R&D

R&D

EPM Scientific: Specialist Talent Partner in Research & Development (R&D)Recruitment

Research and Development (R&D) transforms ideas into innovations in pharmaceuticals, biosimilars, medical technologies, and other healthcare. In 2023, 91% of life sciences organizations planned to invest in R&D innovation, with almost 50% of those organizations being optimistic about the sector’s outlook in 2024.

However, there are challenges in meeting the increased demand for R&D professionals. Overcome those challenges with EPM Scientific. As a preferred talent partner of industry leaders and promising startups, we will find and deliver the best people when your company needs them.

How we can help

We have sourced and delivered top Research & Development talent to companies and for over 10 years. Thanks to the ongoing investment in our talent specialists, premium technologies, and extensive professional network, we can meet your unique R&D talent needs with speed and precision. Let us find the brightest individuals or teams for oversight, managerial and other roles, or exciting career-furthering opportunities for you.

R&D talent solutions

EPM Scientific offers permanent, contract, and multi-hire R&D talent solutions tailored to your company’s requirements. We will work with you to understand who your ideal candidate is and then find the right person for the job, placing them timeously and smoothly. We also boast an extensive contractor and interim manager network for time-critical and long-term functions. Additionally, we offer bespoke retained and contingent services.

As well as finding and delivering top talent, EPM Scientific, part of Phaidon International, also specializes in offering high-level account management, and providing value adding services such as bespoke analysis and interviewing and hiring tips.

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Benefits of working with us

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Experience

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

Network

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

Knowledge

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

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Looking to hire?

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R&D Jobs

The R&D sector offers endless opportunities across seniority levels and specialisms, such as biochemistry and translational science. Some of the roles we hire for include Global Clinical Development Medical Director and Bioanalytical Chemist.

Associate Director/Director of Upstream Process Development

Director of Upstream Process Development Boston, MA Job Summary: The Director of Upstream Process Development will lead the design, optimization, and scale-up of upstream processes for biologics production, focusing on cell culture and fermentation technologies. The position will be pivotal in developing robust, scalable, and cost-efficient processes for the development of novel biologic therapeutic products. The ideal candidate will have extensive experience in bioreactor operations, cell line development, media optimization, and tech transfer. This is a hands-on leadership role with direct involvement in process development and close collaboration with downstream, analytical, and manufacturing teams. Key Responsibilities: Foster a collaborative environment that promotes innovation, scientific excellence, and continuous improvement. Establish clear objectives, KPIs, and development plans for team members. Oversee the development and optimization of upstream processes, including cell culture, media development, bioreactor design, and process control strategies. Focus on high-yield, scalable processes using mammalian, microbial, or insect cell systems for biologic production. Implement robust experimental designs (DOE) to optimize parameters such as media composition, feed strategy, and culture conditions. Collaborate with cross-functional teams (e.g., downstream, analytical, QA/QC, regulatory, and clinical) to ensure seamless integration of upstream processes into the overall development pipeline. Lead efforts in scaling up upstream processes from bench-scale to pilot- and manufacturing-scale, ensuring process consistency and robustness. Coordinate and manage technology transfer to internal or external GMP manufacturing facilities (CMOs), ensuring the successful implementation of processes for clinical and commercial production. Troubleshoot and resolve scale-up challenges, ensuring alignment with quality and regulatory expectations. Lead or support the preparation of relevant sections for regulatory submissions (IND, BLA, etc.). Oversee the project lifecycle, from feasibility studies to full-scale production, ensuring timely delivery and alignment with project milestones. 20-25% travel in support of manufacturing activities at the CDMOs. Collaborate with cross-functional teams, including downstream development, quality assurance, regulatory affairs, and manufacturing, to ensure seamless integration and process success. Qualifications & Requirements: Master's or Ph.D. in Chemical Engineering, Biochemistry, Biotechnology, or a related field with 8 - 10 years of experience in upstream process development; with at least 5 years in a leadership role within the biopharmaceutical industry. Expertise in cell culture, fermentation, bioreactor operations (single-use and stainless steel), and process scale-up. Strong scientific background in cell line development, media optimization, and bioreactor operation. Hands-on experience with various cell culture platforms, such as CHO, HEK, microbial systems, and viral vector production. Proven track record in process characterization, validation, and regulatory submissions. Familiarity with automated process development tools and high-throughput screening technologies. Experience working with CDMOs and external manufacturing partners.

