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


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


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


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

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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.

Medicinal Chemist Scientist

Position Overview: My client is seeking a talented and motivated Medicinal Chemist to join our dynamic team of scientists. They are an upcoming Immuno Oncology biotech company with two products in the pipeline and one poduct in pre-clinical. They are passionate in there pursuit of discovering, developing and delievering targeted therapies. Responsibilities: Design and execute synthetic routes for the efficient synthesis of small molecules targeting specific biological pathways or molecular targets. Utilize structure-activity relationship (SAR) analysis to optimize lead compounds for potency, selectivity, and pharmacokinetic properties. Collaborate closely with interdisciplinary teams including biologists, pharmacologists, and computational chemists to drive project progression from hit identification to preclinical development. Characterize synthesized compounds using a variety of analytical techniques such as NMR, LC-MS, and HPLC to ensure chemical purity and structural integrity. Stay informed about the latest advancements in medicinal chemistry, drug discovery technologies, and therapeutic areas of interest. Contribute to patent applications, scientific publications, and regulatory submissions to support intellectual property and drug development strategies. You will be working on a team of three people, one being the Sr. Director and their two directs. The team is a very colaberative team that wants to find the next self-motivated Scientist to join the team Benefits: Full-time employees become eligible for benefits on the first of the month following 30 days of continuous service. These benefits include: Medical Insurance Dental Insurance Vision Insurance Employer-Paid Basic Life Insurance Supplemental Life Insurance Employer-Paid Short-Term Disability Long-Term Disability 401(k) Plan Paid Time Off Paid Holidays

US$150000 - US$180000 per year + Medical, Dental, Vision, 401K
United States of America

Sr. Scientist Computational Biology

Position Overview: We are seeking a highly skilled Senior Computational Biologist with a strong background in oncology to join our dynamic team. The successful candidate will play a crucial role in driving our research efforts by applying computational methods to analyze large-scale genomic and proteomic datasets, identify novel therapeutic targets, and optimize treatment strategies for various types of cancer. 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

Formulation Scientist I

Formulation Scientist I Location: California Salary: $85,000- $105,000 + bonus + benefits A leading biotech on the east coast is seeking a Scientist to join their Formulation and Process department. Their exciting gene therapy pipeline is allowing growth opportunity and stability for a long term career . They currently have three gene therapy programs in the preclinical stages of development. An opportunity like this offers hands on experience with non viral delivery tools regarding gene therapy applications. Responsibilities: Assist in leading the formulation team while working cross functional with other departments. Execute LNP formulation campaigns and participate in LNP technology transfers to CROs/ CDMOs Assist in contributing to regulatory filings. Designing and executing formulation development activities for lipid nanoparticles. Collaborating with team in order to maintain a high level of productivity. Overseeing project timelines and deadlines to ensure on time deliverables. Qualifications: PhD in Pharmaceutical Sciences or related field with LNP expertise. Hands on experience in formulation development while working cross functionally with other departments. Strong background in generating LNPs in an academic or industry settings. Knowledge of preparing LNPs for in vivo applications. Excellent communication and written skills.

US$85000 - US$105000 per year
San Diego

Principal Scientist, Analytical Development

We are supporting a search for a Principal Analytical Scientist to support CMC efforts at a mid-sized pharmaceutical company in the RTP area. Responsibilities Serve as the Analytical CMC lead for the development of new drugs, guiding projects from Phase I to commercialization. Develop and provide phase-appropriate analytical strategies to ensure seamless drug development, meeting milestones and deliverables in a timely manner. Manage analytical support for drug substance development, product formulation/process development, and process validation. Direct a small team of scientists (BS and Master levels), providing leadership, coaching, and professional development to direct reports. Review and author regulatory documents such as IMPD, IND, NDA, etc. Prepare responses to questions from health authorities regarding analytical aspects of drug development. Contribute as an analytical subject matter expert (SME) in due diligence activities. Prepare and review quality documents, SOPs, guidelines, protocols, reports, etc. Qualifications PhD in Analytical Chemistry or a related field with 5 years of industry experience Experience independently developing analytical methods using HPLC, GC, and MS Excellent communication and interpersonal skills Experience collaborating with cross-functional teams (QC, Regulatory, Clinical, etc.)


