EPM Scientific:

Specialist Talent Partner in Pharmacology Recruitment

One of the pillars of modern healthcare, Pharmacology promotes the safe, economic, and efficient use of medicines to understand how they affect biological systems and improve patient care. Driven by new drug, therapy, and treatment option development, medical technology advancements and other factors, the pharmacy market is expected to reach$1,740.7 billion by 2032. This continued healthy growth brings increased Pharmacology opportunities ranging from discovery to the clinic (in vivo/in vitro pharmacology, DMPK, Quantitaive Systems Pharmacology, Toxicology, Clinical Pharmacology & Pharmacometrics), as well as the challenges of finding talent that’s ideal for those roles. The preferred life sciences talent partner of leading companies and innovative startups, EPM Scientific will find and deliver the best industry experts, when your company needs them.

How we can help

For 10 years, our mission has been to source and deliver the best Pharmacology talent. Whether you are looking for individuals to lead departments or teams to run long- or short-term projects, or for opportunities to further your career, we can make the right connections. Investing in best-in-class technologies and the continued training and development of our talent experts allows us to meet our client’s needs effectively and efficiently.

Pharmacology talent solutions

The high number of candidates, time consuming shortlisting, and interviewing and hiring processes are only some of the challenges that come with finding the right Pharmacology talent. If you are looking for opportunities, knowing where to begin in a world with a burgeoning pharmaceutical sector isn’t easy. EPM Scientific offers permanent, contract, and multi-hire solutions, bespoke to your needs. Working with you, we will find the right people for the role or the right role for you. We also have an extensive network of interim managers and contractors suitable for long-term and time-critical functions, and we offer contingent and retained services tailored to your needs.

Don’t just take our word for it

“I don’t typically respond to recruiters, and quite honestly, don’t typically work with them due to poor experiences in the past. EPM Scientific was extremely professional, not pushy. They put excellent candidates forward very quickly on a tough role and was responsive to our changing needs. They made the proper introductions at the right time and has made my job significantly easier without being a pest. I would recommend EPM Scientific time and time again.” – Kate Mitchell, Talent Acquisition, Dyne Therapeutics

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Benefits of working with us

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.

Looking to hire?

Pharmacology Jobs

If you’re a professional looking to advance your career or face new challenges, EPM Scientific can help you to take the next step. Some of the Pharmacology roles we help clients fill include Pharmacometrics Director, Senior Scientist PK/PD Modeling, and Director of Formulation Development.

Associate Director of Clinical Pharmacology

Key Responsibilities: Lead and contribute to the clinical pharmacology strategy, ensuring alignment with overall development plans and therapeutic goals. Design and oversee clinical pharmacology studies, including pharmacokinetics (PK), pharmacodynamics (PD), dose optimization, and biomarker strategies. Interpret and analyze clinical pharmacology data, providing actionable insights to inform clinical development, regulatory submissions, and dosing strategies. Collaborate with internal teams, including clinical, regulatory, non-clinical, and project management, to drive the development and execution of clinical trials. Serve as the clinical pharmacology representative in cross-functional teams and meetings with regulatory agencies, ensuring that clinical pharmacology data supports clinical trial design and regulatory submissions. Lead the preparation and review of clinical pharmacology sections of regulatory documents, such as Investigational New Drug (IND) applications, Clinical Study Reports (CSRs), and New Drug Applications (NDAs). Stay current with emerging trends in clinical pharmacology, including new methodologies, technologies, and industry best practices. Qualifications: PhD, PharmD, or equivalent degree in pharmacology, pharmaceutical sciences, or a related field. Minimum of 7-10 years of experience in clinical pharmacology or a related area within the pharmaceutical or biotechnology industry. Strong understanding of pharmacokinetics, pharmacodynamics, and the application of these principles in clinical drug development. Proven experience in designing, analyzing, and interpreting clinical pharmacology studies. Expertise in regulatory requirements and experience with regulatory submissions (e.g., INDs, NDAs). Ability to work effectively in a team-oriented environment and across multiple therapeutic areas. Strong communication and interpersonal skills with a demonstrated ability to collaborate with cross-functional teams and external partners.

