Spotlight on - Real Staffing · PDF file · 2013-03-08Spotlight on: Salaries,...

1A European perspective 2013

Spotlight on: Salaries, recruitment and retentionPharma, biotech and medical devices

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Contents

Introduction

Methodology

Salary and market trends

Clinical Operations.........................................................................Research & Development..............................................................Quality Assurance..........................................................................Regulatory Affairs & Pharmacovigilance........................................Medical Affairs...............................................................................Health Economics & Outcomes Research.....................................Business Intelligence & Data.........................................................Sales & Marketing..........................................................................Medical Communications..............................................................Operations.....................................................................................

Employee perceptions and their impact on recruitment

Job security....................................................................................Recruitment & retention.................................................................Motivation to move........................................................................Migration and the impact on recruitment......................................Attracting talent.............................................................................

Expansion, mergers, acquisitions and competition have impacted on salary and benefit expectations, and the perceptions of

those working across pharma, biotech and medical devices.”

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Methodology

This comprehensive report takes into account Real’s placement data over the previous 12 months, together with the results from our pan-European online survey, focusing on salary levels, market trends and employee perceptions. The survey was conducted with thousands of pharma, biotech and medical device professionals across the UK, Belgium, France, Germany, Switzerland and the Netherlands. Further industry insight is based on conversations with professionals from across Europe and in-depth interviews with our leading recruitment specialists within each region.

Permanent salaries quoted are gross average annual salaries, excluding bonuses and benefits and contractor rates are quoted on an average hourly rate. The salary rates quoted are indicative of the market only and salaries will vary depending on a company’s size, location, the sector and an employee’s qualifications, experience and responsibilities.

Introduction

The pharma, biotech and medical devices industries face a challenging landscape. From global expansion, to mergers and acquisitions and increased outsourcing, organisations have had to respond accordingly but what has the impact been on salaries, benefits and the perceptions of those working across the sector? In this report we look at the affect of factors such as the patent cliff, tightening FDA legislation and the rise of generics and biologic products on the pharma, biotech and medical devices sectors across Europe.

Providing detailed salary rates and unique insight we examine the market trends within core disciplines and how these are likely to impact employers throughout Europe as they look to build sustainable workforces for the long-term.

We also examine employee motivations to see their impact across the sector, including market confidence, recruitment and retention, the global mobility of talent and the need for employers to adapt and build a strong employer proposition in order to address the war for talent.

We examine employee perceptions, market confidence, recruitment, retention and global talent mobility.”

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packages are not as highly valued. An increasing number of organisations within Germany are also willing to take on junior professionals and by doing so have been able to keep salary levels the same, whilst attracting new talent through opportunities for career progression.

In contrast, in the UK we’ve seen increases in basic salaries, and increased flexibility in benefits packages as organisations look to secure the best talent. An increasing number of companies are also looking internationally to source professionals at senior level.

Bucking this trend, demand for CRAs in Belgium has been somewhat lower, with the greatest demand being for senior level professionals – particularly Project Directors and Clinical Trial Managers. We’ve also seen an increase in demand for Project and Account Managers to manage outsourcing, which has led to increased competition for talent and a rise in salaries as a result.

We’ve seen the gap in pay between roles within the pharma and medical devices sectors decrease as salary increases within pharma have not been as aggressive, whilst the increasing demand for medical device professionals has put pressure on salaries. CRAs and experienced Clinical Managers are particularly in demand within medical devices

as organisations look to develop products further and expand into new territories. We’ve also seen some CROs expand their offering to include medical devices services which has created a number of permanent and contract roles resulting in increased competition for talent.

We’ve continued to see an increase in the level of clinical operations activity being outsourced to CROs throughout Europe. With the CRO outsourcing market expected to be worth over $40.5 billion by 2015 this is a trend we expect to continue for the foreseeable future. As a result we’ve seen a reduction in the number of in-house clinical research roles, but an increasing number of project managers/account managers as organisations look to manage the outsourcing process. There has also been steady demand for clinical research professionals within CROs, highlighting that whilst the clinical operations function is seeing significant change, opportunities still remain for skilled professionals. Salaries have therefore remained stable on the whole.

With a large number of CROs choosing to locate within the Eurozone, and Germany in particular, rather than investing in Switzerland due to the high cost of the Swiss Franc, Switzerland is not seeing the same level of demand for professionals from CROs as elsewhere. However, with many of the large pharma headquarters continuing to be located in Switzerland we’ve seen an increase in ‘in-sourcing’ whereby 3rd party research organisations are conducting trials on-site, enabling pharma organisations to retain visibility of the process. As a result we are seeing a number of on-site opportunities coming onto the job market and salaries remaining stable.

Within France the highest demand for talent continues to come from biotech CROs. Driven by the lack of opportunities in-house, specialists looking to make the transition to CROs have had to accept salaries typically lower than those offered in-house.

In contrast clinical operations specialists within the Netherlands are showing greater confidence in the job market with many willing to hold out for the right package and flexible working conditions. We are seeing increasing competition to secure the best talent and whilst salaries are remaining static companies looking to attract new talent are doing so through flexible working hours, options to work from home or fixed term contracts to give greater flexibility. We’ve also seen a move towards part-time roles for clinical trials that may not require full-time resources; offering further flexible working options.

Experienced Clinical Research Associates (CRAs) are particularly in demand throughout Europe, but with a limited talent pool many organisations are struggling to get the right people on board. Within Germany, where competition for talent is high, the speed of the recruitment process has proved key to getting the right people on-board. Flexible working conditions have also proved highly attractive to job seekers in a market where traditional benefit

Clinical Operations

Permanent Gross average annual salary, excluding bonus and benefits.

