​As many as one out of three drugs on the US market may have safety issues, according toa recent study published in the Journal of the American Medical Association. The statistic highlights a key challenge of modern medicine, the need to track adverse events long after regulatory agencies have approved new drugs. This is where pharmacovigilance, also known as drug safety, comes in. Typically, patients who want to report an adverse event are directed to their doctor, who can then relay that information to a pharmacovigilance data system. However,since only five percent of doctors are estimated to participate in any pharmacovigilance system, this process can be inefficient at cataloguing patient issues

Education is the key to progress in the area of pharmacovigilance.According to a 2018 report by the World Health Organization,more than 50% of all medicines are prescribed, dispensed or sold inappropriately, and 50% of patients fail to take them correctly.In the US alone, adverse drug reactions account for nearly 7% of hospital admissions, and half of these may be avoidable. The life science industry commits a modest amount of money to pharmacovigilance with a recent study byCutting Edge Information finding the average spend was $16m per year on pharmacovigilance.Mid-size companies spend $2.9m a year, while small companies and biotech’s spend $1.6m and $1.1m respectively.

​On the public level, theInternational Society of Pharmacovigilance (ISoP)works to foster both scientific advancement and education for the safe use of pharmaceuticals and medical devices globally.With increased general access to medicines during recent decades, including in resource-limited countries, monitoring their safe use has become critical. Pharmacovigilance may be undertaken by professionals working clinically, in national and international regulatory systems, within academia, in public health initiatives, NGOs and other international organizations, and the pharmaceutical industry.

A bright future is assured for employees within the sector as the global pharmacovigilance market size is estimated to grow at a CAGR of above 12.8 % over the forecast time frame 2019-2026 and reach the market value around $10.6bn by 2026,according to Acumen Research.

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Safety/Pharmacovigilance Jobs

Director, Pharmacovigilance

Director, Pharmacovigilance Introduction: We are currently recruiting for a Director of Pharmacovigilance for a leading biopharmaceutical company based in Manhattan, NYC. The company is committed to developing innovative and life-changing products across neurology, immunology and oncology. They are looking for a talented individual who is passionate about pharmacovigilance and has a strong track record of success in this area. Responsibilities: The Director of Pharmacovigilance will be responsible for leading the pharmacovigilance team and ensuring the safety of the company's products. The successful candidate will be responsible for the following: - Safety analysis of clinical trial data - Signal detection and management - Review of aggregate reports - Review of study protocols and Investigator Brochures (IBs) - Post marketed and clinical development experience preferred Qualifications: The ideal candidate for this role will have an MD and have extensive experience in pharmacovigilance. The candidate should have a strong track record of success in leadership and have excellent communication and interpersonal skills. Skills: The following skills are required for this role: - Strong leadership skills - Excellent communication and interpersonal skills - Strong analytical skills - Ability to work independently and as part of a team - Ability to manage multiple projects simultaneously

New York

PV Manager

Pharmacovigilance Manager Our client is a leading pharmaceutical company that is looking for an experienced Pharmacovigilance Manager to join their team. The successful candidate will be responsible for managing the pharmacovigilance activities for the company and ensuring compliance with relevant regulations. Responsibilities: - Support the pharmacovigilance activities for the company - Ensure compliance with PV regulatory - Manage the case processing activities for the company - Develop and implement pharmacovigilance processes and procedures - Conduct safety reviews of products - Provide pharmacovigilance support to other departments - Manage relationships with external partners Skills: - 3+ years of experience in pharmacovigilance - OTC experience - Proficiency in Microsoft Office - Excellent communication skills

New Jersey

Associate Director, Global Medical Safety

Associate Director, Global Medical Safety A leading global medical equipment company is seeking an experienced and qualified Associate Director, Global Medical Safety to join their team. In this role, you will be responsible for ensuring the safety and efficacy of all products, including signal detection, risk management assessments and safety trends. You will also be responsible for medical review and providing input into safety assessments and responding to inquiries from health authorities. Responsibilities: - Provide input on safety for study protocol, IBs and clinical overviews - Oversee safety surveillance activities, including signal detection and risk management activities - Liaise with cross-functional teams to ensure safety data is incorporated into product development and regulatory submissions - Manage safety-related issues and ensure timely and effective communication of safety information - Provide safety input into clinical development programs - Review and approve safety documents and reports - Participate in safety-related meetings and committees Requirements: - Optometrist (O.D) required with 7 years of experience in the clinical space - Experience in pharmacovigilance and drug safety - Excellent communication and interpersonal skills - Ability to work in a fast-paced environment and manage multiple projects simultaneously