US$180000 - US$190000 per year

Boston

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Associate Director of Clinical Pharmacology

Negotiable

Massachusetts

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Clinical Pharmacology and Pharmacometrics Director

A leading biotechnology firm focuses on developing innovative cancer therapies that target specific molecular pathways to improve patient outcomes. Their approach combines cutting-edge research with a deep understanding of cancer biology, advancing treatments that address significant unmet medical needs. With a diverse pipeline of both small molecules and biologics, the company strives to bring forward therapies that can make a meaningful impact on patients' lives. Through collaboration and scientific excellence, they are at the forefront of transforming cancer care with novel, precision-based treatments. Key Responsibilities Develop and execute clinical pharmacology and pharmacometrics strategies to advance Exelixis programs through all stages, from research to post-marketing. Serve as the clinical pharmacology lead on project teams, offering expertise in pharmacokinetics (PK)/pharmacodynamics (PD), biopharmaceutics, drug-drug interactions, and quantitative pharmacology. Guide the progression of small molecules and biologics through key development milestones, including IND/CTA submissions, EOP2 meetings, and marketing applications. Lead or oversee PK/PD and exposure-response analyses using advanced modeling and simulation techniques to support human PK predictions, dose selection and optimization, trial designs, risk/benefit assessments, Go/No-Go decisions, regulatory submissions, and publications. Collaborate with cross-functional teams, including Clinical Development, Biostatistics, Discovery, Translational Medicine, CMC, Toxicology, DMPK, Clinical Operations, and Regulatory Affairs, to meet project and corporate objectives. Drive the visibility of Exelixis' scientific expertise through publications and external collaborations. Work with both internal and external scientific experts to evaluate and implement new methodologies, maintaining cutting-edge techniques, models, and capabilities. Ensure adherence to SHE policies, GxP compliance, and regulatory standards throughout the clinical pharmacology programs. Experience Minimum of 8 years of experience in clinical pharmacology and pharmacometrics. Experience in the development of small molecules, large molecules, and new modalities. Experience with the submission of INDs, NDAs, BLAs, and global marketing applications. Oncology therapeutic area experience is preferred. Contributions to translational science and precision medicine objectives

US$230000 - US$250000 per year + Medical, Dental, Vision, 401K

San Francisco

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Director of Clinical Pharmacology

We have a current opportunity for a Director of Clinical Pharmacology on a permanent basis. The position is fully remote. Key Responsibilities: Lead the design, execution, and analysis of clinical pharmacology studies, including first-in-human (FIH), pharmacokinetics (PK), pharmacodynamics (PD), and drug-drug interaction (DDI) studies. Develop clinical pharmacology plans that support regulatory submissions (IND, NDA, BLA) and provide strategic input throughout all stages of drug development. Collaborate with clinical, regulatory, biostatistics, and other R&D teams to interpret data and guide decision-making in clinical development. Serve as the clinical pharmacology expert in interactions with regulatory authorities, presenting clinical pharmacology data and strategies. Support dose selection strategies, contribute to clinical trial design, and ensure optimal use of modeling and simulation approaches. Mentor and manage a growing team of clinical pharmacologists and pharmacometricians. Stay current on new scientific developments, regulatory guidelines, and industry trends in clinical pharmacology and related fields. Qualifications: PhD, PharmD, or MD in Clinical Pharmacology, Pharmacokinetics, or a related discipline. 8+ years of experience in clinical pharmacology and drug development within the pharmaceutical or biotech industry. Proven track record of successfully leading clinical pharmacology programs from early to late-stage development. Must have large molcule and strong experience with MAB.

US$235000 - US$245000 per year

United States of America

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Clinical Pharmacology and Pharmacometrics Director