Job title UK (£) France (€) Netherlands (€) Germany (€) Switzerland (CHF) Belgium (€)

Clinical Operations Manager 54,000 100,000 75,000 90,000 140,000 82,500

Clinical Project Director 83,000 105,167 115,000 125,000 170,000 120,000

Clinical Project Manager 53,726 52,489 70,100 74,063 121,250 80,000

Clinical Research Associate 35,455 38,000 48,882 45,840 95,868 37,500

Clinical Research Director 92,500 110,000 115,000 100,000 140,000 97,440

Clinical Research/Study Manager 47,179 47,500 65,000 68,520 120,000 62,500

Clinical Trial Administrator 31,250 35,000 35,000 38,000 72,500 47,500

Clinical Trial Co-ordinator 30,500 47,500 35,000 45,000 80,000 37,500

Clinical Trials Manager 46,050 57,500 65,000 50,875 120,000 67,500

Feasibility Manager 42,500 55,000 75,000 45,000 120,000 65,500

Senior Clinical Operations Director 175,000 110,000 115,000 120,000 180,000 105,000

Senior Clinical Project Manager 63,333 80,000 85,000 92,500 140,000 87,500

Senior Clinical Research Associate 37,308 42,000 67,500 53,000 98,000 50,833

Clinical Operations

As the outsourcing trend continues, we’ve seen a reduction in in-house clinical research roles.”

Contract Average hourly rate.

Job title UK (£) France (€) Netherlands (€) Germany (€) Switzerland (CHF) Belgium (€)

Clinical Operations Manager 62 - 68 81 - 89 95 - 105 95 - 105 124 - 130 119 - 131

Clinical Project Director 95 - 105 122 - 134 114 - 126 114 - 126 105 - 110 114 - 126

Clinical Project Manager 57 - 63 62 - 68 95 - 104 76 - 84 114 - 120 111 - 122

Clinical Research Associate 37 - 41 39 - 43 54 - 59 52 - 58 90 - 95 57 - 63

Clinical Research Director 81 - 89 75 - 83 86 - 95 114 - 126 119 - 125 105 - 116

Clinical Research/Study Manager 38 - 42 64 - 70 79 - 87 71 - 79 76 - 80 83 - 91

Clinical Trial administrator 15 - 17 30 - 34 57 - 63 38 - 42 71 - 75 38 - 42

Clinical Trial Co-ordinator 24 - 26 44 - 48 76 - 84 38 - 42 95 - 100 81 - 89

Clinical Trials Manager 71 - 79 56 - 62 86 - 95 76 - 84 105 - 110 90 - 100

Feasibility Manager 52 - 58 53 - 59 86 - 95 95 - 105 105 - 110 81 - 89

Senior Clinical Operations Director 81 - 89 90 - 100 95 - 105 143 - 157 128 - 135 128 - 142

Senior Clinical Project Manager 67 - 74 81 - 89 81 - 89 86 - 95 119 - 125 109 - 121

Senior Clinical Research Associate 39 - 43 54 - 60 71 - 79 76 - 84 81 - 85 79 - 87

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Throughout Europe we’ve seen a number of pharma and biotech organisations downsizing their R&D functions as they look to improve productivity and cost efficiencies. We’ve therefore seen increased outsourcing to R&D service providers – both within Europe and increasingly to global hubs such as Singapore, China, the US or within emerging regions where the high costs associated with R&D can be offset. Whilst this has resulted in the restructuring of numerous R&D departments, it has also presented opportunities for Project and Account Managers as companies seek professionals to manage the outsourcing process.

We’ve also seen organisations streamline their R&D departments which has led to a number of redundancies. With more mid-senior level R&D specialists available in the market and competition for a limited number of roles increasing, salaries have levelled off and we are no longer seeing the salary increases we’ve seen in the past. In contrast there has been less impact from organisational

restructures in Germany, with many companies reducing permanent headcount through natural churn alone. As a result salaries have remained fairly stable across the region.

Whilst R&D has been widely scaled back across mainland Europe the UK has seen pockets of growth. This is particularly telling within generics where companies continue to invest in R&D as they look to capitalise on the opportunities presented by the patent cliff. This has led to an increase in demand for professionals within this area, but with a greater number of specialists available in the market, organisations have been able to secure the best talent without increasing salaries.

With forecasts for 2016 predicting that 45% of sales of the world’s top 100 pharma products will come from biologic products, demand for R&D specialists within this space is continuing to grow throughout Europe. With an increasing number of biologic products receiving approval from the FDA we’ve also seen renewed confidence within

Research & Development

Permanent Gross average annual salary, excluding bonus and benefits.Job title UK (£) France (€) Netherlands (€) Germany (€) Switzerland (CHF) Belgium (€)

