanent employee is different than recruiting someone who is a consultant (i.e., different methods are employed). But I will note two important points:

1) High Quality CRAs that are employees are concerned with career growth. Because of this, they are typically “passively searching” and will therefore be open to opportunities if that means they can move forward in obtaining their career goals.

2) High Quality Consultant CRAs are concerned with finding their next contract. Although they are snatched up quickly (and rarely have to truly search for a new contract), they know they will need to transition to a new gig at some point. That is why networking with these individuals and understanding their position requirements and availability is critical. We say it all the time: “It is all about timing”.

Ang