US$190000 - US$230000 per year
Boston
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Director, Drug Discovery (Novel Biologics)

Director, Drug Discovery - Biologics Location: Boston, MA Compensation: $220,000-$255,000 + Significant Bonus and Equity + Industry-Leading Benefits Package A global biopharma leader is seeking an experienced Director, Drug Discovery to take on a high-impact role in advancing biologics programs across multiple modalities, including cell therapies, bispecifics, immune cell engagers, and novel antibody-based therapeutics. This individual will play a critical role in shaping drug discovery strategy, leading functional screening and characterization efforts, and driving data-informed candidate selection for preclinical development. As a key scientific and strategic leader, this director will oversee a team of 7-10 scientists while also working cross-functionally as a program lead. They will be responsible for integrating discovery insights into broader pipeline decision-making, ensuring seamless progression from target identification through candidate nomination and IND-enabling studies. This is an opportunity for an established drug discovery leader to drive enterprise-level impact, working across multiple therapeutic areas including immuno-oncology, autoimmune, GI, inflammation, and neuroscience. The role offers broad exposure to cutting-edge biologics and the ability to influence discovery efforts across a rapidly expanding organization. Key Responsibilities: Lead discovery strategy for biologics programs, ensuring functional screening and characterization insights drive candidate selection and advancement. Serve as a program lead, spending approximately 30-40% of time working cross-functionally with research, development, and translational teams to align early discovery efforts with broader pipeline goals. Manage and develop a high-performing team of 7-10 scientists, fostering technical excellence, innovation, and career growth. Oversee the implementation of advanced discovery workflows, including high-throughput screening and emerging AI/ML-driven approaches. Partner with internal and external stakeholders to evaluate new technologies, therapeutic opportunities, and strategic collaborations that enhance biologics discovery efforts. Contribute to long-term organizational growth, playing a key role in the company's ongoing expansion and commitment to delivering multiple IND filings in the coming years. Requirements & Qualifications: Ph.D. in biology, immunology, pharmacology, cell therapy, or a related field with 12+ years of research experience. Industry experience in biologics drug discovery, with a track record of successfully advancing therapeutic candidates from early-stage discovery through IND. Strong expertise in biologics screening, functional characterization, and mechanistic assessment of novel drug candidates. Leadership experience managing scientific teams, with a demonstrated ability to mentor and develop both Ph.D. and non-Ph.D. researchers. Cross-functional collaboration skills, with experience working alongside research, preclinical, and translational teams to drive data-driven decision-making. Experience in biologics modalities such as cell therapies, bispecifics, immune cell engagers, or novel antibody-based platforms.

Negotiable
Boston
Apply

Analytical Development, Quality Control Scientist

Are you looking for a partner to bring your pharmaceutical innovations to life? We are working with a leading Contract Development and Manufacturing Organization (CDMO) to make that happen for you. This company provides comprehensive services from initial drug development to commercial production, ensuring the products reach the market efficiently and effectively. This team of experts is dedicated to advancing the pharmaceutical projects with cutting-edge technology and innovative solutions. State-of-the-art manufacturing facilities to ensure the highest quality and compliance standards From concept to commercialization this company will provide tailored solutions to meet every unique need Position: Analytical Development and Quality Control Scientist Location: San Diego As an Analytical Development and Quality Control Scientist, you will play a crucial role in ensuring the quality and efficacy of the pharmaceutical products. Responsibilities: Create and optimize methods to support the selection and development of drug candidates. Transfer and validate analytical methods at third-party laboratories to ensure consistency and reliability. Oversee testing activities for drug products, active pharmaceutical ingredients (APIs), and raw materials at external contract research organizations (CROs). Conduct tests to support research and manufacturing, including release, stability, and characterization studies. Prepare, review, and evaluate scientific and technical protocols, reports, and quality control documents. Collaborate with QA, Regulatory, and Manufacturing departments to monitor and evaluate quality-related events such as out-of-specification results, deviations, and change controls. Requirements: Ph.D. in Analytical Chemistry, Biochemistry, or a related discipline. Minimum of 3 years of experience in pharmaceutical or biotech analytical development. Expertise in a variety of analytical techniques (e.g., HPLC, LC-MS, IR). Strong communication skills and fluency in English. Experience in a quality control environment and familiarity with regulatory guidelines. If you need any further assistance or have specific questions about the job, please feel free to ask!

