How to Hire in Life Sciences Amid a Talent Shortage: Strategies for Hiring Managers

Avomind
5 days ago
6 min read

The Life Sciences industry is undergoing a transformative boom driven by breakthroughs in biotech, personalized medicine, and AI-powered diagnostics. However, while the science surges forward, many companies are finding themselves bottlenecked—not by innovation, but by an acute talent shortage.

Across biopharma, medtech, diagnostics, and healthtech sectors, the demand for skilled professionals is outpacing supply. Roles in regulatory affairs, clinical research, data science, and medical affairs remain unfilled for months. According to a recent report by McKinsey, over 80% of life sciences companies struggle to find the talent they need to meet business goals. In this environment, hiring managers face an urgent challenge: how do you attract and retain top talent when the pool is rapidly shrinking?

1. Streamline the Hiring Process to Compete for Speed

In a candidate-driven market, drawn-out hiring processes are a major liability. Top candidates in life sciences—especially those with expertise in biostatistics, regulatory compliance, and AI—often have multiple offers on the table within days. A sluggish, multi-round interview process risks losing them to faster-moving competitors.

To mitigate this, hiring managers should prioritize internal alignment before launching the search. Define the role’s must-haves versus nice-to-haves, align on compensation ranges, and designate a clear decision-making authority. By front-loading this internal prep, you avoid decision paralysis and speed up offer timelines.

It’s also critical to reduce unnecessary interview rounds. Structure interviews to combine technical assessments, culture fit, and stakeholder exposure efficiently—ideally within 2–3 stages. Build in specific feedback windows (e.g., within 48 hours of interviews) and commit to them. Candidates remember a smooth, respectful process—especially in a tight market.

2. Upskill Your Workforce and Promote Internal Mobility

When external talent is hard to find, look inward. Upskilling and reskilling your current employees is one of the most effective ways to close talent gaps while boosting engagement and retention. For example, a regulatory affairs associate with three years of experience may be trained to lead submissions across multiple markets, or a data analyst may be upskilled into a bioinformatics role with the right learning support.

Companies like Novartis and GSK are investing heavily in internal academies and digital learning platforms tailored to Life Sciences skills. But even small and mid-sized firms can benefit by offering cross-functional mentorship, certifications, and stretch projects that support career growth.

Internal mobility also builds loyalty. Employees who see a future within the company are far less likely to leave—especially when lateral or upward moves are encouraged. Ensure your team knows that development opportunities exist and that leaders support career progression across departments.

3. Partner with Specialized Recruitment Firms

Generalist recruiters often lack the technical fluency or niche networks required in Life Sciences hiring. Specialized firms bring deep domain expertise, faster turnarounds, and a curated pipeline of pre-vetted candidates—especially important in roles that require scientific credentials or experience navigating complex regulatory environments.

For example, at Avomind, we’ve built a global network of vetted Life Sciences professionals, from clinical project managers to AI scientists in pharma R&D. By leveraging targeted sourcing strategies, we deliver initial candidate shortlists within 24–48 hours—cutting weeks from the hiring timeline.

Additionally, embedded recruitment solutions allow you to scale quickly without overburdening internal teams. Whether you’re building a new product team or entering a new market, a dedicated recruiter embedded in your organization ensures strategic alignment, rapid execution, and continuous candidate engagement.

4. Expand the Talent Pool Through Global and Remote Hiring

Geographic limitations can severely restrict your access to talent. As remote and hybrid work become the norm—even in regulated industries—many Life Sciences roles no longer require full-time, in-office presence. This opens opportunities to tap into global talent markets.

For example, biostatistics or data analytics roles can often be performed remotely, enabling companies to recruit from top institutions in India, Eastern Europe, or Latin America. Even clinical operations or quality assurance roles may be hybrid, allowing greater flexibility in hiring.

That said, global hiring requires strong onboarding processes and an understanding of local labor laws, time zone coordination, and compliance standards. Consider partnering with an Employer of Record (EOR) or using specialized platforms to navigate international contracts and payroll.

5. Build a Future-Ready Workforce Through DEI and Retention

Hiring isn’t just about filling roles—it’s about building teams that last. In today’s environment, retention is as critical as acquisition. High turnover in clinical, regulatory, or R&D teams can stall product timelines and hurt morale.