Company Overview: Join a leading biotechnology company dedicated to the discovery and development of innovative therapies for cancer and other serious diseases. We are seeking a highly motivated Clinical Pharmacology Lead to help advance our portfolio of small molecules and biologics through all stages of drug development. This role will be critical in shaping the pharmacology strategies that drive our programs from early research to post-marketing. Responsibilities Design and execute clinical pharmacology and pharmacometric plans to guide programs through all phases, from early research to post-market stages. Act as the lead for clinical pharmacology within project teams, offering expertise in areas such as PK/PD, biopharmaceutics, drug-drug interactions, and quantitative pharmacology. Advance small molecules and biologics through key development checkpoints, including regulatory submissions like IND/CTA, EOP2, and marketing approvals. Lead and/or perform PK/PD and exposure-response evaluations utilizing advanced modeling and simulation tools to inform human pharmacokinetics, dose optimization, trial design, risk/benefit assessments, decision points, regulatory documentation, and scientific publications. Collaborate closely with various departments, including Clinical Development, Biostatistics, Discovery, Translational Medicine, CMC, Toxicology, DMPK, Clinical Operations, and Regulatory teams, to achieve project and organizational goals. Increase external scientific presence and meet publication targets. Engage with internal and external experts to assess and incorporate the latest methodologies, models, and tools to ensure cutting-edge capabilities. Ensure adherence to SHE policies, GXP standards, and regulatory guidelines within clinical pharmacology initiatives. Benefits: Full-time employees become eligible for benefits on the first of the month following 30 days of continuous service. These benefits include: Medical Insurance Dental Insurance Vision Insurance Employer-Paid Basic Life Insurance Supplemental Life Insurance Employer-Paid Short-Term Disability Long-Term Disability 401(k) Plan Paid Time Off Paid Holidays

US$230000 - US$250000 per year + Medical, Dental, Vision, 401K

Alameda

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Senior Director, DMPK

Sr. Director, DMPK, Global Pharmaceutical Company Gastrointestinal | Immunology | Pharmacology Greater Boston Area $275,000 - $320,000 + bonus +complete benefits package A global pharmaceutical company is driving forward as a cutting-edge R&D organization, focused on pushing the boundaries of innovation to deliver transformative therapies to patients. With a commitment to research and development in key therapeutic areas, this company strives to bring groundbreaking treatments to those in need across the globe. Qualifications PhD with 15+ years of industry experience, or equivalent experience. In-depth knowledge of Inflammation & Immunology project portfolios, disease indications, and drug metabolism/pharmacokinetics (DMPK) considerations. Familiarity with various modalities such as small molecules, ASOs, gene therapy, cell therapy, and biologics. Extensive experience across all phases of drug development, from discovery through post-market support. Proven ability to provide strategic recommendations to senior management for key program decisions. Expertise in regulatory submissions (INDs, CTAs, NDAs, MAAs) and experience interfacing with regulatory bodies such as the FDA, EMA, and PMDA, in collaboration with the Regulatory function. Responsibilities Act as a key representative of Inflammation & Immunology within the DMPK&M Leadership Team. Actively participate in DMPK leadership meetings to provide updates on therapeutic areas, key issues, and progress milestones. Lead operational and strategy meetings involving DMPK staff working on the Inflammation & Immunology portfolio. Oversee study protocol reviews, supporting DMPK Project Team Representatives in experimental design and data interpretation. Review study reports and regulatory documents for scientific accuracy and alignment with human risk assessments. Provide ongoing mentorship and performance feedback to DMPK Project Team Representatives. Engage with the Global Head of DMPK, partnership leads, and functional heads to address strategic questions and resolve potential challenges. Provide strategic leadership for the Inflammation & Immunology portfolio within DMPK, making high-level decisions in consultation with senior leadership. Ensure the scientific and strategic soundness of clinical candidates, optimizing their development and characterization. Offer guidance on drug metabolism, bioanalysis, biomarkers, pharmacokinetics (PK), and PK/PD considerations at various stages of drug development. Ensure efficient execution of studies that support drug candidates within the portfolio. Provide scientific and strategic input to DMPK Project Team Representatives, supporting the development of therapeutic assets. Approve DMPK strategy components for all projects at critical milestones and review sections of internal project documentation. Stay informed on the latest competitive and regulatory trends in relevant therapeutic areas. Coordinate goals and resource allocation with leadership and communicate needs to DMPK functional leaders. Work closely with heads of ADME, Bioanalytical, Biomarker, and Translational Partner teams to ensure appropriate staffing for projects at critical stages. Review and approve regulatory documents on behalf of DMPK. Education & Competencies PhD with 15+ years of industry experience, or equivalent experience. Strong understanding of Inflammation & Immunology portfolio, disease areas, and relevant DMPK considerations for patients. Experience working with various therapeutic modalities including small molecules, ASOs, gene therapy, cell therapy, and biologics. Comprehensive experience across all stages of drug development, from discovery through to market support. Ability to provide strategic program recommendations to senior management. Experience with regulatory submissions (INDs, CTAs, NDAs, MAAs) and regulatory authority interactions (FDA, EMA, PMDA), with expertise in developing strategies for these interfaces in collaboration with Regulatory Affairs.

