R&D

R&D

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

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

How we can help

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

R&D talent solutions

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

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

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Benefits of working with us

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Experience

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

Network

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

Knowledge

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

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Looking to hire?

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R&D Jobs

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

Head of R&D

Join our team at the forefront of the medical device industry! We are currently seeking a dynamic Head of R&D to spearhead our research and development endeavours. In this role, you will lead our talented R&D team in shaping the trajectory of medical devices. Drive innovation, cultivate collaboration, and manage the entire product development life-cycle. Your strategic vision will be instrumental in maintaining our industry prominence, pushing the boundaries of medical device technologies. Responsibilities: The head of R&D will be responsible for the following: Lead, nurture, and inspire a burgeoning team of proficient engineers and specialists committed to delivering cutting-edge medical devices. Spearhead the formulation and implementation of the future project road map, driving innovation and progress. Guarantee that new product launches align with manufacturability, reliability, and market demands, collaborating closely with product marketing, process development, assembly, and industrial departments. Serve as a thought leader in the market, offering technical expertise across the organisation while mentoring and guiding team members. Manage the entire product life-cycle, including budget oversight and identification of industry trends. Foster seamless product and team development through effective collaboration and communication with senior management. Requirements: A university degree in natural sciences. Proven leadership experience in R&D. Several years of management experience, ideally in international functions. Strong communication skills in fluent German and English In-depth knowledge of project management A high degree of intercultural social competence and a very high level of customer orientation Able to communicate complex concepts and requirements clearly and to influence stakeholders and all levels. Interested? Apply directly today and we'll be in touch with you soon.

Negotiable
Deutschlandsberg
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Director, Bioprocess

Director, Bioprocess Company Summary: A small, clinical-stage biopharmaceutical research company is currently seeking a driven, motivated, and enthusiastic Director, Bioprocess. This position is located the Greater Boston area. You will play a key role in providing technical expertise for leading and developing early-stage clinical programs. The Director, Bioprocess will be responsible for: Lead the scientific and technical direction in early-stage asset development, focusing on scalable processes using advanced methodologies and tools such as QbD and PAT. Develop, characterize, and scale-up drug substance processes to advance programs. Broaden expertise in microbial fermentation, scale-up, and purification to enhance the team's capabilities. Foster cross-functional collaboration within drug substance teams to deliver manufacturing processes, actively contributing to project milestones and objectives. Oversee the transfer of processes to GMP manufacturing. Produce technical publications, reports, and regulatory filings, presenting research in peer-reviewed journals and scientific conferences. Provide technical and scientific guidance to the team and ensure high-quality work is delivered on time and within budget. Manage and mentor a team of scientists and engineers. The Director, Bioprocess should have the following qualifications: Master's degree in Chemical Engineering, Chemistry, Biochemistry, or Biology 10+ years of related industry experience or PhD degree with 8+ years of related experience. Microbial fermentation expression systems (yeast) - REQUIRED Demonstrated technical expertise in development and manufacturing of clinical phase programs (phase 1-3). Highly desirable to have direct experience with vaccines or recombinant biologic products. Developed leadership skills and effective communication of business objectives and technical information. Proven ability to manage and coordinate both internal and external deliverables. Benefits: Opportunity to work on a hybrid schedule Competitive health, vision, and dental benefits with a 401(k) plan Company stocks and annual bonus Opportunity to work for a highly recognized and awarded company

Negotiable
Boston
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Sr. Scientist - Analytical Development

