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.

AD Pharmacometrics

We have a current opportunity for a AD Pharmacometrics on a permanent basis. The position will be based in California or Boston. For further information about this position please apply. Job Summary: The Associate Director of Pharmacometrics will lead the pharmacometrics strategy for clinical programs across multiple indications/ disease areas. This role involves developing and implementing pharmacometric methodologies to address research and development objectives, influencing drug development and adoption decisions, and contributing to regulatory submissions. Key Responsibilities: Provide global strategic pharmacometrics leadership for clinical development programs of medium to high complexity. Develop, write, and execute pharmacometrics analysis plans, and deliver comprehensive reports on results. Define and drive pharmacometrics contributions to regulatory/submission strategy and related documents (e.g., briefing books, clinical pharmacology summaries, responses to Health Authority questions). Represent the pharmacometrics function at global regulatory hearings, advisory committee meetings, and other regulatory interfaces. Integrate pharmacometrics information to support drug development milestones and decision boards. Present at various departmental and cross functional teams such as study teams, Clinical Pharmacology leadership team Identify alternative strategic options to mitigate risks in clinical programs. Lead and contribute to integrated evidence generation using disease progression and PKPD modeling techniques with varied data sources, including Real World Data. Ensure alignment of the analytics team (biometrician, data management, database programming, medical and scientific writing) on the pharmacometrics strategy and execution. Qualifications: PhD within Pharmacology, Pharmacokinetics, Pharmaceutics, Data Science, Statistics, or related fields. 5+ years of relevant industry experience in population PKPD analysis. Deep understanding of clinical pharmacology principles and drug development processes. Extensive experience with PK/PD software packages such as NONMEM, Monolix, and R. Strong leadership and project management skills. Excellent communication and presentation skills.. Benefits: Competitive salary and performance-based bonuses. Comprehensive health, dental, and vision insurance. Retirement savings plan with company match. Opportunities for professional development and career advancement. Flexible working arrangements, including hybrid work options.

US$180000 - US$220000 per year

United States of America

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Senior PK Scientist

About the Role: We are currently representing a dynamic and innovative team at a leading global Clinical Research Organization (CRO) known for its commitment to advancing healthcare through cutting-edge research. We are seeking a highly skilled and experienced Senior PK Scientist to contribute to our groundbreaking projects. Key Responsibilities: Design, analyze, and interpret pharmacokinetic studies to support drug development. Develop and validate PK models to predict drug behavior in various populations. Collaborate with cross-functional teams including clinical pharmacology, bioanalytical, and regulatory affairs. Prepare comprehensive PK study reports and regulatory submissions. Stay updated with the latest advancements in PK and related fields. Qualifications: Ph.D. in Pharmacokinetics, Pharmaceutical Sciences, or related field. Minimum of 5 years of experience in PK within the pharmaceutical or CRO industry. Proficiency in PK modeling software (e.g., WinNonlin, NONMEM). Strong analytical and problem-solving skills. Excellent communication and teamwork abilities. Why Join Us: Opportunity to work on innovative projects with global impact. Collaborative and supportive work environment. Competitive salary and benefits package. Professional development and career growth opportunities.

US$130000 - US$150000 per year

United States of America

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Associate Director Clinical Pharmacology