US$240000 - US$320000 per year

Boston

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Pharmacology News & Insights

biometrics

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.

Pharmacology

The Surge of Cell and Gene Therapy in Life Sciences

In today's fast-paced world of technological advancements, few industries witness as much rapid change and innovation as life sciences. Zenab Nessa, Vice President at EPM Scientific, lends her expertise to shed light on the current state of competition for talent within cell and gene therapy.Cell and Gene Therapy: The Next FrontierCell and gene therapy is a revolutionary concept that is changing the face of medical treatments. These therapies promise groundbreaking solutions for diseases and that once seemed insurmountable by harnessing the power of cells and genes to restore or enhance the body's natural healing abilities. The transformative treatments they offer translate into unparalleled benefits for patients, giving hope where there was previously little.A Flourishing MarketBehind the scenes of this therapeutic revolution is a steady influx of investment. Private investors recognize the potential of these therapies and are heavily investing in the cause. Their faith in the science and its potential benefits and returns is fueling a surge in the market, promising a brighter future for patients and investors alike.The Race for TalentThis rapidly expanding field has ignited an intense quest for expertise. With the rise in investments, organizations in sectors such as Pharma, Biometrics, and university divisions are eagerly seeking a share.To stand out in this dynamic landscape, they require the most exceptional minds on their teams. As Nessa summarizes, "With the uptick in investment towards novel science and innovation, there's a corresponding rise in talent demand." This trend has energized the job market within life sciences, with companies not just racing against time, but also vying against each other to attract the industry's best talent.The world of life sciences stands at an exciting crossroad. With the advent of transformative treatments like cell and gene therapy, the sector holds promises of a better tomorrow. However, the realization of these promises is dependent upon having the right talent.If you or your company is looking to be a part of this transformative journey and are in search of the best talent, we at EPM Scientific are here to assist. Don't miss out on this competitive edge. Complete the request a call back form below, and hear directly from one of our consultants to navigate you talent search.Request a Call Back

management advice

The Life Sciences Skills Gap: How to Hire

The life sciences industry is rapidly growing, but it is experiencing skills gaps that need to be addressed to allow it to reach its full potential. According to a 2022 life sciences and pharma talent trends report, 33% of C-suite and human capital leaders in the life sciences and pharmaceuticals sector agree that talent scarcity is a major pain point. This problem is widespread, with the UK also suffering a skills shortage that threatens to stall the industry’s trajectory.Skills gaps in digital and computational skills, and industrial, economic, and clinical research are particularly large. However, if phenotypic, genomic, and patient data integration practices can be optimized across the industry, this will support both research and treatment advances in the future.This article shares effective hiring strategies that can help life sciences organizations address skill gaps within their teams and wider business.Understanding the skills gaps in the life sciences industryStatistics from the talent trends report highlight the key skills gaps in the life sciences industry and how they impact key research and development processes. Demand for life sciences products is forecast to grow more rapidly than the global GDP over the coming years, and 45% of the aforementioned talent leaders note that they are looking to hire primarily to avoid talent scarcity from hindering their organizations’ progress. Moreover, the report found that 67% of pharmaceutical and life sciences companies believe that reskilling their current employees is an efficient way to address and mitigate skills gaps. It currently takes 105 days on average to fill a non-executive life sciences position in the US, leading to financial losses of $500 per open role per day, so intentional talent strategies are crucial to setting life sciences businesses on the path to success.Supporting mobility between sectorsSupporting mobility between sectors plays a vital role in closing the skills gaps within the life sciences industry. Enabling professionals to transition across sectors, ranging from Regulatory and Legal Services to Pharmaceutical and Medical Device Engineering, allows life sciences companies to tap into a vast pool of talent. This is also an effective method of sharing intersectional knowledge and developing key skills.Selecting candidates with a diverse range of backgrounds for open roles may also bring more unique perspectives into your organization, thereby driving innovation and helping to meet growing demand. Focus on transferable skillsFocusing on transferable skills is a powerful approach to bridging the skills gap in the life sciences industry. Rather than solely emphasizing sector-specific experience, prioritizing transferable skills enables professionals to adapt and thrive in new roles within the field. The life sciences industry’s talent offers a myriad of transferable skills that can be used to power future growth and innovation. These include analytical skills, leadership and teamwork skills, problem solving, written and oral communication skills, management skills, and scientific peer communication. Additional soft skills to focus on in your talent acquisition strategy include critical thinking, problem solving, and attention to detail.Consider cultural fitSeek out candidates from other industries who align with your organization’s culture, values, and core mission. This alignment promotes employee engagement, retention, and overall job satisfaction, whilst creating a supportive working environment that benefits from a wide range of experiences and perspectives.These candidates should also possess the aforementioned transferable skills, which will help to ensure that they can perform optimally in their new roles without being hindered by common skills gaps.Offer more flexibilityWhile not a priority for all candidates, flexible working arrangements such as remote or hybrid work arrangements are valuable to skilled candidates and may help to give your organization an advantage in the ongoing competition for life sciences talent.Hire top talent with EPM ScientificEPM Scientific is a leading specialist life sciences talent partner, providing you with a wealth of expertise to help you locate the best talent for your life sciences roles globally. Submit a vacancy or request a call back from our team to find the right people to drive your organization forwards.

