R&D

R&D

Turning ideas into innovation, research and development (R&D) is the lifeblood of the life sciences industry. In an increasingly competitive environment, a company’s survival is almost wholly dependent on the discovery and development of new products, including medicines, vaccines and medical devices. Research and development is a serious investment in time and money – on average, large multinational drug companies spend 17% of their revenues of R&D, while it takes ten years on average to bring a new drug to market.

Thanks to investment in talent and technology, as well as collaborative efforts of researchers, designers, engineers, manufacturers and regulators, companies worldwide continue to bring thousands of novel products into being for the benefit of individuals and wider society. The latest release of DrugBank contains over 13,000 approved rug entries that are available in the global market. According to a report from the World Health Organization there are more than 10,000 types and 1.5 million pieces of medical devices or equipment available today.

Myles Whiting, design team leader at medical device company Owen Mumford, echoes the importance of this collaborative effort in research and development, “Product designers must work with marketing teams to establish unmet market and customer needs, then marketing teams interpret and deliver market context and customer needs to the engineers, who then have the ability to process this into measurable design input. The research and information is gathered, this is then accumulated into a brief which the designer uses to address the market or customer need.”Technological advancements have reduced the cost of research and development – helping to accelerate investment in life sciences – while also creating new opportunities for product innovations as the Fourth Industrial revolution blurs the boundaries between the biological, physical and digital worlds. According to a report by KPMG, the cost of drug R&D will drop by 2030, leading to numerous benefits for the both the industry and consumer in terms of cost savings.


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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.

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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.

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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

Associate Director, Process Development

Are you looking for your next challenge? Our client, a biotech start-up company in the Boston, is seeking a talented and driven individual to join their team as an Associate Director, Process Development. This is a permanent position that is offered remotely, offering a competitive salary and benefits package. As the Associate Director, Process Development, you will be responsible for leading CDMO partners in the development of biologics, specifically antibodies, using state-of-the-art technologies and processes. You will work closely with the R&D team to ensure successful transfer of processes from the lab to manufacturing, and will be responsible for driving process improvements and optimization. Additionally, you will manage the processes for drug substance and drug product manufacturing. You will author and contribute to IND filings in accordance to regulatory filings. Qualifications: - IND authorship experience - Experience using LC-MS for bi-specific antibodies - Experience managing CDMOs To be successful in this role, you will have a PhD in a relevant scientific field and a minimum of 5 years of experience in biotech process development. You will have a proven track record of successfully leading teams at CDMOs and delivering results in a fast-paced environment. You will have excellent communication and interpersonal skills, and be able to collaborate effectively with cross-functional teams. If you are a passionate and driven individual with a desire to make a difference in the biotech industry, then we want to hear from you. Apply now to join our client's team as an Associate Director, Process Development.

US$175000 - US$195000 per annum
Boston
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Head of Analytical Development

Head of Analytical Development Location: Bay Area Working situation: On-site Level: Head In the role of Head of Analytical Development, you'll become an integral member of a dynamic mid-sized pharmaceutical firm renowned for its groundbreaking work in small molecule development. Your contributions will play a vital role in advancing innovative therapies that have the potential to improve and even save lives. Your responsibilities will encompass overseeing the analytical strategy and execution, ensuring the precise characterization and release of small molecule products, all while upholding the highest standards of quality, compliance, and innovation. Head of Analytical Development Responsibilities: Lead as the Analytical Development authority, driving cutting-edge drug product methods and control strategies Strategically select analytical techniques, oversee partner collaborations, and resolve deviations efficiently Manage daily analytical activities, engage in cross-functional meetings, ensuring alignment and progress Author, review, and uphold quality standards for critical sections, including prompt responses to inquiries from regulatory bodies Direct the creation and approval of study protocols and reports, shaping project outcomes with meticulous detail Foster impactful collaborations with cross-functional teams, spanning Medicinal Chemistry, DMPK, Toxicology, QA, Pharmaceutical Development, Process R&D, Project Management, and Regulatory, all united in achieving project milestones Head of Analytical Development Qualifications: 15+ years of biotech/pharma industry experience in analytical development D. (preferred) or minimum MS degree in organic chemistry, analytical chemistry, or related field Proven leadership skills with exceptional organizational and critical thinking abilities Extensive proficiency in CMC enablement for small molecule drug development, encompassing regulatory submissions, comprehensive knowledge of ICH guidelines, adherence to GMP standards, and application of industry best practices Company Benefits: Competitive 401K program, health insurance, and stock/equity incentives Strong and inviting company culture Above average PTO program If you're passionate about developing innovative precision therapies and excel in leadership positions, we encourage you to seize this remarkable opportunity! Embark on this transformative journey with us by submitting your application today.