Analytical Chemist 32,500 35,000 35,000 50,000 80,000 48,750

Applications Scientist 72,500 60,000 60,000 70,000 70,000 42,500

Chief Medical Officer 155,000 120,000 150,000 170,000 240,000 195,000

Chief Scientific Officer 70,000 85,000 100,000 160,000 260,000 140,000

Clinical Scientist 41,029 64,531 55,000 57,000 130,000 57,500

Director of Therapy 100,000 75,000 100,000 130,000 130,000 68,000

Drug Discovery Project Leader 37,500 52,000 60,000 68,000 110,000 55,680

Drug Discovery Scientist 51,071 49,722 45,000 50,000 120,000 47,500

Engineering Planner 40,000 33,000 45,000 55,000 100,000 54,500

Epidemiologist 105,000 42,000 75,000 90,000 125,000 54,560

Formulation Scientist 37,143 40,000 40,000 50,000 110,000 42,000

Medical Expert 67,500 70,000 65,000 75,000 185,000 68,000

Principal Scientist 37,500 38,000 60,000 65,000 120,000 64,600

Project Assistant 30,000 28,000 35,000 35,000 70,000 48,700

Project Manager: R&D 67,500 52,500 65,000 92,500 110,000 62,640

R&D Director 62,500 100,000 100,000 120,000 140,000 111,350

R&D Manager 47,500 50,000 82,500 85,000 130,000 90,480

Scientific Operations Director 105,000 90,000 90,000 120,000 140,000 97,560

Scientist 35,717 40,833 40,000 57,500 90,000 47,600

Senior Research Physician 72,500 65,000 70,000 78,000 150,000 76,560

Senior Study Co-ordinator 42,500 55,000 50,000 45,000 95,000 37,500

Study Manager 52,500 48,000 65,000 70,000 111,000 76,560

Technical Operations Director 105,000 90,000 90,000 120,000 140,000 94,380

Trial Co-ordinator 32,500 45,000 45,000 38,000 90,000 62,560

Upstream Scientist 52,500 50,000 55,000 55,000 100,000 49,500

Research & D

evelopment

Switzerland about the commercial viability of biologics. With risk levels associated with biologics seen to be reducing there has been a surge in R&D activity. Whilst organisations remain conscious of keeping their headcount down, we’ve seen a rise in demand for professionals with niche skill sets – particularly within clinical science where professionals with early phase experimental experience are highly sought after.

Whilst the European pharma market remains largely risk adverse, the medical devices market has continued to invest heavily in R&D in order to bring new, innovative products to market. This investment has led to higher demand for professionals – particularly engineers, where there is a shortage of newly qualified engineers entering the market. Unable to match the salaries on offer within other sectors many firms have struggled to attract the right people and as a result are looking overseas to regions such as Eastern Europe and North Africa to source talent without having to inflate salaries.

Across Germany, Modellers, Software Developers and Engineers are particularly sought after and in addition to looking abroad many companies are now turning their attention to universities with a view to securing overseas engineering graduates whose salary expectations are more closely aligned with the medical devices market.

Contract Average hourly rate.Job title UK (£) France (€) Netherlands (€) Germany (€) Switzerland (CHF) Belgium (€)

Analytical Chemist 14 - 16 20 - 22 71 - 79 48 - 53 86 - 95 52 - 58

Applications Scientist 38 - 42 32 - 36 81 - 89 48 - 53 95 - 105 48 - 53

Chief Medical Officer 143 - 158 82 - 90 90 - 100 105 - 116 124 - 137 95 - 105

Chief Scientific Officer 48 - 53 63 - 69 95 - 105 95 - 105 119 - 131 95 - 105

Clinical Scientist 21 - 23 48 - 53 69 - 77 67 - 74 86 - 95 59 - 65

Director of Therapy 95 - 105 77 - 85 95 - 105 114 - 126 114 - 126 90 - 100

Drug Discovery Project Leader 43 - 47 47 - 51 67 - 74 76 - 84 95 - 105 67 - 74

Drug Discovery Scientist 17 - 19 25 - 28 62 - 68 62 - 68 76 - 84 79 - 87

Engineering Planner 38 - 42 40 - 44 57 - 63 57 - 63 81 - 89 52 - 58

Epidemiologist 48 - 53 49 - 55 52 - 58 67 - 74 105 - 116 52 - 58

Formulation Scientist 15 - 17 26 - 29 52 - 58 52 - 58 67 - 74 59 - 65

Medical Expert/Advisor 71 - 79 67 - 74 73 - 81 95 - 105 100 - 110 86 - 95

Principal Scientist 24 - 26 37 - 41 86 - 95 67 - 74 76 - 84 62 - 68

Project Assistant 15 - 17 31 - 35 86 - 95 38 - 42 67 - 74 43 - 47

Project Manager: R&D 61 - 67 33 - 37 81 - 89 81 - 89 95 - 105 81 - 89

R&D Director 95 - 105 93 - 103 90 - 100 124 - 137 124 - 137 86 - 95

R&D Manager 57 - 63 86 - 95 76 - 84 86 - 95 105 - 116 81 - 89

Scientific Operations Director 57 - 63 81 - 89 90 - 100 114 - 126 124 - 137 90 - 100

Scientist 16 - 17 19 - 21 67 - 75 57 - 63 71 - 79 48 - 53

Senior Research Physician 67 - 74 62 - 68 81 - 89 95 - 105 95 - 105 81 - 89

Senior Study Co-ordinator 57 - 63 81 - 89 86 - 95 52 - 58 95 - 105 81 - 89

Study Manager 63 - 69 39 - 43 81 - 89 71 - 79 95 - 105 81 - 89

Technical Operations Director 71 - 79 76 - 84 90 - 100 114 - 126 124 - 137 86 - 95

Trial Co-ordinator 38 - 42 62 - 68 86 - 95 38 - 42 95 - 105 57 - 63

Upstream Scientist 33 - 37 35 - 39 52 - 58 57 - 63 90 - 100 48 - 53

The medicaldevices market has continued to invest heavily in R&D resulting in increased demand for specialists.”

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Quality Assurance

Tightening regulations across the pharma and biotech sectors, together with European Union directives, have led to burgeoning demand for specialists within quality assurance. The mandatory approval from a Qualified Person (QP) prior to product release, as stipulated by the regulatory bodies, has ensured this role remains pivotal to the sector. We’ve therefore seen the number of QP roles increase throughout Europe as companies look to extend their line of products or release drugs into new territories, and require resources to manage the process. However, with the number of QPs retiring expected to outstrip newly qualified QPs entering the market we anticipate a decreasing talent pool. The mandatory requirement for QPs to be qualified industrial pharmacists within France and Belgium has also limited the talent pool further in these regions. These factors have resulted in a highly competitive job market across Europe with organisations fighting to secure talent – particularly on a permanent basis.

Contrary to this, in the UK we’ve seen a decline in the number of QPs seeking new roles; instead choosing to stay where they are due to concerns about the economy and future job security. As a result QPs who are open to new opportunities have found themselves in high demand and have therefore been able to command higher salaries.

Whilst the demand for QPs is largely limited to organisations within pharma and biotech at the moment, we are expecting an increase in demand across medical devices over the next year. This follows the proposed changes to the European medical device directives which will see the same mandatory approvals from QPs introduced to the medical device sector from 2014.