Pharmacology

Start-Up Life Sciences Companies vs Big Pharma: What’s Better to Work For?

If you’re considering taking on a new challenge in the Life Sciences sector, you may find yourself facing an important question: Big Pharma vs small pharma? Is it better to work for a start-up Life Sciences company or a large, established pharmaceutical company? Unfortunately, there’s no one-size-fits-all answer. Instead, it’s best to consider the benefits of both options and then decide based on your priorities. The benefits of Big PharmaWe begin by looking at the benefits of working for Big Pharma companies. Processes are more structuredWhile small companies tend to give individuals greater autonomy, larger pharmaceutical companies have developed and refined their processes over the years. This means more processes are pre-defined, and there’s more that goes into making decisions. This is a benefit if you prefer a more structured approach to your work and within your role.Big Pharma often requires focus on projects’ smaller elementsBig Pharma tends to be more process driven, since they work on bigger projects involving larger teams. This means you would focus on specific aspects of your role or the projects you work on. This enables you to focus on a specific niche and as a result, enhance your expertise and become more specialized in this area. In doing so, you will also receive more exposure to best practices. Greater job securityWorking for Big Pharma often offers greater job security, as they have large portfolios of approved assets for which clinical trials have been completed, and they are unlikely to be severely affected by their pipeline results. Even though larger pharmaceutical companies may see failed trials and launches that could lead to redundancy, they are better placed to move you to another area of the business if that happens.The benefits of start-up Life Sciences companiesWorking at start-up Life Sciences companies also comes with numerous benefits.Easier sign-off and faster processesThere’s usually much less red tape involved in processes and procedures at start-up Life Science companies. The lack of red tape means that sign off and other processes are faster, offering you opportunities to see the benefits of the products or assets you work on much quicker.Seeing the bigger pictureOne of the big differences when it comes to start-ups vs Big Pharma is that working for a start-up allows you to see the bigger picture in a way that’s not always possible in a larger company. There’s a much greater chance of you seeing how your project will benefit patients, and of seeing how processes, procedures, and the final product are implemented.You can influence company cultureThe company culture in start-up Life Sciences companies is still evolving, which is good news for you if you prioritize company culture and are considering a new role. The reason for this is that you can influence the culture with your own ways of working and by expressing your ideas.Find the right role for you A benefit of a position at either a start-up Life Sciences company or at Big Pharma is the opportunity for career progression. Job growth and career development prospects look promising across the Life Sciences industry, in line with the growing demand for research and development, clinical and drug information and advanced technology. Both Big Pharma and start-up Life Sciences companies have numerous benefits to offer you. Whether one is better than the other depends entirely on your working preferences and goals. Ready to take the next step in your career? EPM Scientific is a leading talent specialist partner in Life Sciences, helping candidates find their next permanent or contract position since 2012. Register your resume on our website and have the latest career opportunities across Big Pharma and start-ups come to you.

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.

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

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 roles on the Life Sciences job market and find out how we can help you define your next career move.