Fort Worth

Drug Safety Specialist (REMOTE)

A San Francisco therapeutic biotechnology company is looking for an efficient, communicative Drug Safety Specialist to join their team remotely. You will have the chance to assist with ICSR processing through adherence to SOPs and regulations. You will also help monitor information from Phase I-IV. The Drug Safety Specialist will be responsible for: Tracking adverse event reports in the Argus database and conducting necessary reconciliation Study abstracts in relation to identifying ICSRs and submitting them to the database Overseeing the drug safety mailbox The Drug Safety Specialist should have the following qualifications: Bachelor's degree in a life science with at least 2 years of PV experience Proficiency in Argus Strong familiarity with FDA guidelines, SOPs, and safety plans Working knowledge of SDLC validation Benefits: Medical and dental insurance 401k If you are interested in the Drug Safety Specialist (Contract) position, apply today!

US$50 - US$60 per hour
San Francisco

Clinical Pharmacovigilance Scientist / Safety Scientist

Clinical Pharmacovigilance Scientist Location: New York - Remote Salary: $110,000- $150,000 A clinical-stage biopharmaceutical company specializing in immunotherapies is seeking a Clinical PV scientist. The company creates unique therapies that targets multiple cancers including Pancreatic, lung, prostate and many others. They are also developing treatments for autoimmune diseases. The Clinical Pharmacovigilance Scientist will work in tandem with the PV Physician to monitor and identify safety events as well work on the risk benefit profile during clinical trials. Main Responsibilities: Engaged in the collection, examination, interpretation, and analysis of safety-related data to produce insights that aid safety-related decision-making and reporting. Your role involves applying your expertise in pharmacovigilance, oncology, and scientific knowledge to manage all aspects of safety documentation, including creating or providing strategic safety input for regulatory documents such as regulatory reports, responses to health authorities, and the safety content within marketing authorization applications. Identification and assessment of signals Providing support for proactive safety monitoring and risk management for designated clinical studies Conducting independent assessments of safety data Collaborating with Pharmacovigilance physicians and Study Teams to assess Informed Consent Forms (ICFs), Clinical Study Reports, Safety Monitoring Plans, and statistical data intended for aggregate review and the preparation of DSURs Drafting relevant sections of Investigator's Brochures (IB) and comprehensive safety reports Contributing to responses to regulatory authorities' inquiries related to assigned studies, as required Organizing safety meetings and maintaining meeting minutes Qualifications & Skills: A bachelor's degree in a scientific, pharmaceutical, nursing, or related field, coupled with at least three years of experience in the field of pharmacovigilance. Experience in drug development encompassing both early and late phases, including active identification and planning for risk mitigation. Preferred previous involvement in either oncology or vaccine-related projects. Interaction with governance boards and adeptness in cross-functional communication. Proficiency in the understanding of pharmacovigilance regulations. Demonstrated capacity to manage multiple concurrent activities effectively, with strong prioritization skills and an ability to discern critical issues. Possesses adaptability and flexibility, capable of responding to diverse demands and evolving priorities while maintaining professionalism and confidence. Skilled in working within an advanced matrix organizational structure, promoting cross-functional collaboration. Exceptional communication skills, both written and verbal, are mandatory. Proven ability to excel both as an independent worker and a team player. Strong emphasis on quality, coupled with excellent organizational skills. Proficient at handling multiple tasks and prioritizing effectively. Capable of synthesizing information and presenting it effectively. Exceptional decision-making and problem-solving abilities. Exhibits the capability to question decisions and challenge the existing status quo.


Safety/Pharmacovigilance News & Insights

Life Sciences Salary Guides of 2023 Image

Life Sciences Salary Guides of 2023

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

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The Life Sciences Skills Gap: How to Hire Image

The Life Sciences Skills Gap: How to Hire

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

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How to Ensure Employee Retention in Life Sciences Image

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

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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Negotiating the salary you deserve  Image