Concerns over quality standards have also led some pharma organisations across Europe to bring functions such as API Manufacturing back in-house. Whilst previously outsourced to regions such as Asia, the need to increase visibility over quality has led to renewed growth of departments in Europe. For those organisations choosing to continue outsourcing we’ve seen an increase in Quality Audit roles as they look to tighten quality control from 3rd party suppliers.

We’ve seen broad increases in demand throughout the quality assurance function across Europe with QA Managers, QA Officers and QC specialists in particular demand. Validation specialists are also becoming increasingly desirable.


Compliance Manager 46,218 52,500 80,000 55,000 115,000 62,640

Engineer 37,000 38,833 42,000 62,500 100,000 35,000

Head of Compliance 70,000 75,000 79,000 95,000 145,000 69,600

Head of Quality Assurance 84,000 62,500 92,500 80,833 225,000 52,500

Head of Quality Control 52,500 60,000 87,000 80,000 120,000 76,560

Manufacturing Quality Engineer 35,000 45,000 48,000 58,000 107,500 57,500

Product Quality Engineer 33,750 40,000 50,000 60,000 90,000 52,500

Qualified Person 60,000 120,000 90,000 100,000 130,000 67,000

Quality Assurance Engineer 67,500 40,000 48,000 55,000 110,000 48,720

Quality Assurance Manager 55,735 60,643 65,000 68,248 119,167 69,167

Quality Assurance Officer 36,500 35,000 52,000 42,500 90,000 47,500

Quality Auditor 32,500 42,500 62,500 90,000 125,000 48,720

Quality Control Analyst 52,937 40,000 50,000 76,250 120,000 45,936

Quality Control Manager 45,000 55,000 75,000 80,977 120,000 62,640

Quality Engineer 40,000 40,000 45,000 58,000 110,000 48,720

Senior Quality Specialist 42,500 50,000 59,000 80,000 120,000 62,640

Validation Consultant 42,500 40,000 50,000 60,000 115,000 45,936

Validation Engineer 37,500 45,000 48,000 55,000 110,000 48,720

Quality A

ssurance

Demand for permanent hires remains higher than contract demand, with organisations generally preferring to secure talent for the long-term. But there is an increasing contract market as employers look for talent to fill immediate requirements. In Switzerland and France we’ve seen organisations willing to commit to new permanent headcount, whereas we’ve seen a more cautious approach in Belgium, with the big pharma organisations preferring to keep headcount levels fixed and use interim staff to provide flexible resources, resulting in increased opportunities for contractors.

With strong competition for permanent and contract talent we’ve seen salaries inflated throughout Europe, except for the UK, where salaries have remained fairly stable as organisations look overseas for talent, relying on the attractiveness of salaries in the UK to secure specialists. In Belgium companies are tackling the shortage of talent by widening their search to include those with a scientific background who may have transferable skills. This approach is evident within many of the SMEs who have been unable to match the inflated salaries of the larger organisations and have struggled to attract talent as a result.


Compliance Manager 51 - 56 48 - 54 76 - 84 86 - 95 105 - 116 81 - 89

Engineer 33 - 37 30 - 34 67 - 74 71 - 79 76 - 84 48 - 53

Head of Compliance 48 - 53 47 - 51 81 - 89 90 - 100 100 - 110 81 - 89

Head of Quality Assurance 86 - 95 62 - 68 85 - 93 105 - 116 142 - 158 114 - 126

Head of Quality Control 43 - 47 67 - 75 86 - 95 95 - 105 109 - 121 114 - 126

Manufacturing Quality Engineer 33 - 37 35 - 39 64 - 70 76 - 84 76 - 84 71 - 79

Product Quality Engineer 33 - 37 36 - 40 67 - 74 71 - 79 81 - 89 71 - 79

Qualified Person 90 - 100 N/A 124 - 137 114 - 126 124 - 137 95 - 105

Quality Assurance Engineer 33 - 37 39 - 43 68 - 76 71 - 79 81 - 89 71 - 79

Quality Assurance Manager 72 - 80 62 - 68 51 - 57 90 - 100 119 - 131 100 - 110

Quality Assurance Officer 25 - 27 36 - 40 47 - 51 48 - 53 76 - 84 71 - 79

Quality Auditor 43 - 47 40 - 44 71 - 79 76 - 84 90 - 100 86 - 95

Quality Control Analyst 15 - 17 34 - 38 67 - 74 48 - 53 76 - 84 71 - 79

Quality Control Manager 38 - 42 61 - 67 76 - 84 86 - 95 95 - 105 95 - 105

Quality Engineer 44 - 49 35 - 39 41 - 45 71 - 79 90 - 100 71 - 79

Senior Quality Specialist 52 - 58 50 - 56 76 - 84 86 - 95 95 - 105 100 - 110

Validation Consultant 51 - 56 34 - 38 74 - 82 86 - 95 90 - 100 81 - 89

Validation Engineer 21 - 23 35 - 39 67 - 74 76 - 84 95 - 105 67 - 74

We’ve seen broad increases in demand throughout the quality assurance function across Europe.”

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Regulatory Affairs & Pharmacovigilance

Demand for regulatory affairs professionals has remained high throughout Europe, driven largely by a pipeline of new pharma and biotech products and the launch of products into additional territories. Most notably the rise in the number of biological products being approved by the FDA has set a new precedent with many organisations now looking to follow suit. With the biologics market expected to grow to an estimated $41 billion by 2014, demand for talent is expected to continue to grow over the coming year as the requirement for regulatory affairs specialists to push through and maintain product approvals has grown.

Whilst many of the largest regulatory affairs departments can be found within the big pharma headquarters (predominately based in Switzerland) we are seeing the development of a number of new teams within SMEs throughout Europe. Regulatory Affairs Managers and Regulatory Affairs Liaison are in particular demand and we’ve seen employers willing to be flexible on salary and benefits in order to secure the right talent.

