Overview

Introduction

Executive Insight is a specialized healthcare consultancy that advises pharmaceutical and biotech companies as they prepare, launch, and commercialize their products—from strategy to implementation. The firm supports market access, marketing, and sales teams across a number of therapeutic areas in specialty and primary care in Europe, emerging markets, and beyond.

Company Stats


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Size


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Featured Rankings

Vault Consulting 25 Europe...


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Major Departments/Practice Areas

Pharmaceutical Market Access...


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Major Office Locations

Zurich...


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Employment Contact

Firsthand Findings

 

As a firm with deep roots in the healthcare and pharma space, Executive Insight has seen strong demand for its services since the onset of the COVID-19 pandemic—a fact that has not been lost on insiders, who have felt the increase in hours at times throughout the year.

Of course, there is no guarantee that either the business or the hours related to the pandemic will remain for the longer—term. But there is still much to recommend about Executive Insights, including the opportunity to make rapid career progression while enjoying a work-life balance that—temporary spikes aside—seems to be among the more livable options in the industry. That goes some way to ameliorating one of the more common gripes about the company: starting salary, whic...

About the Company

 Executive Insight is a specialized healthcare consultancy. The company was founded in 2000 in Switzerland by a group of consulting and industry professionals.

Executive Insight advises pharmaceutical and biotech companies as they prepare, launch, and commercialize their products—from strategy to implementation. The firm's client list includes 6 of the top 10 global pharmaceutical companies. On a daily basis, team members work closely with Market Access, Marketing, Sales, and cross-functional leadership teams. Projects span a range of therapeutic areas from primary to specialty care and rare diseases.

