Data collection, analysis, and real-time oversight are key factors in clinical research and trials that lead to health innovations in medical technology and pharmaceutical industries. It is impossible to demonstrate human intervention effectiveness in trials, estimate side effect prevalence, evaluate diagnostic procedures, or prove scientific hypotheses without Biometrics.

With data being at the forefront of ongoing research, development, and trials, the demand for trained bioinformatics, biostatisticians, and other biometrics professionals is increasing. In 2021, the global healthcare biometrics market size was valued at US$26.02 billion. This figure is expected to grow at a CAGR of 18.1% from 2022-2030 to a staggering US$79 billion. The job market is already fiercely competitive, and finding the right talent for Biometrics roles can be challenging. EPM Scientific is here to source the right candidates for jobs in this field.

How we can help

Since 2012, EPM Scientific has been the preferred talent partner of major life sciences companies globally. Our ability to source rare talent for clinical trial and research roles in Biometrics and place the best candidates quickly and precisely comes down to our investment in best-in-class technologies and in our talent experts’ development. EPM Scientific supports you every step of the way as we find the best opportunities for you.

Biometrics talent solutions

EPM Scientific provides contract, permanent, and multi-hire Biometrics talent solutions from our hubs around the world. We offer retained and contingent services bespoke to your company’s hiring needs. Our permanent talent solutions alongside our extensive contractor and interim manager networks allow us to place the right people in the right roles. We make relevant recommendations and manage the process from source to hire, using our consultative approach.

EPM Scientific is Phaidon International’s specialist life sciences brand. Our global team offers value creation services and high-level account management.

Don’t just take our word for it 

“Working on our behalf as an external recruiting vendor, EPM Scientific found us a very good Biostatistician candidate, and provided us a positive client experience.” – Max Minowitz, Head of Talent, Santen 

“I’d say EPM Scientific are a great support for our recruiting efforts at Vanda! We receive good candidates in a timely manner for our open requisitions even if they are niche positions.” – Alec Tausch, Human Resources Senior Associate, Vanda Pharmaceuticals

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How we can help

Since 2012, EPM Scientific has been the preferred talent partner of major life sciences companies globally. Our ability to source rare talent for clinical trial and research roles in Biometrics and place the best candidates quickly and precisely comes down to our investment in best-in-class technologies and in our talent experts’ development. EPM Scientific supports you every step of the way as we find the best opportunities for you.

Benefits of working with us


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


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.


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?

Data collection, analysis, and real-time oversight are key factors in clinical research and trials that lead to health innovations in medical technology and pharmaceutical industries. It is impossible to demonstrate human intervention effectiveness in trials, estimate side effect prevalence, evaluate diagnostic procedures, or prove scientific hypotheses without Biometrics.

With data being at the forefront of ongoing research, development, and trials, the demand for trained bioinformatics, biostatisticians, and other biometrics professionals is increasing. In 2021, the global healthcare biometrics market size was valued atUS$26.02 billion. This figure is expected to grow at a CAGR of 18.1% from 2022-2030 to a staggering US$79 billion. The job market is already fiercely competitive, and finding the right talent for clinical research biometrics roles can be challenging. EPM Scientific is here to source the right candidates for jobs in this field.

Biometrics Jobs

As a leading talent partner, EPM Scientific sources talent for diverse Biometrics roles. Some of the top roles include Statistical Programmers, Biostatistician and Associate Directors.

Senior Manager Biostatistics

Client: Clinical-Stage Biotech - Publicly Traded Hiring: Senior Manager, Biostatistics (Third most senior in the company) My client is a cutting-edge clinical-stage biopharmaceutical company on their quest for groundbreaking advancements - The only one to get to commercialization! They are looking to bring on a dynamic Senior Manager, Biostatistics to become the 3rd most senior member within the company. You will have the opportunity to really advance your career, by working closely with the Head of the department and Associate Director on submissions and commercialization of an innovate product. You'll be at the forefront of innovation, working on data analysis of studies linked to a rare technology which is booming at he moment. You will work hand-in-hand with their brilliant statisticians, programmers and clinical teams to craft top-notch deliverables that redefine industry standards. Are you ready to unleash your creativity, collaborate with the best, and drive transformative change? If you're a proactive, visionary thinker who thrives on challenges, then this is the opportunity you've been waiting for! Apply now and be part of a team that's shaping the future of healthcare! Responsibilities: Work closely with CROs on the oversight of statistical and programming deliverables Provide ideas in evaluating innovative methods of study design and analysis Collaborate with other teams - Clinical, Programming and Data Management, to ensure data collection and reporting is correct and appropriate Support on the entire drug development on biostatistical input - study and program design, writing of protocols, CSR, Regulatory documents, SAP, Scientific publications Qualifications 2-3+ years' experience in either research or industry, post PhD PhD in either Biostatistics or Statistics Ability to work onsite in California Please note, to apply for this position you must have rights to work in the USA or a Canadian citizen looking to make the move to California. Reach out to find out more!