Negotiable
Anaheim
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Senior Quality Engineer

Location: Midwest, USA (with Travel Requirements) EPM is working with an exceptional medical device company in the Midwest that is seeking experienced Senior Quality Engineers to join their team. This company specializes in ophthalmology, cardiovascular, and dental medical devices and is dedicated to developing high-quality, innovative healthcare solutions. Job Summary: We are looking for Senior Quality Engineers with expertise in sterilization processes and experience in ophthalmology, cardiovascular, or dental medical devices. This role will play a key part in ensuring compliance with global regulatory standards, leading quality initiatives, and optimizing manufacturing processes. Candidates must be comfortable with travel (60% - 70%) to suppliers, manufacturing sites, and regulatory bodies. Key Responsibilities: Maintain and enhance quality systems in compliance with ISO 13485, FDA 21 CFR Part 820, MDR, and other relevant regulations. Lead sterilization validation efforts for processes such as EtO, Gamma, Steam, and E-Beam sterilization. Conduct supplier audits, internal audits, and risk assessments to ensure high product quality. Support CAPA investigations, root cause analysis, and process improvements. Collaborate with R&D, manufacturing, and regulatory teams to ensure compliance and product safety. Ensure adherence to GMP, GDP, and risk management (ISO 14971) practices. Travel up to 30-50% to suppliers, contract manufacturers, and regulatory bodies. Qualifications & Experience: Bachelor's or Master's degree in Engineering, Quality Assurance, or a related field. 5+ years of experience in the medical device industry, preferably with ophthalmology, cardiovascular, or dental products. Strong expertise in sterilization validation and process control. In-depth knowledge of ISO 13485, FDA regulations, MDR compliance, and process validation (IQ/OQ/PQ). Strong analytical and problem-solving skills, with experience in CAPA and risk management. Ability to travel up to 30-50% domestically and internationally. Why Join This Opportunity? Work with a leading Midwest-based medical device company at the forefront of innovation. Be part of a dynamic and collaborative team focused on patient safety and quality excellence. Competitive salary, benefits, and career growth opportunities. If you're a quality-driven professional with sterilization expertise and a passion for medical device compliance, apply today!

Negotiable
Ohio
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Cybersecurity expert

As part of a successful international team, you will be an important link between various R&D groups ensuring the cybersecurity of our products and processes. You will: Establish and maintain processes to ensure compliance with relevant standards (EN IEC 81001-5-1) and guidances (FDA, IMDRF, MDCG) on cybersecurity. Support the ISO 27001 certification. Provide cybersecurity training to internal staff and external partners. Stay up-to-date about emerging threats and best practices. Work closely with cross-functional teams, including R&D, quality, and regulatory affairs to ensure cybersecurity compliance in projects. Investigate and respond to security incidents. Conduct and maintain comprehensive threat modeling for web-based medical device applications. Identifying potential threats and collaborating with development teams to incorporate secure coding practices and mitigations. Monitor relevant databases for security events and communicate into the organization. Requirements Bachelor or Master in Information Science or Engineering with a strong SW background. Minimum of 2 years of experience in cybersecurity required, preferably in medical device cybersecurity. Relevant certifications (e.g. CISSP, CEH, CISM) are preferred. Strong knowledge of network security, vulnerability assessment, and cyber security risk management. Excellent problem-solving skills and attention to detail. Knowledge of software development lifecycle and methodologies. Knowledge of tools like Burp, Microsoft Threat Modeling Tool, and OWASP ZAP is a plus. Ability to work independently and as part of a team.

