The partners who lead your executive recruitment
The partners who lead your executive recruitment
A failed executive recruitment is paid for in years of delay on a company's trajectory. At Laroze Partners, every mandate is led by a partner, from defining the profile to the final delivery. There is no delegation to a junior consultant, and no passing of the baton after the contract is signed. The person who presents a candidate to you is the one who approached, assessed, and challenged them.
A failed executive recruitment is paid for in years of delay on a company's trajectory. At Laroze Partners, every mandate is led by a partner, from defining the profile to the final delivery. There is no delegation to a junior consultant, and no passing of the baton after the contract is signed. The person who presents a candidate to you is the one who approached, assessed, and challenged them.
Executive recruitment in healthcare, pharma, and biotech
Executive recruitment in healthcare, pharma, and biotech
Thomas Rozier
Thomas Rozier
Founder of Laroze Partners
Founder of Laroze Partners
Recruiting a healthcare executive means hiring someone who must meet two demands simultaneously: scientific and regulatory rigor, and commercial performance. Profiles who master one often fail at the other. This is where most executive committee hiring mistakes happen in laboratory, medtech, or biotech companies.
Recruiting a healthcare executive means hiring someone who must meet two demands simultaneously: scientific and regulatory rigor, and commercial performance. Profiles who master one often fail at the other. This is where most executive committee hiring mistakes happen in laboratory, medtech, or biotech companies.
Thomas Rozier has been working in executive search and headhunting for over 10 years. A generalist at the start of his career, he has specialized over the course of his assignments: first in financial and strategy consulting, then in tech, where he has supported top-5 global IT service companies, international SaaS publishers, and French unicorns with their key appointments.
Thomas Rozier has been working in executive search and headhunting for over 10 years. A generalist at the start of his career, he has specialized over the course of his assignments: first in financial and strategy consulting, then in tech, where he has supported top-5 global IT service companies, international SaaS publishers, and French unicorns with their key appointments.
For the past five years, he has dedicated his work to healthcare and the investment funds active in the sector: pharmaceutical distribution, laboratories, medtech, and biotech. He leads mandates for roles that drive strategy, including general management, operations, finance, sales, and scientific direction, as well as critical areas of expertise such as Chief Medical Officer or Medical Director. This is a field he chose for what it demands: a sovereign, regulated environment where recruitment decisions commit several years.
For the past five years, he has dedicated his work to healthcare and the investment funds active in the sector: pharmaceutical distribution, laboratories, medtech, and biotech. He leads mandates for roles that drive strategy, including general management, operations, finance, sales, and scientific direction, as well as critical areas of expertise such as Chief Medical Officer or Medical Director. This is a field he chose for what it demands: a sovereign, regulated environment where recruitment decisions commit several years.
His international practice works both ways. He assists French groups appointing subsidiary management in the APAC zone, with an in-depth knowledge of the region's markets, particularly China. He also supports foreign groups recruiting their management team in France, with a precise understanding of the French regulatory and social framework. These are two exercises where a mistake is measured in years, not months.
His international practice works both ways. He assists French groups appointing subsidiary management in the APAC zone, with an in-depth knowledge of the region's markets, particularly China. He also supports foreign groups recruiting their management team in France, with a precise understanding of the French regulatory and social framework. These are two exercises where a mistake is measured in years, not months.
Recruitment of Tech, SaaS, and AI leaders
Recruitment of Tech, SaaS, and AI leaders
Sam Lozinguez
Sam Lozinguez
Tech and AI Partner
Tech and AI Partner
A tech company does not hire the same leader depending on the stage it is in. The profile that gets an offer off the ground is not the one that makes it profitable, and even less the one that scales it. Getting the stage wrong means appointing a competent person at the wrong time and wasting two years.
A tech company does not hire the same leader depending on the stage it is in. The profile that gets an offer off the ground is not the one that makes it profitable, and even less the one that scales it. Getting the stage wrong means appointing a competent person at the wrong time and wasting two years.
Sam Lozinguez has been working in executive search via direct approach for six years. Initially a generalist, he built his understanding of sectoral ecosystems and professions alongside partners who helped him progress quickly.
Sam Lozinguez has been working in executive search via direct approach for six years. Initially a generalist, he built his understanding of sectoral ecosystems and professions alongside partners who helped him progress quickly.
For the past year, he has been leading the firm's Tech expertise and its verticals for top management positions. What interests him is precisely this transition from idea to monetization, then to the scalability of an innovative model, and the type of leader required for each of these stages. He has recruited heads of, business unit directors, Global Account Managers, VP Sales, M&A specialists, and electronic payment, financial, and technical experts for SBF 120 and Next40 players, both in France and internationally.
For the past year, he has been leading the firm's Tech expertise and its verticals for top management positions. What interests him is precisely this transition from idea to monetization, then to the scalability of an innovative model, and the type of leader required for each of these stages. He has recruited heads of, business unit directors, Global Account Managers, VP Sales, M&A specialists, and electronic payment, financial, and technical experts for SBF 120 and Next40 players, both in France and internationally.
He also supports investment funds regarding the management teams of their portfolio companies, where the issue is never just competence, but the ability to execute a strategy within a tight timeframe. Attentive to the challenges of tomorrow, he has also developed his business network and candidate pool within the ESG and CSR ecosystems.
He also supports investment funds regarding the management teams of their portfolio companies, where the issue is never just competence, but the ability to execute a strategy within a tight timeframe. Attentive to the challenges of tomorrow, he has also developed his business network and candidate pool within the ESG and CSR ecosystems.
Join Laroze Partners
Join Laroze Partners
Laroze Partners is expanding in France and internationally with men and women who bring industry expertise and the network that goes with it. Each of the firm's verticals is managed by a partner, who leads their mandates from start to finish.
Laroze Partners is expanding in France and internationally with men and women who bring industry expertise and the network that goes with it. Each of the firm's verticals is managed by a partner, who leads their mandates from start to finish.
What you will find here: a proprietary assessment method, the Laroze Pattern, which you will make your own and which structures each of your client feedback sessions; analytical and production tools that we develop continuously; and a brand that embraces its positioning, demanding in terms of work quality as well as how people—both candidates and clients—are treated.
What you will find here: a proprietary assessment method, the Laroze Pattern, which you will make your own and which structures each of your client feedback sessions; analytical and production tools that we develop continuously; and a brand that embraces its positioning, demanding in terms of work quality as well as how people—both candidates and clients—are treated.
What we are looking for: a proven track record in the direct approach of executives, an established network in a specific sector, and the desire to build long-term expertise rather than just chaining together missions.
What we are looking for: a proven track record in the direct approach of executives, an established network in a specific sector, and the desire to build long-term expertise rather than just chaining together missions.
If this sounds like you, let's write to each other. Serious conversations often start with a simple exchange.
If this sounds like you, let's write to each other. Serious conversations often start with a simple exchange.
Chat with Thomas Rozier
Chat with Thomas Rozier