Senior Scientist - Analytical Development Location: Coventry, RI Working situation: On-site Level: Senior Scientist Our client, a well-known pharmaceuticals firm, is working to produce innovative drug therapies with multiple products in pipeline from pre-clinical to the commercialization stage. With a focus in pioneering therapies that address unmet medical needs, our client is proud of their continuous dedication to research and development. As they expand their portfolio and enter new therapeutic areas, we are seeking a highly skilled and motivated individual to join their team. The Senior Scientist - Analytical Development will lead a project team, by providing expertise in analytical development for intermediate and active pharmaceutical ingredient manufacturing operations, from all phases of the drug development cycle. You be a leader on the analytical development team, overseeing the design, optimization, and validation of analytical methods crucial for characterizing drug candidates and ensuring their quality and safety. Your expertise will drive the successful progression of drug development programs, making a significant impact on patients' lives worldwide. The Senior Scientist - Analytical Development will: Supervise molecule characterization, method validation, method development, and method transfer ensuring drug efficacy Define and plan out strategies for early- to late-stage development in the drug product lifecycle Develop and optimize a wide range of analytical methods, such as chromatography, mass spectrometry, spectroscopy, and others, for the characterization of drug substances and drug products Lead cross-functional project teams to drive and execute CMC development plans Work closely with the regulatory affairs team to prepare and review sections of regulatory submissions related to generics projects, supporting investigational new drug (IND) applications and new drug applications (NDAs). Partner with CMC and Quality, to support cGMP manufacturing The Senior Scientist - Analytical Development has the following qualifications: Ph.D. with 3+ years of industry experience 4+ years of experience in contributing to CMC efforts from Phase I to Phase III (desired) 3+ years of experience in small molecule analytical development (desired) Company Benefits: Excellent PTO package Inviting and vibrant team culture Long term incentives in the terms of equity or stock at this level Competitive 401K program, health insurance, and HSA accounts If you're fuelled by a burning passion for innovation, a relentless pursuit of analytical excellence, and a desire to constantly push the limits of biopharmaceutical development, we invite you to seize the opportunity and apply for this exceptionally rewarding position today!

Negotiable
Coventry
Apply

Director CMC - Drug Substance Development and Manufacturing

Director of CMC Location: San Francisco, CA Working situation: Hybrid Level: Director Our client, a blooming biotechnology company, is looking to expand their R&D capacity to support their growing pipeline including a new class of brain therapies. With a passion for treating neurodegenerative and neuropsychiatric disorders, they are at the forefront of groundbreaking discoveries in the neurology space. As the Director of CMC, you will be a key architect in shaping the future of neurological treatment. The Director of CMC will lead a team in the development and manufacturing of small molecule drug substances. Your expertise will drive the successful progression of drug development programs, making a significant impact on patients' lives worldwide. The Director of CMC will: Develop and execute a visionary development strategy aligned with our client's mission and goals, driving them closer to revolutionizing novel brain health therapies Lead a team of 3-5 direct reports that will participate in strategy, planning, and execution; provide regulatory documentation for all phases of clinical trials and commercialization; and play a role in Define and plan out strategies for development from Phase I to commercialization phases of the drug lifecycle Leverage your proficiency in small molecule drug development to drive and execute CMC development plans to support cGMP manufacturing Prepare and defend CMC regulatory documents enabling global filings Collaborate with cross-functional teams (clinical development, clinical operations, regulatory affairs, quality, IP) to accomplish program goals Facilitate effective communication channels with external CDMOs/CMOs, providing clear project objectives, timelines, and expectations to partners, and actively participate in joint planning and decision-making processes for new drug substance synthesis The Director of CMC has the following qualifications: 8+ years of experience with small molecules 8+ years of experience in contributing to CMC efforts from Phase I to Phase III (desired) Bachelor's Degree with 16+ years, OR Master's Degree with 13+ years, OR Ph.D. with 10+ years of industry experience Company Benefits: Competitive 401K program, health insurance, and HSA accounts Long-term incentives in terms of equity or stock at this level Hybrid role Paid holidays per year and Winter Break (typically between Christmas and New Year's Day) If you are passionate about advancing neurological treatments through development excellence and excel in leadership roles, we encourage you to seize this chance. Embark on this transformative journey by applying today!

Negotiable
San Francisco
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Senior Scientist, Analytical Development

itle: Senior Scientist, Analytical Development in San Diego Introductory Paragraph: Our client is a leading biopharmaceutical company based in San Diego that specializes in the development of cell therapies for oncology and immunology. They are currently seeking an experienced Senior Scientist to join their team focused on analytical development. Key Responsibilities: - Develop and optimize assays for characterization of T cells used in cell therapy products. - Use flow cytometry, PCR and ELISA methods to evaluate product quality attributes during process optimization activities - Work collaboratively with cross-functional teams including R&D, CMC (chemistry manufacturing controls), EPM (enterprise project management) and external partners as needed - Contribute technical expertise towards regulatory filings such as IND submissions Qualifications: The ideal candidate should possess the following qualifications: Education & Experience Requirements: - Ph.D degree or equivalent experience within relevant scientific field Skills/Competencies Required: - Extensive knowledge of analytical techniques like Flow-Cytometry ,PCR ,ELISA etc., particularly those related to cellular analysis; - Strong understanding of GMP/GLP guidelines - Ability to work independently - Excellent communication skills Salary offered : $120000 - 180000 If you're passionate about working at forefronts where innovative breakthrough drug discovery happens every day then this might be your opportunity! Apply now by submitting your resume along with cover letter highlighting how you can contribute effectively towards our clients' objectives while showcasing required skill sets defined above. Our client believes strongly supporting diversity inclusion so we encourage all applicants regardless gender identity race sexual orientation religion age disability status national origin veteran or any other characteristic protected law .