To build a future-ready workforce, prioritize diversity, equity, and inclusion (DEI) in hiring and culture. This means removing bias from job descriptions, ensuring diverse interview panels, and standardizing evaluation criteria. Research shows that diverse teams in Life Sciences not only improve innovation but also outperform financially.

At the same time, focus on the employee experience. Invest in professional development, clear career paths, and mentorship programs. Create a culture where employees feel valued—not just for their output, but for their growth. When people see long-term value in staying, they’re more likely to invest back into your company.

6. Leverage Compensation Intelligence and Total Rewards

In a competitive market, salary alone is no longer the differentiator it once was. Candidates evaluate offers based on total compensation—base pay, bonus, stock options, learning opportunities, flexibility, and purpose.

Hiring managers should benchmark salaries using up-to-date, role-specific data—not just broad industry averages. Tools like Radford or Mercer can help provide clarity. At the same time, don’t underestimate the value of offering what many candidates now prioritize: flexibility, autonomy, and mission alignment.

In Life Sciences, candidates are often motivated by impact. Emphasize your company’s mission, pipeline innovations, or patient outcomes in your employer brand communications. Align job roles with purpose, and you’ll resonate more strongly with top-tier talent.

7. Use Smart Technology, But Keep a Human Touch

AI and automation are transforming recruitment—from resume screening to interview scheduling—but in Life Sciences, where stakes are high and roles are complex, the human touch still matters. Candidates want to feel seen, understood, and respected.

Use tech to streamline operations, but keep human interaction at the core. Personalize outreach messages, provide feedback, and maintain transparent communication throughout the process. A thoughtful candidate experience is one of your most powerful recruitment tools.

Key Takeaways for Hiring Managers

To effectively navigate the talent shortage in the Life Sciences industry, hiring managers should:

Streamline hiring processes: Reduce time-to-hire by minimizing unnecessary interview rounds, aligning internal stakeholders early, and setting clear feedback timelines.

Invest in employee upskilling and internal mobility: Create structured learning programs and reskilling pathways to develop your existing workforce for critical roles.

Engage with specialized recruitment partners: Partner with firms that offer deep Life Sciences expertise, global candidate networks, and embedded hiring support to accelerate high-quality hires.

Widen talent pools geographically: Embrace remote hiring and consider talent hubs in emerging regions while being mindful of local labor laws and cultural dynamics.

Prioritize DEI in hiring and workplace culture: Audit your job ads, standardize interview protocols, and support inclusive internal practices to attract and retain diverse talent.

Offer competitive compensation and holistic benefits: Go beyond salary by emphasizing flexibility, purpose-driven work, equity participation, and professional growth opportunities.

Modernize your recruitment tech stack: Use AI and automation to streamline sourcing and screening while preserving a human-centric candidate experience.

Build a strong employer brand: Actively showcase your mission, innovation pipeline, and employee development programs across digital channels to attract mission-aligned candidates.

Plan proactively for executive and long-term hiring: Develop a pipeline for leadership roles well in advance to support business continuity and scale.

Double down on retention: Keep top performers engaged through career development, recognition, learning opportunities, and connection to the broader mission.

Turn the Talent Crunch Into a Competitive Advantage

Hiring in Life Sciences amid a global talent shortage may be challenging—but it’s not insurmountable. With the right strategies, companies can not only overcome recruitment hurdles but also build smarter, more adaptive teams.

By embracing speed, focusing on internal growth, leveraging specialist partners, and fostering a values-driven culture, hiring managers can transform the talent crunch into a strategic advantage. Now is the time to rethink traditional recruitment models—and lead the way in shaping the next generation of life-changing innovation.

At Avomind, we partner with forward-thinking Life Sciences companies to help them stay ahead in a fiercely competitive hiring landscape. Whether you're scaling your clinical operations team, building out your R&D function, or hiring specialized talent in AI-driven diagnostics, our global network and tailored recruitment solutions ensure speed, precision, and long-term value. With a presence across key global markets and a proven track record of delivering top-tier candidates within 24–48 hours, we’re uniquely positioned to support your growth—from entry-level roles to executive leadership. In a time where talent can define your competitive edge, Avomind helps you secure it.