Scientist/Sr. Scientist Analytical Development

Summary: This clinical-stage Biotech is looking for a scientific leader with a strong background in Analytical Development (Biologics) to be part of a patient-focused, dedicated, passionate, and highly-talented team working on developing novel therapeutics as the next global leaders in scientific innovation. Responsibilities: Lead development and qualification/validation of all analytical methods for monoclonal antibodies, fusion proteins and/or other biologics as per regulatory guidelines Establish robust analytical control strategy and life cycle management Transfer analytical methods into manufacturing sites Establish critical quality attributes (CQAs) using both risk assessment and experimental analysis. Develop a protocol for CQA assessment Establish drug substance (DS) and drug product (DP) specification with justification and get approval from the specification committee Lead, author protocols, and reports related to analytical development, qualification/validation, control strategy, life cycle management, and comparability assessment Author, review analytical sections of both drug substance and drug product for regulatory submissions in US, EU, and other emerging markets Support the development of biophysical characterization and author sections on higher order structure characterization for regulatory submission Qualifications: Ph.D. in Analytical Chemistry/Biochemistry/Pharmaceutical Science, with 3 -5 years of industry experience in biologics development e.g. monoclonal antibody/fusion proteins, etc.; MS in Analytical Chemistry/Biochemistry/Pharmaceutical Science with 8 - 10 years of relevant industry experience Additional Skills/Preferences: Clear understanding of science and in-depth experience for the development of common analytical and biophysical methods for biologics characterization including SEC, IEX, RP, HIC, SEC-MALS, SDS-PAGE, SDS-SEC, CE, IEF, UV-Vis; DSC; DLS; Polysorbate analysis etc. Clear understanding of regulatory requirements (USP, ICH, EMA etc.) for all analytical requirements Understanding of CMC aspects of drug development including related areas, upstream, downstream, and formulations Experience with regulatory submissions like BLA/MMA of biological modalities is highly desired Understanding of Mass Spectrometry for protein characterization is a plus Excellent writing skills and a strong team player in a collaborative cross functional team environment

US$120000 - US$145000 per year

Senior Research Associate--Formulations

JOB SUMMARY Seeking a scientific leader to conduct pre-clinical & clinical formulation activities in support of the company's long term therapeutic strategy for their rapidly expanding portfolio of novel drugs to treat unmet medical needs. This is a huge developmental opportunity for long term growth as you will have the opportunity to collaborate cross functionally and manage other activities as projects advance to clinical trials. PRIMARY RESPONSIBILITIES Lead and develop processes while performing complex laboratory operations Support stage-appropriate pre-clinical formulation development strategies and activities, and solid-state characterization of lead compounds. Conduct laboratory scale experiments using equipment like Mixers, Blenders, Granulators, Tablet press, Capsule fillers etc. formulation development study design and assists in project planning Develops experimental protocols including R&D stability protocols Manage, set up and maintain all equipment in the formulation lab. Drafting, reviewing, and approving technical protocols and reports in ELN QUALIFICATIONS Ph.D. in Pharmaceutics, Chemistry or Bachelors with 5 years or Masters with 1-2 years of relevant industrial experience in formulation development. Knowledge of cGMP requirements Familiarity in utilizing standard analytical methodologies and instrumentation, such as HPLC, LC/MS, UV-Vis, DSC, TGA, PLM, XPRD, SEM, FTIR, dissolution testing and particle size analysis Highly proficient oral and written communication abilities Excellent problem-solving abilities and organizational skills Comfortable in a fast-paced small company environment Comfort working in multi-disciplinary teams, learning new skills, and proactively solving problems

