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

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.

Looking to hire?

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.

Chief Innovations Officer

Responsibilities: Establish expectations and manage priorities by providing the Cardiology Innovation group your leadership and vision. Interact with Global Sales, clients, and key players to ascertain needs and receive input on strategies. Take up and lead important innovation projects, see them through to completion, and implement them to help ensure that the cardiopulmonary organisation is prepared for the future. Assure adherence to all international quality and compliance standards. Attend all mandatory compliance and quality-related training sessions at the designated intervals. Requirements: An advanced degree in business, engineering, or comparable experience 10 + years experience required in the medical device sector Solid experience in the development of Class II / Class III active medical devices A history of successfully navigating the commercialisation of innovations in larger industrial companies or start-ups Seasoned innovation management leader with a strong background in people management Strong knowledge of the clinical use of cardiology products Experience from successfully managing international teams built on virtual networks of partners and internal and external experts Ability to establish connections with both internal and external stakeholders A strong relationship builder with an appreciation for the significance of collaboration Fluent English required

Negotiable
England
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Formulation, Technical Operations Scientist

About Us: Join a pioneering leader in the personal care product industry, committed to innovation, quality, and customer satisfaction that is specialized in creating cutting-edge formulations that enhance the lives of our consumers. They are seeking a talented Formulation Scientist to join our dynamic Technical Operations Team. Position Overview: A highly skilled Formulation Scientist to join our Technical Operations Team. The ideal candidate will possess a Bachelor's degree in Chemistry, Food Science, Life Science, or a related field, along with a minimum of 5 years of relevant industry experience. The primary focus of this role will be on large-scale manufacturing, technology transfer, and scale-up efforts. Key Responsibilities: Develop and optimize formulations for personal care products, with a focus on oral solid or semi-solid dosage forms. Lead and support scale-up efforts from lab-scale to commercial production, ensuring successful tech transfers. Collaborate closely with cross-functional teams including R&D, Manufacturing, Quality Assurance, and Regulatory Affairs. Utilize expertise in operating processes and equipment such as blenders, instrumented tablet press machines, coating equipment, etc. Conduct thorough analyses and evaluations of formulations to ensure quality, efficacy, and regulatory compliance. Troubleshoot and resolve any formulation-related issues that may arise during manufacturing processes. Stay updated on industry trends, technologies, and best practices to continuously improve processes and products. Provide technical guidance and support to junior team members as needed. Qualifications: Bachelor's degree in Chemistry, Food Science, Life Science, or a related field. Minimum of 5 years of experience in formulation development and large-scale manufacturing within the personal care product industry. Expertise in formulation development, scale-up, and tech transfer processes. Proficiency in operating equipment and processes relevant to personal care product manufacturing, such as blenders, tablet press machines, coating equipment, etc. Experience working with a variety of dosage forms, with a focus on oral solid or semi-solid dosage forms preferred. Strong analytical and problem-solving skills. Excellent communication and collaboration abilities. Ability to thrive in a fast-paced, dynamic environment. Strong attention to detail and commitment to quality.

US$80000 - US$95000 per year
Raleigh
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R&D Quality Engineer (m/f/d)

R&D QUALITY ENGINEER M/F/D Your Responsibilities: * Ensure document management, i.e. organize, draft and review documents related to the Company's activities (procedures and instructions), * check records relating to laboratory activities (protocols, study data, equipment documents, etc.), * manage corrective, preventive and improvement action plans based on non-conformities, audits and assessment results, * use, or create when necessary, data analysis tools to evaluate and improve the quality system. Internal and external audits * conduct internal audits to assess and monitor the compliance of processes and studies with standards, procedures and protocols, * conduct audits of service providers involved in the development of drug candidates. Experience & Qualifications: * Bac+5 in a scientific field supplemented by training in Quality or equivalent professional experience, * 3 to 5 years' similar experience in biology, biotechnology and/or the pharmaceutical industry, * Good knowledge of the normative and regulatory environment applicable to laboratory activities and drug development, including GxP in general, * Audit training and experience. * Technical Competencies: ISO standards, GLP, GCLP, ICH, Audits, * Ability to work in a dynamic environment and meet tight deadlines * Flexibility in work planning to adapt to program priorities and Company activities * Travel in Europe and abroad to be planned * French and English read and spoken.

