Clinical Operations

Clinical Operations

EPM Scientific: Specialist Talent Partner in Clinical Operations Recruitment

A core element of the clinical trial process, Clinical Operations ensures that trials follow all required protocols and run smoothly. The discipline offers opportunities to play a part in delivering high-quality clinical research activity by designing, planning, and running phase I – IV clinical trials in the drug discovery industry.

According to the US Bureau of Labor Statistics, the number of roles in the sector is expected to increase by 17% by 2024 . Finding top talent for the Clinical Operations roles in your company can be challenging and time-consuming. As a trusted life sciences talent partner of leading companies and startups, EPM Scientific will source and deliver the best candidates when you need them.

How we can help

For more than a decade, EPM Scientific has built a solid reputation by investing in the further development of our talent experts and in world-class technologies, which has assisted us in building an extensive professional network. This allows us to source the best talent for hard-to-fill Clinical Operations roles and place them quickly and effectively so that they can help drive your company goals. This approach is one reason we are the preferred talent partner of major companies in the life sciences sector.

Clinical Operations talent solutions

Finding the best talent or new career opportunities in Clinical Operations is easier with EPM Scientific. Our hubs around the world provide permanent, contract, and multi-hire talent solutions, making it possible to connect you with professionals. We will consult with you to better understand your needs before finding and delivering the right people for the roles at your company.

Additionally, we offer bespoke contingent and retained services, and we have a wide network of interim managers and contractors that allows us to fill long-term and time-critical roles with the right people.

We also offer our clients a competitive advantage with value adding services such as salary guidance, account management, and bespoke analysis.

Don’t just take our word for it

“EPM Scientific has demonstrated that they are a trusted partner when it comes to recruiting for life sciences clients and guiding candidates through the offer steps, representing both the client and candidate equally and transparently. They know the Clinical Operations space and understand the challenges that come with this competitive landscape. EPM Scientific has been a joy to work with!” – Jenny Breselow, Talent Acquisition Lead, Pliant

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Benefits of working with us

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Experience

We have over a decade’s worth of experience as a leading talent partner in Life Sciences & Pharma.

Network

A vast, global network of the best, in-demand professionals, working with the world’s largest Life Sciences institutions, to take drugs, devices and therapeutic applications through from conception to completion.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends and industry news to help you achieve your goals.

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Clinical Operations Jobs

EPM Scientific places individuals seeking to take the next step in their careers across a variety of Clinical Operations roles at industry-leading companies.

Associate Director, Clincal Operations

Associate Director, Clinical Operations San Diego, CA - Hybrid $150,000 - $180,000 A clinical-stage biotechnology company in San Diego is dedicated to developing transformative medicines for patients with life-threatening diseases. This company focuses on precision medicine, leveraging advanced technologies to create innovative therapies that address significant unmet medical needs. With a robust pipeline targeting various cancer types and other serious conditions, the company is at the forefront of developing next-generation treatments. Supported by a strong leadership team with extensive industry experience and significant funding from top-tier investors, the company is well-positioned for rapid growth and success in the biotech industry. Joining this team means being part of a passionate group committed to making a tangible difference in patients' lives. Responsibilities: Oversee the planning, execution, and management of clinical trials, ensuring compliance with regulatory requirements and company standards Manage relationships with CROs and other vendors, including contract negotiations and performance monitoring Provide direction and support to clinical operations team members, fostering a collaborative and high-performance environment Ensure all clinical activities adhere to GCP, FDA, and other regulatory guidelines Develop and manage clinical trial budgets, ensuring cost-effective use of resources Identify potential risks and implement mitigation strategies to ensure the successful completion of clinical trials Ensure the accuracy and integrity of clinical trial data through rigorous monitoring and quality control processes Work closely with other departments, including clinical development, regulatory affairs, and data management, to achieve project goals Oversee the preparation and review of clinical trial documentation, including protocols, informed consent forms, and study reports Identify opportunities for process improvements and implement best practices in clinical operations Qualifications Bachelor's degree in a scientific or health-related field. At least 2 years of experience in clinical research, ideally within a biopharmaceutical or CRO setting. Knowledge of FDA regulations and ICH/GCP guidelines is essential. Strong organizational and multitasking skills, with the ability to work in a collaborative team environment. Excellent written and verbal communication skills. Problem-solving and negotiation abilities, with the ability to adapt as needed. Proficiency in Microsoft Office and experience with clinical trial management systems (e.g., Medidata Rave, InForm). This role offers the opportunity to contribute to groundbreaking therapies in a dynamic and innovative environment. If you are passionate about clinical operations and making a difference in patients' lives, we encourage you to apply.

US$150000 - US$170000 per year
San Diego
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Senior/Executive Director, Clinical Operations

Job Type: Full-time Salary: $275K - $325K Location: San Francisco Bay Area Company Summary: Clinical stage biotech developing a pipeline of first in class cell therapies to treat cancer and autoimmune disease. Currently they are backed by VCs and have successfully raised over a quarter million in funding to continue advancing their clinical programs. The Opportunity: The VP, Clin Ops will play a critical role in the designing and implementing clinical trial protocols to advance their early phase cell therapy programs. Reporting to the Chief Medical Officer, this person will be responsible for collaborating cross-functionally to ensure completion of the clinical studies in a timely manner. Responsibilities: Reporting into the CMO Providing critical leadership, oversight, and line management for early-stage oncology program ensuring that clinical trials are conducted in accordance with the protocols, timelines, and budgets Supporting cross functional development of departmental policies Developing and implementing study and program budgets, including CRO/vendor budgets and contracts with a planning horizon of 1-2 years Management of clinical trials and operations in one or more drug development programs Leading site and vendor selection processes, including, the selection of Contract Research Organizations (CROs) An ideal candidate for this role MUST have… 15+ years of biopharma INDUSTRY experience REQUIRED 8+ years of CRO trial management experience 5+ years of Associate Director/Director experience at a small biotech Demonstrated success identifying, negotiating and overseeing outsourced vendors A working knowledge of ICH GCP guidelines Benefits: Pre-IPO biotech company Competitive salary with comprehensive benefits (90% medical coverage) Flexible PTO and WFH arrangements 401K contribution Cell phone reimbursement, life insurance, and additional perks

US$285000 - US$325000 per year
San Francisco
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Clinical Research Associate (Clinical Specialist)

Salary: $95-115K Company Summary: A global, specialty pharmaceutical group with an impressive track record is seeking a motivated Clinical Research Associate for a hybrid role at their San Francisco site. Their commercial supply of pharmaceutical products generated $83m in revenue in FY2023 (a 24% uptick from the year prior). Since their first clinical trials in 2006, they've had 3 approvals already on the market. Currently, they have 6 indications in Phases II and III, so they are looking for a driven, growth-oriented Clinical Research Associate to facilitate their in house studies. The CRA will be responsible for: Managing and investigating clinical trials and/or post-authorization safety studies Performing and coordinating different aspects of clinical monitoring and site management 50-75% travel An ideal candidate for this role MUST have… 2+ years of ONSITE monitoring experience at a sponsor or CRO A Bachelor's degree in Biological Sciences, Nursing, Pharmacy or a related discipline A working knowledge of ICH GCP guidelines Benefits: Competitive salary with benefits High degree of commercial exposure early in your career Being a part of team whose work directly aims to improve the quality of people's lives Great work-life balance If you are interested in this Clinical Research Associate role, don't hesitate to reach out!