US$85000 - US$115000 per year
San Francisco

Scientist/Senior Scientist Biologics Formulation

A leading biopharmaceutical company focused on novel oncology therapeutics is looking to bring on a Scientist/Senior Scientist of Formulations. This individual will have vast biologics formulation development experience and be tasked with monitoring and coordinating formulation development activities. This will be an onsite role in Washington. Responsibilities Support drug candidate optimization, selection, validation, and stability study throughout pre-clinical and clinical purification Work in coordination with research, cell-line development, upstream, downstream, and analytical teams Lead pre-clinical and clinical formulation development and stability studies for antibodies/proteins Write and review regulatory documents and SOPs Participate in timeline planning and decision-making processes to support company objectives Qualifications Ph.D. in Protein Science, Biochemistry, Biophysics, or related field (new grads welcome), M.S, with 5+ years of relevant pharmaceutical experience Experience with ADC and mAb formulations Hands on experience with HPLC/UPLC, CE, MFI, Osmolaity, viscosity, solubility, DLS Ability to design and execute experiments independently

US$12000 - US$90000 per year

Director/Associate Director of Formulation Development

Director/Associate Director of Drug Product CMC Hybrid Model Available Greater NYC Area Partnered with an emerging Biopharma focusing on several cutting-edge novel therapies with several programs ranging from Pre-IND to Commercialization. This Biopharma is seeking to enhance it's CMC leadership team with the addition of a scientific leader to spearhead their Formulation, Drug Product, and Manufacturing Dept. Duties and Responsibilities Ensure protocols follow the company policies, cGMP and FDA regulations Extensive experience from Discovery, Pre-formulation, Formulation to Commercialization Interpret raw data, organize results, generate/review reports, and communicate findings to project teams and management Will oversee tech-transfers, scale-ups, and outsourced formulations Closely collaborate with cross-functional CMC Depts, Regulatory, Quality, & Commercial Qualifications M.S or Ph.D. in Pharmaceutical Sciences or a related scientific field with ideally 10+ years of industry Experienced in formulation design, scale-up, tech transfers, & Quality by Design (QbD) studies. Past experience overseeing outsourced vendors (CROs/CMOs/CTLs/CDMOs) - highly coveted Experience authoring CMC sections for IND, NDA & MAA is highly sought after

US$170000 - US$220000 per year
New York

Head of Product Development

Title: Head of Product Development - Medical Device Company in Aachen, Germany Introduction: We are currently seeking a highly skilled and experienced Head of Product Development to join our client's rapidly growing medical device company based in the beautiful city of Aachen. The successful candidate will be responsible for managing ongoing development projects while also leading the product development team. Responsibilities: Oversee project management processes house-wide. Lead product development teams focused on class II-class III medical devices. Design and quality control. Collaborate with CEO, CFO and CTO. Requirements: Solid experience in the design and development of class II and/or ideally class III implantable medical devices. Extensive experience in creating product verification and validation documentation. Project management experience (Design & Quality). Detailed understanding of ISO 13485. Management of external partners and cross-functional teams. High level of technical and personal capabilities; a problem-solver. Languages: Mandarin is a plus! If you're passionate about developing innovative technologies using your skills relating primarily towards product improvements then this opportunity could be perfect for you! Don't hesitate any longer; send us your CV today. Next, we can discuss how our client might benefit from having someone like yourself on-board their already talented staff roster located in Aachen/ Germany! Contact me via: +44 20 3758 8976