US$150000 - US$150001 per annum
England
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Principal Scientist, Oligonucleotide Synthesis

A global pharmaceutical manufacturing company located in the Boston region is looking to add a skilled Principal Scientist to their chemical development team. This individual will need to have expertise in oligonucleotide chemistry and process optimization in both early and late stage. The preferred candidate will also have past experience with the development of large-scale production of oligonucleotides. Responsibilities Act as a project leader, developing and implementing appropriate strategies for oligonucleotide development Create detailed plans to guide objectives in order to meet project timelines Responsible for technology transfer to kilo lab and pilot manufacturing Mentor and lead scientists Generate reports and present data/updates to internal teams Qualifications M.S. in biochemistry, chemistry, or related field with 8+ years of experience or Ph.D. with 6+ years of work experience Vast experience in oligonucleotide chemistry including small-scale and large-scale preparation Ability to lead a team and handle various projects at once Experience working in a cGMP production environment Knowledge of statistical methods such as DoE

US$160000 - US$190000 per year
Boston
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Technical Director

Technical Manager (m/f/d/x) - Laboratory Role Overview: We are currently seeking a full-time Technical Manager for our clients laboratory in Hamburg. The ideal candidate will be a technically proficient, solution-oriented individual with extensive knowledge of petroleum and petrochemical analysis. In this role, you will support both management and laboratory staff in daily operations and contribute to our growth strategy. Responsibilities: Maintain and develop relationships with our customers and laboratory staff. Lead the operational lab team and be responsible for the team's performance management. Develop and optimise analytical and laboratory methods. Be responsible for the expansion and maintenance of the analysers and LIMS system. Monitor the entire QM/QC system in the laboratory (ISO 17025). Your Profile: Hold a degree in Applied Chemistry or equivalent qualification. Possess a very good technical understanding of the certification, inspection, and testing industry. Have knowledge of petroleum and petrochemical analysis and experience with DAkkS-accredited testing laboratories. Be fluent in written and spoken German and English. Bring experience in instrumental analysis and method implementation, as well as in leading and managing a team. Your Benefits: Enjoy an open corporate culture with flat hierarchies. Work in a dynamic team within an international company. Contribute to a sustainable future-oriented workplace. Receive 30 days of holiday. Access individual training opportunities. Benefit from capital-forming benefits. Take advantage of numerous discounts with our partners through corporate benefits. Explore our business bike offer, which allows you to lease a bicycle, e-bike, or pedelec at favourable conditions. Utilise the "my EAP" consulting service free of charge.

Negotiable
Hamburg
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Director CMC - Drug Substance Development and Manufacturing