California City

Associate Director/Senior Manager Biometrics - Guangzhou

We are currently seeking an experienced and dynamic individual to join our client, a leading biopharmaceutical company in China. The role of Associate Director/Senior Manager Biometrics will be based in the vibrant city of Guangzhou. Responsibilities: As an Associate Director/ Senior Manager for Biometrics you will work closely with cross-functional teams including clinical operations, data management & statistical programming teams supporting phase I-IV studies across multiple therapeutic areas. Lead program-level deliverables (i.e., Data Management Plan [DMP], Statistical Analysis Plan [SAP]) Collaborate internal stakeholders on ad hoc analysis requests Ensure team members adhere timelines & quality standards Qualifications: The successful candidate must possess: PhD or Master's degree preferably from statistics/bio-statistics fields; At least 10 years' experience working within relevant fields such as EPM/Biostat Programmer etc.; Strong leadership qualities; ability lead project-based initiatives independently; Proven track record delivering high-quality results; Excellent written/oral communication skill both English/Mandarin languages required ; Good knowledge over SAS/R Programming software/packages used for performing bio-stats activities. If this sounds like your next challenge then please submit your application today!

Guangzhou Shi

Director Biostatistics

I'm partnered with one of the top biopharma's in SD to help them source for a Director of Biostatistics. Our client is a world-renowned champion of patients afflicted with CNS disorders. Aside from their their regulatory/commercial success, I know you'd rather know where they're GOING, as opposed where they've BEEN. My client's R&D is the key to their success. Their dedicated team of experts consistently develops targeted therapies with innovative mechanisms AND with varying disease-modifying effects. This combined with the fact that their pipeline is so diversified makes them a leader in the space. The requisites for this position are as follows: - PhD in Biostatistics/Statistics or related filed - Able to go On-Site in San Diego - Deep Understanding of Advanced/Innovative Methodologies for Study Design - Team Building Experience - NDA/MAA Submission Experience - CRO Oversight Experience We're looking for someone serious about taking their career to the next level through cutting-edge work with a collaborative and cross-functional team of veterans. Not only that, we're looking for someone serious about helping patients with high unmet medical need. Does this sound like you or someone you know? If so, apply!

US$230000 - US$265000 per year + bonus, equity
San Diego

Head of Statistical Programming

We recently partnered with a leading Oncology company focused on on treating cancer in ways that are much more likely to get approved and actually help patients. Our client is looking for a Head of Statistical Programming for their highly anticipated program with indications in phase 1, 2 & 3. In this role, you will be responsible for: Leading and managing a team of statistical programmers Developing and implementing statistical programming standards and best practices Collaborating with scientists, researchers, and other stakeholders to design and implement complex statistical analyses Overseeing the development and maintenance of statistical software and tools Contributing to the development and execution of the department's strategic goals Staying up-to-date on the latest advancements in statistical programming and methodology Qualifications: Master's degree in Statistics, Biostatistics, or a related field (PhD preferred) Minimum 10 years of experience in statistical programming, with at least 5 years in a leadership role Proven experience in leading and managing a team of statisticians and programmers Strong understanding of statistical methods and principles Experience with a variety of statistical software packages (e.g., SAS, R, Python) Excellent communication, collaboration, and problem-solving skills Ability to work independently and as part of a team Benefits: Competitive salary and benefits package Opportunity to work on challenging and impactful projects Collaborative and supportive work environment Opportunity for professional development and growth

