Forward Focus Life Sciences Staffing report delves deep into key trends shaping the industry, challenges faced and opportunities in the year ahead.
FORWARD FOCUS LIFE SCIENCES STAFFING
YEAR IN REVIEW AND WHAT LIES AHEAD IN 2024
EDITION 1
ABOUT US
STAFFING AND TALENT Our success in delivering life science talent solutions stems from our people first philosophy. We listen to individual needs and aspirations, focus on quality and match clients and candidates with shared goals and ambitions.
INDUSTRY EXPERTISE With a rich background in life sciences staffing, our deep industry experience and knowledge keeps us ahead of the curve to deliver the most relevant, timely, and effective recruitment solutions to our clients and candidates.
CONTENTS
Life Sciences Staffing: 2023 in Review
PAGE 1-2
Industry Insights & Market Trends: UK, Switzerland, and USA
PAGE 3-8
Horizon Scanning: What’s on the radar for life science staffing in 2024 Plus: How to improve life sciences employee attraction and retention in the year ahead
PAGE 9 - 10
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Life sciences staffing
vacancies compared to 2022. Similarly, the South East as the largest region, had a significant drop in recruitment, down 45%. London weathered the storm better, but still saw vacancies drop by 34.8% year-on-year.
A LOOK BACK: 2023 OVERVIEW
In 2023, the life sciences staffing sector shifted pace globally, following bumper years of growth in 2021 and 2022. Several factors impacted the global market, including economic uncertainty, disruption caused by the Covid-19 pandemic, geopolitical tensions and the ongoing skills shortage. These all played a part in a less optimistic and more cautionary approach by investors and employers last year. United Kingdom Quantitative tightening led to a slowdown in funding for emerging biotechnology firms and delays associated with new trial approvals made it a slow year for life sciences staffing, with vacancies 51% lower than in 2021. Despite this, Cambridge maintained its position as the leading city for scientific job openings across Europe for the third consecutive year. The impact of quantitative tightening is especially apparent when looking at regional breakdowns. Cambridge, and the East of England, despite being a magnet for biotechnology and the leading point of the Golden Triangle, saw a dip of 54.6% in
Data source: Vacancy Soft
Data source: Vacancy Soft
The slow down in clinical trials being approved during the pandemic impacted recruiment in Contract Research Organisations (CROs) duing 2023. As a result, the dip in vacancies was most extreme in the CRO sector, down 55% on 2022. The Biotechnology sector also suffered a year-on- year fall in recruitment, with volumes down 47% on 2022 and 53% on 2021. Big Pharma proved to be most resilient in 2023 when compared to other life sciences sectors; although it also experienced a significant drop in vacancies, falling by 29% on 2022 figures.
Research and Development (R&D) roles took the biggest share of scientific recruitment roles last year, with 30.5% of the total. However, it is worth noting this is down from a high of 34.4% in 2022 and is one of the functions to see the sharpest decline in annual totals, falling 49.1% year on year.
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Life sciences staffing A Look back: 2023 Overview
Northern Ireland Across the water in Northern Ireland, the life sciences sector has become a hub for cancer research and precision medicine. In 2023, demand for specialist talent pushed the need to introduce innovative approaches to recruitment. With 16,500 students studying life and health sciences in related subjects in the region, collaborations with academic institutions, such as the Queen’s University Belfast, were introduced to alleviate the shortfall in skilled candidates joining the local life sciences workforce. Switzerland In Europe, Switzerland maintained its leadership in pharmaceuticals and biotech. The market is characterised by high demand for skilled professionals in clinical research and pharmaceutical manufacturing. Swiss biotech companies overall recorded revenues of CHF 6.8 billion, with the industry raising more than CHF 1.3 billion, from public, and private companies. Demand for highly skilled labour mirrored investment trends in the Swiss market. The number of employees in Swiss research and development (R&D) biotech companies rose in 2023, despite a dip across November and December 2022—impacting overall figures significantly. Pharma remained, by volume, the largest recruiter with 85% of all vacancies, with the larger companies such as Lonza, Novartis, Roche, leading the way again.