US$95000 - US$115000 per year
San Francisco
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Clinical Trial Manager

Clinical Trial Manager Salary: ($140,000 - $165,000) SF Bay Area (hybrid 3 days per week) This midsized biotech is oncology focused and they are ramping up for a global phase III. They're rapidly growing and are still privately held. In the past several years, they've raised close to $1B in funding and are looking for a Clinical Trial Manager to support their global phase III. Responsibilities: Oversee the management of international clinical trials, ensuring all aspects are handled efficiently. Develop and implement operational plans for oncology clinical trials. Work closely with cross-functional teams, including data management, clinical scientists, regulatory, and investigators, to ensure smooth operations and timely delivery of high-quality data. Manage trial start-up activities, including site selection, feasibility assessments, and preparation of study documentation. Requirements: 2+ years experience managing clinical trials (sponsor side) 3+ years oncology (sponsor side) 2+ years experience working in an in-house model, not outsourcing to CROs Ideally late phase expertise This company offers a competitive compensation package which includes: Annual bonus Pre-IPO equity package Health, vision, and dental insurance 401(k) match If you're interested in this role, please apply now.

US$140000 - US$165000 per year
Hayward
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Senior CTM

Senior Clinical Trial Manager Remote (USA) $160,000 - $190,000 A commercial stage biotech is developing innovative treatments for cancers. With a marketed product, 8 clinical drug candidates, and over 40 clinical trials globally, they are able to offer a blend of financial stability along with extensive opportuntiies for growth. They have signed strategic licensing agreements which add to the financial runway and market access for their commercial drug, and have a great leadership team in place. Responsibilities: Read and oversee the planning, initiation, and execution of clinical trials, ensuring adherence to protocols, regulatory requirements, and ethical standards. Effectively manage relationships with investigational sites, fostering collaboration, providing support, and addressing site-specific needs to optimize site performance throughout the trial. Implement robust data monitoring processes, conducting regular reviews and source data verification to ensure the accuracy and integrity of data collected in clinical trials. Ensure all aspects of clinical trials comply with relevant regulatory requirements and guidelines, collaborating with regulatory affairs to address any compliance-related issues and facilitate successful trial outcomes. Proactively identify potential risks associated with Oncology trials and develop strategic plans for risk mitigation. Address and resolve issues promptly to ensure the smooth progression of the trial and meet project timelines Qualifications: Proven track record with a significant duration of experience working specifically in the field of Autoimmunity within the pharmaceutical or biotech industry. In-depth knowledge of Oncology and Immunology clinical trials, including protocol design, patient recruitment, and monitoring, with a demonstrated ability to navigate the unique challenges associated with neurological disorders. Comprehensive understanding of regulatory requirements and guidelines, ensuring compliance with regulatory standards throughout the drug development process. Substantial experience in managing investigational sites, building and maintaining effective relationships, and optimizing site performance to ensure successful trial execution. Proficiency in overseeing data review processes, including source data verification and analysis, to ensure the accuracy and integrity of clinical trial data in the autoimmune therapeutic area. Benefits: Medical, dental, vision insurance 401(k) PTO and Holidays

US$160000 - US$190000 per year
Rockville
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Director, Clinical Operations

Director Clinical Operations New York City, New York (hybrid) $175,000 - $200,000 My client is a focused and growing company, dedicated to developing innovative therapies for neuropsychiatric diseases and improving outcomes for patients. They are building a pipeline that leverages the broad therapeutic potential of its lead product candidate for the treatment of schizophrenia and other neuropsychiatric diseases. With tried and true leadership and very positive data, it's an exciting time to get a foot in the door with them. Responsibilities Accountability for the overall management of assigned clinical programs (across multiple studies), including providing strategic direction to study teams to ensure timely clinical trial execution. Maintaining inspection-readiness across clinical programs. Assistance in development of hiring/resourcing plans and program budgets. Assist in the hiring process to build out the study team. Day-to-day management of assigned direct reports. Mentorship and oversight of junior team members. Oversight of clinical research organizations (CROs) and other key vendors to ensure timely and quality deliverables. Act as a point of escalation for clinical trial execution issues. Lead preparation of vendor requirements and project scope and selection of study vendors. Contribution to the establishment of KPIs to measure vendor performance. Implementation of appropriate systems, standards, and processes to ensure quality at the level of investigative sites, vendors, and data. Oversight of the clinical aspects of timely data cleaning, data analysis and the availability of top line results. Oversight of the set-up and implementation of effective investigator and site monitor training; facilitation of operational and therapeutic area training for internal and external study team members. Review of study invoices and participation in accrual reviews to track the financial status of the study against budget. Establishment of clinical operations SOPs, Work Instructions, guidelines, standards, and best practices. Leadership and implementation of infrastructure initiatives, process improvements, change management, and ad-hoc business projects. Demonstrated understanding of the clinical program oversight, including monitoring of data, review of TLF, implementation and working of IRT, EDC development, vendor oversight. Qualifications Bachelors degree required and Masters degree preferred. Some prior experience in a medical field, such as nursing or pharmacy. 12+ years of experience working with CROs to manage large global clinical trials. CNS disease experience is a plus. 4+ years of experienced in managing direct reports, evidencing strong leadership, team-building, and hands-on management. Experience monitoring all types of data Comprehensive understanding of ICH and GCP guidelines, as well as applicable regulations and practices. Excellent organizational skills and attention to detail. Effective communication and interpersonal skills. Able to set priorities, juggle multiple demands, and manage changing priorities. Able to think critically and be a proactive problem-solver. Able to work independently while exercising initiative, flexibility, and sound judgment. Comfortable working with different levels of the company including senior level management. Ability to travel approximately 30% Ability to operate in alignment with company values and culture. Benefits Company benefits include a comprehensive medical plan, 401K participation, three weeks of vacation, and a steeply discounted Lifetime gym membership. This is a dynamic and supportive work environment offering a competitive benefits package, as well as the opportunity to become a shareholder in the Company and participate in its future success.