Negotiable
Germany
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Analytical Scientist

Analytical Scientist Florida Job Description: As an Analytical Scientist, you will play a crucial role in our research and development efforts. You will be responsible for developing and validating analytical methods from scratch, ensuring compliance with Good Manufacturing Practices (GMP), and utilizing advanced analytical techniques to support our projects. Key Responsibilities: Develop and validate analytical methods independently. Perform routine and non-routine analysis using techniques such as High-Performance Liquid Chromatography (HPLC), Mass Spectrometry (MS), and UV-Visible Spectroscopy (UV-Vis). Ensure all work complies with GMP regulations and standards. Troubleshoot and optimize analytical methods and instrumentation. Document and report analytical data accurately and promptly. Collaborate with cross-functional teams to support product development and quality control. Maintain and calibrate analytical instruments and equipment. Qualifications: Bachelor's, Master's, or Ph.D. in Chemistry, Analytical Chemistry, or a related field with minimum 2 years GMP industry experience. Proven experience in developing analytical methods from scratch. Strong knowledge of GMP regulations and practices. Proficiency in using HPLC, MS, and UV-Vis techniques. Excellent problem-solving skills and attention to detail. Strong communication and teamwork abilities. Ability to work independently and manage multiple projects simultaneously. Benefits: Competitive salary and benefits package. Opportunities for professional growth and development. Collaborative and inclusive work environment. Cutting-edge laboratory facilities and resources.

US$90000 - US$105000 per year
Fort Lauderdale
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Senior Director, Peptide Chemistry

Job Title: Senior Director, Peptide Chemistry Location: South San Francisco, CA Company Overview: Join the biotechnology arm of a leading global tech company, where we are driving innovation at the intersection of advanced science and cutting-edge technology. Our mission is to create first-in-class peptide therapeutics that fill the gap between small molecules and biologics ("Goldilocks" modality) to address complex diseases such as autoimmune and metabolic disorders. This is a high-priority role, offering the opportunity to shape strategy, lead collaborative teams, and make a significant impact on breakthrough treatments. Key Responsibilities: Innovative Leadership: Drive the discovery and optimization of cutting-edge peptide therapeutics, leveraging advanced design strategies to navigate the intricate balance between molecular structure and therapeutic efficacy. Lead multidisciplinary efforts to develop first-in-class therapies that bridge the gap between small molecules and biologics. Strategic Design and Development: Spearhead the ideation and implementation of innovative peptide-based approaches for addressing autoimmune and metabolic diseases. Utilize state-of-the-art peptide chemistry techniques to design molecules with tailored pharmacokinetics, target specificity, and functional activity. Cross-Functional Collaboration: Collaborate deeply with experts in biology, pharmacology, computational modeling, and translational sciences to ensure seamless integration of peptide candidates into the drug development pipeline. Champion a culture of scientific curiosity and excellence across teams. Technical Advancement: Incorporate cutting-edge technologies such as mRNA display and machine learning into the peptide drug discovery process, enhancing predictive modeling and candidate selection. Emphasize rational design principles to advance peptide candidates with superior therapeutic profiles. Pipeline Strategy: Play a pivotal role in defining program priorities and advancing key projects to preclinical nomination and beyond. Align efforts with broader company goals to deliver impactful therapies in high-need therapeutic areas. Peptide Chemistry Focus: Peptide chemistry sits at the forefront of modern drug discovery, offering unique therapeutic advantages by bridging the gap between small molecules and biologics. This role demands expertise in designing and optimizing peptides with enhanced stability, target affinity, and cell permeability. Candidates should demonstrate a deep understanding of structure-activity relationships (SAR), synthetic methodologies, and the development of multifunctional peptide-based modalities. Familiarity with integrating biologics and small molecules into peptide platforms is essential for creating therapies with transformative potential. Qualifications: Education: PhD in Organic Chemistry, Medicinal Chemistry, or a related discipline. Experience: 7-10 years of industry experience in peptide chemistry, with a track record of leading projects from discovery through IND filings and early clinical development. Expertise: Strong background in medicinal/synthetic chemistry, with a focus on peptides Experience in mRNA display (preferred) Familiaritry with integrating machine learning/AI for drug discovery (preferred). Familiarity with autoimmune and metabolic diseases; oncology peptide experience is acceptable. Proven ability to innovate in peptide drug design and development. Leadership Skills: Demonstrated ability to lead cross-functional teams and mentor junior scientists. Technical Knowledge: Expertise in integrating biologics and small molecules into peptide drug design.