Negotiable
France
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Director/Sr. Director Drug Product Development CMC

SUMMARY Our CMC team just partnered with an emerging Pharma Company focusing on several cutting-edge novel therapeutic areas with several programs in their pipeline. This organization 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 to advance their programs in various stages from IND to Commercialization. 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 Ph.D. in Pharmaceutical Sciences or a related scientific field with ideally 10+ years of industry experience Must have a strong background in drug product development of sterile injectables, solid oral, & liquid dosage forms. Experienced in formulation design, scale-up, tech transfers, & Quality by Design (QbD) studies. Strong leadership experiece with leading teams Past experience overseeing outsourced vendors (CDMOs) - highly coveted Experience authoring CMC sections for IND, IMPD, NDA & MAA is highly sought after

US$200000 - US$250000 per year
Florida
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Formulation Scientist

Our client is a leading pharmaceutical company that is looking for a Formulation Scientist to join their R&D team in Singapore. As a Formulation Scientist, you will be responsible for developing and optimizing formulations for oral solid dosage forms. The ideal candidate will have experience in oral solid dosage formulation. Responsibilities: Develop and optimize formulations for oral solid dosage forms Conduct characterization studies of formulations Evaluate and select excipients for formulation development Conduct stability studies of formulations Design and execute experiments to support formulation development Write technical reports Work collaboratively with other departments to ensure timely delivery of projects Ensure compliance with regulations and standard operating procedures Skills: Oral solid dosage formulation experience Strong analytical skills Excellent communication skills Strong attention to detail Ability to work independently and as part of a team Strong problem-solving skills If you are interested, please apply with your CV attached.

Negotiable
Singapore
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Analytical Chemist

A global pharmaceutical that focuses on developing healthcare solutions and treatments for acute/life threatening disorders. They are currently looking for an Analytical Chemist for their R&D Facility in Singapore. This opportunity provides amazing growth potential, career progression and the chance to be working with a growing company. Responsibilities: Perform a range of analytical tests and experiments by utilising a variety of analytical techniques. Develop, validate, and optimize analytical methods and protocols to meet regulatory requirements and ensure the robustness and reproducibility of analytical results. Conduct method transfers and method verifications between laboratories and sites. Maintain and calibrate laboratory instruments and equipment, Document and report analytical test results, including data interpretation Stay updated with current industry trends, regulatory guidelines, and scientific advancements in analytical chemistry and pharmaceutical analysis. Adhere to safety protocols and maintain a clean and organized laboratory environment. Requirements: Bachelor's Degree (Honours) in Chemistry/Chemical Engineering/Pharmaceutical Sciences. Professional experience as an analytical chemist in a pharmaceutical development or manufacturing facility. Hands on experience in analytical equipment - HPLC and UV-Visible spectrophotometers. Experience in LC/MS is a plus. Good communication skills and team spirit If you are interested, please apply with your CV attached.

Negotiable
Singapore
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Analytical Scientist II

Job Title: Scientist II - Analytical Development Location: Fort Lauderdale, Florida Job Description: We are seeking a highly skilled Scientist II to join our Analytical Development team in Fort Lauderdale, Florida. The ideal candidate will hold a minimum of a Master's degree in Chemistry, Biochemistry, or Analytical Chemistry coupled with at least 5 years of industry experience. This position offers an exciting opportunity to contribute to the development and validation of analytical and bioanalytical methods in a dynamic and collaborative environment. Responsibilities: Qualify and develop analytical and bioanalytical test methods and assays with minimal supervision. Design and execute experiments to support the development, optimization, and validation of analytical methods for drug substances, drug products, and intermediates. Analyze and interpret experimental data, troubleshoot technical issues, and propose innovative solutions. Write and review Standard Operating Procedures (SOPs), protocols, reports, and method transfer documents in compliance with regulatory guidelines and internal quality standards. Collaborate effectively with cross-functional teams including Research and Development, Quality Assurance, and Regulatory Affairs to support project timelines and deliverables. Maintain accurate and detailed laboratory notebooks and documentation to ensure data integrity and traceability. Stay current with advances in analytical techniques, instrumentation, and industry best practices through literature review and attendance at scientific conferences. Participate in laboratory equipment qualification, calibration, and maintenance activities as needed. Qualifications: Master's degree or higher in Chemistry, Biochemistry, or Analytical Chemistry. Minimum of 5 years of relevant industry experience in analytical method development and validation. Proficiency in a wide range of analytical techniques such as HPLC, LC-MS, GC, FTIR, UV-Vis spectroscopy, and dissolution testing. Strong understanding of regulatory requirements (e.g., FDA, ICH, USP) for analytical method validation and documentation. Excellent written and verbal communication skills, with the ability to effectively present scientific data and findings to internal and external stakeholders. Detail-oriented with strong organizational and time-management skills. Proven ability to work independently as well as part of a multidisciplinary team in a fast-paced environment. Experience with bioanalytical method development and validation is desirable but not required.