Tightening drug safety regulations and new legislations across both pharma and biotech have made pharmacovigilance a critical element of all drug development programmes. The need to effectively meet regulatory requirements, manage risk and process safety reports, whilst at the same time keeping development cycles tight has led to an increased need for additional headcount. In Germany we’ve seen organisations increase their pharmacovigilance resources by as much as 20% in 2012 and we are continuing to see this growth elsewhere. For example within the Netherlands we’ve seen the number of new roles coming on the market increase by

as much as 25% over the last quarter. Medical doctors with a background in pharmacovigilance are particularly in demand.

High demand and shortage of supply across regulatory affairs generally has led to strong competition to secure the best talent. As a result we’ve seen salaries increase slowly, although they remain lower within biotechs. Despite these differences, regulatory affairs roles within biotechs are proving increasingly attractive, particularly within the UK, as companies look to move into this dynamic, growing area.

We’ve also seen organisations looking to source talent from overseas in order to meet demand. By extending their search area organisations hope to avoid inflating salaries as they compete for talent. However, there are countries that are bucking this trend. For example local talent remains desirable in Switzerland as organisations are often looking for professionals with experience of working with Swiss Medic, the local regulatory board.

Across Europe we’ve seen high demand for professionals on both a permanent and contract basis. There has been a marked increase in demand for contractors as employers look to fill urgent vacancies where permanent talent has been harder to secure. The project-based nature of the sector has also driven demand as employers turn to contractors to provide flexible resourcing. With the number of interim professionals available largely meeting levels of demand, contract rates have remained stable, with longer contracts offering good rates which are proving extremely attractive.

Demand for regulatory affairs professionals has remained high throughout Europe, driven largely by a pipeline of new pharma and biotech products and the launch of products into additional territories.”

Regulatory Aff

airs & Pharm

acovigilance


Drug Safety Officer 35,438 47,250 47,500 42,500 90,000 47,500

Head of Regulatory Affairs 114,167 79,500 100,000 102,000 180,000 97,500

Pharmacovigilance Associate 32,500 45,000 45,000 50,000 90,000 62,640

Pharmacovigilance Director 75,000 95,000 80,000 120,000 180,000 118,320

Pharmacovigilance Manager 44,500 62,500 65,000 75,000 107,500 97,000

Pharmacovigilance Officer 33,750 36,000 45,000 42,500 90,000 34,820

Regulatory Affairs Associate 37,711 43,344 50,000 47,500 93,343 62,640

Regulatory Affairs Director 115,833 110,000 100,000 120,000 240,000 104,500

Regulatory Affairs Manager 54,472 47,413 75,000 66,299 123,125 82,500

Regulatory Affairs Pharmacist 30,000 47,000 45,000 55,000 90,000 69,600

Regulatory Affairs Writer 35,000 43,750 45,000 50,000 110,000 35,000


Drug Safety Officer 24 - 27 35 - 39 71 - 79 67 - 74 90 - 100 81 - 89

Head of Regulatory Affairs 71 - 79 40 - 44 86 - 95 105 - 116 152 - 168 124 - 137

Pharmacovigilance Associate 22 - 25 35 - 39 67 - 74 38 - 42 81 - 89 67 - 74

Pharmacovigilance Director 86 - 95 90 - 100 86 - 95 95 - 105 119 - 131 119 - 131

Pharmacovigilance Manager 54 - 60 52 - 58 96 - 106 76 - 84 105 - 116 90 - 100

Pharmacovigilance Officer 30 - 33 34 - 38 67 - 74 67 - 74 76 - 84 81 - 89

Regulatory Affairs Associate 40 - 45 35 - 39 71 - 79 48 - 53 86 - 95 71 - 79

Regulatory Affairs Director 71 - 79 108 - 120 93 - 102 119 - 131 128 - 142 124 - 137

Regulatory Affairs Manager 57 - 63 54 - 60 86 - 95 71 - 79 95 - 105 105 - 116

Regulatory Affairs Pharmacist 29 - 32 37 - 41 71 - 79 67 - 74 52 - 58 105 - 116

Regulatory Affairs Writer 48 - 53 43 - 47 67 - 74 71 - 79 67 - 74 71 - 79

15

Medical Affairs

We’ve seen limited growth within the medical affairs function across Europe with demand for professionals being curbed by the loss of product patents and the reduction of phase 2 and 3 pharma approvals. This has stalled the pipeline of new products and, with a limited number of products reaching phase 4, there has been a reduction in the requirement for medical affairs professionals to develop medical information and education programmes at this stage. With more talent in the job market competing for a limited number of roles, we’ve seen salaries stabilise as employers have a wider choice of specialists and few concerns about having to compete to secure new talent.

That being said, in France we continue to see year-on-year growth in medical affairs and combined with a shortage of people, specialists are highly sought after. This is, as a result, pushing salaries up. Organisations are therefore looking to North Africa to source cost effective talent as they can’t match the salaries offered by the wider Eurozone – and Switzerland in particular. As new talent has entered the French market this has helped address the levels of demand and, as a result, we anticipate salaries will begin to stabilise.

There has also been a notable increase in the number of Medical Science Liaison (MSL) teams being established within Europe. This growth has stemmed from the need for organisations to release scientific information about new products in order to comply with FDA legislation. Medical Science Liaisons are therefore in high demand, particularly within Germany and France, as organisations seek professionals with strong medical backgrounds and the communication skills to provide highly technical, scientific information. The challenge many organisations now face

is attracting professionals with a medical background into the pharma sector where job security is perceived to be lower than within hospitals and medical institutes. As a result companies have had to build compelling employer propositions to attract talent – in some cases this has led to increasing salaries. Alternatively organisations are hiring less experienced professionals in order to avoid raising salaries. By hiring junior specialists organisations are able to meet the basic levels of technical information required but may sacrifice more developed skills in other areas.