Director of CMC Location: San Francisco, CA Working situation: Hybrid Level: Director Our client, a blooming biotechnology company, is looking to expand their R&D capacity to support their growing pipeline including a new class of brain therapies. With a passion for treating neurodegenerative and neuropsychiatric disorders, they are at the forefront of groundbreaking discoveries in the neurology space. As the Director of CMC, you will be a key architect in shaping the future of neurological treatment. The Director of CMC will lead a team in the development and manufacturing of small molecule drug substances. Your expertise will drive the successful progression of drug development programs, making a significant impact on patients' lives worldwide. The Director of CMC will: Develop and execute a visionary development strategy aligned with our client's mission and goals, driving them closer to revolutionizing novel brain health therapies Lead a team of 3-5 direct reports that will participate in strategy, planning, and execution; provide regulatory documentation for all phases of clinical trials and commercialization; and play a role in Define and plan out strategies for development from Phase I to commercialization phases of the drug lifecycle Leverage your proficiency in small molecule drug development to drive and execute CMC development plans to support cGMP manufacturing Prepare and defend CMC regulatory documents enabling global filings Collaborate with cross-functional teams (clinical development, clinical operations, regulatory affairs, quality, IP) to accomplish program goals Facilitate effective communication channels with external CDMOs/CMOs, providing clear project objectives, timelines, and expectations to partners, and actively participate in joint planning and decision-making processes for new drug substance synthesis The Director of CMC has the following qualifications: 8+ years of experience with small molecules 8+ years of experience in contributing to CMC efforts from Phase I to Phase III (desired) Bachelor's Degree with 16+ years, OR Master's Degree with 13+ years, OR Ph.D. with 10+ years of industry experience Company Benefits: Competitive 401K program, health insurance, and HSA accounts Long-term incentives in terms of equity or stock at this level Hybrid role Paid holidays per year and Winter Break (typically between Christmas and New Year's Day) If you are passionate about advancing neurological treatments through development excellence and excel in leadership roles, we encourage you to seize this chance. Embark on this transformative journey by applying today!

Negotiable
San Francisco
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Sr. Scientist - Analytical Development

Senior Scientist - Analytical Development Location: Coventry, RI Working situation: On-site Level: Senior Scientist Our client, a well-known pharmaceuticals firm, is working to produce innovative drug therapies with multiple products in pipeline from pre-clinical to the commercialization stage. With a focus in pioneering therapies that address unmet medical needs, our client is proud of their continuous dedication to research and development. As they expand their portfolio and enter new therapeutic areas, we are seeking a highly skilled and motivated individual to join their team. The Senior Scientist - Analytical Development will lead a project team, by providing expertise in analytical development for intermediate and active pharmaceutical ingredient manufacturing operations, from all phases of the drug development cycle. You be a leader on the analytical development team, overseeing the design, optimization, and validation of analytical methods crucial for characterizing drug candidates and ensuring their quality and safety. Your expertise will drive the successful progression of drug development programs, making a significant impact on patients' lives worldwide. The Senior Scientist - Analytical Development will: Supervise molecule characterization, method validation, method development, and method transfer ensuring drug efficacy Define and plan out strategies for early- to late-stage development in the drug product lifecycle Develop and optimize a wide range of analytical methods, such as chromatography, mass spectrometry, spectroscopy, and others, for the characterization of drug substances and drug products Lead cross-functional project teams to drive and execute CMC development plans Work closely with the regulatory affairs team to prepare and review sections of regulatory submissions related to generics projects, supporting investigational new drug (IND) applications and new drug applications (NDAs). Partner with CMC and Quality, to support cGMP manufacturing The Senior Scientist - Analytical Development has the following qualifications: Ph.D. with 3+ years of industry experience 4+ years of experience in contributing to CMC efforts from Phase I to Phase III (desired) 3+ years of experience in small molecule analytical development (desired) Company Benefits: Excellent PTO package Inviting and vibrant team culture Long term incentives in the terms of equity or stock at this level Competitive 401K program, health insurance, and HSA accounts If you're fuelled by a burning passion for innovation, a relentless pursuit of analytical excellence, and a desire to constantly push the limits of biopharmaceutical development, we invite you to seize the opportunity and apply for this exceptionally rewarding position today!

Negotiable
Coventry
Apply

Immunoassay Specialist (m/f/d)

Our client is seeking a highly skilled and dedicated Assay Developer to join their dynamic team in the Immunoassay Application and Technical Support department. This role is crucial for the ongoing development and adaptation of our immunoassay products across various laboratory automation platforms, in close collaboration with specific product development departments. If you have a strong background in biology, biochemistry, or medical technology, along with a passion for advancing scientific research and customer support, we encourage you to apply. Responsibilities: -Lead the development and adaptation of our immunoassay products on different laboratory automation platforms, coordinating closely with product-specific development teams. -Implement development results within customer environments using remote solutions. -Train customers and conduct product presentations on the application of our products during workshops at our company headquarters. Requirements: -A completed degree in biology, biochemistry, medical technology, or a related field, or a completed vocational training (MTLA, BTA, CTA, PTA, or similar) with professional experience in immunoassays and/or application. -Excellent command of the German language and Good English skills. -Strong technical understanding and proficiency in Microsoft Office products. -Ability to work effectively in a team environment. -Valid driver's license. -Prior experience with immunoassays and/or laboratory automation on a technical level is advantageous. -A team player with excellent communication skills. If you meet the above requirements and are looking for a challenging role in a supportive and innovative environment, we look forward to receiving your application.