Purpose: Conceives, executes, and effectively manages and communicates multi-disciplinary Clinical Pharmacology development plans and strategies that achieve commercial goals and regulatory requirements for multiple functions. Generates new PK/PD study proposals and leads those efforts. Anticipates and critically evaluates Clinical Pharmacology, PK/PD, or regulatory advances, strengths, weaknesses, opportunities, and threats, and responds with appropriate new strategies. Consistently demonstrates an excellent record of accomplishment in Clinical Pharmacology and business objectives. Leads Clinical Pharmacology/PK/PD aspects of multiple projects. Responsible for critically evaluating technical and scientific aspects along with Clinical Pharmacology and Pharmacometrics management. Responsibilities: Accountable for Phase 1-4 studies design and clinical pharmacology strategy; acts as the representative for project(s). Executes strategy, leads teams, and various data analyses and interpretation by providing necessary context (including explaining MoA and disease specifics, available relevant internal and external data, analysis plans, interpretation, and discussion of model results in the context of research question). Author regulatory documents including protocols, study reports, population PK reports, exposure-response analyses reports, CTDs, label sections, relevant sections of investigator brochures, white papers, and other similar documents. Leads clinical pharmacology and biopharmaceutics meetings, serves as Clinical Pharmacology representative at Clinical Strategy Team/Asset Development Team, and presents at various departmental and cross-functional teams such as study teams, Clinical Pharmacology leadership team, and Journal club. Drives small teams with members from Clinical Pharmacology functional groups to provide a unified clinical pharmacology position to clinical, CMC, and regulatory teams. Authors scientific publications and presents at national and international conferences and interacts with KOLs/external stakeholders. Conducts due diligence assessments, summarizes results, and represents Clinical Pharmacology on business development teams. Represents Clinical Pharmacology at regulatory meetings. Qualifications: Ph.D. with typically 4+ years of experience or Pharm.D. with typically 6+ years of experience in a relevant field, Master's Degree or equivalent education and typically 12+ years of experience, Bachelor's Degree or equivalent education and typically 14+ years of experience; (relevant field includes experience with PK, PBPK, PK-PD, Pharmacometrics or systems pharmacology, Drug metabolism/Transporters). Excellent interpersonal skills. Ability to interact with functional representatives and KOLs externally and internally and lead team(s). Strategic thinking and enterprise view. Proven scientific track record and technical skills to perform the role. Key Leadership Competencies: Delivers business results while also positioning the company for long-term success. Persistent and resilient; finds the way to move good ideas forward. Acts respectfully yet courageously. Connects unrelated concepts, generates original or unique ideas. Influences colleagues to achieve cross-functional alignment. Gives full accountability when delegating and accepts full accountability when delegated to by others. Uses mistakes, failure, and reflection as vehicles for learning and improvement. What We Offer: Competitive salary and benefits package. Opportunities for professional growth and development. A supportive and inclusive work environment. The chance to make a meaningful impact on the lives of cancer patients.

US$180000 - US$190000 per year + Medical, Dental, Vision, 401K

San Francisco

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Associate Director, Pharmacometrics

Job Title: Associate Director, Pharmacometrics Location: Fully Remote (United States) Position Overview: I'm seeking to connect with highly skilled and motivated Associate Director of Pharmacometrics candidates to join a leading pharma company. This hands-on role will involve leading pharmacometric analyses to support multiple projects. Key Responsibilities: Lead and conduct pharmacometric analyses, including population pharmacokinetics (PK), pharmacodynamics (PD), and exposure-response modeling. Collaborate with cross-functional teams to design and implement model-based drug development strategies. Provide scientific and strategic input to clinical development plans and regulatory submissions. Communicate complex pharmacometric concepts and results to non-experts, including senior management and regulatory agencies. Qualifications: Ph.D. or equivalent in Pharmacometrics, Clinical Pharmacology, Engineering, or a related field. Minimum of 5 years of experience in the pharmaceutical or biotechnology industry. Proven track record of hands-on experience with population PK/PD modeling and simulation. Proficiency in software tools such as NONMEM, R, Monolix, or similar. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills.