As opportunities for medical affairs specialists without a medical background become more limited we can see a shift in the Netherlands as professionals look to move across into more commercial roles such as Key Account Managers and Business Developers. This functional switch has seen the transition of professionals from medical affairs into the wider marketing function where specialists can expect to benefit from higher basic salaries and better bonuses.

Whilst growth within pharma has slowed, we’ve seen increased growth within the biotech sector due to a rise in the number of biologic products reaching the latter stages of development. Experienced professionals in this area are in high demand, particularly those with a medical understanding of biotechnology, as organisations look to produce early development stage communications. This demand is pushing salaries up in this area as the larger biotechs look to compete with the pharma organisations for the best talent by matching the salaries on offer.

With more talent in the job market competing for a limited number of roles, we’ve seen salaries stabilise”

Medical A

ffairs


Collaboration Manager 67,500 70,000 70,000 70,000 110,000 90,000

Head of Medical Affairs 87,500 100,000 120,000 128,333 190,000 101,000

Head of Medical Liaison 75,000 90,000 80,000 97,500 145,000 90,000

Medical Affairs Advisor 50,000 77,500 72,000 123,750 135,000 80,000

Medical Affairs Manager 62,500 90,000 81,500 102,500 111,250 90,000

Medical Director 85,625 120,000 94,500 110,000 193,333 105,000

Medical Information 47,500 55,000 69,000 75,000 105,000 51,500

Medical Science Liaison 50,357 71,250 46,500 98,333 120,000 62,640


Collaboration Manager 67 - 74 39 - 43 86 - 95 76 - 84 95 - 105 81 - 89

Head of Medical Affairs 128 - 142 80 - 88 86 - 95 114 - 126 152 - 168 95 - 105

Head of Medical Liaison 95 - 105 49 - 55 85 - 93 95 - 105 124 - 137 81 - 89

Medical Affairs Advisor 67 - 74 39 - 43 74 - 82 86 - 95 105 - 116 114 - 126

Medical Affairs Manager 101 - 111 46 - 51 41 - 45 86 - 95 124 - 137 105 - 116

Medical Director 101 - 111 88 - 98 76 - 84 105 - 116 124 - 137 71 - 79

Medical Information 38 - 42 40 - 44 71 - 79 95 - 105 86 - 95 95 - 105

Medical Science Liaison 38 - 42 31 - 35 73 - 81 86 - 95 90 - 100 84 - 92

17

Health Economics & Outcomes Research

Throughout Europe pharma organisations are placing greater emphasis on balancing risk and return and are moving towards providing more extensive healthcare solutions in order to influence pricing and regulations within the wider market. This renewed focus is demanding greater analysis of the long-term effects of drugs, the associated risks and the potential long-term returns for organisations – all of which require the analytical skills of health economics and market access professionals.

This shift in focus is particularly evident in the Netherlands where the success of new drugs is largely dependent on whether health insurance companies will reimburse the cost of the drug. As a result the health economics and outcome research function (HEOR) has been growing rapidly across Europe, particularly within many of the large pharma organisations. The only exception to this has been within Belgium, where growth has been slower.

Despite being a relatively new function we’ve already seen high demand in a number of areas. Health Economists, Market Access Managers, Outcome Research specialists and Modellers are particularly in demand. As new teams have been established within many organisations we’ve seen a high number of roles come on the market which have attracted talent from a range of backgrounds and disciplines. For example in Belgium we’ve seen a number of professionals, such as Medical Advisors, moving from medical affairs to the HEOR function as they look to utilise their transferable skill sets and take advantage of the higher salaries typically found within HEOR.

Companies are looking further afield for the right talent, with many willing to consider applicants from a wider range of backgrounds. Business and economics backgrounds are proving particularly attractive to many employers and in France we’ve seen professionals with these backgrounds command higher salaries. On the whole though salaries have remained stable across Europe, even though organisations have been willing to pay a premium for specialists with strong leadership experience and good networks.

In France we’ve also seen an increasing number of companies looking overseas to recruit talent, which has driven up salaries as they look to match the rates offered in other countries. In other regions we’ve seen organisations look to recruit at a more junior level with the view of providing further training in order to avoid raising salaries. In Switzerland this approach has led to good career opportunities for many junior specialists, which in turn has helped organisations attract a high standard of talent.

Demand remains high for permanent employees as organisations look to safeguard intellectual property and secure long-term talent in order to minimise the costs associated with the recruitment and on-boarding process. That being said, organisations are still willing to recruit on an interim basis to meet short-term or project based requirements. Contract rates remain equivalent to annual permanent salaries and as a result permanent opportunities are proving attractive as they continue to offer a range of additional benefits. With more specialists considering permanent roles organisations are benefitting from an increasing pool of talent without having to rapidly increase salaries.

Professionals with business and economics backgrounds are proving particularly attractive, as employers look further afield for the right talent.”

Health Econom

ics & O

utcomes Research


Director of Health Economics 110,000 100,000 200,000 130,000 230,000 189,000

Director of Market Access 110,000 115,000 150,000 130,000 270,000 140,000

Head of Health Economics and Market Access

200,000 120,000 175,000 130,000 208,000 150,000

Health Economics Account Manager 68,000 80,000 63,000 90,000 170,000 67,500

HEOR Consultant 42,500 60,000 65,000 75,000 136,000 76,560

Health Economics Associate 60,000 60,000 70,000 70,000 150,000 62,000

Health Economics Manager 68,000 75,000 90,000 85,000 199,420 85,000

Health Economics Modeller 37,500 65,000 60,000 55,000 150,000 45,000

Market Access Consultant 41,250 60,000 65,000 65,000 120,000 69,600

Market Access Manager 65,000 75,000 95,000 81,250 160,000 100,000

Market Information Analyst 47,500 65,000 45,000 47,500 100,000 44,500

Senior Health Economist 70,000 85,000 67,500 85,000 175,000 68,000


Director of Health Economics 128 - 142 155 - 171 114 - 126 124 - 137 190 - 210 119 - 131