US$150 - US$250 per year
San Francisco

Bioinformatics Lead

Bioinformatics Lead - Munich, Germany Introductory Paragraph: We are currently seeking a highly skilled and motivated Bioinformatics Lead to join our client's team in Munich. Our client is a reputable biotech company specializing in pharmaceuticals that has been at the forefront of innovation within their industry for many years. Job Description: As the successful candidate, you will be responsible for leading bioinformaticians on various projects while working closely with other departments such as R&D. You must have experience implementing new technologies into existing workflows successfully. Responsibilities: - Manage day-to-day activities related to data analysis - Collaborate effectively across cross-functional teams - Develop analytics strategies by collaborating with stakeholders from different functional areas including Research & Development (R&D), Experimental Medicine etc. Qualifications/Requirements: - A Ph.D./M.S degree or equivalent work experience in computational biology/bioinformatics/genetics/statistics or related fields required Experience leading complex bioinformatic analyses using high-performance computing infrastructure preferred Skills Required: The following skills/experience would make an ideal fit for this role; 1. Strong knowledge of next-generation sequencing techniques 2. Knowledge of programming languages like Python/R/Matlab 3.Excellent communication skills both written and verbal 4.Ability to lead multiple concurrent project efforts 5.Strong problem-solving capability If you believe your qualifications meet these requirements, we encourage you to apply today!


Biometrics News & Insights

How to Write a Job Description for a Biostatistics Role Image

How to Write a Job Description for a Biostatistics Role

​Finding the right individual for a Biostatistics role in your life sciences company can be challenging. Get the process off to a good start by writing a clear and accurate job description for the role.A well-crafted job description for a Biostatistics role can help you to:Filter applicants by allowing professionals to assess their fitness for the role.Determine vital Key Performance Indicators(KPIs) for job evaluations during post-hire probation.Mitigate legal risk by ensuring employee- and employer-alignment regarding job expectations such as usual duties, responsibilities, and tasks, as well as regularization metrics.In this article, EPM Scientific sheds light on how to write an effective job description for a Biostatistics role.Writing a Biostatistics job descriptionA Biostatistics job description should contain a few key elements to be effective. These include responsibilities, skills, qualifications, remuneration (if possible), benefits, company information, and the company’s core values.Remember to be specific by defining the role’s purpose, include objectives such as KPIs used to measure success, describe the activities involved and the results desired, ensure the role’s overall goals are realistic, and include the role’s time-bound goals.Main responsibilities of a BiostatisticianIndividuals in Biostatistician roles, particularly in senior positions, provide a wide variety of guidance, support, and advanced statistical knowledge to faculties, managers, researchers, and scientists. Additionally, they participate in the design, development, and reporting of studies and trials, and they collect, analyze, and interpret data across multiple entities, responding to a range of complex statistical issues in life sciences research settings. Some of the main responsibilities to include in a job description (if applicable to the role at your company) are:Designing, analyzing, implementing, and reporting findings on targeted studiesProviding consulting to researchers and investigatorsWorking with investigators on analysis plan formalization and reporting specificationsReviewing and monitoring biomarker analysis, safety reporting, and other aspects of clinical trial monitoringAssisting with the preparation of protocols, investigator brochures, clinical trial documents, peer-reviewed manuscripts, scientific abstracts, and regulatory agency request responsesServing as subject matter expert for committees, research teams, and other collaboratorsOverseeing and coordinating statistical support staff, data entry staff, and others on an operational basis or on a project or site.Important skills and qualifications required for a senior positionA good job description for a Biostatistician role should include an overview of the key skills and qualifications that your company is looking for in a candidate in a senior position. In addition to the relevant academic and training qualifications, these skills should include:Knowledge and understanding of scientific approach and methodologies, principles, concepts, methods, and standards of statistical researchAbility to apply advanced techniques in support of research studies and experimentsAbility to analyze, interpret, and draw conclusions from complex informationAbility to provide leadership and technical guidance to professionalsStrong time management skills, ability to prioritize, analytical communication, problem-solving skills, and critical thinkingShowcasing your companyCreating a good job description for a Biostatistics role gives you an opportunity to showcase your company. By describing your company culture and offering a clear idea of a day in the life of someone in the role, it can inspire suitable candidates to take action.In addition to portraying the type of person who will flourish in your company, a good job description can be used to market your company to potential candidates, and to highlight your employer value proposition. Ensure you provide an overview of your company’s mission, culture, values, and benefits, as well as what makes your company appealing and unique.Hire for a senior Biostatistics role with EPM ScientificThere is no need to struggle with finding the right people for senior Biostatistician roles at your company. Partner with EPM Scientific and let us pair you with the perfect talent. Submit a vacancy or request a call back now.