US$180000 - US$195000 per year

United States of America

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Manager Pharmacometrics

We have a current opportunity for a Manager Pharmacometrics on a permanent basis. This position will be a hybrid role (3x a week on site). For further information about this position please apply. Job Title: Manager, Pharmacometrics We're representing a leading global pharmaceutical company dedicated to improving health and well-being through innovative medicines and therapies. We are committed to scientific excellence and providing high-quality products to patients worldwide. Job Summary: We are seeking a highly skilled and motivated Manager of Pharmacometrics to join our dynamic team. The successful candidate will lead and manage pharmacometric activities to support drug development programs, ensuring the integration of quantitative modeling and simulation into decision-making processes. Key Responsibilities: Lead the design, execution, and interpretation of pharmacometric analyses to support drug development and regulatory submissions. Develop and implement pharmacometric strategies for various stages of drug development, including preclinical, clinical, and post-marketing phases. Collaborate with cross-functional teams, including clinical pharmacology, biostatistics, regulatory affairs, and therapeutic area experts, to ensure alignment and integration of pharmacometric activities. Provide scientific and strategic input into study design, data analysis, and interpretation of results. Mentor and develop junior pharmacometricians, fostering a culture of scientific excellence and continuous learning. Stay current with advancements in pharmacometrics and related fields, and apply innovative approaches to enhance drug development processes. Prepare and review technical reports, regulatory documents, and publications. Qualifications: Ph.D. or equivalent degree in Pharmacometrics, Pharmacokinetics, Pharmaceutical Sciences, or a related field. Minimum of 4 years of experience in pharmacometrics/(quantitative field) within the pharmaceutical or biotechnology industry. Proven track record of leading pharmacometric analyses and contributing to successful regulatory submissions. Strong knowledge of pharmacokinetic and pharmacodynamic modeling, simulation software (e.g., NONMEM, Monolix, R), and data analysis tools. Pop PK, PK/PD, eposure response modeling Oncology Experience is preferred Excellent communication and interpersonal skills, with the ability to work effectively in a collaborative, multidisciplinary environment. Demonstrated leadership and mentoring abilities. Benefits: Competitive salary and performance-based bonuses. Comprehensive health, dental, and vision insurance. Opportunities for professional development and career advancement. Flexible work arrangements and a supportive work-life balance.

US$130000 - US$170000 per year

United States of America

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AD Clinical Pharmacology

We have a current opportunity for an AD Clinical Pharmacology on a permanent basis. This is a hybrid position (3x a week onsite) and will be based in Chicago, Illinois or South San Francisco, California. Job Type: Full-Time Department: Clinical Pharmacology Reports To: Director of Clinical Pharmacology Salary: $180,000- $253,500 Job Summary: The Associate Director of Clinical Pharmacology will lead and manage clinical pharmacology activities for drug development programs. This role involves designing and overseeing clinical pharmacology studies, analyzing data, and collaborating with cross-functional teams to support regulatory submissions and clinical development strategies. Key Responsibilities: Accountable for Phase 1-4 studies design, and clinical pharmacology strategy; acts as the representative for project(s). Develop and implement clinical pharmacology strategies to support drug development programs. Collaborate with clinical, regulatory, and biostatistics teams to ensure alignment of clinical pharmacology plans with overall development strategies. Provide clinical pharmacology expertise in the preparation of regulatory documents, including INDs, NDAs, and BLAs. Analyze and interpret pharmacokinetic (PK) and pharmacodynamic (PD) data to inform dose selection and optimization. Represent clinical pharmacology in meetings with regulatory agencies and external partners. Mentor and develop junior clinical pharmacology staff. Stay current with scientific and regulatory developments in clinical pharmacology and related fields. Qualifications: PhD with typically 4+ years of experience or Pharm D with typically 6+ years of experience in a relevant field, Master's Degree or equivalent education and typically 12+ years of experience, Bachelor's Degree or equivalent education and typically 14+ years of experience;(*relevant field includes experience with PK, PBPK, PK-PD, Pharmacometrics or systems pharmacology, Drug metabolism/Transporters) Proven track record of leading clinical pharmacology studies and contributing to regulatory submissions. Strong knowledge of pharmacokinetics, pharmacodynamics, and modeling and simulation techniques. Excellent analytical, problem-solving, and communication skills. Strategic thinking and enterprise view Ability to work effectively in a collaborative, cross-functional team environment. Experience with regulatory interactions and submissions is highly desirable. Preferred Qualifications: Familiarity with population PK/PD modeling and simulation software (e.g., NONMEM, Phoenix WinNonlin). Strong publication record in clinical pharmacology or related fields. Benefits: Competitive salary and bonus structure. Comprehensive health, dental, and vision insurance. Retirement savings plan with company match. Professional development opportunities. Flexible work arrangements.