£200000 - £300000 per year
Culver City
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Project Manager

We are seeking a highly skilled Project Manager to support our pharmaceutical engineering client in Switzerland for 6 months. The ideal candidate will be responsible for: Overseeing development projects with a broad technical perspective. Maintaining a high-level overview of project scope and progress. Ensuring all specifications are defined, updated, and met. Managing stakeholders and facilitating clear communication. Reviewing and tracking project costs, ensuring budget adherence. Keeping documentation and specifications up to date. Ensuring compliance with company policies and industry regulations. Qualifications: Proven experience in project management within the pharmaceutical or engineering sectors. Strong leadership and organizational skills. Excellent communication and interpersonal abilities. Proficiency in project management software and tools. *Please note, only those with the right to work in Switzerland can apply

Negotiable
Switzerland
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Senior Scientist, Computational Chemistry/ML

Title: Senior Scientist Location: Boston, MA Company Summary: Currently partnered with a leading biotech incubator looking for a highly skilled computational scientist to develop and deploy cutting-edge molecular simulation technologies. This is a hands-on role requiring expertise in algorithm development, molecular dynamics, and machine learning applications. You will pioneer efforts to create scalable, production-level modeling pipelines that redefine how molecular interactions are understood and utilized in drug discovery. Responsibilities: Develop and implement advanced methods for molecular simulation, including AI-enhanced molecular dynamics and machine-learned force fields. Build robust, scalable cloud-based workflows for modeling biomolecular systems such as proteins, peptides, nucleic acids, and small molecules. **small molecules strongly preferred** Drive the integration of novel algorithms into existing computational pipelines to accelerate therapeutic development. Collaborate with interdisciplinary teams to address complex R&D challenges, ensuring computational tools are aligned with project needs. Validate, benchmark, and deploy innovative approaches for enhanced sampling, free energy calculations, and structure prediction. Qualifications: Ph.D. in Computational Chemistry, Biophysics, or related field with a focus on molecular simulation. Proven track record of developing and implementing novel algorithms for biomolecular simulation. Strong programming skills in languages like Python or C++, with experience in molecular simulation tools (e.g., OpenMM, GROMACS, AMBER, CHARMM) Familiarity with protein interactions such as: DiffDock, Autodock, Dock, Rosetta, RoseTTAFold-AllAtom Experience with machine learning frameworks (PyTorch, JAX) and cloud computing environments (AWS, Docker, Kubernetes). Expertise in AI-derived or polarizable force fields, enhanced sampling techniques, and free energy calculations. Demonstrated ability to scale computational workflows and optimize pipelines for large datasets.

US$200000 - US$250000 per year
Boston
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Computational Protein Design Scientist

Our team has recently been engaged by a leading venture firm, setting up a new initiative to develop foundational AI-driven platforms to be used across the entire portfolio ecosystem. We are looking for individuals with a strong background in both traditional and Deep Learning-enabled protein design. Responsibilities: - Benchmark and implement SOTA models for protein design - Build custom pipelines and tools including novel methods development - Experience with AlphaFold, ESMFold, RoseTTAFold and other related methods Interested candidates are encouraged to apply below. This role is on-site in Boston, MA

£22000 - £150000 per year
Boston
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Senior Director, Peptide Chemistry