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Life Sciences Salary Guides of 2023 Image

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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Interview & Hiring Guidance Image

Interview & Hiring Guidance

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

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How to Ensure Employee Retention in Life Sciences Image

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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Benefits of Life Sciences Contract Work Image

Benefits of Life Sciences Contract Work

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

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Best Biometrics Team: In-House or Outsourced? Image

Best Biometrics Team: In-House or Outsourced?

​Up to 77% of biotech and pharma outsource portions of their analytics or production. There are many reasons to outsource, in source, or stay completely in-house. For biometrics teams, outsourcing can increase standardization while staying in-house decreases turnaround time.Biotech and pharma often debate whether to outsource analytics. Benefits of outsourcing can include reduced costs, better standardization, or access to specialized equipment. Benefits of staying in-house include increased control and security. Some companies also choose to insource, hiring specialized teams for rapid turnaround times or skills transmission.  In this context, biometrics teams are no different from other specialized teams. Let's examine why…Benefits of an outsourced teamThe US has an estimated 50,000 vendors of contract analytical services and a 2016 study estimated 77% of biotech and pharma companies routinely outsource. The contract industry includes contract research organizations (CROs), contract manufacturing organizations (CMO) and contract development and manufacturing organizations (CDMOs). Collectively, the drug-discovery outsourcing industry is projected to reach $43.7 billion by 2026. Companies may choose to outsource for several reasons:Increased freedom: Analysis can be expensed instead of purching analytical equipment for experimental projects.Cost reduction: Project costs can be reduced up to 20% when overhead is taken into accountReduced risk: By restricting rigid costs from capital investments (i.e. real estate and lab equipment) companies can maximize variable costs (i.e. researchers and experimental projects)Benefits of an in-house teamOutsourcing is often better for small or mid-sized companies than large ones. When large pharmaceutical companies weigh in reasons not to outsource they most often cite the term “control.” This means mitigating risk by keeping critical supply-chain steps in-house and keeping confidential compounds out of settings who might also be serving a competitor.Some companies do insourcing instead, they have the equipment and supplies and hire specialized teams on a contract basis to achieve a rapid turnaround time, skills transmission, or scientific collaboration.  Outsourcing vs. insourcing for biometrics teamsBiometrics is the science of rapidly identifying individuals by physiologic or behavioral traits and it is used to obtain clean data for clinical trials.  Biometrics contractors tout data-integrity, reliability, and study-design as a reason to outsource biometrics. Certainly wearables,genomics,  and other novel identifiable methods of data collection involve specialized skill sets which may be more beneficial or cost-effective to outsource. However large companies may choose to retain control of personally identifiable information such as location data from wearables or genomic information used in clinical trials. We conclude that biometrics teams are like other specialized teams on the drug-development pipeline. Outsourcing will still become a cost-benefit analysis. Companies will have to individually decide how to strike a balance between control vs cost-reduction when it comes to outsourcing. In conclusionThere are pros and cons to outsourcing and insourcing. Individual companies must perform their own analysis to maximize their security while minimizing risk and expense.A good recruiter can make the difference for a company that is on the fence about these processes, or changing directions. Whether you are looking to find a good contractor or to shift from outsourcing to an in-house team EPM Scientific can help.EPM Scientific has a strong presence in both the US and abroad.  We ensure the best talent is in the right place at the right time to help promising products reach the market. Our process is fast, safe, and efficient.  If you are a US or international biotech company considering creating an in-house team or hiring an outside contractor with vetted KPIs, let us help you find the right connections. To be connected with a specialist recruiter, get in touch today.---------------------------------EPM Scientific is a leading specialist recruitment agency for the Life Sciences industry. We were founded in 2012 to give companies and candidates peace of mind that the recruitment process is in experts hands. Today, we provide contingency, retained search and project-based contract recruitment from our global hubs in London, Berlin, Switzerland, New York and Chicago.We pride ourselves in keeping our professional network up-to-date with any changes that will shape the future of work or affect the hiring process. Visit our website to discover more invaluable insights, including exclusive research, salary guides and market trends.

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