HEOR

HEOR

The FDA’s Center for Drug Evaluation and Research approved 55 new drugs in 2023 alone. Undoubtedly, health economics and outcomes research (HEOR) talent plays a vital role in generating evidence of the value of these new therapies for local healthcare decision makers.

The best HEOR talent can help all kinds of stakeholders, from patients and clinicians to health ministries and governments, to understand the value of your life sciences company’s products. Let EPM Scientific enrich your team with highly sought-after HEOR talent.

How we can help

In a highly competitive and fast-growing industry, finding the best HEOR talent isn’t easy, but with EPM Scientific, look no further. The preferred talent partner of global companies and innovative start-ups, we have unparalleled industry insight and experience to draw from. Our continued investment in our talent specialists’ ongoing development and in best-in-class technologies means your life sciences company will benefit from a high level of service and consistent quality, resulting in hires that meet your KPIs and provide ongoing support.

HEOR talent solutions

Whether your company needs accomplished individuals to bring together the measurements and values of healthcare interventions and their effects on patients on a project-specific or long-term basis, we will deliver the talent you need when you need it. We will source skilled, experienced, and qualified individuals for contract, permanent, and multi-hire roles and functions through our global talent network. As part of Phaidon International group, we also offer superb account management and a supportive relationship through customized value-added services.

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Benefits of working with us

Experience

We have over a decade’s worth of experience as a leading life sciences talent partner.

Network

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

Knowledge

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

Looking to hire?

HEOR Jobs

As the preferred life sciences recruitment agency of leading companies and promising start-ups for more than a decade, EPM Scientific’s talent specialists have sourced candidates for HEOR roles at all levels and functions. Some of the roles we have helped companies fill over the years include Senior Consultant, HEOR Senior Manager, Associate Director, and HEOR Director.

Senior Manager, Global Health Economics & Outcomes Research

Senior Manager, Global Health Economics & Outcomes Research (GHEOR) Location: Remote (US-Based) The Sr. Manager, GHEOR will be a key contributor to the multi-disciplinary Value & Access business unit of a leading bio-pharmaceutical company, supporting global brand and launch strategy for first-in-class products poised to make a meaningful difference in millions of lives. Responsibilities: Contributing to comprehensive HEOR plans, aligning with colleagues from Global Medical Affairs, Market Access, Pricing & Reimbursement, and more. Supporting global HTA submissions, including contributing to the development of Global Value Dossiers, relevant economic models, and predictive analyses. Generating real world evidence for global payers, including patient-reported outcomes and clinical outcomes assessment strategy Conducting systematic literature reviews, meta-analyses, indirect treatment comparisons, and more. Selecting and managing vendor relationships Qualifications: PhD in a relevant discipline with 2+ years of HEOR experience (MS or MPH with 5+ years of professional experience may be considered) PRO/COA strategy experience is strongly preferred Economic modeling experience is strongly preferred Global HTA strategy experience is strongly preferred Compensation and Benefits: Flexible working model with option for fully remote work Base salary of $160,000-$170,000 Annual bonus of 15% RSU-based long-term incentive package Retirement savings plans with generous company-matching contributions Industry-leading PTO and sick leave policy Ample opportunity for professional development and career growth

US$160000 - US$170000 per annum + 15% bonus, RSU-based LTI package
New York
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Senior Director, Real World Evidence

Senior Director, Real-World Evidence NY, NY or Remote (US) A multi-national pharmaceutical company is hiring for a Senior Director of Real-World Evidence to help lead its matrix evidence generation team. You'll lead RWE and Epidemiology research strategy, garnering critical insights for payers, regulators, and other clinical decision-makers, ensuring patients can access innovative and novel oncology treatments. Responsibilities: Developing real-world evidence and epidemiology study plans, overseeing project execution, and economic modeling. Managing research teams, project budgets, and vendor relationships. Contributing to scientific/product strategies in alliance with cross-functional partners from Medical Affairs, Clinical Development, Market Access, etc. Contributing to publication plans and scientific communications strategies, including presentation of research at conferences and forums. strategies to demonstrate the unmet need in disease with a focus on outcomes meaningful to payers, clinical decision-makers and regulators. Qualifications: Advanced scientific degree in health economics, epidemiology, health policy, or related disciplines (PhD or PharmD preferred; MPH or MS may be considered) 5+ years of pharmaceutical or biotechnology industry experience in HEOR, RWE, or Epidemiology is required Expertise in Oncology is strongly preferred Experience leading cross-functional research teams is required Strong project management skills required Compensation & Benefits: Base Salary: $260,000-$300,000 Competitive annual bonus based on company and personal performance Long-Term Incentive Programs 401(k) plans with 6% company match Health, vision, dental, and life insurance