Job Title: Senior Director, Peptide Chemistry Location: South San Francisco, CA Company Overview: Join the biotechnology arm of a leading global tech company, where we are driving innovation at the intersection of advanced science and cutting-edge technology. Our mission is to create first-in-class peptide therapeutics that fill the gap between small molecules and biologics to address complex diseases such as autoimmune and metabolic disorders. Role Overview: We are seeking a dynamic and visionary Senior Director/Leader of Peptide Chemistry to spearhead our efforts in advancing novel peptide-based therapies. This individual will lead projects from ideation through preclinical nomination and into clinical development, contributing to the development of first-in-class therapeutics that redefine industry standards. This is a high-priority role, offering the opportunity to shape strategy, lead collaborative teams, and make a significant impact on breakthrough treatments. Key Responsibilities: Innovative Leadership: Drive the discovery and optimization of cutting-edge peptide therapeutics, leveraging advanced design strategies to navigate the intricate balance between molecular structure and therapeutic efficacy. Lead multidisciplinary efforts to develop first-in-class therapies that bridge the gap between small molecules and biologics. Strategic Design and Development: Spearhead the ideation and implementation of innovative peptide-based approaches for addressing autoimmune and metabolic diseases. Utilize state-of-the-art peptide chemistry techniques to design molecules with tailored pharmacokinetics, target specificity, and functional activity. Cross-Functional Collaboration: Collaborate deeply with experts in biology, pharmacology, computational modeling, and translational sciences to ensure seamless integration of peptide candidates into the drug development pipeline. Champion a culture of scientific curiosity and excellence across teams. Technical Advancement: Incorporate cutting-edge technologies such as mRNA display and machine learning into the peptide drug discovery process, enhancing predictive modeling and candidate selection. Emphasize rational design principles to advance peptide candidates with superior therapeutic profiles. Peptide Chemistry Focus: Peptide chemistry sits at the forefront of modern drug discovery, offering unique therapeutic advantages by bridging the gap between small molecules and biologics. This role demands expertise in designing and optimizing peptides with enhanced stability, target affinity, and cell permeability. Ideal candidates should demonstrate a deep understanding of structure-activity relationships (SAR), synthetic methodologies, and the development of multifunctional peptide-based modalities. Familiarity with integrating biologics and small molecules into peptide platforms is essential for creating therapies with transformative potential. Qualifications: Education: PhD in Organic Chemistry, Medicinal Chemistry, or a related discipline. Experience: 7-10 years of industry experience in peptide chemistry, with a track record of leading projects from discovery through IND filings and early clinical development. Expertise: Strong background in medicinal/synthetic chemistry, with a focus on peptides/macrocyclic compounds. Experience in mRNA display (preferred) Understanding of the integration of machine learning/AI for drug discovery (preferred). Familiarity with autoimmune and metabolic diseases Strong preference for expertise in advancing projects through Preclinical Candidate Nominations and achieving clinical readiness milestones Proven ability to innovate in peptide drug design and development. Expertise in integrating biologics and small molecules into peptide drug design.

US$200000 - US$300000 per year
South San Francisco
Apply

Cybersecurity expert

Your task As part of a successful international team, you will be an important link between various R&D groups ensuring the cybersecurity of our products and processes. You will: Establish and maintain processes to ensure compliance with relevant standards (EN IEC 81001-5-1) and guidances (FDA, IMDRF, MDCG) on cybersecurity. Support the ISO 27001 certification. Provide cybersecurity training to internal staff and external partners. Stay up-to-date about emerging threats and best practices. Work closely with cross-functional teams, including R&D, quality, and regulatory affairs to ensure cybersecurity compliance in projects. Investigate and respond to security incidents. Conduct and maintain comprehensive threat modeling for web-based medical device applications. Identifying potential threats and collaborating with development teams to incorporate secure coding practices and mitigations. Monitor relevant databases for security events and communicate into the organization. Requirements Bachelor or Master in Information Science or Engineering with a strong SW background. Minimum of 2 years of experience in cybersecurity required, preferably in medical device cybersecurity. Relevant certifications (e.g. CISSP, CEH, CISM) are preferred. Strong knowledge of network security, vulnerability assessment, and cyber security risk management. Excellent problem-solving skills and attention to detail. Knowledge of software development lifecycle and methodologies. Knowledge of tools like Burp, Microsoft Threat Modeling Tool, and OWASP ZAP is a plus. Ability to work independently and as part of a team.

Negotiable
Germany
Apply

R&D News & Insights

Life Sciences Salary Guides of 2023 Image
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.

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The Life Sciences Skills Gap: How to Hire Image
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.