US$175000 - US$200000 per year
New York
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Director of Clinical Operations

Job Title: Director of Clinical Operations Location: Boston, Massachusetts Salary: $240,000-$255,000 Job Summary: The Director of Clinical Operations will lead and oversee all clinical trial activities for their inflammation and immunology programs. This role is critical in ensuring the successful execution of clinical trials, from early-phase studies through to late-stage development. The Director will work closely with cross-functional teams, including clinical research, regulatory affairs, and data management, to drive the development of innovative therapies. At this time in development we are heavily in phase 1/2 trials with an in-sourced model. Key Responsibilities: Leadership and Strategy: Develop and implement clinical operations strategies to support the company's I&I pipeline. Provide leadership and direction to the clinical operations team, ensuring alignment with corporate goals and objectives. Oversee the planning, execution, and management of clinical trials, ensuring they are conducted in compliance with regulatory requirements and Good Clinical Practice (GCP). Trial Management: Manage all aspects of clinical trials, including site selection, patient recruitment, data collection, and monitoring. Ensure timely and accurate reporting of trial progress and results to senior management and stakeholders. Develop and manage clinical trial budgets, timelines, and resources. Regulatory Compliance: Ensure all clinical trial activities are conducted in accordance with regulatory requirements and company SOPs. Prepare and submit regulatory documents to ethics committees and regulatory authorities. Team Leadership and Development: Lead, mentor, and develop the clinical operations team, fostering a collaborative and high-performance culture. Provide training and support to team members to ensure continuous professional development. Cross-Functional Collaboration: Collaborate with cross-functional teams, including clinical research, regulatory affairs, data management, and biostatistics, to ensure the successful execution of clinical trials. Act as a key liaison between the clinical operations team and other departments within the company. Qualifications: Previous in-house experience at a small/midsize biotech. Minimum of 10 years of experience in clinical trial management, with at least 5 years in a leadership role. Minimum 10 years of inflammation/autoimmune therapeutic area and clinical development processes. Excellent organizational, communication, and leadership skills. Proven ability to manage multiple projects and priorities simultaneously. Preferred Qualifications: Experience in early-phase oncology trials. Experience with in-house model. Benefits: Competitive benefits package (401k match, medical health care 100% covered, PTO). Stock/equity options.

US$240000 - US$255000 per year
Boston
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Clinical Operations Manager

Our client is an international biopharmaceutical company that specialises in developing neurology drugs. They are currently seeking an experienced Clinical Operations Manager to be based in Singapore, who is passionate about driving success and innovation. This key position offers an opportunity for personal growth and leadership development while contributing significantly to neurology-focused projects. Responsibilities: You will oversee critical aspects of clinical trial management ensuring adherence to Good Clinical Practice. Your expertise as a Clinical Project Manager will be instrumental in executing project plans from conception through completion. With your strong background managing Neurology (CNS) related trials, you'll play an essential role advancing research with life-changing potential. Requirements: Bachelor's degree in related field. At least 4 years of project management experience, with experience in Neurology studies Good communication skills and team spirit Excellent organizational and leadership skills. Proven ability to manage multiple projects and priorities simultaneously. If you are interested, please apply with your CV attached.

Negotiable
Singapore
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Clinical Trial Manager/Senior Manager

Location: Seoul, Korea Therapeutic Areas: Cardiovascular, Infectious Disease, CNS/Neuroscience An award-winning global Clinical Research Organisation with international reputation in providing Phase 1 to Phase IV clinical development services is looking for a Clinical Trial Manager to be based in South Korea. This opportunity provides amazing growth potential, career progression and the chance to be working with a growing company. Responsibilities: Lead projects for multi-service global clinical trials Manage project timelines and deliverables Lead cross functional teams - clinical monitoring, study start-up, regulatory, contract, safety, medical monitoring. Secure new businesses Requirements: Bachelor's degree (Masters or PhD preferred) Relevant experience in clinical trial management in Asia, in a CRO is preferred Good communication skills and team spirit If you are interested, please apply with your CV attached.

Negotiable
Seoul
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Director of Clinical Operations

Job Title: Director of Clinical Operations Location: Boston, Massachussets Department: Clinical Operations Reports to: Vice President of Clinical Development Job Summary: The Director of Clinical Operations will lead and oversee all clinical trial activities for oncology programs. This role is critical in ensuring the successful execution of clinical trials, from early-phase studies through to late-stage development. The Director will work closely with cross-functional teams, including clinical research, regulatory affairs, and data management, to drive the development of innovative cancer therapies. Key Responsibilities: Leadership and Strategy: Develop and implement clinical operations strategies to support the company's oncology pipeline. Provide leadership and direction to the clinical operations team, ensuring alignment with corporate goals and objectives. Oversee the planning, execution, and management of clinical trials, ensuring they are conducted in compliance with regulatory requirements and Good Clinical Practice (GCP). Trial Management: Manage all aspects of clinical trials, including site selection, patient recruitment, data collection, and monitoring. Ensure timely and accurate reporting of trial progress and results to senior management and stakeholders. Develop and manage clinical trial budgets, timelines, and resources. Vendor and CRO Management: Select and manage Contract Research Organizations (CROs) and other vendors. Monitor vendor performance to ensure quality and compliance with contractual obligations. Regulatory Compliance: Ensure all clinical trial activities are conducted in accordance with regulatory requirements and company SOPs. Prepare and submit regulatory documents to ethics committees and regulatory authorities. Team Leadership and Development: Lead, mentor, and develop the clinical operations team, fostering a collaborative and high-performance culture. Provide training and support to team members to ensure continuous professional development. Cross-Functional Collaboration: Collaborate with cross-functional teams, including clinical research, regulatory affairs, data management, and biostatistics, to ensure the successful execution of clinical trials. Act as a key liaison between the clinical operations team and other departments within the company. Qualifications: Advanced degree in life sciences, nursing, or a related field (PhD, MD, or equivalent preferred). Minimum of 10 years of experience in clinical trial management, with at least 5 years in a leadership role. Minimum 10 years of oncology therapeutic area and clinical development processes. Excellent organizational, communication, and leadership skills. Proven ability to manage multiple projects and priorities simultaneously. Preferred Qualifications: Experience in early-phase oncology trials. Experience with in-house model. Benefits: Competitive benefits package (401k match, medical health care 100% covered, PTO). Pre-IPO equity options.