Negotiable
San Francisco
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Senior Life Cycle Manager (m/f/d)

Senior Life Cycle Manager (m/f/d) Activities: * Owning the process knowledge throughout the commercial lifecycle maintaining the oversight on process capability, ensuring process(es) are validated (PPQ), robust and in a state of control during routine commercial production * Ensures continuous process improving. * Oversees processes and standards to maintain and improve existing and to implement new innovative manufacturing technologies. * Independent execution of OPV ("ongoingprocessverification", plan and report) using statistical methods-Independent initiation, processing and project management of complex improvement projects , e.g.: Creation and implementation of project plans (time and cost), organization and management of cross-functional teams * Creation and implementation of product-related changes * Support in planning and execution of process validations (creation and maintenance of product) * Specific process risk analyses (PRAs) of complex products * Active preparation and participation in GMP audits * Design of MS&T review meetings Profile: * University degree in pharmacy or chemistry * Work experience in pharmaceutical environment required * Comprehensive GMP knowledge and experience in manufacturing optimization * Knowledge of Six Sigma * Very good command of written and spoken English and German * Independent and innovative way of working as well as strong ability to work in a team * Systematic and goal-oriented approach

Negotiable
Thüringenhausen
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Scientist USP - Microbiology (m/f/d)

We have a current opportunity for a Scientist USP on a permanent basis. The position will be based in Zurich. Responsibilities: * Manipulate DNA, cultivate and transfer cells. * Perform corresponding analysis to verify the quality of the respective process step. * Execute and document process steps within production. * Lead improvement and further development of processes. * Train staff on work procedures. Your Profile: * BSc. Or Msc. In Biotechnology, Biology, Chemistry or in similar discipline. * 2+ years of practical experience in relevant field. * Prior experience in cultivation of E. Coli, large scale plasmid prep and general microbiology knowledge * Experience in working with cell free expression would be a plus * Fluent German

Negotiable
England
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Scientist DSP - Analytics (m/f/d)

We have a current opportunity for a Scientist DSP - Analytics (m/f/d) on a permanent basis. Responsibilities: * Perform DSP activities such as harvest, capture and polishing. * Execute analytical procedures to determine concentration, purity and identity of samples. * Authorize and review SOP and work instructions. * Lead improvement and further development of processes. * Contribute to troubleshooting and failure prevention activities. Your Profile: * BSc. Or Msc. In Biotechnology, Biology, Chemistry or in similar discipline. * 2+ years of practical experience in relevant field. * Hands-on experience with HPLC, ELISA and spectroscopic methods. * Experience with Mass spectrometry would be a plus. * Have a analytical mindset to identify improvements.