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How to Stand Out to Top R&D Talent as an Employer  Image
r-and-d

How to Stand Out to Top R&D Talent as an Employer

Discover insights from Principal Consultant Ed Curry ahead of the American Society of Gene & Cell Therapy (ASGCT) annual meeting in May 2023. With a particular passion for drug discovery and pre-clinical, Ed works with top life sciences employers and successfully builds and manages their R&D talent pipelines. In this interview, Ed shares his thoughts on how employers can stand out to R&D talent and give themselves the best chance at attracting top talent. Ed will be covering topics such as how employers can create a compelling offer, streamline their hiring process, and how to differentiate yourself from competitors. What is the talent market like right now in R&D?Talent remains a top challenge for those hiring. A recent C-suite survey by Deloitte noted that bringing on and retaining talent is a top priority for business leaders, and even more narrowly in the MedTech space, there is a focus in recruiting in the R&D market. The market is still very hot, but macroeconomic conditions have had an impact of course when it comes to hiring. We have seen some companies reduce headcount or even close their doors through sometimes no fault of their own, in part because of such high interest rates. To an extent it could give the illusion that the candidate pool is larger and that they have more options, but it actually isn’t that clear-cut. For example, with a recent role we saw 80 applicants, but only four of them actually had the required skillset. Top talent is therefore always in demand, but it is also always harder to find. These conditions can also result in top talent becoming even more passive to new opportunities, due to the uncertainty. Unfortunately, we have recently seen great companies making layoffs, and some candidates can be concerned about being the last one in. These people are who would fill those business-critical roles, so it is up to us as a leading talent partner to source from a tight talent pool and work with a candidate to enable that move, even in more precarious economic times. Finding the right people as market specialists is what we do best.How can organizations win over the most sought-after talent in a highly competitive space? Macro events are playing on people’s minds, and as a result of this great science is not the only selling point when obtaining talent. Promising biotechs have had to lay off great scientists for example, demonstrating that not every project can be pursued. Informing candidates about an exciting project is not enough anymore, instead companies recruiting need to outline short, medium, and long-term plans. They also need to talk about what funding they have, because top professionals may be incentivized to move to somewhere they perceive as more stable. Just like a relationship is 50/50, an interview should be the same. We recommend that clients should sell themselves and the company as much as they expect the candidate to sell. Strong professionals are going to be interviewing elsewhere, so consider that they are also interviewing you. Also, remember to do this from the very start, and not just at the end of the process. From the very first interview, hiring managers, HR, and talent acquisition are being equally interviewed by talent. Another aspect for organizations to consider highlighting is the growth opportunities you offer, and how you set up people for success. Alongside career advancement and skill development, professionals still put a premium on a good work/life balance, with company culture also playing a part here. What talent strategies would you recommend to hiring managers to differentiate themselves from other players in winning talent?My number one recommendation is to streamline candidate onboarding. Lack of speed results in candidates going elsewhere and interview fatigue is a real problem, so set yourself apart with being quick. Instead of three interviews, get all three people into one and cut down stages, because when top talent is scarce, they will be looking at other opportunities. Another strategy to implement is aligning your selling points to the individual interviewing where possible. This means getting to know the person interviewing really well to understand their own unique motivations, as well as working with a talent partner who has that information. For example, I recently worked with a single parent and placed them into an organization that could accommodate the flexible working policy they desired. Also assume that good candidates will be getting multiple offers, so don’t put people on the backburner. Give feedback where possible, because communication is super important. We’ve seen a client not progress with an individual, but because they gave comprehensive feedback, and I fed this back as well, it led to that person actually recommending a colleague of theirs for the role, who was actually placed. Reputation is critical, as both a company and a hiring manager. Where (if any) can organizations look for transferable skills to fill talent gaps?‘Purple unicorns’ do exist, but as their name suggests, they are hard to find. Sometimes a job description will describe something that isn’t possible, so I find it is very important during the intake call to differentiate between what is a nice to have, versus a must-have. Let’s take a neuromuscular R&D role where the client is working on Huntington’s and Parkinson’s projects. If a candidate has worked in the past on muscular dystrophy, is that okay for the client? That candidate might not know the particular disease inside out right now, but they can apply a similar knowledge and skillset to another disease. Here is where clients can make concessions, and also attract different talent. Consider looking towards adjacent industries, such as tech talent migrating into life sciences. As more and more biotechs develop a tech-focused footprint, there are only going to be so many life sciences professionals to go around, so maybe tech talent is where the industry can look for individuals who have a passion to make a difference in life sciences. How can tackling bigger, societal issues such as ED&I and ESG assist with talent attraction and retention? This is one of the reasons I love working in life sciences because I am fortunate to work with mission-driven individuals. The industry is one of the best places to tackle wider societal issues, it is a diverse sector that tackles these challenges head-on. I have noticed younger talent seems to think aligning values is very important, and that trend will only continue. Life sciences as an industry is addressing bias in clinical trials as historically there may have been some selection discrimination. The industry is also looking at how it can tackle climate change, for example one organization is exploring how it can genetically modify cows to decrease methane production.How do you see this market developing over the next 12 months?We saw just a few years ago clients throwing everything at candidates to get them in the door. This resulted in compensation, as well as title inflation. With the new macroeconomic environment, funding is tighter, and therefore being able to offer such compensation now may be a little trickier. The industry is now reverting back to normality after Covid-19 resulted in a lot of investment being funneled into it. The cost of living is also increasing, and this may mean that academic professionals may move from educational institutions to more lucrative roles. Last year was historically low for mergers and acquisitions in life sciences as well, but we do expect that to pick up. It will be interesting to see if cutting-edge, start-up biotechs partner with big pharmaceuticals, which provides an interesting science angle to candidates, with the funding backing and runways of a big player. As mentioned earlier, the tech industry has experienced change and we have seen more appetite for tech talent. DNA sequencing and automation in labs for example, as well as data processing, requires tech talent, so I believe we will continue to see movements from Big Tech to biotech. Organizations are spending billions on technology to advance their programs and products, so it’s important to mention machine learning and AI professionals as in-demand talent for the next 12 months and onwards. Finally, I firmly believe that venture capital will also invest in healthcare at large. Healthcare accounts for one-fifth of US GDP, so financial experts know it is a worthwhile investment. Therefore, while macroeconomic conditions have been a little pessimistic recently, 2023 and the year ahead is going to be great, and I can’t wait to see how it unfolds. Meet Ed at the American Society of Gene & Cell Therapy (ASGCT) annual meeting, or get in touch using the form below to discuss your hiring needs. ​ Edward Curry Principal Consultant​Request a call back from Ed