US$80000 - US$90000 per year
Fort Lauderdale
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Head of Process Development CMC

Head of Process Development Greater Boston Area | East Coast Competitive Compensation + excellent bonus/benefits Duties and Responsibilities: To be successful in this role, deep understanding of Process Development is required. You should be able to drive continuous improvement initiatives across biopharmaceutical process development stages. Provide internal oversight for all process development activities (cell culture, cell-line banking, protein purification); along with outsourced vendor Provide strategic oversight for several programs from discovery, early-stage development, commercialization, and Launch Strategic collaboration & support across R&D/CMC, Manufacturing, Quality Operations and Business Development/Commercial Qualifications: Experience working cross functionally with senior leadership (QC, Analytical, Manufacturing, Regulatory, Business Development, etc. ) Past Experience with CHO, HEK-293, or Yeast Fermentation based Process Development Experience overseeing outsourced vendors (CDMOs) and internal R&D activities Expert authoring and strategically working on IND - BLA/MAA submissions M.S or Ph.D. in Bioengineering/Chemical Engineering or a related scientific field w/ ideally 10 or more years of industry experience

US$210000 - US$240000 per year
Boston
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Sr. Scientist, Upstream Process Development

SUMMARY This clinical-stage biopharmaceutical company is looking for an innovative scientist with a strong background in Upstream Process Development to oversee the development of all upstream technical activities for their lead vaccine program. They will also be expected to oversee CRO/CDMOs to make sure all areas of the drug substance process development and manufacture are in compliance with QbD and cGMP requirements, the chosen candidate will work hands-on in the lab with hybrid flexibility. RESPONSIBILITIES: Will design, develop, and implement fermentation & cell culture techniques, protocols, and technologies Assist internal and external partners with the scaling up, tech transfer, optimization, and validation of upstream cell culture and viral vector unit operations in support of clinical manufacturing. Oversee CDMOs for deliverables and timelines related to upstream tech transfer. SME for all upstream drug substance actions that support clinical development and IND filing. Collaborate with the technical team and CDMO partners on process design, optimization, and characterization. Provide technical oversight, guidance, and troubleshooting to help CDMO partners successfully create a reliable and efficient process. Ensure that clinical materials are delivered on schedule and that there are smooth transitions from process development to successful regulatory submissions. Write and evaluate CMC sections & technical reports needed for regulatory submissions. QUALIFICATIONS: Master's or PhD in Chemical Engineering, Microbiology, Biochemistry, or related degree with 4-5 years of industry experience (PhD) or (MS +8 years) developing upstream processes. Prior hands-on experience with viral vaccines, insect/mammalian, & recombinant proteins is highly desired. Track record of successfully organizing and managing deliverables internally and external (CMO Management is a PLUS). Solid understanding of the ICH Q8 criteria for pharmaceutical development and to use the concepts of quality by design to create scalable, reliable upstream procedures. Expertise in using statistical software (JMP, R, etc.) for DOE, tracking and trending data, and data presentation in project teams. BENEFITS Hybrid Flexibility (3-4 days) Unlimited PTO 401k & Stocks Medical, Dental, Vision, Insurance MUCH More!

