About Us
Work
Culture
Training & Experience
Social Responsibility
Administrative
I. About Us
- What is Xelay Acumen? What does Xelay do?
- Xelay Acumen Group, Inc. is a leading strategy and management consulting firm that delivers extraordinary results by attracting and developing high potential team members
- We primarily serve biotechnology, pharmaceutical, and healthcare provider clients
- We partner with our clients to address their most challenging issues
- What’s the role of Xelay Taipei in the company?
Xelay Taipei is an integral part of the global Xelay organization. Currently, Xelay Taipei primarily functions as part of the Analytics and Information Department, while providing support to other functions and departments (Xelay Capital, Xelay Foundation, Publications department, Medical Information, etc) as needed. We look forward to Xelay Taipei’s continued growth and broadening of functions represented in Xelay Taipei
- How do you pronounce Xelay?
Xelay is pronounced ZEE’-lay
- Are you a Chinese company?
Xelay Acumen is an American company based in the San Francisco Bay area that welcomes diversity
- Who does Xelay hire?
We hire college graduates, MBAs, PharmDs, PhDs, and MDs, though extraordinary individuals that do not fall in the above categories may also be considered
II. Work
- What do team members do in consulting?
- In strategy and management consulting, we use a combination of strategic problem solving, rigorous analyses and methodologies, and clear and concise communications to enable uniquely extraordinary results
- It includes organizing scientific information, improving the communication and visualization of complex data, cultivating influencing relationships, and building scientific narratives
- How long does a typical project engagement last for?
Client engagements vary in length depending on the project scope and can range from 1 week to several years
- What is a typical day at Xelay Acumen like?
- While it’s rare to have the same day twice, team members can expect 3 elements every day:
- Teamwork interactions
- Professional development feedback
- Fast-paced environment
- While it’s rare to have the same day twice, team members can expect 3 elements every day:
- What are the first 3-6 months like for new team members?
As an organization that is dedicated to your development by providing opportunities for constant training, receiving feedback, and growth, the environment and pace are usually a significant and yet welcome challenge for new team members seeking to accelerate their professional development. Furthermore, new team members also make adjustments in their beliefs while learning how to efficiently work as a part of a high-performing team rather than their past as high-performing individuals. Oftentimes, this requires broadening their scope of efforts to prioritize the team and their teammates’ goals ahead of their own
- How much of the work is client facing?
Consultants can expect to be client facing as soon as they demonstrate that they can be in front of a client. In Taipei, clients are mostly internal ones but we expect employees to have the same skills facing internal/external clients
- How often do you travel?
Currently for the Taipei office, travel is minimal but could be 1-2 times a year for training and sometimes in the US
- How many hours per week?
Team members typically put in 50-60 hours per week and can range upwards of 70-80 hours a week during intensive periods, travel, and internships
- Who are your clients?
Xelay Acumen’s commitment to our client’s confidentiality is a core value. Therefore, we do not divulge our clients or their information unless directed to do so by the client
- Do you use anything besides Excel to analyze data?
Yes, we use R, STATA, SAS, and other database programs, but primarily when working together, Excel is the standard for sharing and teamwork
- How are Specialists and Analysts similar and different?
1. Training
- Similarities: Both Analysts and Specialists receive equal access to Xelay’s training programs, mentorship, and development resources. People development is a core value, and every Xelayer benefits from the same structured onboarding and ongoing learning opportunities.
- Differences: Analysts tend to apply training across a broad range of tasks right away, while Specialists usually start by applying training in more focused areas (such as analytics or visualization). Specialists continue to build competencies beyond the initial training phase, particularly in areas like English communication and broader project management skills.
2. Responsibilities
- Similarities: Both roles contribute to client projects, support analysis, and gradually take on more complex and higher-stake tasks as they grow.
- Differences: Analysts begin with a wider variety of assignments, reflecting their readiness to handle multiple types of responsibilities. Specialists, in contrast, begin with a narrower, more structured scope aligned with their strengths, which helps ease the transition into the firm. Over time, Specialists expand their responsibilities as their capabilities develop.
3. English Communication
- Similarities: Both Specialists and Analysts are encouraged to improve their communication skills and are given opportunities to practice on the job. Strong communication is valued across all roles.
- Differences: Analysts are required to have strong written and spoken English from day one, since they often act as the primary bridge between Taipei and the US office. Specialists are not required to demonstrate the same level of proficiency. As they develop stronger English skills, Specialists can take on broader responsibilities and new growth opportunities.
4. Promotion Opportunities
- Similarities: Advancement for both Analysts and Specialists is based on merit, contribution, and continuous improvement, not tenure. Xelay provides well-defined progression paths for both roles and actively supports every team member in achieving their career goals.