United States of America Although still a major life sciences powerhouse globally in 2023, with US life sciences employment reaching a record high in January 2023, the market did not escape the global impact of economic influences, geopolitical unrest and the hangover from the pandemic. Despite a strong start to the year, US life sciences companies announced many more layoffs in the first two months of 2023 than in 2022. Although the overall rate of growth slowed during the year, the San Francisco Bay Area, Boston/Cambridge and Seattle were the fastest- growing markets. Across the year, the labor market remained highly competitive, with companies increasingly prioritizing staff retention. Hybrid and remote working, alongside attractive benefits packages and retention bonuses were introduced by companies to retain staff. Conclusion In sharp contrast to the previous two years, the life sciences staffing sector had to adapt to overcome numerous global challenges in 2023. However, the industry has shown resilience and a remarkable capacity to navigate the complexities of the current economic and geopolitical landscapes. 2023 was a year of learning and change for the life sciences staffing sector, with lessons learnt undoubtedly poised to shape recruitment strategies and decisions as we head into 2024.
Data source: Vacancy Soft
Clinical functions have been similarly impacted, with vacancies down 50% year on year. Medical Affairs was least effected with vacancies down 17%. For non-scientific roles, IT saw the largest drop, falling by 36%; however, outside of life sciences IT vacancies have fallen by more. Sales and marketing vacancies were down 27% and 30% respectively. Engineering was the most resilient for staffing, with a drop of only 2%, highlighting the importance of manufacturing operations in the UK.
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Life sciences staffing
INDUSTRY INSIGHTS AND MARKET TRENDS Cpl Life Sciences are specialists at placing high calibre professionals with companies across the world.
UK
SWITZERLAND
U.S.A
Our strategically placed teams deliver tailored, permanent, contract, executive search, and embedded life sciences talent solutions across the UK.
With a local presence in Basel, our dedicated team connects the region’s most in-demand talent with the Swiss life sciences industry.
Based in Boston, our specialist team seamlessly connects the pharmaceutical, biotechnology and healthcare sectors with talent across the USA.
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Syneos Health experienced the biggest year on year fall in vacancies, dropping by nearly 70%, with the move from being publicly listed to privately owned resulting in a likely recruitment freeze. This is one to watch in 2024, as we wait to see if new ownership and management structure leads to increased hiring in the year ahead.
U.K.
TOP 10 Organisations for scientific vacancies Life Sciences, UK, 2022-2023
2023: In Review Life Sciences is one of the UK’s most successful sectors, employing over 280,000 people and adding £94 billion to the economy annually. Following a buoyant few years, the UK life sciences job market was more subdued in 2023, with inflation, skills shortages, and global tension all contributing. Economic uncertainty undoubtedly played a part in the slow down, not just from a staffing perspective but also from the drop in investment coming into the UK. The knock on effect of talent disruption caused by the Covid-19 pandemic continued to be felt in 2023, taking its toll across the industry in varying degrees. The ongoing skills deficit remained high on the agenda for life sciences companies across the UK, leading many to recognise the value of growing in-house talent, to shape future organisational leadership. With as many as two out of three employees having considered leaving a job due to a lack of career growth, there has been a keen focus on enhancing the skills of mid-level managers through targeted learning and development programs, including secondments and advanced courses. This shift to growing talent internally is in direct response to the competitive nature and investment of hiring top talent from outside the organisation. In a recent survey by LinkedIn, 89% of learning and development professionals agreed that proactively building employee skills for today and tomorrow will help navigate the evolving future of work. Top Life Sciences Organisations for Vacancies in 2023 AstraZeneca and GSK led the way in annual vacancy totals last year, with 676 and 504 vacancies respectively, however, this was a drop for both organisations compared to 2022. Pfizer was the only company in the top 10 to show an increase in vacancies, up by nearly 40% compared to the previous year. Although, it is important that this is taken in context with their recent profit warning and related plans to cut 500 jobs at its Sandwich, Kent site in the U.K. as part of a $3.5 billion cost-cutting programme. LIFE SCIENCES STAFFING INSIGHTS AND TRENDS DEVELOPING IN-HOUSE TALENT WILL REMAIN A PRIORITY IN 2024, ALONGSIDE ATTRACTING NEW TALENT TO BOOST INNOVATION.
