Clinical Operations

Clinical Operations

​Benjamin Franklin once said, “For every minute spent organizing, an hour is earned.” The clinical operations function of a company is all about organization, and optimizing this function is key to the delivery of clinical trials – without this team no clinical research activity could be delivered. There are more than300,000 clinical trialsongoing worldwide at any time, so effective clinical operations could save a lot of time and money in the drug development process.

Clinical trials are a necessity for the treatment, diagnosis and prevention of diseases, but recruiting patients to conduct them can prove to be a challenge for clinical operations teams. A quantitative study conducted byTufts Center for the Study of Drug Developmentfound that 11% of investigative sites failed to enroll a single patient. In a way to combat this, clinical operations teams are turning to social media to recruit patients for their trials.The study by Tuftsbrought together a group of 20 pharmaceutical companies including Lilly, Pfizer and Novartis. They have already piloted or tapped into social media with good results, with the report finding the number of patients being recruited on social media is increasing by 11%, year on year.

The payoff to a career in clinical operations is, of course, the satisfaction that comes with being involved in potentially lifesaving research, and enticingly most people working in clinical operations are usually paid excellent remunerations due to the importance of their role and the responsibility it carries.

Despite rapid growth in the field, there are still very few academic programs specifically devoted to clinical operations. Most people who work in clinical research operations come from a clinical research or health-related background, such as pharmacy. That experience is crucial to earning the Certified Clinical Research Associate (CCRA) credential from theAcademy of Clinical Research Professionals, which indicates that you have met the professional standards of the organization and are qualified to serve in a research leadership role.Clinical operations is an in-demand specialty,the Bureau of Labor Statisticsnotes that jobs are expected to grow much faster than sector average, at 17%, by 2024.


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Clinical Operations Jobs

Senior CTM

Salary: $160,000-$185,000 CTM/Senior CTM Seattle, WA (Remote) Job Description My client is a cutting-edge biopharmaceutical firm with a focus on creating small-molecule and protein treatments for both orphan and high-value indications that target cancer, immune disorders, and inflammatory illnesses. They are utilizing cutting edge science and technology to alter the future of healthcare and the lives of their patients by merging AI-driven diagnostics to personalize patient data. To handle their products while they are still in the clinical stages and assist with vendor interactions, they are looking to hire a CTM/Senior CTM. To guarantee that clinical studies are carried out on schedule, you will collaborate cross-functionally with internal team members, vendors, and clinical study sites. Key Responsibilities Manage all areas of a clinical trial's operations take part in the selection of CROs and vendors for outsourced needs control relationships between CROs and vendors Ensure Good Clinical Practices (GCP) through working with the team, reviewing site records, and preparing or reviewing study-related paperwork Prepare for and oversee internal team meetings, investigator meetings, and other trial-related gatherings Qualifications 4 year degree from a university with a related degree in Life Sciences 6-8 years of clinical trial management experience 1-2 years of supervisory experience Able to travel approximately 10% overnight (50% or greater during peak times) Strong interpersonal skills Strong knowledge of clinical research operations, FDA regulations, and ICH guidelines Able to work strongly in a team/matrix environment Benefits Medical Dental 401(k) PTO

US$160000 - US$185000 per year
United States of America
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Director of Clinical Operations

Salary: $215-$250K Company Summary: A global, specialty pharmaceutical group with an impressive track record is seeking a motivated Director of Clinical Operations for a remote role. Their commercial supply of pharmaceutical products has generated upwards of $80 million in Q2 sales. Since their first clinical trial in 2002, they've had 8 approvals already on the market. Currently, they have 12 indications in Phases II and III, so they are looking for a driven, growth-oriented Director to facilitate their clinical programs on a global scale. The Director will be responsible for: * Managing and establishing clinical programs in accordance with the Executive Management Team * Directing and executing clinical programs in accordance with established timelines * Study feasibility assessments, document management, pharmacovigilance, and ethics committee documentation An ideal candidate for this role MUST have… * Bachelor's in biomedical science or medical related field * 5 years of experience in a senior management level role * Working knowledge of ICH GCP guidelines Benefits: * Competitive salary with benefits * Being a part of team whose work directly aims to improve the quality of people's lives * Great work-life balance If you're interested in this role, send an application our way!

