Creating a Scalable Talent Acquisition Function for a Growing Pharmaceutical Company

CLIENT

Breckinridge Pharmaceutical

INDUSTRY

Pharmaceuticals / Life Sciences

SOLUTION

RPO (Full-Cycle Talent Acquisition)

SCOPE

Multiple active requisitions at any given time

IMPACT

Reduced attrition significantly

Background

Breckenridge Pharmaceutical (BPI), part of the global Towa network, was experiencing steady growth and needed a scalable hiring model to support its expanding teams. Without a formal talent acquisition function, hiring responsibilities were distributed across employees whose primary focus was not recruiting.

The Challenge

BPI required a structured, strategic recruiting process that could improve consistency, reduce reliance on external agencies, and support both immediate hiring needs and long-term talent planning.

Juno’s Approach

Through an RPO engagement, Juno assigned a dedicated Talent Consultant supported by client success leadership. The team redesigned the TA workflow from end to end, introduced consistent processes, and provided supplemental sourcing during peak hiring periods. Juno’s marketing team elevated BPI’s employer brand and supplied comprehensive reporting to guide strategic decisions.

The Outcome

The partnership delivered improved hiring efficiency, consistent candidate pipelines, and significantly reduced external agency costs. BPI shared positive feedback about Juno’s integration with their team and the clarity the new processes introduced.

Lasting Impact

Attrition dropped to the lowest level in company history, and the RPO relationship continues as a long-term strategic solution.