Principal Process Development Engineer

We are currently seeking a Principal Process Development Scientist for a client in Durham, NC. The successful candidate will be responsible for developing and implementing robust manufacturing processes for small molecule drugs. We are looking for a seasoned, technical leader to join as an individual contributor and oversee the cGMP manufacturing process. The ideal candidate will have 8+ years of experience in the pharmaceutical industry. Responsibilities: * Develop and implement robust manufacturing processes for small molecule drugs * Work with cross-functional teams to ensure that processes are optimized and meet the needs of the business * Ensure that processes are compliant with GMP requirements for manufacturing facilities and equipment * Work with external partners to perform tech transfer of drug product, medical device, or combination product manufacturing processes * Provide technical expertise to support the development of new products * Manage multiple projects simultaneously Qualifications: * Small molecule, drug process development experience * GMP manufacturing process validation experience * In-depth knowledge of GMP compliance requirements for manufacturing facilities and equipment for the production/packaging of drug product or drug led combination product - either EU requirements or US requirements * Experience working in classified manufacturing spaces * Excellent verbal communication skills Preferred Skills: * Experience with sterile products * Experience with tech transfer of drug product, medical device, or combination product manufacturing processes


Formulation Scientist

*On site role in New York* A leading global pharmaceutical company based in New York is looking for a Formulation Scientist to join their growing team. The company is dedicated to high-quality, branded, generic medicines. This individual will act as an individual contributor and be reporting to the Director of Research and Development. Responsibilities Act as a subject Matter expert (SME) on pre-formulation and formulation, process development and technology transfer for sterile injectable/parental dosage forms Responsible for primary packaging development and optimization Develop robust-lab sacle, pilot scale, and commercial-scale manufacturing process based on Quality by Design Principles using design of experiments (DOE) Review and analyze relevant stability lab data Provide support to external collaborators (CDMOs, CROs), act as a single point technical contact Draft and/or participate in drafting relevant sections of regulatory fillings, 505(b)(1), 505(b)2 submissions Train peers and junior staff members on new techniques Qualifications Ph.D. in Pharmaceutics, Pharmaceutical Chemistry, Industrial Pharmacy, Pharmaceutical Chemistry, Analytical Chemistry, or related field with 2+ years of industry experience Masters Degree in Pharmaceutics, Pharmaceutical Chemistry, Industrial Pharmacy, Pharmaceutical Chemistry, Analytical Chemistry, or related field with 4+ years of industry experience Experience with basic concepts of sterile injectable/parental products is a must Understanding of Industrial Pharmacy, physical pharmacy, and physical chemistry is a must Experience with process analytical technologies (PAT) is a plus Physical Requirements Unassisted lifting up to 10 kg. may be required Able to wear personal protective equipment at all times, when required

US$105000 - US$110000 per year
New York

Associate Scientist / Scientist Protein Science

Scientist of Protein Sciences in San Francisco Are you a talented and motivated scientist with a passion for protein sciences and a desire to drive innovation in the biotech industry? Do you thrive in a dynamic and collaborative environment where your contributions can make a real impact? If so, we want you to join us as a Scientist of Protein Sciences at our cutting-edge research facility in San Francisco! As a Scientist of Protein Sciences, you will be at the forefront of our efforts to develop novel protein-based therapeutics and advance our pipeline of transformative biologics. Key Responsibilities: Design and execute experiments to engineer, express, purify, and characterize recombinant proteins for therapeutic applications. Lead protein engineering efforts to optimize expression systems, improve protein stability, and enhance biological activity. Develop and implement novel methodologies and technologies to advance protein expression, purification, and characterization processes. Collaborate closely with cross-functional teams, including biochemistry, molecular biology, and drug discovery, to support research projects and advance program objectives. Analyze and interpret experimental data, generate comprehensive reports, and present findings to internal and external stakeholders. Stay abreast of the latest developments in protein sciences and biologics research, and contribute to the scientific community through publications and presentations. Starting Salary is 120,000K Benefits include Medical Dental Vision 401k

US$120000 - US$120001 per year + Medical, Dental, Vision, 401K
United States of America

R&D News & Insights

Life Sciences Salary Guides of 2023 Image

Life Sciences Salary Guides of 2023

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

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

The Life Sciences Skills Gap: How to Hire

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

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

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

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

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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