- Differences:
- Specialists can grow in two directions: the Specialist Leadership Track, focusing on mentoring and guiding other Specialists, or the Specialist Technical Track, recognizing those who excel as highly skilled, efficient individual contributors.
- Analysts advance through the Analyst Leadership Track, which involves broader managerial responsibilities and oversight of both Analysts and Specialists. Each path is designed to reward excellence and provide meaningful opportunities for impact and growth.
III. Culture
- What’s the culture like at Xelay?
- Xelay’s core values are:
- Clients First
- Professional Behavior
- Engagements That Matter
- Challenging Issues
- Develop Our People
- Xelay’s core values shape our culture and our environment can be characterized as follows:
- Constant Development Through Appreciative and Constructive Feedback
- Supportive
- Team-Oriented
- Efficient
- Fast-Paced
- Proactive
- Xelay’s core values are:
- What’s the feedback culture like at Xelay?
- At Xelay, we place a strong emphasis on providing constructive feedback as a catalyst for professional development and performance improvement. Our employees receive frequent and prompt constructive feedback across all dimensions aimed at identifying development opportunities. This approach underscores our belief that constructive feedback is a crucial tool for their growth, actively avoiding limitations on learning opportunities, particularly for high performers
- Recognizing resilience as a key element in this environment, Xelay places emphasis on the receptiveness to constructive feedback. It’s imperative for our employees to view feedback as an investment in their development, leveraging it for personal and professional growth. Moreover, we foster a culture of open communication, encouraging employees to provide upward feedback to their supervisors
- What’s the teamwork culture like at Xelay?
- At Xelay, fostering a collaborative and inclusive teamwork culture is at the heart of our operations. With our dual offices in San Mateo and Taipei, we strive to have tasks and projects seamlessly traverse the globe. Dedicated Xelayers across offices work hand in hand, striving for productivity and success as one cohesive unit. This unique, cross-continental synergy ensures that we don’t just share ideas but also responsibilities and achievements across borders
- Additionally, we believe in more than just professional collaboration; we value the bonds of comradeship that make our workplace truly exceptional. We understand that a close-knit team is not only more productive but also more supportive and resilient. To strengthen these connections, we regularly organize team-building activities like VR games, pottery, cycling along the lakeside, and cooking classes
IV. Training and Experience
- Is there training?
- “Develop Our People” is one of the core values at Xelay and a central pervasive theme of the organization
- We are committed to developing and coaching one another
- We provide personal and professional growth that constantly stretches our people through responsibilities on active real client engagements and consulting, leadership, and communication training
- Is biotech/pharmaceutical experience necessary?
- No, no experience necessary
- Upon joining, team members range from little to significant specific industry knowledge or experience
- We welcome and value diverse backgrounds within the team including team members who have biotech or pharmaceutical experience
- More importantly, we look for individuals that have the desire to learn and be stretched/challenged to realize their potential
- This involves an openness to changing their beliefs and mindsets as well as the desire to serve others
V. Social Responsibility
- What is Xelay Acumen’s stance on social responsibility?
The two central parts of our organization’s mission is (1) to deliver extraordinary results and (2) attracting and developing high potential team members. One of our core values is “Engagements That Matter”, specifically that we want to make a “significant step-change in people’s lives”. Because of this mission and our values, social responsibility is the core of our organization’s existence. It is the driving and motivating force for our people to work on engagements that matter so that we can partner with like-minded clients and organizations that are equally committed to that success. Therefore, social responsibility is not only worth our investment, but is the only reason for our existence as a company, as a group, and as individuals.
- How are team members at Xelay Acumen involved in the non-profit Xelay Foundation?
- There are 5 specific programs at Xelay Foundation that team members can get involved with:
- Volunteer Program
- Employee Match Program
- Grant Program
- Pro-Bono Consulting Program
- Pooled Program
- There are 5 specific programs at Xelay Foundation that team members can get involved with:
VI. Administrative
- How many rounds are in the interview process?
- There are 2 stages in the interview process:
- Stage 1 – Written Application:
- Resume screen and grammar test
- Practical demonstration
- Stage 2 – Interviews:
- 1 interview
- Multiple interviews with team
- Stage 1 – Written Application:
- There are 2 stages in the interview process:
- Do full-time team members start as interns?
Yes, all team members, regardless of age and background begin their career at Xelay with an internship period to help both sides understand if a longer term fit exists
- What is the total compensation for the Analyst and Specialist positions in Taipei?
- For Analysts in Taipei, the target annual compensation is ~NT$1,235,000 with a base of NT$600,000
- For Specialists in Taipei, the target annual compensation is ~NT$1,000,000 with a base of NT$396,000
- Do you sponsor visas?
Unfortunately, we are not able to sponsor visas at the moment