Negotiable
Zurich
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Process Development Engineer - Laser

Process Development Engineer (Laser) - R&D Location: Frankfurt, Germany About: You will be working with a global leading medical device manufacturer in the R&D department. They aim to shape the future in numerous sectors and construct world-class quality products. Your Task: At the limit of what is feasible, you will develop new products according to customer requirements and thus secure our manufacturing for the future For the production of medical technology components, you will develop and optimize cost-effective laser processes for high-volume serial components Manufacturing medical technology components from precious metal alloys. You will transfer processes to series production and work on optimizations and problem solutions in day-to-day business You will additionally manage procurement projects and supervise special machines Your Profile: Completed technical studies, preferably in the field of laser technology, mechanical engineering or physics studies. Professional experience in the application of laser processes. CNC programming experience and CAD/CAM knowledge desirable. Experience in production support/process optimization and in special machine construction Experience in project management, preferably of equipment procurement projects German (min. B2) and English language well spoken and written Hands-on and on-site mentality Understanding of complex interrelationships, and ability to work independently High ability to work in a team and assertiveness on the store floor

Negotiable
Frankfurt (Oder)
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Associate Director - Formulation Development

Associate Director - Formulation Location: Boston, MA Working situation: Hybrid Model Level: Associate Director Our client, a leading pharmaceutical company with a strong pipeline of innovative drugs, is seeking a talented and driven Formulation Associate Director to join our team of experts. If you are passionate about developing cutting-edge injectable formulations with monoclonal antibodies and leading teams to excellence, this is the ideal opportunity for you. The Associate Director - Formulation will lead a project team, by designing and optimizing injectable formulations with monoclonal antibodies, considering factors such as stability, solubility, bioavailability, and immunogenicity. The Associate Director - Formulation will: Supervise and coach a team of 4-7 formulation scientists and researchers, creating a supportive and high-performance work culture Coordinate with Research & Development, Regulatory Affairs, and Manufacturing to establish and execute product development plans for injectable formulations with monoclonal antibodies Work closely with project managers and stakeholders to ensure smooth transition between formulation development and other phases of drug development Manage budgetary aspects of formulation projects involving injectable formulations with monoclonal antibodies, identifying cost-effective solutions and resource allocation efficiency while maintaining the highest standards of quality Collaborate with CMC and Quality, to support cGMP manufacturing The Associate Director - Formulation has the following qualifications: 3+ years of experience within injectable formulation development with monoclonal antibodies (desired) 4+ years of experience in contributing to CMC efforts from Phase I to Phase III (desired) Bachelor's Degree with 8+ years of experience, OR Master's Degree with 6+ years of experience, OR Ph.D. with 4+ years of industry experience Company Benefits: Competitive 401K program, health insurance, and HSA accounts Long term incentives in the terms of equity or stock at this level Hybrid model supporting 10% travel to office location Relocation assistance provided for non-local candidates Don't miss this chance to join a company that is dedicated to enhancing patients' lives through state-of-the-art pharmaceutical formulations. Apply now!

Negotiable
Boston
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Principal Process Development Engineer

Location: Durham, North Carolina, USA Full Time Summary: Our client, a leading pharmaceutical company in the R&D sector, is seeking a highly skilled Principal Process Development Engineer to join their team in Durham, North Carolina. As a Principal Process Development Engineer, you will be responsible for developing and optimizing processes for the production of pharmaceutical products, with a focus on ophthalmology, from early stage through clinical development. Key Responsibilities: Develop and optimize processes for the production of pharmaceutical products Work closely with cross-functional teams to ensure successful transfer of processes from R&D to manufacturing Conduct process characterization studies to ensure robustness and scalability of processes Develop and implement process control strategies to ensure consistent product quality Identify and implement process improvements to increase efficiency and reduce costs Provide technical support to manufacturing and other internal teams (formulation, analytical, regulatory, etc.) as needed Mandatory Skills: Bachelor's or advanced degree (MS or PhD) in Chemical Engineering or related field Experience in small molecule, drug process development Strong knowledge of GMP Compliance requirements Strong communication and interpersonal skills Desirable Skills: Experience with Tech Transfer of Drug Product, Medical Device or Combination Product Manufacturing Processes Experience with Solid Dosage Forms, Hot Melt Extrusion, Modified Release Dosage Forms, and/or Sterile Products The expected compensation for this position will be from $125,000-$140,000 with a 15% annual bonus.