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

How to Ensure Employee Retention in Life Sciences

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

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

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

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

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The Benefits of using Life Sciences contractors/freelancers Image
commercial

The Benefits of using Life Sciences contractors/freelancers

The use of life sciences contractors and freelancers is becoming increasingly popular, and for good reason. Not only are they able to provide specialized expertise, but they also offer a wide range of benefits that can help a business grow and thrive. Here are 10 of the top benefits of using life sciences contractors and freelancers.1. Cost Savings: Hiring contractors and freelancers is often significantly cheaper than hiring full-time staff. This is because you only pay for the services you need, when you need them.2. Flexibility: Contractors and freelancers offer flexibility that traditional employees cannot. You can easily scale up or down your workforce as needed, allowing you to meet fluctuating demands.3. Access To Specialized Expertise: Life sciences contractors and freelancers often have specialized skills and expertise that can be invaluable to a business.4. Faster Turnaround Time: When you need something done quickly, hiring a contractor or freelancer is often the fastest way to get the job done.5. Reduced Overhead: Contractors and freelancers don’t require the investment in overhead expenses that full-time employees do, such as office space and benefits.6. Fresh Perspective: Bringing in a contractor or freelancer can bring a fresh perspective to a project and help generate new ideas.7. Lower Risk: Hiring a contractor or freelancer reduces the risk that comes with hiring full-time employees. If a project doesn’t meet expectations, you can simply end the contract and look for a better fit.8. Increased Productivity: With more specialized expertise, contractors and freelancers can often complete projects more efficiently and quickly than full-time employees.9. Focus On Core Activities: By outsourcing more specialized tasks to contractors and freelancers, businesses can focus more on their core activities and reduce distractions.10. Improved Morale: Hiring contractors and freelancers can help to improve morale among existing staff, as they don’t have to take on extra tasks they may not be qualified or comfortable with.At EPM Scientific, we are the leading provider of life sciences contract and freelance recruitment services. We understand the importance of finding the right talent for the job, and have the experience and expertise to help you find the perfect candidate for your business. Request a call back from us todayto learn more about how we can help you find the perfect contractor or freelancer for your business.

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