US$180000 - US$250000 per year

California

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Director, Clinical Pharmacology

Job Description: As the Director of Clinical Pharmacology, you will play a key role in shaping the clinical pharmacology strategy for our biologics portfolio. You will lead clinical pharmacology teams, collaborate closely with other departments such as regulatory affairs, clinical development, and drug safety, and provide expert guidance on pharmacokinetics, pharmacodynamics, and dosing strategies for our biologic therapies. Key Responsibilities: Lead the clinical pharmacology strategy for biologic products, from early-phase clinical trials through to regulatory submission and approval. Design and implement clinical pharmacology studies, including pharmacokinetics (PK), pharmacodynamics (PD), dose escalation, and biomarker studies. Analyze and interpret clinical pharmacology data to support decision-making in clinical development and regulatory filings. Collaborate with clinical, regulatory, and non-clinical teams to ensure alignment and timely delivery of program objectives. Provide leadership and mentorship to the clinical pharmacology team, fostering a culture of excellence, innovation, and collaboration. Communicate clinical pharmacology strategies and results to internal stakeholders, regulatory authorities, and external partners. Stay updated with industry trends, regulatory requirements, and scientific advancements in clinical pharmacology and biologics. Qualifications: Advanced degree in Pharmacology, Pharmaceutical Sciences, or a related field (PhD, PharmD, or MD preferred). Minimum of 8-10 years of experience in clinical pharmacology within the biopharmaceutical industry, with a focus on biologics. Strong experience in the design, implementation, and analysis of clinical pharmacology studies for biologic therapies. In-depth understanding of pharmacokinetics, pharmacodynamics, and modeling & simulation techniques. Familiarity with regulatory requirements (FDA, EMA) for biologic products, including clinical trial designs and data submissions. Proven track record of leadership and team management skills. Excellent communication skills and the ability to work cross-functionally in a dynamic, fast-paced environment. Ability to think strategically and contribute to the overall success of the clinical development program.

US$225000 - US$250000 per year

United States of America

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Senior/Principal Pharmacometrician

Job Description: We are seeking a highly skilled and experienced Senior PK/PD Scientist to join our client's dynamic team. The successful candidate will play a critical role in the design, analysis, and interpretation of pharmacokinetic (PK) and pharmacodynamic (PD) studies to support drug development programs. Key Responsibilities: Design and oversee PK/PD studies, including protocol development, data analysis, and interpretation. Develop and validate PK/PD models to predict drug behavior and efficacy. Collaborate with cross-functional teams to integrate PK/PD data into overall drug development strategies. Prepare and present study results to internal teams, clients, and regulatory agencies. Stay current with advancements in PK/PD methodologies and regulatory requirements. Mentor and train junior scientists in PK/PD principles and techniques. Qualifications: Ph.D. in Pharmacokinetics, Pharmacodynamics, Pharmaceutical Sciences, or a related field. Minimum of 5 years of experience in PK/PD modeling and analysis within the pharmaceutical or biotechnology industry. Proficiency in PK/PD software (e.g., NONMEM, Phoenix WinNonlin, Monolix). Strong understanding of regulatory guidelines and requirements for PK/PD studies. Excellent communication and presentation skills. Ability to work collaboratively in a fast-paced, team-oriented environment.