US$215000 - US$250000 per year
California
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Director of Clinical Operations

Salary: $215-$250K Company Summary: A global, specialty pharmaceutical group with an impressive track record is seeking a motivated Director of Clinical Operations for a remote role. Their commercial supply of pharmaceutical products has generated upwards of $80 million in Q2 sales. Since their first clinical trial in 2002, they've had 8 approvals already on the market. Currently, they have 12 indications in Phases II and III, so they are looking for a driven, growth-oriented Director to facilitate their clinical programs on a global scale. The Director will be responsible for: * Managing and establishing clinical programs in accordance with the Executive Management Team * Directing and executing clinical programs in accordance with established timelines * Study feasibility assessments, document management, pharmacovigilance, and ethics committee documentation An ideal candidate for this role MUST have… * Bachelor's in biomedical science or medical related field * 5 years of experience in a senior management level role * Working knowledge of ICH GCP guidelines Benefits: * Competitive salary with benefits * Being a part of team whose work directly aims to improve the quality of people's lives * Great work-life balance If you're interested in this role, send an application our way!

US$215000 - US$250000 per year
California
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Director of Clinical Operations

Salary: $215-$250K Company Summary: A global, specialty pharmaceutical group with an impressive track record is seeking a motivated Director of Clinical Operations for a remote role. Their commercial supply of pharmaceutical products has generated upwards of $80 million in Q2 sales. Since their first clinical trial in 2002, they've had 8 approvals already on the market. Currently, they have 12 indications in Phases II and III, so they are looking for a driven, growth-oriented Director to facilitate their clinical programs on a global scale. The Director will be responsible for: * Managing and establishing clinical programs in accordance with the Executive Management Team * Directing and executing clinical programs in accordance with established timelines * Study feasibility assessments, document management, pharmacovigilance, and ethics committee documentation An ideal candidate for this role MUST have… * Bachelor's in biomedical science or medical related field * 5 years of experience in a senior management level role * Working knowledge of ICH GCP guidelines Benefits: * Competitive salary with benefits * Being a part of team whose work directly aims to improve the quality of people's lives * Great work-life balance If you're interested in this role, send an application our way!

US$215000 - US$250000 per year
California
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Freelance Clinical Field Manager

EPM Scientific are currently working with an up and coming, small European Medical Device Company with an exciting specialized pipeline seeking a Field Clinical Manager to join their team. See a short summary below; Contract Conditions: Start date: ASAP Location: Europe (Remote) Interviews: As soon as possible Language: English Project: Medical Device, Neurology Key Responsibilities: Developing training materials and a procedure manual for our clinical protocol Conducting in-depth training sessions for all EU sites and physicians involved in the trial Attending as many relevant clinical procedures as possible and providing feedback and support Liaising with engineers, regulatory authorities, and other stakeholders Requirements Strong (5 years or similar) experience in the Clinical field working on Medical Devices International experience with pre-market clinical studies in the EU Ability to travel frequently in the EU and occasionally in the US Master's degree or equivalent ideal If this role is of interest to you, please apply directly to learn more about the role. If not feel free to share with your network.

Negotiable
Germany
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Senior Clinical Trial Manager - Hybrid

A mid-sized, multi-national Biotechnology company headquartered in California is looking to bring an experienced Clinical Trial Manager onto its team. This company focuses on creating products and therapeutics to combat cancer and improve the lives of those living with the disease. This company is working on a proprietary drug platform, with a pipeline boasting multiple early phase studies. To support their growth and abundance of studies, they are looking to add a talented, experienced Clinical Trial Manager to their team. Responsibilities will include but are not limited to: Planning, executing, management, and oversight of Clinical Trials Leading vendor selection/site selection processes Oversees creation of study budget, monitoring, recruitment, and timeline plans Supervise, oversee, and maintain communication with CRO and other third-party vendors Lead the development of study protocols, study SOPs, ICF forms, CRFs, etc. Lead a cross-functional team including clinical operations, data management, regulatory affairs, pharmacovigilance, biostatistics, etc. Execute clinical studies according to ICH/GCP guidelines, FDA regulations, from startup through closeout Keep stakeholders informed of and up to date with study progress/advancement Qualifications include: Bachelor's degree (life sciences preferred) Oncology Trial Management experience in an industry setting is REQUIRED 5+ years clinical research experience, in an industry setting 3+ years Clinical Trial Management experience, in an industry setting An understanding of cross-functional clinical processes Ability to juggle multiple complex tasks at any given time

US$95 - US$125 per hour + Healthcare,401k
South San Francisco
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Facilities Project Manager