US$180000 - US$220000 per year
Boston
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Director CDM

Director Clinical Data Management San Diego, CA - Hybrid 200,000-286,000 A clinical-stage cell therapy company in San Diego is expanding its clinical data management team. Specializing in treatments for autoimmune diseases, the company employs a novel approach by utilizing Natural Killer (NK) cells that specifically target B cells. These NK cells are engineered as "off-the-shelf" therapy, meaning they are pre-produced rather than sourced from a patient's own cells, enhancing accessibility and scalability. As pioneers in cell therapies, the team made one of the first IND filings for Lupus using cell therapy. Currently, they are advancing six indications, with four in clinical stages. The company is focused on streamlining manufacturing and distribution to improve access to innovative treatments. The CEO has over 20 years of experience in biotech and venture capital, with leadership roles in prominent life sciences companies, while the CMO has a strong background in clinical research from leading pharmaceutical firms. This role offers the chance to contribute to the ongoing development of therapies at the intersection of cell therapy and auto-immunology. Key Responsibilities * Support the management of clinical trial activities to ensure studies are completed on time, within budget, and in compliance with regulatory standards, standard operating procedures (SOPs), and ICH/GCP guidelines. * Help oversee essential trial aspects, including study start-up, patient enrollment, site interactions, and data management, proactively identifying and resolving issues. * Draft and review key study documents, including informed consent forms, case report forms, study manuals, and other trial materials. * Assist in selecting and managing study sites and evaluating CROs and other service providers, as well as overseeing contracts and budgets. * Work towards project goals, managing timelines and deliverables to align with organizational objectives. * Provide study updates to cross-functional teams and help address issues with sites and CROs through analysis and action planning. * Contribute to the development of study tools and resources to enhance data quality and trial efficiency. * Participate in training new team members on study processes as needed. * Track study progress, maintain relevant metrics, and keep the team informed. * Serve as a key point of contact for study sites, and participate in assessing and resolving any safety or patient care issues. * Oversee and support contract and budget negotiations with clinical sites. * Assist in planning and presenting at investigator and CRO training meetings. * Conduct site visits as needed, including qualification, initiation, monitoring, and close-out visits; perform oversight visits to review and assess CRO activities. * Support internal and external audits, helping to address and resolve any findings. Qualifications and Experience * Bachelor's degree in a scientific or health-related field. * At least 2 years of experience in clinical research, ideally within a biopharmaceutical or CRO setting. * Oncology or autoimmune trial experience is highly preferred; early-phase development experience is beneficial. If you are interested, dont hesitate to apply.

US$200000 - US$286000 per year
San Diego
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Associate CTM

Associate Clinical Trial Manager San Francisco Bay Area Salary: $120,000-$145,000 A well-funded Bay Area radio-pharma biotech company is looking to add on to their clinical operations team. This company is reimagining the future of cancer treatment through innovative radiotherapeutics, and you can contribute to transform the treatment of cancer entirely. They're developing a novel precision medicine approach aimed at transforming patient outcomes in oncology though a best-in-class radiotherapy that selectively destroys tumor cells while sparing healthy cells. The leadership team at this company is poised to make it a standout in radiotherapies. Their CEO has 20+ years in life sciences and most recently secured $500M in Series A funding for a precision neurology biotech. The CMO brings experience from some of the most successful pharmaceutical companies in the world. They've had their first IND submission this year, with 5 additional cancer targets in their pipeline. They have already raised $140 Million in funding, and are operating in the highly innovative radio-therapy space. Key Responsibilities * Support the management of clinical trial activities to ensure studies are completed on time, within budget, and in compliance with regulatory standards, standard operating procedures (SOPs), and ICH/GCP guidelines. * Help oversee essential trial aspects, including study start-up, patient enrollment, site interactions, and data management, proactively identifying and resolving issues. * Draft and review key study documents, including informed consent forms, case report forms, study manuals, and other trial materials. * Assist in selecting and managing study sites and evaluating CROs and other service providers, as well as overseeing contracts and budgets. * Work towards project goals, managing timelines and deliverables to align with organizational objectives. * Provide study updates to cross-functional teams and help address issues with sites and CROs through analysis and action planning. * Contribute to the development of study tools and resources to enhance data quality and trial efficiency. * Participate in training new team members on study processes as needed. * Track study progress, maintain relevant metrics, and keep the team informed. * Serve as a key point of contact for study sites, and participate in assessing and resolving any safety or patient care issues. * Oversee and support contract and budget negotiations with clinical sites. * Assist in planning and presenting at investigator and CRO training meetings. * Conduct site visits as needed, including qualification, initiation, monitoring, and close-out visits; perform oversight visits to review and assess CRO activities. * Support internal and external audits, helping to address and resolve any findings. Qualifications and Experience * Bachelor's degree in a scientific or health-related field. * At least 2 years of experience in clinical research, ideally within a biopharmaceutical or CRO setting. * Oncology trial experience is highly preferred; early-phase development experience is beneficial. * Knowledge of FDA regulations and ICH/GCP guidelines is essential. * Strong organizational and multitasking skills, with the ability to work in a collaborative team environment. * Excellent written and verbal communication skills. * Problem-solving and negotiation abilities, with the ability to adapt as needed. * Proficiency in Microsoft Office and experience with clinical trial management systems (e.g., Medidata Rave, InForm).

US$120000 - US$145000 per year
San Francisco
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Clinical Operations News & Insights

In-Demand Clinical Research Skills and Experience to Highlight in Your Next Interview Image
clinical-operations

In-Demand Clinical Research Skills and Experience to Highlight in Your Next Interview

​Like the wider life sciences industry, the Clinical Research arena is fiercely competitive. If you want to advance your career, you need to stand out from the crowd. One of the best ways to do this in an industry in which knowledge and expertise matter is to highlight your in-demand Clinical Research skills and experience in your next interview.EPM Scientific sheds light on which skills and areas of experience to focus on, including knowledge of clinical trial design, methodology, and statistical concepts, clinical expertise, project management and teamwork, soft skills, and critical thinking and decision-making.Thorough working knowledge of clinical trial design, methodology, and statistical conceptsGiven the importance of clinical trial design, methodology, and statistical concepts in Clinical Research, it’s vitally important that you convey a thorough working knowledge of these processes. You may be tested on your basic knowledge of these processes by being asked to walk the interviewers through the different phases of a trial. Your answer should demonstrate that you understand the key characteristics and purpose of each process.You should also highlight how you would handle incomplete or missing data in a clinical trial, as well as the statistical methods you use to analyze data obtained in a clinical trial. Take time to think about questions you might be asked about this in an interview, such as giving an example of a clinical trial in which you had to deal with missing or incomplete data, and explaining how you overcame the problem.Highlighting clinical expertiseIt’s not enough to know about the various processes involved in Clinical Research. In your next interview at a life sciences company, ensure you also highlight your clinical expertise.When showcasing your medical/scientific expertise and technical skills, go beyond demonstrating your knowledge of guidelines. You should also explain how you ensure data quality and integrity in clinical trials, focusing on your understanding and previous application of best practices such as standard operating procedure adherence, data validation, and source data verification. A good way to think of examples of your expertise is to think about interview questions you might be asked, such as explaining the steps you followed when analyzing and applying data during a project that posed various logistical challenges that could have impacted data purity.Project management and teamworkExcellent teamworking abilities are an in-demand skill for any Clinical Research role, whether junior or senior. When it comes to senior roles, you also need strong project management skills to lead a team and manage timelines and deliverables.In your next interview, highlight your project management and teamwork skills. Explain how you communicate and coordinate with study coordinators, investigators, and other team members during a clinical trial, and describe how you have managed study-related logistics such as patient recruitment and scheduling. You might find it helpful to think about possible questions you could be asked, such as explaining how you manage disparate teams faced with various challenges in a time-critical project.The importance of soft skillsThere’s a high demand for individuals with specific soft skills in Clinical Research. These skills include communication, collaboration, attention to detail, and problem-solving.Prepare for this stage of the interview by thinking about specific examples that illustrate your skill at communicating complex ideas effectively, focusing on the techniques you used and how you engaged your audience. For example, if you have communicated complex scientific information to a non-scientific audience, explain how you made sure your audience understood your presentation.Think of examples of times when you prioritized and managed multiple projects simultaneously, focusing on how you made sure that deadlines were met, and everything was accounted for. You may also find it helpful to think about how you can showcase your collaboration and problem-solving skills during your interview. Doing this can help you to start formulating answers to questions you might be asked. Also consider other questions that interviewers might ask, such as being asked to provide examples of how you managed to meet deadlines whilst managing multiple projects that included collaboration with various different stakeholders, or how you solved an issue that could have affected project timelines. Critical thinking and decision makingCritical thinking and decision making are fundamental to any Clinical Research role, making them key skills to highlight in your next interview. Convey your ability to analyze observations and data, and to make informed decisions.In order to assess your attention to detail and problem-solving abilities, you may be asked to describe a time when you discovered an error in research or data and to explain how you addressed it. You might also be asked to explain how you would respond to a situation in which a participant in a trial experienced an adverse event. Highlight what steps you would take to ensure participant safety and the integrity of the study. Emphasize your ability to stay grounded, calm, compassionate, and organized during a crisis.Secure your next role with EPM ScientificAdvancing your career in Clinical Research and life sciences is easier with EPM Scientific. Take a look at our open roles for an excellent idea of the many opportunities available. Find your next role with us. Register your resume or browse our latest roles today.