Negotiating the salary you deserve 

​When seeking a new job, it’s imperative to know the market, understand where you fit within it, and form a realistic salary expectation to stick to. A good talent partner will help you to know your worth within the industry and organization you’re interviewing for and will assist with communicating those expectations back to the hiring manager, but no one is a better advocate for you than you. ​Learning how to negotiate a salary when you receive a job offer is a vital skill for both now and in the future, and when done appropriately, will put you in a better position not just financially, but also in terms of how valued you feel in your role. We know that feeling appreciated and adequately compensated for our time, effort, and expertise has a direct impact on productivity, engagement, and general happiness within a company, so salary negotiations play an important part for both sides.​It can be difficult to communicate those expectations as a professional hoping to onboard with a new company, and there is certainly a residual stigma around speaking about money and asking for more that is hard to overcome. At EPM Scientific, we have observed that professionals who negotiate their salary are presented with a much better job offer, so good communication skills and an understanding of your contribution can really pay off. ​As a general rule, always assume the offer is up for negotiation. And don’t forget to approach the process with positivity, as chances are the hiring manager isn’t crazy about negotiating, either. Here are our top tips on how to negotiate for the salary you deserve.​Know the industry salary trends​Trying to negotiate for a higher salary without being familiar with industry trends will get you off to a bad start. Information is your biggest asset and conducting some research as well as speaking openly to a talent partner that knows your industry, the hiring company, and what you have to offer, will vastly improve your bargaining power. You can be a negotiating pro, but without being able to back up your requests with solid reasoning, it will be harder for the hiring company to take your expectations seriously. ​Pay particular attention to the most sought-after roles and skills within your industry and think about how your experience relates. Being able to recognize when your skills are transferable to a particularly in-demand area will add to your negotiation power. ​Start negotiating only when you have a firm offer​There is a process to be followed when it comes to receiving and accepting a job offer and understanding the etiquette will help your negotiation when the time comes. If you are interested in a position but it doesn’t meet your salary expectation, resist the temptation to bargain until the company has given you a formal offer. This is your signal that your skills, expertise, and personality are a strong match for the business and the role, and is a great asset to you when it’s time to tell them why you’re worth the higher salary. Once the ball is in your court, you can use the fact that they think you’re right for the job along with your understanding of the industry and the market to your advantage, making it harder for them to dismiss your requirements.It can also be worthwhile to take a reasonable amount of time to consider the offer rather than jump into negotiations. Tell the hiring manager that you’re serious about the offer and the position, but that you need some time to consider the whole picture. Be gracious and enthusiastic but take the time you need to prepare for negotiations and signal to them that there may be elements of the offer that don’t align with your requirements. Chances are they’ll have a counteroffer in mind for you.Build the business caseIn order for a company to seriously consider your request for an increased salary offer, it must make commercial sense for the business. Make a strong case, show that you understand the company's current financial situation, and know who has the power to negotiate. While likeability shouldn’t be underestimated in the hiring process and a large part of your job offer will be to do with character fit, it’s not enough for them to like you when it comes to financial compensation. They have to believe your worth in fiscal terms, so don’t expect your personal compatibility to get you the salary increase you want. Instead, explain precisely why your requirements are justified in a business sense; your glowing personality will just make them glad your business case checked out.Suggest an exact number for your salaryTime is of the essence, and hiring managers are particularly strapped for it while conducting interviews alongside their other duties. Therefore, they’ll likely appreciate a direct approach to your negotiation in terms of giving them the exact offer you’re looking for. It can be a powerful strategy in that it keeps the ball rolling and avoids pointless back and forth. Many studies suggest that candidates who use a specific number end up with a final offer much closer to the figure they were hoping for. Your potential employer will assume you have done your research on your market value and want to stay competitive in their offer. Don't suggest a range – you will always get offered the lowest if the manager knows there's room to haggle down.Reveal your current salary when negotiatingOutside the US, the hiring manager may ask what you are currently earning, which can be awkward if you feel you are currently being underpaid. It might be tempting to lie and state a higher salary more in line with what you’re seeking, but if you're unhappy with your current pay, it can be valuable to tell them why. Include all your benefits, bonuses and confidently explain the figure you're hoping for while making the case for why. If anything, they’ll have a more genuine understanding of what you know your worth to be, and that salary is important enough for you to walk away from a role that isn’t aligned with your requirements.Have a walk away pointKnow your limits and your expectations and keep them firmly in mind. Have a pre-considered ‘walk away’ point - the figure you’re absolutely unwilling to drop below. Base this on your financial need and the market value of the role, but keep in mind the role itself. Why are you interviewing for the position in the first place? Is your passion for the work worth lowering your salary expectations? Get help negotiating your salarySpeaking with a specialist talent partner will help you understand your worth in the context of current industry trends and the wider job market, too. At EPM Scientific, we can evaluate your profile against the wider talent pool, as well as align your expectations with that of our current database of hiring companies. We'll help you pitch your value at the right price during the salary negotiation process, giving you the best chance to make your next position a rewarding and fulfilling one. Get in touch for tailored advice.

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The Benefits of using Life Sciences contractors/freelancers Image

The Benefits of using Life Sciences contractors/freelancers

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

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