**Onsite Role in Burbank, CA** Job opportunity with a top compliance and consulting organization company that is looking for a Project Engineer to join their team on a 12-24 month contract with an opportunity for conversion or extension! Qualifications: Education: BS/MS degree required. An advanced degree in Chemical, Mechanical or Biomedical Engineering is a plus. 10-15 years' experience in a regulated, manufacturing environment within the biotechnology or pharmaceutical industry. A minimum of 5 years of experience overseeing and implementing technical engineering projects is a requirement. Experience with facilities, utilities, and processing equipment. Examples include vessels, tanks, centrifuges, filter press, clean in place (CIP) systems, air handling units (AHU), reverse osmosis (RO), compressed gases, cooling water, and waste systems. Job Description/Skills: Generation of design specifications (URS, FS, DS) Draft and execute change control documents Execute FATs and SATs Proficient with reviewing and understanding construction drawings including PFDs, P&IDs, architectural, mechanical, and electrical drawings Draft SOPs for operation, maintenance, and calibration of equipment, utilities, and facilities Draft and execute commissioning test protocols Serve as the Engineering Subject Matter Expert (SME) during the planning, conceptual design, basic design, and detailed design phases of a project Support Failure Modes and Effects Analysis (FMEAs) on equipment and utility systems to identify and address high-risk failure modes to ensure adequate maintenance and reliability during operate and maintenance phase. Benefits/Perks: 401k Health Insurance Please apply here directly if interested but If you are genuinely not interested, is there someone you can recommend?

Up to US$95 per hour
Los Angeles
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Director of Clinical Operations

Salary: $215-$250K Company Summary: A global, specialty pharmaceutical group with an impressive track record is seeking a motivated Director of Clinical Operations for a remote role. Their commercial supply of pharmaceutical products has generated upwards of $80 million in Q2 sales. Since their first clinical trial in 2002, they've had 8 approvals already on the market. Currently, they have 12 indications in Phases II and III, so they are looking for a driven, growth-oriented Director to facilitate their clinical programs on a global scale. The Director will be responsible for: * Managing and establishing clinical programs in accordance with the Executive Management Team * Directing and executing clinical programs in accordance with established timelines * Study feasibility assessments, document management, pharmacovigilance, and ethics committee documentation An ideal candidate for this role MUST have… * Bachelor's in biomedical science or medical related field * 5 years of experience in a senior management level role * Working knowledge of ICH GCP guidelines Benefits: * Competitive salary with benefits * Being a part of team whose work directly aims to improve the quality of people's lives * Great work-life balance If you're interested in this role, send an application our way!

US$215000 - US$250000 per year
California
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Director of Clinical Operations

Salary: $215-$250K Company Summary: A global, specialty pharmaceutical group with an impressive track record is seeking a motivated Director of Clinical Operations for a remote role. Their commercial supply of pharmaceutical products has generated upwards of $80 million in Q2 sales. Since their first clinical trial in 2002, they've had 8 approvals already on the market. Currently, they have 12 indications in Phases II and III, so they are looking for a driven, growth-oriented Director to facilitate their clinical programs on a global scale. The Director will be responsible for: * Managing and establishing clinical programs in accordance with the Executive Management Team * Directing and executing clinical programs in accordance with established timelines * Study feasibility assessments, document management, pharmacovigilance, and ethics committee documentation An ideal candidate for this role MUST have… * Bachelor's in biomedical science or medical related field * 5 years of experience in a senior management level role * Working knowledge of ICH GCP guidelines Benefits: * Competitive salary with benefits * Being a part of team whose work directly aims to improve the quality of people's lives * Great work-life balance If you're interested in this role, send an application our way!

US$215000 - US$250000 per year
California
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Advanced Clinical Practitioner - Melbourne

Company Overview: A leading global Clinical Research Organisation (CRO) with a global presence is seeking a highly skilled and motivated Advanced Clinical Practitioner to join its dynamic team. Responsibilities: Clinical Assessment and Diagnosis: Conduct comprehensive assessments of patients, including history-taking, physical examinations, and diagnostic tests. Formulate accurate diagnoses and develop tailored treatment plans in collaboration with the healthcare team. Clinical Interventions and Treatments: Prescribe medications, treatments, and therapies based on established protocols and guidelines. Perform minor procedures and interventions within the scope of practice. Collaborative Care: Collaborate with physicians, nurses, therapists, and other healthcare professionals to coordinate patient care and ensure continuity of treatment. Provide expert consultation to colleagues on complex cases. Patient Education and Counseling: Educate patients and their families on health conditions, treatment options, and preventive measures. Offer counselling and support to promote patient well-being and adherence to treatment plans. Quality Assurance and Documentation: Maintain accurate and detailed medical records, including progress notes, treatment plans, and medication management. Ensure compliance with regulatory standards, clinical protocols, and best practices. Professional Development and Training: Engage in ongoing professional development activities, including attending workshops, conferences, and training sessions. Mentor and provide guidance to junior healthcare staff members. Requirements: Masters or above in nursing or equivalent qualifications; Active Nurse Practitioner Licensure Minimally five years of experience as a nurse practitioner/clinical nurse specialist within Haematology/Oncology; If you are highly motivated and dedicated, please apply with your CV attached.