US$180000 - US$220000 per year

United States of America

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Senior PK/PD Scientist

In this role, you will be responsible for designing, conducting, and analyzing complex pharmacokinetic and pharmacodynamic studies to support drug development across various therapeutic areas. You will work closely with cross-functional teams to ensure the success of both preclinical and clinical development programs. Key Responsibilities: Modeling and Simulation: Develop and implement population pharmacokinetic (popPK) and pharmacodynamic (PD) models using advanced modeling and simulation techniques to optimize drug development strategies. Data Analysis and Interpretation: Analyze and interpret PK/PD data, including clinical trial results, and provide insights to guide decision-making for drug development. Collaboration: Work closely with preclinical, clinical, and regulatory teams to support the design, execution, and interpretation of clinical pharmacology studies. Study Design: Contribute to the design of clinical and preclinical studies, including dose escalation studies, clinical trials, and bioavailability assessments, to ensure appropriate study design and data collection. Regulatory Submissions: Prepare and review regulatory submissions, including INDs, NDAs, and other regulatory documents, ensuring that PK/PD data is presented accurately and effectively. Innovation and Methodology: Stay up-to-date with the latest advancements in PK/PD modeling, simulation technologies, and regulatory requirements, applying this knowledge to improve internal processes and modeling techniques. Mentoring and Leadership: Provide guidance and mentorship to junior scientists and contribute to the growth and development of the team's skillset. Qualifications: PhD in Pharmaceutical Sciences, Pharmacokinetics, Pharmacology, or a related field, with at least 5-7 years of industry experience in PK/PD modeling and simulation. Expertise in population pharmacokinetics and pharmacodynamics, including the use of modeling software such as NONMEM, Phoenix WinNonlin, or similar platforms. Strong understanding of clinical pharmacology, including study design, regulatory guidelines, and data interpretation. Experience in applying PK/PD modeling to support drug development across early- to late-stage clinical trials. Excellent communication skills, with the ability to present complex data and concepts to both technical and non-technical audiences.

US$145000 - US$165000 per year

United States of America

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Associate Director Clinical Pharmacology

Position Overview: The role is responsible for leading and managing the design and execution of comprehensive Clinical Pharmacology strategies to meet both commercial and regulatory objectives across multiple functions. This individual will drive the development of pharmacokinetics (PK) and pharmacodynamics (PD) studies, generate new study proposals, and lead the implementation of these strategies. They will also proactively assess advances in clinical pharmacology, PK/PD, and regulatory requirements, identifying strengths, weaknesses, and opportunities, and adjusting strategies as needed. The role ensures alignment between scientific and business objectives, managing clinical pharmacology aspects of various projects. Key Responsibilities: Oversee the design and strategy of Phase 1-4 clinical studies, serving as the primary representative for the project(s). Lead the execution of strategies, guide teams, and provide contextual data analysis and interpretation, including the explanation of mechanisms of action (MoA) and disease-specific data, and discussion of model results in the context of research objectives. Write regulatory documents such as protocols, study reports, population PK reports, exposure-response analysis reports, clinical trial applications (CTAs), and sections for investigator brochures and white papers. Lead clinical pharmacology and biopharmaceutics meetings and serve as the Clinical Pharmacology representative in cross-functional teams, such as Clinical Strategy Teams and Asset Development Teams. Direct small, cross-functional teams to present a unified clinical pharmacology stance to clinical, CMC, and regulatory teams. Publish scientific papers and present findings at national and international conferences, interacting with key opinion leaders (KOLs) and other external stakeholders. Conduct due diligence for potential business opportunities, summarizing findings and representing Clinical Pharmacology in business development teams. Act as the Clinical Pharmacology lead in regulatory meetings, representing the team and driving discussions. Qualifications: PhD with 4+ years of relevant experience, PharmD with 6+ years of experience, or Master's with 12+ years of experience, or Bachelor's with 14+ years of experience in a related field (e.g., PK, PBPK, PK-PD, Pharmacometrics, Drug Metabolism/Transporters). Excellent interpersonal and communication skills, with the ability to interact with internal teams and external KOLs. Strong strategic thinking with an enterprise-wide perspective. Proven scientific and technical expertise in clinical pharmacology and related areas. Leadership Competencies: Drive business results while positioning the organization for long-term success. Resilient and persistent in advancing innovative ideas. Demonstrates courage and respect in decision-making and interactions. Connects diverse ideas and fosters creativity and innovation. Leads by influencing teams to achieve cross-functional alignment. Demonstrates full accountability, both when delegating and being delegated to.

Up to US$190000 per year + Medical, Dental, Vision, 401K

South San Francisco

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Associate Director Clinical Pharmacology

Up to US$170000 per year + Medical, Dental, Vision, 401K

Chicago Heights

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Associate Director Clinical Pharmacology

US$180000 - US$190000 per year + Medical, Dental, Vision, 401K

South San Francisco

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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.