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Life Sciences Salary Guides of 2023

Are you aiming to advance your career within the life sciences sector? Are you interested in discovering your competitors‘ offerings for professionals in your field across the APAC region? We are excited to present our new series of Salary Guides for the life sciences industry. These comprehensive reports will furnish you with invaluable insights into the present salary trends in Singapore, China, Australia, South Korea, and Japan.Compiled from the responses of almost 900 life sciences professionals in the APAC region, this is an opportunity you shouldn't overlook. Seize the chance to gain a competitive advantage in the life sciences field, enabling you to make well-informed choices about your career trajectory, compensation, and hiring approaches.

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clinical-operations

Challenges to Talent Acquisition in the Life Sciences Industry

Although the Life Sciences industry is thriving, with healthcare now the largest employer by industry in the US, there are several key challenges in the sector that are generating significant competition when it comes to talent acquisition. According to Grant Thornton Global, skills and skilled people have become rare and in-demand commodities, and the rising expenses associated with inflation also have the power to limit profit growth in the foreseeable future.Moreover, Life Science occupations had the second-lowest unemployment rate of all occupations in the US as of mid-2022, according to insights from CBRE. There is also an increased focus on ESG (environmental, social, and governance) practices, leading to a rapidly changing regulatory environment and a stronger focus on technology playing a key role in R&D investment trends and scientific progress.This article will address these key challenges to talent acquisition in the current Life Sciences landscape and describe how to secure essential talent to keep your own organization robust and efficient.Deliver a personal candidate experienceOne of the most efficient methods for establishing your talent acquisition strategy is to provide a personalized candidate and hiring experience. Get to know your interviewees on a personal level to gain more insights into their unique motivations, goals, and preferences, whether that’s a higher compensation package or more flexible working arrangements. Overall, it’s important for candidates to feel valued throughout the hiring process, particularly when seeking talent at senior levels within the Life Sciences industry.Nurture relationships throughout the hiring processA streamlined hiring process will enable your business to attract the best talent while minimizing the risk of encountering talent acquisition-related challenges in line with increased competition. Maintain clear communication with your applicants at all times and check in with each candidate from the very first touchpoint to the final interview. Not only will this help to build a stronger working relationship with professionals, a company that actively cultivates relationships during the hiring process demonstrates its commitment to securing top talent. By going the extra mile, you can make a lasting impression on candidates, setting yourself apart as an employer of choice.Provide valuable feedbackTransparency and timely feedback are essential parts of the talent acquisition process. In addition to helping candidates enhance their own professional development, providing constructive feedback contributes to a positive candidate experience. Feedback should be delivered promptly to maintain a sense of momentum and highlight a company’s dedication to the process and employees. Offering your candidates a chance to report honest feedback about their experiences may also create opportunities for referrals if the candidates enjoyed a positive experience with your organization.Utilize Life Sciences contractorsLife Sciences contractors and freelancers provide specialized expertise and offer a variety of benefits, making them a viable option for expanding your team alongside professionals looking for permanent roles. These benefits include flexibility, cost savings, reduced overheads, faster turnaround times, lower risk, fresh perspectives, and increased productivity.Make compelling role offersYour organization’s role offers should align with the motivations of your candidates. These motivations can range from compensation and benefits packages to specific company cultures and flexible working arrangements, such as part-time and full-time remote positions. Request honest feedback from your candidates about your hiring and talent retention strategies to ensure that you understand your potential hires’ key motivations and preferences.Retain top talentPrioritizing factors such as positive company culture, employee recognition and appreciation, professional development opportunities, and attractive compensation schemes can improve your talent retention rates. The Life Sciences career market is a highly competitive one, and implementing strategies to retain your top talent can help you give your organization a beneficial edge.Secure business-critical talent with EPM ScientificEPM Scientific understands the importance of finding top talent for every Life Sciences role. We offer the expertise that you need to secure critical talent for your business’s future. Submit a vacancy or request a call back from our team to learn how we can support your growth.

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Interview & Hiring Guidance Image
clinical-development