US$140000 - US$175000 per year
Boston
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Electrical Enigneer

The Electronics Engineer will be involved in circuit design, PCB layout, testing, and manufacturing setup for the organisation's electronic subsystems. This position takes a leading role in industrialisation and manufacturing-related test strategies and processes for the Embedded Systems team as well as provides valuable input to the manufacturing introduction of various products. ESSENTIAL DUTIES AND RESPONSIBILITIES: Develops electronics and electrical systems from conception to completion (ready for embedded software implementation, manufacturing, and testing) Conducts continuous quality and reliability assessments and improvements of electrical systems Ensures compliance with standards, specifications, and customer requirements by directing or coordinating installation, manufacturing, construction, maintenance, documentation, support, and testing activities Designs and maintains PCBA test strategies and required equipment Writes and maintains documentation for electrical systems Transfers products from development to production engineering and ultimately to mass manufacturing EDUCATION/QUALIFICATIONS: Bachelor's degree in Electrical Engineering, Manufacturing / Production Engineering, or related field or equivalent practical experience; Master's degree preferred Minimum of 5 years professional experience, at least 2 years of which in electronics design including schematics capture and multilayer PCB layout Proven track record of successful transitions of complex products into mass production Experience in setting up documentation, manufacturing and quality processes for PCBAs Familiarity with the following technologies: Mixed analog/digital electronics development DC/DC converters EMI/EMC design Multilayer PCBs High-speed communication links (e.g. USB3, GBit-Ethernet, MIPI, etc.) Altium ECAD ecosystem Elementary embedded software development environments: Linux, Python, Git, etc. Experience with high-value/low-volume production is a plus Fluency in English is required, any other language is a plus Salary DOE If the position sounds great for you, apply through the advert or send your CV

Negotiable
Switzerland
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Senior EMC Engineer

Title: Seeking an Experienced EMC Engineer for a Permanent Role in Stuttgart, Germany Introductory Paragraph: Our client is seeking to hire a highly skilled and experienced EMC Engineer for their established company located in Offenbach, Germany. The successful candidate will join the team responsible for ensuring that all electronic products meet electromagnetic compatibility (EMC) requirements. Qualifications: - Bachelor's degree or higher within Electrical Engineering - Relevant experience of at least 5 years as an EMC Test engineer - Knowledge of international standards such as FCC, CISPR and EN. - Familiarity with EMC/EMI Standerds - Minimum English & German B2 Skills: As part of your role you would be expected to possess expertise on the following skills - 1. Testing: Developing test plans according to project specifications; conducting testing activities using standard procedures; analysing data from tests performed. 2. Problem-solving & Communication Skills - Ability to identify issues early on during product development stage whilst communicating effectively with cross-functional teams including design engineers, production staffs etc.. 3.Medical Device Regulations - Good understanding about regulatory compliance related aspects around medical device industry especially Europe region i.e Medical Devices Directive(MDD), In-vitro Diagnostic Regulation(IVDR) 4.Location-based knowledge : Understanding geographical area Frankfurt/Stuttgart regions situated nearby can help navigate work-related travel if required If you are excited by this opportunity which offers challenging roles alongwith competitive compensation then please do apply below!

Negotiable
Stuttgart
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Senior EMC Test Engineer

Title: Join our team as EMC Test Engineer in Hamburg, Germany Introductory Paragraph: Our client is a leading manufacturer of medical devices and equipment. They are currently seeking an experienced EMC Test Engineer to join their team at the location in Hamburg, Germany. This is a permanent position with opportunities for growth within the company. Qualifications Required: - Bachelor's degree or higher in Electrical Engineering - Certified Notified Body preferred - Experience working with EMC (Electromagnetic Compatibility) testing standards Responsibilities: The successful candidate will be responsible for performing various tests on electronic products to ensure that they meet regulatory requirements related to electromagnetic compatibility (EMC). Key Responsibilities include but not limited to, * Conducting electrical safety inspections. * Performing radiated emissions measurements. * Designing test plans based on product specifications and regulations. * Providing guidance regarding compliance issues during design reviews. Skills required; In addition to qualifications mentioned above, below skills would make you stand out from others; 1.Excellent attention-to-detail skills 2.Ability work independently without supervision while still being able collaborate effectively across cross-functional teams, 3.Strong problem-solving capabilities along with analytical thinking abilities. Conclusion: Join us today if you want your next challenge as an EMC Test engineer! Our friendly staff members provide unparalleled support throughout all stages of employment - we're always here when needed most!

Negotiable
Hamburg
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R&D News & Insights

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

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

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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
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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
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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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