Clinical Staffing Reviews

A site which compares Clinical Recruitment Firms so you are able to select the best Recruiting Company to fit your staffing needs.

ClinForce (now DOCS, ICON)

In the past, I was a huge fan of ClinForce.  The ClinForce organization was founded in 1983 has been a nationwide provider of clinical research professionals for over 30 years.

This past February, however, ClinForce announced they were to be acquired by DOCS, ICON.  For me, this is sad news as ClinForce will be integrated into DOCS, ICON’s resourcing division.

The ClinForce we have all grown to know as a top clinical recruitment agency will cease to exist.

While I have no doubt that ICON will benefit greatly from the acquisition of ClinForce, the assimilation of this company into ICON’s resourcing operations poses a great question to the rest of us who may have used (or would like to use) ClinForce’s recruiting services.  When ClinForce (aka DOCS, ICON) recruits great CRAs, where do you think ClinForce will place them?

Great CRAs recruited by ClinForce will be placed on ICON projects, of course!  I have an article which goes deeper into my thoughts on why you should be cautious when using a CRO as a staffing agency so I won’t go into details here.  But I would challenge you to consider this:  If you are currently on ClinForce’s client list, where do you think their recruiting priorities are…your resource needs or ICON’s?

I would love to hear your thoughts on this topic.  Add your comments here.

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Overall Rating
Nationwide Reach?
Niched in Clinical Recruitment?
Offers a Guarantee?
Robust Screening Process
Has a Quality Blog?
Staff Contractors?

One Response to “ClinForce (now DOCS, ICON)”


  1. Anonymous

    (Former Employee)

    Pros – The recruiting department is a great place to gain knowledge about the pharmaceutical research industry.

    Cons – The recruiters are required to work within a system with metrics that are impossible to meet. They are forced to focus on meeting monthly requirements instead of finding qualified candidates to fill open positions and there is always a fear of being written up or losing your job. Recruiters are required to submit possible candidates to the lead recruiters for each job and has to be accepted in order for it to count towards the submission benchmarks. The alliances formed by the recruiters help to keep their friends employed by accepting their candidates whether they are qualified or not. Unless you conform to this unethical behavior, you don’t have a chance. Recruiters are expected to be attached to their laptops 24 hours a day; even on weekends, holidays and vacation. Managers and team leads have not supervisory training and are clueless about how to handle issues. They often point the finger of blame to their superiors instead of owning the policies.

    Advice to Senior Management – Allow recruiters to focus on filling positions and not meeting all of your benchmarks. There is a difference. Monitor the behavior of your recruiters and stop rewarding those who are manipulating the system. Provide management training to your managers and team leads so they can offer real leadership and not just repeat what they are told in your meetings.

    Nationwide Reach?
    Niched in Clinical Recruitment?
    Offers a Guarantee?
    Robust Screening Process
    Has a Quality Blog?
    Staff Contractors?
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Nationwide Reach?
Niched in Clinical Recruitment?
Offers a Guarantee?
Robust Screening Process
Has a Quality Blog?
Staff Contractors?