Employee Reviews


  • “A recent drive to improve the wellness of employees, as well as awareness of the importance of looking after your mental wellbeing, has had mixed results; I think that the pre-work activities are often more exciting and useful than the actions undertaken in the sessions and I wonder if there is something a bit more ‘outside the box’ we could do in this regard. But overall, I think the company is invested in ensuring that its employees remain happy and healthy but maybe hasn't identified the optimal strategy for achieving this yet.”
  • “At peak times, hours are longer, but generally people help each other (if you are working as part of a team). Sometimes when deciding to take time off you have to consider project work and plan around it but it depends on a project, project team, and workload. Travel requirements changed with the corona crisis, prior to that, travel to client meetings or workshops would take place regularly but not with high frequency.”
  • “Generous vacation package. Work occasionally intrudes on vacation time. In most cases, other colleagues support project work when another person is absent (but occasionally some extra work before and after is required to tie loose ends).”
  • “Since Covid-19, our company runs a wellbeing training each month for about a year for all employees to attend if time allows. They also always have an open ear in case something extraordinary happens or you feel overly stressed or overworked.”
  • “The best quality is work-life balance and freedom that the company gives to the employees. Projects are staffed well so we don't work over hours and we are protected from burning out.”
  • “This company has found the balance that allows individuals to commit and project themselves long term in the consulting industry. This is mainly driven by the ability to match individual needs with client timelines. In addition, a lot of attention has been placed on providing a fertile environment for raising issues and proposing improvement opportunities”
  • “A recent drive to improve the wellness of employees, as well as awareness of the importance of looking after your mental wellbeing, has had mixed results; I think that the pre-work activities are often more exciting and useful than the actions undertaken in the sessions and I wonder if there is something a bit more ‘outside the box’ we could do in this regard. But overall, I think the company is invested in ensuring that its employees remain happy and healthy but maybe hasn't identified the optimal strategy for achieving this yet.”
  • “At peak times, hours are longer, but generally people help each other (if you are working as part of a team). Sometimes when deciding to take time off you have to consider project work and plan around it but it depends on a project, project team, and workload. Travel requirements changed with the corona crisis, prior to that, travel to client meetings or workshops would take place regularly but not with high frequency.”
  • “Generous vacation package. Work occasionally intrudes on vacation time. In most cases, other colleagues support project work when another person is absent (but occasionally some extra work before and after is required to tie loose ends).”
  • “Since Covid-19, our company runs a wellbeing training each month for about a year for all employees to attend if time allows. They also always have an open ear in case something extraordinary happens or you feel overly stressed or overworked.”
  • “The best quality is work-life balance and freedom that the company gives to the employees. Projects are staffed well so we don't work over hours and we are protected from burning out.”
  • “This company has found the balance that allows individuals to commit and project themselves long term in the consulting industry. This is mainly driven by the ability to match individual needs with client timelines. In addition, a lot of attention has been placed on providing a fertile environment for raising issues and proposing improvement opportunities”
  • “Best aspect is flexible hours and on-site gym/wellness centre…”
  • “Consulting being my first well-paid job after studying, I have to say I am happy with my salary and the compensations and bonus I am getting. I have heard though that we are only average compared to other companies and there could be many more benefits included in a job. I am happy about the freedom and flexibility the job provides though, so I don't think there is anything to complain about.”
  • “The company compensation policy is attractive and recognises individual as well as team performance. Considering the specialised nature of the service offering and the high level of expertise in the company progression may take relatively more time than in other company. But in exchange the level of expertise acquired is unique in the industry.”
  • “I'm very satisfied with the compensation package. In fact, I would happily be paid less in exchange for more free time.”
  • “Obviously the salary is very low compared to competitors…Salary progression is apparently slow. It seems like people work for Executive Insight when they want to have an easier life, shorter hours, better work life balance, but they do sacrifice compensation.”
  • “The salary and bonus are low compared to other consulting firms. The company does not meaningfully take the quality and degree of your education into consideration. Competitive offers mean nothing to the firm and do not provide advantage as a bargaining piece. They minimally value their employees and do not reward them financially. Executive Insight takes a ‘pat-on-the-back’ approach to compensation.”
  • “Best aspect would be the developments in formal training, worst aspect would be diversity in project types and clients.”
  • “Best aspects: Equal opportunities for both male and female employees, Efforts to treat all the employees fairly, Exposure to different kinds of projects in commercial pharmaceutical space. Worst aspects: Promotion criteria only exists on the paper and the entire selection process is quite partial. It depends on the employee’s rapport with the executive committee members. These decisions are taken unanimously, so even if there is a little friction with any of the committee members in work settings, the chances of getting promoted are ruined.”
  • “Career progression is incredibly slow with only one promotion opportunity per year. To gain the knowledge in order to achieve promotion is entirely dependent on the employee and the firm offers little support to improve one's meaningful skills. However, there are improvement opportunities surrounding improving mental health and PowerPoint skills.”
  • “I think that the promotion criteria and process are quite robust - there is an effective matrix which is used to determine eligibility for criteria, but one may need to be more insistent that one is ready for promotion than is desirable - if you really do not say you want it quite strongly there may not be the company-level identification that you should be promoted.”
  • “The employee onboarding program for the new hires is inadequate. No training on the basis of consulting. Recent attempts to develop a standard ongoing training program are noteworthy but people with heavy workload do not have time to focus on self-development.”
  • “There are opportunities to move between London and Zurich at Executive Insight and everyone has the opportunity to work across both offices to an extent."
  • “Equal opportunities irrespective of gender, sexual preferences.”
  • “Fairly confident that all employees are treated equally.”
  • “Not aware of any differences.”
  • “The retention rate of women post maternity is almost 100% (unprecedented in industry). Women representation is equal within the company as well as in management. Beyond this Executive Insight workforce (around 55 HC) represents more than 16 different nationalities distributed across the two offices in Zurich and London.”
  • “There is a lot of diversity in the senior team in London at Executive Insight, so I am confident that it's meritocratic.”
  • “Very diversified company with more than 10 different nationalities found among employees. Diversity of backgrounds is also impressive.”
  • “Employee morale is generally low and the company is losing higher quality talent and replacing these individuals with entry-level positions that bring minimal value to the firm. They are losing senior consultants and managers faster than they can be replaced.”
  • “Expansion is always good, but seems to be only at junior level. You wonder whether leadership has thought about bringing in more new people at senior level with fresh ideas and different ways to working.”
  • “I think we are doing a great job at client management and retention, which shows in the growing business that we have. An improvement area would though be to be more active at acquiring new clients and be more visible in the industry, e.g. on social media, at events, etc.”
  • “The company has a very clear strategy with established focus areas in terms of service offering and account management. The self-funded management team is providing the flexibility to pursue strategy goals beyond strict financial targets.”
  • “The company is having its best year ever. There is a lot of trust and transparency between employees and top managers.”
  • “We are in a sector which is thriving at the moment, albeit for a very unusual and unhappy reason - and I think Executive Insight is making concerted efforts to be at the forefront of changes that are taking place within our industry and the world in general. I think a recent survey initiated by the firm shows an eagerness to learn from other peoples experiences but I will be interested to see what we can translate this in to in terms of concrete activities and frameworks for strategic problem solving / evolution.”

Getting Hired Here


  • “Everything is made to make the interviewee feel comfortable. The ideal candidate is a candidate with a dual background in life science and business.”
  • “I don't think we're too competitive really. Candidates who are genuinely nice people tend to do well. The main stumbling block tends to be if they will accept the lower salary offer.”
  • “Ideal candidate shows: Mental flexibility and curiosity combined with a caring and honest interaction style.”
  • “The process is well-defined but can be slow at times. The firm is searching for bright candidates, with demonstrated interest in healthcare consulting, who are also nice and friendly people.”
  • “Useful feedback and advice by HR for each interview stage. Ideal candidate: one who fits the company culture.”
  • “Case: Understand market entry opportunities for new products, estimation questions. Interview question: What is the last feedback you received? Do you agree with it? If yes, why? If no, why not?”
  • “Personal fit interview, followed by case interview and on-site case/presentation interview. Question examples: market estimates, new product entry case.”
  • “Personal introduction questions: motivation - why consulting, why executive insight, what can you bring, tell about a difficult situation and how you handled it.”
  • “Tell me one thing about you that I would not forget easily.”
  • “What are your personal values?”
  • “Our client has product x, y and z? Which product would you prioritise? What factors would you consider?”