Negotiable
Germany
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Senior Scientist, Flow Cytometry

Company Overview: Our Client is a biotechnology firm specializing in precision medicine solutions for oncology. Our focus lies in uncovering and creating targeted therapeutics tailored to individual patient requirements. Utilizing advanced methods like DNA sequencing and sophisticated molecular diagnostics, we pinpoint patient groups poised to benefit from our groundbreaking treatments. Position Overview: You will play a crucial role in the product development process by offering expertise to both Research & Development (R&D) and manufacturing teams. Additionally, you will produce results of publication quality for competitive marketing endeavors and general publication or release. Success in this position requires extensive proficiency in flow cytometry, including antibody panel design and data analysis utilizing relevant software, across various instruments, as well as expertise in biochemistry and molecular biology. Success in this firm is followed by large growth opportunity both in title and responsibility. Responsibilities: Assess and evaluate novel product designs across a variety of flow cytometry platforms. Implement optimal practices and procedures for sample preparation, staining, and data acquisition to ensure precise and consistent outcomes. Perform quality control assessments on products utilizing flow cytometry, analyzing data with specialized software like FloJo to extract meaningful insights while upholding data integrity and precision. Uphold the product vision by executing and documenting design control processes, encompassing verification & validation, stability studies, and facilitating design reviews. Develop compelling marketing materials for the introduction of new products and for product comparisons to competitors. Design, conduct, and report on experiments in support of our scientific team and senior leadership. Prepare technical reports detailing test results with statistically backed conclusions. Exhibit strong problem-solving skills and the capacity to work autonomously. Formulate Standard Operating Procedures (SOPs) to transition research activities into production and manufacturing settings. Offer insights and feedback on new product concepts and requirements within Research Use Only (RUO) and In Vitro Diagnostics (IVD) domains. Ensure adherence to laboratory health and safety protocols and guidelines

US$125000 - US$165000 per year + Medical, Dental, Vision, 401K
United States of America
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Scientist / Sr. Scientist Computational Biology

Company Overview: Our Client is dedicated to precision medicine in oncology, operating in the clinical stage, focuses on uncovering and advancing targeted therapeutics for specific patient groups identified through DNA sequencing and other molecular diagnostic methods. Our strategy combines robust expertise in pinpointing and confirming translational biomarkers with the exploration of small molecule drug discovery, aiming to identify patient cohorts poised to derive maximum benefit from our therapeutic endeavors. Position Overview: This individual will work on several attributes of our drug and target discovery pipeline including biomarker discovery in late-stage programs, as well as target ID and mechanism of action research for early-stage programs. The role will have a heavy focus on computational analysis of internal and public external multi-omics and CRISPR screening datasets to test and help understand the mechanisms of action of drugs in their pipeline Responsibilities: Lead the design, development, and implementation of computational algorithms and models to analyze multi-omics data sets (genomic, transcriptomic, proteomic) related to cancer. Collaborate with cross-functional teams including biologists, clinicians, and bioinformaticians to interpret data and generate actionable insights. Apply machine learning and statistical techniques to uncover patterns and biomarkers associated with cancer progression, drug response, and resistance. Contribute to the identification and validation of potential drug targets through integrative analysis of omics data and literature mining. Stay abreast of the latest advancements in computational biology, oncology, and bioinformatics to drive innovation within the company. Expertise in analyzing large-scale genomic and proteomic datasets using programming languages such as Python, R, or MATLAB. Pay is 75-85 an hour. Benefits are includied.

US$75 - US$85 per day + Medical, Dental, Vision, 401K
United States of America
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R&D News & Insights

Life Sciences Salary Guides of 2023 Image
biometrics

Life Sciences Salary Guides of 2023

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

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

The Life Sciences Skills Gap: How to Hire

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

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

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

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

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

How to Ensure Employee Retention in Life Sciences

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

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

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

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

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The Benefits of using Life Sciences contractors/freelancers Image
commercial

The Benefits of using Life Sciences contractors/freelancers

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

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