Organisation
2022
2023
YoY%
AstraZeneca
1093
676
-38.2%
GSK
651
504
-22.6%
IQVIA
550
328
-40.4%
Syneos Health
760
299
-60.7%
ICON
317
246
-22.4%
Labcorp Drug Development
444
220
-50.5%
Almac
218
195
-10.6%
Pfizer
126
176
39.7%
Parexel
214
169
-21%
Lonza
154
133
-13.6%
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Data source: Vacancy Soft
CPL LIFE SCIENCES
Skills Gap A report by the World Economic Forum estimates that worldwide employers across all sectors will need to reskill more than 1 billion people by 2030. Further to this, LinkedIn data shows skills sets for jobs have changed by around 25% since 2015, with this is expected to double by 2027. A recent skills gap report published by the Association of the British Pharmaceutical Industry (ABPI), shows skills in robotics, data science and digital pathology are among new priorities for companies. Of the top thirteen priority skills identified in the ABPI survey, eight involve an element of digital or data expertise. There is also a growing concern over the lack of new recruits with problem solving/critical thinking skills, communication skills and teamworking skills. This decline in soft-skills could be an impact of COVID-19 limiting young people’s ability to develop these skills whilst studying remotely, as well as opportunities to work in laboratories. Recruiting Experienced Staff Linked with the ongoing skills shortage across the life sciences industry, the recruitment of experienced staff will remain a challenge for employers in 2024. Although recruiting experienced staff is a national issue, it is felt most acutely in regions and areas of the UK where a strong industry presence means competition for staff is particularly fierce. Experienced candidates within regulatory, quality assurance and quality control roles are among those most in demand. Graduate Collaboration Programmes In Northern Ireland (NI), the shortfall in skilled candidates has led to successful collaborations between academic institutions and industry. Compared to the rest of the UK, salaries in NI are historically lower, leading life science graduates to look further afield for career opportunities once they have completed their studies.. NI Centre for Economic Policy (NICEP) figures show those in the professional, scientific and technical sector in the UK take home 60% more than their Northern Irish equivalents for certain roles. The ongoing success of academic- industry collaboration programmes and similar strategic partnerships between academia and science parks across the UK, will help recruit and retain local talent across the whole of the UK.
Northern Ireland The complex post-brexit de-coupling from the European Union (EU) continued to impact the UK’s life sciences industry last year. The transition process was hampered by the ongoing issue around movement of goods into and out of Northern Ireland (NI), where EU rules continue to apply. Following a new agreement on trade between the Democratic Unionist Party (DUP) and the UK government, it remains to be been how the moves to smooth trade between GB and NI will play out. The common practice of cross-boarder working between Northern Ireland and the Republic of Ireland remained unchanged in 2023, with an estimated 23,000 people regularly crossing the boarder for work. Other than countries with special status, such as Luxembourg and Monaco, figures show the Island of Ireland has the highest level of in- bound (10.55%) and out-bound (7.44%) commuters in the EU. The rise in demand for advanced data and digital skills, aligns with the their increasing importance to the industry, alongside the introduction of new technologies such as AI. Anticipating 2024: Future Directions for Life Sciences UK Staffing Talent Development Developing in-house talent will remain a priority for many businesses in 2024, however, ‘next generation‘ leadership coming from outside is at its most competitive. Despite stong internal employee development programmes, employers are still seeking to onboard talent from outside the company in the quest for new innovation. Towards the end of 2023, as the job market started to stabilise, there was a notable increase in demand, which we expect to continue in 2024. Emerging Technology The growth of technology within life sciences is set to continue this year. Exploring the potential uses of artificial intelligence (AI) technology in existing business processes remains a priority for many businesses. AI is already being used to reach new talent, remove unconscious bias from recruitment processes and to develop platforms for smoother data processes.