Interview & Hiring Guidance

​5 essential tips for employers, hiring managers, and HR on the hiring process in Life SciencesThe interview process, from initial phone call screenings and psychometric testing, to face to face interviews with the hiring manager and onsite tours, can often be a long and laborious process. So it is imperative to keep an interview process streamlined and engaged, to ensure talent doesn’t drop out, and your organization, and yourself is represented best. Here are 5 vital top tips for employers to stick to when interviewing top talent. Be present Showing excitement to prospective candidates provides insights for them into the potential team culture and attitude. Asking them questions about themselves, on their interests, their lives, their careers, as opposed to only technical questions to vet their hard skills, goes a long way in connecting on a human level. Another way to connect is by sharing real life examples of the day to day, positive experiences about the role and team, and details about project work. These are important talking points candidates like to know, and while they understand an interview may be rigorous technically, maintaining the conversational, human aspect is important too. Being engaged may sound simple, but given how much of the interview process is over Zoom/VC/phone these days, it is easy to get distracted and check emails or open windows on your computer. Remaining attentive and interested will bring the best out of the interview process and provide a positive candidate experience. Also important is to be interesting yourself. Be in sell modeMany of the above points are indirect examples of selling your team and role. However, in a more overt way, providing exciting opportunities at present and for future career growth are always on candidates’ minds and knowing there is more to be excited about than just hands-on skills or what is in the job description on day one makes them buy into the role and organization more. As part of selling the role, explain why you took this position, and what you liked about the company and team. Be relatable to their circumstances and share with them why the position in your team, at your company, is the best move they can make.Another important aspect to highlight here is the culture. Maybe there is more to what makes the role great than just the daily tasks or responsibilities, such as company sports team, lunch clubs, charitable groups, or environmental initiatives. Highlight what else is enjoyable so that candidates are excited about this role, as well as the team and company, aside from the day to day. These days competition for top talent is so tight, that those cultural differences can distinguish you amongst the rest.Be positive Many of the above points translate to this aspect of hiring, but above all, being cordial, professional, and sharing timely feedback all contribute to a positive candidate experience. In some cases, the candidate may not be a good fit culturally, or for your position, but you should still offer them professionalism and positivity in the interview. Remember, they may have colleagues or a network of other experts that could be better suited for your role/team. You want them to have a positive experience to refer people to you, and maintain your company’s reputation in the market, as well as your own. It's also important to note that many candidates often have other processes in the mix, so if you give them any chances to doubt their experience, they could be more likely to go elsewhere. Be flexible If a professional isn’t the 100% right fit, still ask yourself if there is a place for them in the team or organization, especially if they bring something unique to the company. Keep an open mind when recruiting talent, and consider the future headcount. Potentially you can create a new role for an exceptional candidate, especially if you don’t want to lose someone good to a competitor. See the positives in a candidate’s skillset if they bring enough to the table, and find reasons to say yes, especially in this market. Outside of being flexible with the job description, can you also be flexible with the offer? Offering nuanced benefits, flexible working, and customizing offers to the individual joining can again make the difference between rejecting and accepting. Be decisive The market is still exceptionally hot, so it is vital hiring managers are mindful of how quick an interview process needs to be. “Keeping someone warm” is so important, but if you can’t commit to them you do risk them going in another direction. Therefore, be timely with your feedback, especially if it's positive, to keep the momentum up. If they are at the top of your mind, you should stay at the top of theirs. Try and push approvals quickly as well. This is often bureaucratic but affect whatever influence you can have on an interview or hiring process, and don’t allow things to slow down if you can control it.Finally, be competitive. Don’t allow back and forth negotiations to hinder a process or allow time for other processes to catch up. Put your best, most competitive offer forward so it entices them from the very start.  To hire the best candidate for your open role, get in touch with EPM Scientific today. As a specialist talent partner in Life Sciences, we have access to industry-leading talent around the world. Find the talent you need by submitting your vacancy, or request a call back below to elevate your hiring process with the right talent partner today.

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The Reality of Freelance Work: What Hiring Managers Need to Know in the Life Sciences Industry Image
Management & Culture

The Reality of Freelance Work: What Hiring Managers Need to Know in the Life Sciences Industry

As a recruiter or hiring manager in the life sciences industry, you may have preconceived notions about freelance work for tech professionals. However, it's important to separate fact from fiction when it comes to these common myths. Here are seven myths you may have heard about freelance work and the truth behind them:​Myth #1: Freelance work is only for junior professionals Freelance work is not limited to junior professionals. While some people may think of freelance work as an entry-level job or a way for new graduates to get their foot in the door, the truth is that freelance work is a viable option for professionals at all levels of experience.In fact, many highly experienced professionals choose to freelance because it offers them greater flexibility and control over their work-life balance. Freelancing allows professionals to work on a variety of projects, gain exposure to different industries and technologies, and set their own schedules. It can also provide an opportunity to work with a variety of clients, which can help build a diverse portfolio of work.Additionally, freelancing can offer a way for experienced professionals to transition to a new career or industry. For example, a senior software developer may decide to freelance in order to gain experience in a new programming language or work on projects in a different industry. By freelancing, they can gain new skills and experiences while still leveraging their existing expertise.Myth #2: Freelancers are less committed than full-time employees Freelancers are just as committed to their work as full-time employees, if not more so. Freelancers rely on their reputation and word-of-mouth recommendations to generate new business, so they have a vested interest in providing high-quality work and meeting or exceeding their clients' expectations.Furthermore, freelancers are often highly skilled professionals who take pride in their work and strive to deliver the best possible results. They may be working on a project-by-project basis, but they understand that each project is an opportunity to showcase their skills and build their reputation.In addition, freelancers may have more control over their workload and schedule, which can help them stay focused and committed to their work. Freelancers can often choose the projects they want to work on and set their own deadlines, which can help them maintain a healthy work-life balance and avoid burnout.Myth #3: Freelancers are unreliable and hard to manage Freelancers are highly motivated individuals who understand the importance of meeting deadlines and communicating with their clients. While managing freelancers may be different from managing full-time employees, it is not inherently more difficult.In fact, managing freelancers can have some advantages. For example, freelancers are often self-starters who can work independently and take initiative to get things done. They may also have a more flexible schedule, which can allow them to work on projects outside of regular business hours and be more responsive to client needs.Communication is key to effectively managing freelancers. Clear expectations should be set at the beginning of the project, including deadlines, deliverables, and communication channels. Regular check-ins and status updates can help ensure that the project stays on track and any issues are addressed promptly.It's also important to establish a good working relationship with freelancers. Just like with full-time employees, building rapport and trust can help ensure a successful project. This includes treating freelancers with respect, providing timely feedback, and recognizing their contributions to the project.Myth #4: Freelancers are not as skilled as full-time employeesFreelancers are often highly skilled professionals who bring a wealth of knowledge and expertise to their projects. Many have worked in multiple industries and bring a diverse set of skills and experiences to the table.Freelancers may also have specialized skills or expertise that are hard to find in a full-time employee. For example, a company may need a freelance graphic designer who specializes in creating infographics, or a freelance software developer who has experience working with a specific programming language.Additionally, freelancers can be a valuable resource for companies that need to scale their workforce up or down quickly. If a company has a sudden influx of work, hiring a freelancer can provide an immediate solution without the need to go through a lengthy hiring process.It's also worth noting that freelancers often have a unique perspective on projects. Because they are not full-time employees, they may be able to bring a fresh perspective or innovative ideas to a project that may not have been considered otherwise.Myth #5: Freelance work is only for short-term projectsWhile freelance work is often associated with short-term projects, many freelancers work on long-term projects or even ongoing contracts. In fact, some freelancers have long-term relationships with their clients that span several years.Freelancers can provide a range of services, from short-term project-based work to ongoing support and maintenance. For example, a company may hire a freelance software developer to work on a specific project for a few months, or they may hire a freelance IT consultant to provide ongoing support and maintenance.In addition, freelancers can provide flexibility for companies that need to adjust their workforce quickly in response to changing business needs. If a company needs to downsize, they can simply end a contract with a freelancer without the need for a lengthy termination process.It's worth noting that long-term relationships with freelancers can provide some benefits beyond just the work being done. For example, freelancers who work with a company over a longer period of time may become more familiar with the company's processes and culture, which can lead to more effective collaboration.Myth #6: Freelancers are more expensive than full-time employees Freelancers may appear more expensive than full-time employees on paper, but when you factor in the costs of benefits, training, and overhead associated with full-time employees, freelancers can often be a more cost-effective option.Hiring a full-time employee can come with a range of costs beyond just their salary. Companies also need to provide benefits such as health insurance, retirement plans, and paid time off. Additionally, full-time employees require onboarding and training, and require a dedicated workspace and equipment.Freelancers, on the other hand, are responsible for their own benefits and equipment. They typically work remotely and have their own workspace and equipment, which can save companies money on office space and equipment costs.Furthermore, freelancers can be a more cost-effective option for companies that only need temporary or project-based support. Hiring a full-time employee for a short-term project may not be cost-effective, as the employee may not be fully utilized once the project is completed.Finally, freelancers can provide cost savings through their specialized expertise. They may be able to complete a project more quickly and efficiently than a full-time employee who does not have the same level of expertise.Myth #7: Freelancers are only for small businesses or startupsFreelancers can work with businesses of all sizes, from small startups to large multinational corporations. In fact, many Fortune 500 companies rely on freelancers to provide specialized skills and expertise on a project-by-project basis.Freelancers can provide a range of benefits to businesses of all sizes. For small businesses and startups, freelancers can provide cost-effective support and specialized expertise without the need to hire full-time employees. This can help small businesses scale their workforce up or down quickly in response to changing business needs.For larger companies, freelancers can provide specialized expertise and additional resources without the need to hire additional full-time employees. This can be especially useful for projects that require a specific set of skills or expertise that may not be available in-house.Additionally, freelancers can provide flexibility and scalability for businesses of all sizes. They can work on short-term or long-term projects, and can provide support on an as-needed basis. This can help businesses avoid the costs and administrative burden associated with hiring and managing full-time employees.​​Our Freelance ServicesAt EPM Scientific, we understand the challenges that life sciences companies face in finding the right talent, especially for short-term projects. That's why we offer a range of freelance staffing solutions to help companies find the right talent for their projects, whether it's for a short-term project or a long-term assignment.We work closely with our clients to understand their unique needs and requirements, and then leverage our network and expertise to find the best talent for their projects. Our team of specialized recruiters and consultants have a deep understanding of the life sciences industry and can provide top tech talent for your project needs.If you're looking for freelance talent for your life sciences company, request a call back today from our contracts team. We can provide ongoing support to ensure that your project is a success, and help you find the right talent to meet your specific project requirements.