Director of Market Access 128 - 142 86 - 96 124 - 137 124 - 137 181 - 200 119 - 131

Head of Health Economics and Market Access

104 - 114 78 - 86 114 - 126 105 - 116 171 - 189 114 - 126

Health Economics Account Manager 95 - 105 48 - 54 86 - 95 95 - 105 143 - 158 90 - 100

HEOR Consultant 100 - 110 35 - 39 81 - 89 95 - 105 81 - 89 114 - 126

Health Economics Associate 33 - 37 32 - 36 105 - 116 67 - 74 105 - 116 71 - 79

Health Economics Manager 57 - 63 47 - 51 95 - 105 95 - 105 119 - 131 95 - 105

Health Economics Modeller 48 - 53 36 - 40 67 - 74 76 - 84 86 - 95 76 - 84

Market Access Consultant 128 - 142 36 - 40 81 - 89 86 - 95 81 - 89 107 - 119

Market Access Manager 53 - 58 47 - 51 95 - 105 95 - 105 100 - 110 114 - 126

Market Information Analyst 48 - 53 32 - 36 71 - 79 71 - 79 90 - 100 90 - 100

Senior Health Economist 67 - 74 55 - 61 81 - 89 81 - 89 114 - 126 109 - 121

19

Business Intelligence & Data

We’ve continued to see pockets of demand for business intelligence (BI) and data specialists throughout Europe. However, as companies look to balance future risk and return and focus increasingly on health economics and market access, we’ve seen a number of changes within the business intelligence space. Most notably we’ve seen a shift away from traditional clinical data analysis, with many companies investing in HEOR functions. This has resulted in some restructures across the BI and data function but there are still opportunities for professionals with an understanding of health economics. Statisticians and Biostatisticians are in particular demand throughout Europe.

As organisations look to rebuild teams to meet changing requirements we’ve seen high demand for experienced interim professionals. Demand for contractors has therefore driven salaries up significantly. In Germany we’ve seen contract rates reach almost double permanent rates.

Permanent employees are still in high demand though throughout Europe as organisations look to build teams for the long-term. With contractor rates proving highly attractive to specialists, organisations looking for permanent employees have had to offer flexible packages and increase salaries in order to compete. With a limited talent pool competition for talent has also led to overly inflated salaries in some instances.

Whereas in previous years Germany has sourced talent from the UK, we’ve seen a decline in this trend due to the increasing expectations of UK talent. This has forced German organisations to either compete for talent on a local level, matching the high salaries on offer, or look for talent elsewhere within the Eurozone where salaries may be lower.

Bucking the trend Belgium has seen lower levels of demand for BI and data specialists. This is due largely to the lack of pharma headquarters situated within Belgium, which have traditionally housed many of the larger BI and data functions. Instead we’ve seen many of the smaller organisations in Belgium outsourcing this function to European hubs. With specialists competing for a limited number of roles, salaries across Belgium have not seen the increases seen in other regions.

Outsourcing remains an option for pharma organisations across Europe and we’ve seen many of the clinical data management functions being outsourced to regional hubs within India or parts of the US in order for companies to benefit from greater cost savings. As a result we’ve seen a decline in Data Manager roles which has led to a freeze on salaries as professionals compete for a limited number of jobs.

In contrast we’ve seen many medical devices companies within Europe keep their BI functions in-house. This is due in part to the lower development costs typically associated with medical devices, which has made the need for outsourcing efficiency and cost reduction less prevalent. With complex clinical trials a relatively new requirement owing to regulatory and quality changes, the data analytical skills required within medical devices have been typically less specialised and so the talent required is more readily available in the market. We’ve seen salary levels remain stable as a result.

With contractor rates proving highly attractive to specialists, organisations looking for permanent employees have had to offer flexible packages.”

Business Intelligence & D

ata


Analyst 37,083 38,750 45,000 45,000 140,000 41,500

Business Analyst 52,500 53,230 52,488 55,000 129,000 58,500

Business Intelligence 47,500 47,000 49,248 55,000 102,000 62,640

Clinical Data Manager 40,500 44,000 45,000 48,000 97,500 43,500

Data Manager 57,514 45,000 48,000 50,000 100,000 42,800

Lead Data Manager 57,500 50,000 65,000 65,000 118,000 61,580

Market Analyst 47,500 48,000 50,000 55,000 98,000 48,500

Programmer 39,000 44,000 55,000 47,500 110,000 39,500

Senior Data Manager 41,667 50,000 58,000 55,000 112,000 56,850

Senior Statistician 62,500 60,000 55,000 72,500 111,250 57,500

Statistician 56,725 55,250 34,992 59,415 100,000 50,000

Statistics Manager 62,500 65,000 67,000 65,000 126,000 63,500


Analyst 38 - 42 31 - 35 83 - 92 52 - 58 105 - 116 71 - 79

Business Analyst 48 - 53 39 - 43 67 - 74 71 - 79 95 - 105 71 - 79

Business Intelligence 48 - 53 37 - 41 76 - 84 76 - 84 114 - 126 81 - 89

Clinical Data Manager 38 - 42 47 - 51 57 - 63 57 - 63 76 - 84 62 - 68

Data Manager 17 - 19 48 - 54 57 - 63 57 - 63 76 - 84 62 - 68

Lead Data Manager 43 - 47 48 - 54 76 - 84 62 - 68 95 - 105 81 - 89

Market Analyst 43 - 47 44 - 48 52 - 58 57 - 63 86 - 95 62 - 68

Programmer 48 - 53 47 - 51 57 - 63 71 - 79 86 - 95 48 - 53

Senior Data Manager 43 - 47 76 - 84 76 - 84 62 - 68 86 - 95 81 - 89

Senior Statistician 43 - 47 56 - 62 81 - 89 95 - 105 109 - 121 81 - 89

Statistician 60 - 66 33 - 37 71 - 79 76 - 84 95 - 105 57 - 63

Statistics Manager 48 - 53 63 - 69 95 - 105 105 - 116 114 - 126 81 - 89

21

Sales & Marketing

Over the past year there has been a shift away from traditional sales forces and sales/field reps as pharma and biotech organisations consider multiple routes to market. We’ve therefore seen a number of restructures and redundancies, with companies focusing on developing smaller, specialist sales teams centred around Key Accounts. This has resulted in an increase in sales professionals on the job market actively seeking new roles.