US$125000 - US$140000 per annum + Annual Bonus
Raleigh
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Principal Scientist/Engineer - Process Development

Principal Scientist/Engineer - Process Development - Cell Therapy Location: Mechanicsburg, PA Working situation: Hybrid Level: Principal Scientist SUMMARY We are seeking a highly motivated and skilled Process Development Scientist/Engineer to play a key role in advancing our cell therapy platform for cancer treatment. The successful candidate will work closely with cross-functional teams to design, optimize, and scale-up cell therapy manufacturing processes, ensuring seamless translation from research to clinical production. You will have expertise in cell culture, bioreactor systems, process optimization, and a strong commitment to developing safe and effective therapies. A Principal Scientist/Engineer - Process Development will be responsible for: Design and execute experiments to evaluate critical process parameters, cell expansion strategies, and culture conditions, aiming to enhance cell therapy product quality and yield. Analyze process data and employ statistical methods to identify optimization opportunities and troubleshoot challenges. Stay current with advancements in cell therapy, bioprocessing, and regulatory guidelines to ensure the application of state-of-the-art methodologies. Collaborate with external partners and CDMOs to accelerate process development efforts when necessary. A Principal Scientist/Engineer - Process Development has the following qualifications: Ph.D. with 3+ years of industry experience, M.S. with 4+ years of industry experience Experience with Cell Therapy, Cell Culture, and/or Tech Transfer Strong knowledge of ELISA and flow cytometry preferred BENEFITS Competitive 401k Medical, Dental, and Vision Competitive annual bonus If you're interested in this new and innovative opportunity, please apply by clicking here.

Negotiable
Mechanicsburg
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Director of Small Molecule CDMO

Job Title: Director of CDMO Business (R&D Background) Location: Hangzhou, China About Us: We are a leading multinational company at the forefront of pharmaceutical development and contract development and manufacturing (CDMO) services. With a strong presence in Hangzhou, China, we are dedicated to advancing healthcare solutions through cutting-edge research and development. As we continue to expand our CDMO business, we are seeking a dynamic and experienced Director with a strong R&D background to lead and drive our CDMO division. Key Responsibilities: Business Strategy and Development: Develop and execute strategic plans for the CDMO business, ensuring alignment with overall company objectives. Identify and pursue new business opportunities, partnerships, and collaborations. R&D Leadership and Oversight: Provide visionary leadership to the R&D teams, fostering a culture of innovation and scientific excellence. Guide the development of new drug candidates, process optimization, and technology transfer. Operational Excellence: Implement best practices and operational efficiencies in CDMO processes to ensure high-quality, timely delivery of services. Monitor and optimize resource allocation to meet project timelines and budget constraints. Client Relationship Management: Cultivate and strengthen relationships with existing and potential clients, ensuring their needs and expectations are met or exceeded. Regulatory Compliance and Quality Assurance: Ensure that all CDMO activities meet or exceed regulatory standards and quality requirements. Oversee regulatory submissions and inspections. Financial Management: Develop and manage budgets for the CDMO division, tracking expenses and ensuring profitability. Team Development and Mentoring: Lead and mentor a team of scientists and professionals, fostering their growth and development. Provide guidance and support in achieving departmental and organizational goals. Market Analysis and Trends: Stay abreast of industry trends, competitive landscape, and emerging technologies to inform business strategies. Qualifications: Ph.D. in Pharmaceutical Sciences, Chemistry, or a related field. MBA is a plus. 10+ years of experience in R&D leadership roles within the pharmaceutical or CDMO industry. Proven track record in successful business development and strategy execution. Strong understanding of CDMO processes, technology platforms, and regulatory requirements. Excellent communication skills in English and Mandarin. Demonstrated ability to lead and motivate cross-functional teams. Benefits: Competitive salary and performance-based bonuses. Comprehensive health and wellness benefits package. Opportunities for professional development and further education. Collaborative and innovative work environment. Conveniently located in the thriving city of Hangzhou, China. If you are an accomplished leader with a strong R&D background in the pharmaceutical or CDMO industry and are eager to drive the growth and success of our CDMO division in Hangzhou, we invite you to apply. Please submit your resume and a cover letter detailing your relevant experience to [email address].