“As we move further into 2024, I am optimistic about the UK life sciences employment landscape. We’re on the cusp of a transformative era, where AI and digital technology are integral to our industry’s growth. Over the coming year, I expect to continue to see roles redefined and a rise in the creation of new tech focused roles to drive innovation across the industry.“ Yvette Cleland, CEO, Cpl Life Sciences
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SWITZERLAND
LIFE SCIENCES STAFFING INSIGHTS AND TRENDS
WE EXPECT TO SEE ROLES IN DATA SCIENCE GROW IN 2024, PARTICULARY IN ROLES INVOLVING DATA COLLECTION AND ANALYSIS.
2023: In Review Switzerland is home to a wealth of important activity in the life sciences sector, with a unique science ecosystem of organizations, languages, and legislations. This creates a complicated and exciting environment for exchanging information and ideas, leading to significant innovation in the region. Despite this, since the start of 2023 we have witnessed a significant decline in jobs in life sciences sectors focused on drug/device discovery, development and commercialisation.
There are a number of factors contributing to this, including:
The worldwide economic climate and financial concerns which have shaped every sector’s fate over the past 12 months+. Investors and/or funding streams delaying or just not happening, with cash runways for earlier stage bio/med tech impacted. This has led to increased difficulty driving product cycles and bringing products to market, with many companies having to refine portfolio’s and restructure/re-strategise. A surge of recruitment over 2021-2022 after the Covid pandemic ‘stand-still’, particularly for clinical studies that stalled then needed to catch up, exacerbated salary increases and skills shortages and delayed product pipelines. Delays in regulatory submissions, applications and reimbursement processes; caused delays in product approval and launches, the knock on effect was employers taking a more careful approach to recruiting and only hiring critical roles and spending within budgets.
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“The Swiss life sciences market is evolving at pace and we have seen a noticeable rise in demand for candidates skilled in digital automation, logistics, and supply chain. We’re excited to see these new opportunities and support clients with talent solutions designed to support a changing market.” Yvette Cleland, CEO, Cpl Life Sciences With employers becoming more aware of their sustainability/environmental, social and corporate governance (ESG ) strategies, in-line with new Central Securities Depositories Regulations (CSDR) across EU and Switzerland, we expect to see increased demand for skilled candidates with experience within Supply Chain, Legal, Compliance and HR, as businesses transform their models and strategy. Digital Automation The life sciences sector globally is going through an evolution of digitalisation; with drug discovery and clinical trials shifting into automisation, utilising Artificial Intelligence (AI) and Machine Learning (ML), which will in turn lead to a new set of skills and growth areas. Looking ahead: Swiss Staffing Priorities for 2024 and Beyond Demand for Talent Talent needs in logistics, engineering and supply chain remain among the higher areas in life sciences, along with quality assurance and control, and these seem to be the areas that will continue to be busiest into 2024 for permanent and contract staffing requirements. However, there continues to be great innovation in Switzerland. The Med Tech and Bio Tech sectors are driven through academic research and investment in the country, with a strong international base of business and talent. Although we anticipate 2024 getting off to a slow start, we expect to see an uptick in investment and funding as the year goes on, fuelling the sector to thrive once more. Medium to large pharmaceutical companies will also likely bolster their pipelines or make acquisitions, which will increase job flow and career opportunities.
Data science-based roles will likely increase. We expect to see roles that involve the collection, analysis, and interpretation of data to grow in demand across bioinformatics and other areas, such as computational biology, mathematical biology, and statistical genetics, computer engineers, and software development. New Products We expect to see growth in hiring demand from mid to large size Swiss based pharmaceutical companies in 2024, from employers launching new products and receiving critical clinical data results driving the need to fill specialist roles.