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How to Ensure Employee Retention in Life Sciences Image
safety-pharmacovigilance

How to Ensure Employee Retention in Life Sciences

​The Pharmaceutical market has expanded considerably in the past two decades, with Pharma revenues totalling $1.42tn in 2021. This has been accompanied by a growing demand for experienced, highly qualified Life Sciences professionals: with more drugs than ever now available, companies require a strong workforce to bring their products to market. The industry has had to deal with an ever-small talent pool as a result, which has been exacerbated by one of the highest employee churn rates, with the Life Sciences and Medical Devices industry alone seeing a 20.6% turnover rate. This is reflected in the results of our Life Sciences survey which revealed that more than 40% of Life Sciences professionals are currently looking for a new role.The COVID-19 pandemic led to a substantial increase in resignations across all industries, as many employees started to re-evaluate their priorities and seek roles that offered flexible remote-work policies. Consequently, companies have found it harder to get the people they need. 47.8 million workers in the U.S. decided to quit their jobs in 2021 – the highest volume of resignations since the Bureau of Labor Statistics began recording this data in 2001. This is equivalent to 3.98 million workers quitting their jobs each month, up from an average of roughly 3m leaving their jobs each month in 2019.Similar trends have been observed in Australia and the UK, where the rate of employed people between 16-64 choosing to switch jobs reached an all-time high of 3.2% between October-December 2021. The resignation rate continued to increase in 2022, with job-to-job resignations in the UK peaking at 442,000 in the second quarter of 2022. In Europe, one in three workers are considering quitting their jobs in the near term, with inadequate compensation and lack of career advancement being cited as the top factors.Why are Life Sciences professionals leaving their roles?The reasons that Life Sciences professionals have for wanting to leave their jobs vary across each industry sector. However, the promise of higher remuneration is invariably the main reason. This is according to findings from our Year in Review, which goes into greater depth about the factors that matter most to Life Sciences professionals when seeking to advance their careers.There are a host of other important factors, however, such as the desire for an improved work-life balance and employees wanting to acquire more new skills that will aid in their professional development. Changes in management can also cause people to want to move jobs, and Life Sciences professionals are increasingly looking for openings that provide flexible working hours and the ability to work from home.How to improve employee retentionThe good news is that there is a wide range of employee retention strategies that you can adopt in your workplace. Let’s take a look at some of the most effective employee retention techniques that you can use to ensure that your employees are satisfied at work and remain highly motivated in their positions, as opposed to looking elsewhere for their big career break.Offer competitive salaries and benefitsDissatisfaction around salary has had a negative impact on talent retention in the Life Sciences sector. As we’ve seen across the board, wanting higher compensation is the top reason for employees wanting to move to jobs; 70% of the R&D professionals that we surveyed within the Pharmacological industry were motivated by the promise of higher compensation at other companies.Paying your team a competitive rate is a simple but effective employee retention strategy that you can use to avoid your workforce shrinking. Our survey results show that the majority of respondents want a pay rise upwards of 10-15% of their current salary, which provides some indication of how much you may need to offer in order to remain competitive. Focus on career developmentYour employees will be far less likely to want to continue working for you long-term if there are few opportunities for advancement – or if their ability to develop their skills is limited. A study by Work Institute found that employees quit in 20% of cases due to career development issues.This highlights the importance of setting clear paths for career progression to give your team the motivation and provide them with long-term goals.Be flexibleOffering flexible working arrangements is a sure-fire way to keep your employees happy. Our Year in Review revealed that the option to work from home is very important to 60% of the industry as a whole. The majority of R&D respondents deemed flexibility as either important or very important, and workers in Pharmacovigilance ranked flexibility higher than salary when asked what is most important when considering a new job.Whilst a lack of flexible working options will not be a deal-breaker for many employees, you will find it far easier to retain your top talent if you grant them greater freedom to work according to their preferences.Build a supportive company cultureThere’s nothing quite like a warm, friendly culture when it comes to getting excellent work out of your employees. It’s also one of the best ways to increase their loyalty to the company.Seeking feedback from employees on a regular basis about how working processes might be improved helps ensure that workers feel that their concerns are being heard and addressed. Providing senior employees with the skills and training that they need to be good managers is also a worthwhile endeavour. Manufacturing professionals regard good leadership as almost as important as salary, according to our Year in Review survey.Promote work-life balanceMore than a third of respondents in our Life Sciences Year in Review report highlighted a poor work-life balance as one of the main reasons for wanting to seek employment in another role. Almost half of the Clinical Pharmacology professionals surveyed cited a need for an improved work-life balance as their main reason for seeking a new position.With higher numbers of professionals re-evaluating their priorities in life in the wake of the COVID pandemic, it’s no wonder that Life Sciences professionals are seeking out positions that allow them to spend more time with their families and friends. Giving your employees more personal time is therefore one of the most effective strategies for employee retention.Offer innovative, up-to-date technologiesFinally, ensure that you have the latest technology in your workplace. Investing in top-of-the-range software, for example, will make it easier for your employees to complete tasks and reduce the errors that are made, thereby increasing company productivity and boosting morale.Employee retention is critical to successThriving companies are characterized by a happy, satisfied workforce and high employee retention rates. Partner with EPM Scientific, a leading executive search firm for the Life Sciences industry, to find out more about how you can implement employee retention strategies that get results. Request a call back and one of our specialist consultants will be in touch. ​