Negotiable
Hangzhou Shi
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Bioprocess Scientist

Job Title: Bioprocess Scientist Location: Singapore About Us: We are a cutting-edge biotechnology company at the forefront of innovation in Singapore's thriving bioprocessing industry. Committed to advancing biomanufacturing capabilities, we are seeking a skilled and experienced Bioprocess Scientist with expertise in yeast and parallel bioreactors to join our dynamic team. Key Responsibilities: Yeast Bioprocessing Expertise: Leverage your in-depth knowledge and hands-on experience in yeast-based bioprocessing to optimize production yields and product quality. Parallel Bioreactor Operation: Design, set up, and operate parallel bioreactor systems for high-throughput screening and process optimization. Process Development and Optimization: Develop and refine bioprocessing protocols to enhance productivity, efficiency, and scalability. Scale-up and Tech Transfer: Collaborate with cross-functional teams to ensure seamless scale-up of processes from lab to pilot and manufacturing scale. Data Analysis and Reporting: Analyze bioprocess data using statistical tools and generate comprehensive reports for internal stakeholders. Troubleshooting and Continuous Improvement: Identify and resolve technical issues, and implement improvements in bioprocessing workflows. Compliance and Documentation: Ensure compliance with industry regulations and maintain accurate and up-to-date documentation for quality and regulatory purposes. Collaborative Research Initiatives: Engage with research partners and participate in collaborative projects to advance bioprocessing technologies. Qualifications: Master's or Ph.D. in Bioprocessing, Biotechnology, or related field. 5+ years of hands-on experience in yeast bioprocessing, with a strong emphasis on parallel bioreactor systems. Proven track record in process development, optimization, and scale-up. Proficiency in data analysis software and statistical tools. Knowledge of regulatory requirements in biomanufacturing. Excellent communication skills in English; proficiency in other languages is a plus. Strong analytical thinking and problem-solving abilities. Click apply and attach your CV and we will be happy to discuss more details about the role. Best Regards, Chloe

Negotiable
Singapore
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Senior Analytical Scientist - Singapore

Company Overview: A renowned international company that specializes in producing plant-based ingredients for various industries, including food, nutrition, pharmaceuticals, and more. With a rich heritage spanning over 80 years, Responsibilities: Method Development and Validation: Develop and validate analytical methods (e.g., HPLC, GC, MS) for the analysis of [specific compounds/substances] in accordance with regulatory requirements and industry standards. Sample Analysis and Testing: Perform routine and non-routine analytical testing on samples, ensuring accuracy, precision, and adherence to established protocols. Instrumentation Management: Operate, maintain, and troubleshoot analytical instruments and equipment, ensuring they are calibrated and in working order. Data Interpretation and Reporting: Analyze and interpret analytical data, generating comprehensive reports that document results, conclusions, and recommendations. Quality Control and Assurance: Conduct quality control checks on analytical data, ensuring compliance with internal quality standards and regulatory guidelines. Collaboration and Communication: Collaborate with cross-functional teams, including R&D, Quality Control, and Regulatory Affairs, to support project timelines and milestones. Communicate findings effectively through written reports and presentations. Regulatory Compliance: Ensure that all analytical activities are conducted in accordance with applicable regulatory requirements, including cGMP, FDA, and other global regulatory agencies. Requirements: PhD in Biochemistry or other related subjects. Experience in the characterization of biologics and analysis of protein structure If you are highly motivated and dedicated, please apply with your CV attached.

Negotiable
Singapore
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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
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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
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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
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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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