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Among the most in-demand jobs in the digital life sciences sector are:
Digital Engagement Specialists Commercial/Salesforce Excellence Leads A.I./Software Developers Alliance Management Leads
U.S.A
2024 Horizon: Adapting to New Labor Market Realities Skills Gap Ongoing skills gaps and shortages are expected to continue in 2024. However, as further investment is made across the industry and the number of completed bio-degrees continues to increase, the long-term outlook is positive. As Generation Z and Generation Alpha enter the workforce, they are poised to bring a new range of digital skills. With advanced proficiency in emerging technologies, we can expect to see the next generation of workers close the digital skills gap. A.I. Revolution A.I. is paving the way for new ways of working in the life sciences sector, revolutionizing traditional methods in favor of smarter, more efficient processes. As life science companies across the US shift towards A.I. focused strategies, with increased adoption of A.I across all aspects of the chain, from early molecular discovery to clinical trials, pharmacovigilance, and marketing, demand for candidates with specialist emerging skills will remain high in 2024. Innovation and Collaboration In response to the number of high-profile product co-launches in the coming year, including Eisai/Biogen, Sarepta/Roche, Biogen/Sage, and Abbvie/Genmab, 2024 could see demand for candidates with experience in alliance management and business development/in/out-licensing grow. “Looking ahead to 2024, the US life sciences market is poised for significant growth and diversification. With advancements in biotech and personalized medicine, we anticipate a surge in demand for specialist skills in these areas.” Yvette Cleland, CEO, Cpl Life Sciences
LIFE SCIENCES STAFFING INSIGHTS AND TRENDS 2024
THE US LIFE SCIENCES LABOR MARKET LOOKS SET TO BE DRIVEN BY DEMAND FOR DIGITAL EXPERTISE AND COMMERCIAL ROLES IN 2024.
2023: In Review Following record years of growth in 2021 and 2022—hitting a peak with a record 2.1 million US life science jobs at the start of 2023—job growth slowed during the rest of the year. In 2022, the buoyant US life sciences share of the labor market approached a near-record 1.4%. Research & development—most notably in the biotechnology sector—led the industry’s overall employment growth, with an impressive 8.7% increase. A combination of economic uncertainty and strategic realignment caused sensitivity around staffing costs, leading to a reduction in workforce investment compared with previous years. In response to shifting market conditions, the industry witnessed a wave of redundancies, impacting both clinical stage biotech’s as well as big pharma, leading to an increase in candidates across the life sciences labor market. The Rise of Digital Skills One of the most significant trends in 2023 was the growing emphasis on digital skills. The rise of AI and automation within life sciences, alongside greater digital engagement and a focus on commercial excellence —particularly in big pharma—demands a new skillset from the workforce. Skill sets for jobs have changed by around 25% since 2015 and by 2027, this number is expected to double. With companies moving towards more strategically targeted, omni-channel campaigns, the need for candidates with specialist skills in digital, data analytics, CRM & SFE is growing significantly.
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Life sciences staffing
‘Life Sci for Growth’ package, announced in May 2023, will bolster confidence in the UK Life sciences market. Funding including £121 million to improve commercial clinical trials, up to £48 million of new money for scientific innovation, £154 million to increase capacity of the UK’s biological data bank, and up to £250 million to incentivise pension schemes to invest in the UK’s most promising science and tech firms, will all contribute to reigniting the UK life sciences staffing market in 2024. Increased Clinical Trials Following the slowdown of clinical trial approval during the pandemic period, we expect to see initiatives by the UK government to fast track trial approval manifest into an increase in hiring during 2024. Since summer 2023, there has been a four-fold increase in the number of trials approved by the Medicines and Healthcare products Regulatory Agency (MRHA) in the UK. As a result, we predict a surge in demand from CROs looking for talent to support growing business demands. The Rise of the Golden Triangle The rise of a world-class life sciences cluster in the Golden Triangle has an important contribution to make in meeting national healthcare challenges, including the delivery of innovative personalised health. Clusters foster a more collaborative way of working between international researchers, scientists, engineers, mathematicians, and clinicians, interconnecting their wide range of expertise, knowledge, and specialist skills.