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How to Determine if a New Hire Will Fit into Your Company's Culture Image
Management & Culture

How to Determine if a New Hire Will Fit into Your Company's Culture

There’s no question that a company’s culture and ethos can help its employees feel more satisfied at work, increase employee retention and ultimately serve as a catalyst for its success. Company culture is seen as very important by professionals: survey data collected by Glassdoor shows that more than three quarters of professionals take the culture into account before applying for a job, and 56% say that they see the culture of a company as playing a more significant role than salary in determining overall job satisfaction. Given the role that it plays, cultural fit should be a key priority for employers.Why is cultural fit important?If somebody is a good cultural fit for a company, they are far more likely to be an engaged, motivated employee who derives satisfaction from their role. There is a greater chance that they will see the job as more than just a source of income and as such, they will be more likely to go above and beyond in the workplace and may even inspire others to follow in their footsteps.Hiring for cultural fit therefore makes good business sense. 10-25% of new employees decide to leave within six months of starting work, and one reason that professionals give for quitting is that they feel that they are a poor fit for the company culture. Choosing people for the job who are a natural fit for the company’s values and working practices is a great way to avoid these problems from arising.How to hire for cultural fit?Given the importance of company culture, businesses are increasingly hiring for cultural fit. This involves defining what your culture is all about and incorporating questions at interview stage that relate to your interviewees’ values, motivations and aspirations.Define your company’s cultureThe first step is to describe your company’s culture in writing. What are the values, beliefs and ethics that characterize your company’s operations and working environment? If you are struggling to capture the essence of your culture, it might be worth asking current employees about how they feel about the company and its working practices. It is recommended that you use such feedback when writing or updating a mission statement and articulating your company values. Include these on your website and on all your digital platforms, in addition to testimonials from your current employees.Demonstrate your values throughout the interview processAsking values-based interview questions is one of the best ways to identify candidates who share your values and will be a good fit in the workplace.You should also draw attention to the benefits that you offer your employees. 56% of CFOs in the Asia-Pacific (APAC) have said that they are considering expanding benefits, including flexible working arrangements (FWAs), in a bid to retain their top talent. If you offer flexible working roles, ensure that your staff relay this information at interview stage.Cover the right questionsIf you’re wondering how to determine if a candidate is a good fit, asking the following questions will help shed light on the personality of your interviewees and their alignment with your values:What motivates you? How do you handle conflict in the workplace?What work environment supports innovation and productivity levels? Give me an example of something that you have taught yourself in the last six monthsWhat experiences have shaped your outlook on life?What are you most proud of?Utilize personality testsPersonality tests provide valuable insights into how prospective employees approach problems. They can also shed light on their ability to work alongside others and offer further information about their interests and preferences.Some of the most common personality tests used by employers include the Myers-Briggs Type Indicator, the Caliper Profile and the 16 Personality Factor Questionnaire.Other key considerationsWhilst cultural fit is of great importance, it should be weighed alongside other factors. Hiring solely for cultural fit can perpetuate bias and lead to a lack of diversity within the workplace as a result. It’s also important to take into consideration an applicant’s qualifications, work experience, career aspirations and skill set when assessing their suitability for a role in your organization.Secure Life Sciences Talent with EPM ScientificAre you looking to solve your talent challenges? EPM Scientific offers bespoke talent solutions across Life Sciences A combination of our specialist account management service, ongoing support and reporting, and hiring advice allows us to find you exactly the people you need, when you need them. Register your vacancy or request a call back today.Our Talent Expertise​​​

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Benefits of Life Sciences Contract Work Image
Pharmacology

Benefits of Life Sciences Contract Work

According to Statista, 86.5 million people in the United States alone will be freelancing by 2027, which is more than half of the country’s workforce – and this is a trend that’s not limited to the US. In Europe, it’s estimated that there are already 32.3 million freelancers making up 15% of the total labor market.If you’re in the Life Sciences sector, you can enjoy the benefits of contract work. The big question is, would a contract job be the right choice for you? This is an important question especially if you’ve built your career in permanent roles. Consider the benefits of being a contract employee and weigh them up against your own priorities to be better able to make an informed decision.The benefit of higher payHigher pay is one of the benefits of contract work. There’s a misconception that Life Sciences contractors do not earn as much as those in permanent roles, but the reality is that most Life Science companies are often willing to pay contract workers more money.  One of the reasons for this is that those companies do not have to cover health benefits, social security taxes, 401K (retirement) contributions, unemployment compensation, or Medicare for contract workers. They also understand that they need to compensate for the lack of company benefits and a steady income, especially if those contractors have a high level of expertise in their field.Freedom of choiceThe freedom to choose who you work with, where you work, and for how long you work is another of the benefits of contract jobs. As a contractor, you can carefully select the Life Sciences companies you want to work for, and you can choose roles or projects that interest you and avoid those that don’t. In addition, you can select the contracts that best suit you, whether you consider the location in which you will be based or the length of the contract.Gaining broad skills and experienceThe potential to gain much broader skillsets and a wealth of experience is another benefit of contract work in the Life Sciences sector. Making this benefit even more attractive is that you can do this in a relatively short time.As a contractor, you probably will fill a specific role for a variety of Life Sciences companies. By working on different projects in those companies, you will gain insights into and experience in a diversity of systems and workflows, some of which will be unique to specific companies. This is not possible if you remain a permanent employee within one company.Contract work also keeps work experience fresh, as your responsibilities are not likely to become monotonous or repetitive. The continued challenges that come your way are opportunities to diversify your skillset, which will count in your favor as you continue to progress your career through contract jobs. Find the right roleSince 2012, EPM Scientific has placed candidates in their next Life Sciences role, including both contract and permanent positions. Register your resume on our site to access the latest role​s on the Life Sciences job market and find out how we can help you define your next career move.​

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