£250000 - £295000 per annum + 25% bonus, LTI package
New York
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Director / Sr. Director, Clinical Operations

Salary: $210K-250K Company Summary: A global immuno-oncology focused biotech with an impressive track record is seeking a Director or Sr. Director of Clinical Operations for a hybrid (3 days on site) role located in South San Francisco, CA. Since their first clinical trials in 2006, they've had 3 approvals already on the market. Currently, they have 8 indications in Phases II and III, so they are looking for a driven, growth-oriented Director/SD to head up their late phase IO studies. The Director/Sr. Director, Clin Ops will be responsible for: Managing CTMs to ensure timely execution of Phase 3 studies Supervising study programs as well as participating in the preparation of study budgets and contract negotiations Contributing to cross functional development of departmental policies Overseeing vendors in conjunction with study managers Periodic travel (< 20%) An ideal candidate for this role MUST have… 7+ years of biopharma INDUSTRY experience 6+ years of senior management experience - IO or complex trial experience PREFERRED A Bachelor's degree in Biological Sciences, Nursing, Pharmacy or a related discipline A working knowledge of ICH GCP guidelines Benefits: Competitive salary with benefits (90% Medical HMO Coverage) High degree of commercial exposure early in your career Being a part of team whose work directly aims to improve the quality of people's lives Great work-life balance If you are interested in this Director/Sr. Director of Clin Ops position, drop a CV!

US$215000 - US$250000 per year
San Francisco
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Director / Sr. Director, Clinical Operations

Salary: $210K-250K Company Summary: A global immuno-oncology focused biotech with an impressive track record is seeking a Director or Sr. Director of Clinical Operations for a hybrid (3 days on site) role located in South San Francisco, CA. Since their first clinical trials in 2006, they've had 3 approvals already on the market. Currently, they have 8 indications in Phases II and III, so they are looking for a driven, growth-oriented Director/SD to head up their late phase IO studies. The Director/Sr. Director, Clin Ops will be responsible for: Managing CTMs to ensure timely execution of Phase 3 studies Supervising study programs as well as participating in the preparation of study budgets and contract negotiations Contributing to cross functional development of departmental policies Overseeing vendors in conjunction with study managers Periodic travel (< 20%) An ideal candidate for this role MUST have… 7+ years of biopharma INDUSTRY experience 6+ years of senior management experience - IO or complex trial experience PREFERRED A Bachelor's degree in Biological Sciences, Nursing, Pharmacy or a related discipline A working knowledge of ICH GCP guidelines Benefits: Competitive salary with benefits (90% Medical HMO Coverage) High degree of commercial exposure early in your career Being a part of team whose work directly aims to improve the quality of people's lives Great work-life balance If you are interested in this Director/Sr. Director of Clin Ops position, drop a CV!

US$215000 - US$250000 per year
San Francisco
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RWE Principal Consultant

OPEN TO RELOCATING CANDIDATES Location: South Korea Our client is a leading consultancy firm seeking to hire an experienced and dedicated Real World Solutions Principal Consultant for their operations in Korea. The successful candidate will have the opportunity to work with top-tier clients, utilizing their expertise and knowledge of RWE to drive business growth. Responsibilities: Primary overseer of client engagements with utmost responsibility for ensuring client satisfaction and delivering superior levels of quality and added value. Achieves or surpasses designated revenue targets by crafting and delivering insightful, value-added solutions that tackle intricate client challenges. Actively seeks out and pinpoints new revenue prospects within existing and potential client bases, ensuring a consistent influx of business from client engagements. Acts as a solutions-focused expert, both internally and externally, utilizing consultative problem-solving skills. Develops and delivers insightful, value-added strategies for addressing complex client issues. Generates and expands new business opportunities by identifying value-added follow-on work and pinpointing new revenue prospects within existing and new client organizations. Qualifications: Proven track record of delivering projects related to real world evidence (RWE) Bachelor's Degree required, advanced Degree preferred. 15+ years of experience in the life science or consulting industry Req Proven track record of delivering projects related to real world evidence (RWE) and HEOR related projects Business Development skills and sales experience; Excellent communication skills Billingual If you are interested, please apply with your CV attached.

Negotiable
Seoul
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HEOR News & Insights

Life Sciences Salary Guides of 2023 Image
biometrics

Life Sciences Salary Guides of 2023

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

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The Life Sciences Skills Gap: How to Hire Image
management advice

The Life Sciences Skills Gap: How to Hire

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

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

How to Ensure Employee Retention in Life Sciences

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

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

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

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

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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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