If we consider Cambridge alone, were this cluster to grow unimpeded, it could generate an additional £1 billion per annum to the UK economy and an additional 6,000 jobs by 2032. Continued growth in these clusters is critical to help the UK life sciences sector compete with established clusters in the United States— in particular, Boston and San Francisco—as well as emerging clusters in
HORIZON SCANNING WHAT’S ON THE RADAR IN 2024
Europe and Asia. Sustainability
Sustainability has moved on from its status as a trend and is now a core pillar of corporate strategy for companies across the globe. Throughout 2024, we expect to see sustainability remaining as hot agenda item for life science businesses—especially across Europe. As the life sciences landscape continues to evolve, embedding sustainable practices in not just seen as good environmental stewardship but a critical component of business resilience and competitive advantage.
As organisational leaders continue to grapple with the uncertain economic outlook, geopolitical uncertainty and the ongoing skills gap faced by the industry, there are signs that the tide is beginning to turn. Investment We are seeing renewed energy and investment optimism in the market, with interest rates in the UK starting to fall, suggesting we could see a rise in venture capital and private equity funding in in 2024. Several UK life sciences companies have continued to raise significant funding carried forward from 2022. Oxford Nanopore Technologies, the DNA sequencing business raised more than £1Bn with a recent £70m investment from French diagnostics firm BioMérieux. Along side venture capital investment, the UK government's commitment to a multi-faceted
Personalised Medicines and Therapeutic Focus
In 2022, over 2,000 clinical trials were conducted that featured Advanced Therapy Medical Products (ATMPs)—a 13% increase year on year. Demand for these types of products continues to grow, with Northern Ireland boasting a strong cluster of companies focused on areas including biomarker identification, digital biomarker development, and assay validation.
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Life sciences staffing
How to improve life sciences employee attraction and retention in 2024:
Conclusion The market it starting to show signs of growth and we watch with interest to see if the government’s growth package, new venture capital investment, and the significant uptick in clinical trials in the UK bring renewed confidence in 2024. The younger generation entering the workforce, in particular Gen Z, bring a new set of expectations to the table. They value mentorship programmes, learning and development opportunities and clear career paths. Understanding and addressing these expectations should be a big agenda item for talent acquisition teams in the year ahead, to attract and nurture new talent in 2024. Across the globe, the skills gap and lack of experienced candidates are set to continue being a significant challenge for life sciences employers. For businesses keen to attract and retain top-tier talent, it will be critical to develop a strong talent strategy, and engage innovative attraction and retention tactics—that go beyond a competitive salary. Its value in discovering better targets, designing new compounds, and improving clinical trial design, among with many other positive applications, ensures the ‘fourth industrial revolution’ is firmly on the map for 2024—and beyond.
The unique nature of personalised medicines calls for a more adaptable approach, leading manufacturers to increasingly explore the use of Single Use Technology (SUT) during clinical stages to aid production. We predict an uptick in demand for engineering professionals this year, as employers adapt operations to reflect market demands. It is now estimated that most the world's population lives in countries where overweight and obesity is a bigger risk to health than underweight. The World Obesity Federation estimates that by 2030, over one billion adults globally will be affected by obesity, without action being taken. Based on this, it is no surprise that GLP-1s, the blockbuster weight loss drugs that include Wegovy and Ozempic, dominated many discussions at JP Morgan’s recent conference. With talk of more pharma companies searching for the next generations of these drugs, or combinations that could unlock even greater effectiveness, this is an area we expect to continue to flourish in 2024. Artificial Intelligence No horizon scanning would be complete without mentioning AI. Although early days, relatively speaking, momentum is showing no signs of dwindling in the advancement of this new technology within the life sciences industry.