Negotiable
Melbourne
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Regulatory Submissions Manager - Melbourne

Company Overview: A leading global Clinical Research Organisation (CRO) with a global presence is seeking a highly skilled and motivated Regulatory Submissions Manager to join its dynamic team. Responsibilities: Regulatory Strategy: Develop and implement regulatory submission strategies for [products/therapeutic areas] in alignment with business goals and regulatory requirements. Submission Planning and Coordination: Plan, coordinate, and manage the preparation of regulatory submissions documents. Ensure submissions are complete, accurate, and comply with relevant regulatory guidelines and standards. Cross-functional Collaboration: Collaborate with cross-functional teams, including Regulatory Affairs, Clinical Development, Quality Assurance, and R&D, to gather necessary information for submissions. Provide guidance to project teams on regulatory submission requirements and timelines. Regulatory Documentation Management: Maintain and organize a repository of regulatory documents, ensuring version control, accessibility, and compliance with documentation standards. Quality Assurance and Compliance: Ensure that all regulatory submissions meet the highest quality standards and adhere to applicable regulatory requirements Health Authority Interactions: Facilitate interactions with regulatory agencies, including preparing and coordinating responses to agency inquiries and requests for additional information. Regulatory Intelligence: Stay abreast of evolving regulatory requirements, guidelines, and industry trends to provide strategic input on regulatory matters. Requirements: Bachelor's Degree in Science or a related field preferred. More than five years of experience in clinical research, preferably with a CRO. Experience may include CRA or project management experience; If you are highly motivated and dedicated, please apply with your CV attached.

Negotiable
Melbourne
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CRA - SG

Company Overview: A pioneering biopharmaceutical company dedicated to advancing healthcare through innovative therapeutic solutions. Founded on a commitment to bridge the gap in neurological research, The company focuses on discovering and developing novel treatments for a range of neurological disorders. Responsibilities: Site Management: Initiate, monitor, and close clinical trial sites to ensure compliance with study protocols, regulatory requirements, and company standards. Conduct site initiation visits to provide training on study procedures and protocols. Monitoring and Data Management: Perform routine monitoring visits to assess data accuracy, source document verification, and compliance with study protocols. Review and resolve data discrepancies and discrepancies between source documents and CRFs (Case Report Forms). Regulatory Compliance: Ensure that all study activities are conducted in accordance with applicable regulatory requirements, including ICH-GCP, FDA, and local regulatory authorities. Safety and Adverse Event Reporting: Monitor and report adverse events and serious adverse events in compliance with regulatory and company guidelines. Documentation and Reporting: Maintain accurate and up-to-date documentation, including site visit reports, monitoring logs, and study correspondence. Prepare and submit study progress reports to internal stakeholders and regulatory authorities. Collaboration and Communication: Foster effective communication and collaboration with investigators, site staff, and internal cross-functional teams. Participate in study team meetings and provide updates on-site activities. Requirements: Bachelor's Degree in Science or a related field preferred. Minimum of 2 years' CRA or related experience Good understanding of GCPs (Good Clinical Practices) Highly methodical and organized, including time-management skills and changing priorities Ability to manage multiple and varied tasks and prioritize workload with attention to detail Able to take initiative and work independently; a sense of urgency in completing tasks If you are a highly motivated and dedicated Clinical Research Associate, please apply with your CV attached.

Negotiable
Singapore
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Clinical Operations News & Insights

Life Sciences Salary Guides of 2023 Image
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Life Sciences Salary Guides of 2023

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

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Challenges to Talent Acquisition in the Life Sciences Industry  Image
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Challenges to Talent Acquisition in the Life Sciences Industry

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

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Interview & Hiring Guidance

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

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

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

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

How to Ensure Employee Retention in Life Sciences

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

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How to Determine if a New Hire Will Fit into Your Company's Culture Image
clinical-operations

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

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

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Benefits of Life Sciences Contract Work Image
Pharmacology

Benefits of Life Sciences Contract Work

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

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