EMPLOYER VALUE PROPOSTION (EVP) It‘s vital to be clear about you EVP. With 75% of jobseekers considering an employers brand before even applying for a job, you need to connect your organisation’s values, people strategy and policies, with your company brand to attract the best talent in 2024. ATTRACTIVE BENEFITS Although salary is still the main draw, an attractive benefits offering is key for hiring the the best talent. Benefits related to work life balance/leave, health and wellbeing, and flexible working rank among the top benefits sought by employees in 2024. TIME TO HIRE In a candidate short market, streamlining recruitment processes or working with a staffing agency to improve time to hire is critical to avoid missing out on the best talent in the year ahead. INVESTMENT IN LEARNING AND DEVELOPMENT Learning and development opportunities are within the top five factors for employees considering a new job. Providing learning opportunities is the number one way organisations are working to improve retention. EQUALITY, DIVERSITY, & INCLUSION (EDI) A strong EDI commitment not only helps attract talent, 41% of companies are using EDI programmes to improve retention. If it’s not already a business priority for 2024, it needs to be. INTERNAL MOBILITY Giving employees the opportunity to move roles within your business can boost retention. At the two year mark, an employee who has made an internal move is 75% more likely to stay. If you’re keen to keep your top-talent onboard, considering internal mobility is essential in 2024.
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We would like to thank our team for sharing their life sciences staffing sector insight and to our independent partners at Vacancysoft for providing life sciences labour market trends data. Acknowledgements Yvette Cleland, CEO, Cpl Life Sciences Kirsty Calow, Chief Sales Officer, Cpl Life Sciences UK Seamus Moore, Principle Team Lead, Cpl Northern Ireland Sarah Goddard, Country Director, Cpl Life Sciences Switzerland Tom Hancox, VP Cpl Life Sciences USA Sources
LinkedIn - State of L&D 2023 CBRE Life Sciences Outlook 2023 Gallup State of the Global Workplace Report 2023 UK Biotech Association Report Aug 2023 CSBI 2023 Workforce Trends Report (USA) Swiss Biotech Report 2023 Vacancy Soft - Switzerland Labor Market Trends (Feb 2023) Vacancy Soft - Biotech Labour Market Trends UK (Jan 2024)
Vacancysoft is the UK's leading provider of labour market data and analytics. Our proud partnership offers us exclusive access to the latest life sciences labour market trends data and insight.
Invest Northern Ireland, Life Sciences Report 2023 Gov.UK - Life Sciences Announcement May 2023 ABPI Economic Data Dec 2023 Who is better off? Measuring Cross-border Differences in Living Standards, Opportunities and Quality of Life on the Island of Ireland ABPI report: How Skills Requirements are Changing Belfast Telegraph - NI UK Wage Divide MHA 2024 Outlook Report Deloitte Life Sciences 2024 Outlook Discovery Park - Skills Hub Queens University Belfast Industry Collaboration Pfizer - job cuts LinkedIn Employer Branding Elite Business - employee benefits Exclusive access to Vacancy Soft 2023 End of Year Life Sciences Labour Market Report
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About Cpl Life Sciences Total Talent Solutions Cpl UK Life Sciences provides talent and staffing solutions across all areas, including pharmaceutical, biotechnology, and medical technology. With excellent local knowledge of markets across the UK, Switzerland, and the USA, you can trust us to help with your all your life science staffing. From big pharma to small biotech or medtech start ups, we can deliver the total talent solutions you need. About This Publication This publication is for informational purposes only and is intended to offer general insights. While every effort has been made to ensure accuracy and completeness, we do not guarantee its reliability or applicability to specific circumstances. The views and opinions expressed may not necessarily reflect those of the published or any affiliated organisation. The publisher disclaims any liability, loss, or risk taken by individuals who directly or indirectly act on the information provided. About Cpl Cpl is a global provider of staffing and talent solutions. Over the past 30 years, Cpl has established a deep and rich portfolio of customer relationships and talent services. We are committed to working in partnership with our colleagues, our candidates, our community and our clients to face the future of work with confidence. The Future of Work Institute is a Cpl owned consultancy business that explores, questions and designs future work solutions with our clients, partners and collaborators.
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