With new regulations across Europe stipulating the inclusion of technical/scientific information in all promotional communications, many organisations are now seeking professionals with a balance of technical knowledge and sales skills. As organisations have revised their hiring criteria and increased their list of requirements, the size of the talent pool has effectively been reduced as many candidates fail to meet these criteria. Even so salaries have remained stable as organisations are able to cherry pick talent from the market without increasing salaries.

In Switzerland, where legislative requirements are more flexible we’ve seen less restructuring and the onus remaining on more traditional sales forces to introduce new products to market.

As organisations look to build new in-roads into the market, the marketing function has also become more specialised with a clear focus on brand and product management. Technical and medical knowledge is becoming increasingly important and professionals with a high level of knowledge and previous pharma experience are most desirable and able to command higher salaries. We’ve seen high demand for marketing professionals in regions where large pharma headquarters are concentrated – including Switzerland and the UK. In contrast, whilst there are fewer headquarters based in the Netherlands the country benefits from a large sales and distribution network which has created numerous opportunities in sales, particularly for Key Account Managers.

With relevant marketing professionals readily available throughout Europe, salary levels have remained static. However, we’ve seen a more limited pool of talent at the top level, particularly in the UK where a number of firms are headhunting top tier directors with experience in similar pharma organisations. High confidence in the job market has resulted in increased mobility, with many employees choosing to change roles regularly as they seek new challenges. This highlights the need for organisations to


Account Manager 40,500 47,500 58,000 77,500 120,000 69,600

Business Developer 62,571 58,750 65,000 73,333 111,250 78,000

Commercial Director 95,000 80,000 95,000 100,000 160,000 111,400

Communications & PR Manager 40,000 65,000 76,000 82,500 120,000 65,000

Head of Marketing 62,500 73,333 90,000 102,500 160,000 80,700

Head of Sales 83,333 91,667 110,000 120,000 160,000 97,400

Head of Sales & Marketing 105,000 111,250 110,000 150,625 162,000 111,400

Insight Director 115,000 90,000 92,000 90,000 160,000 93,000

Junior Account Manager 27,500 35,000 40,000 45,000 100,000 49,000

Marketing Communications Manager 55,000 50,000 50,000 75,000 120,000 83,520

Marketing Director 110,000 110,000 110,000 140,000 160,000 90,675

Marketing Executive 37,500 44,167 45,000 90,000 110,000 55,000

Marketing Manager 63,792 77,500 60,000 72,000 131,667 83,520

Online Marketing Manager 60,000 45,000 50,000 50,000 110,000 82,000

Product Marketing Manager 41,786 50,000 60,000 64,564 132,857 65,000

Sales & Marketing Manager 38,750 92,500 75,000 42,500 138,750 97,500

Sales Manager 52,292 55,750 75,000 91,083 140,000 83,520

Sales/Field Representative 37,000 40,000 40,000 65,000 110,000 48,800

Sales & M

arketing

review their retention strategies if they want to retain their top talent for the long-term and avoid the associated costs of replacement hires.

With many European/global roles based within the Eurozone we’ve seen increased mobility of talent within the UK, with professionals seeking more strategic global experience moving internationally to secure it.

There has been steady demand for both permanent and contract professionals with the demand for contractors being driven largely by new product launches.

As the medical devices sector continues to bring new products to market and expand into new territories, many organisations are now looking for strategic Marketing Managers to develop multi-channel marketing strategies. Strong Brand and Product Managers are also in high demand. With no shortage of marketing talent on the market there have been no changes in the salaries on offer, although companies continue to be flexible with the benefits on offer in order to attract the best talent.


Account Manager 34 - 37 33 - 37 29 - 33 76 - 84 67 - 74 57 - 63

Business Developer 17 - 18 37 - 41 67 - 74 76 - 84 95 - 105 52 - 58

Commercial Director 71 - 79 77 - 85 114 - 126 95 - 105 124 - 137 95 - 105

Communications & PR Manager 33 - 37 35 - 39 81 - 89 67 - 74 95 - 105 81 - 89

Head of Marketing 72 - 80 62 - 68 95 - 105 95 - 105 152 - 168 76 - 84

Head of Sales 33 - 37 71 - 79 95 - 105 95 - 105 124 - 137 76 - 84

Head of Sales & Marketing 39 - 43 41 - 45 45 - 49 105 - 116 124 - 137 86 - 95

Insight Director 62 - 68 71 - 79 95 - 105 95 - 105 114 - 126 95 - 105

Junior Account Manager 27 - 29 30 - 34 38 - 42 57 - 63 76 - 84 43 - 47

Marketing Communications Manager 40 - 44 57 - 63 81 - 89 81 - 89 95 - 105 81 - 89

Marketing Director 105 - 116 108 - 120 95 - 105 119 - 131 152 - 168 95 - 105

Marketing Executive 48 - 53 52 - 58 62 - 68 57 - 63 114 - 126 71 - 79

Marketing Manager 53 - 59 71 - 79 35 - 38 81 - 89 105 - 116 57 - 63

Online Marketing Manager 33 - 37 37 - 41 81 - 89 81 - 89 90 - 100 81 - 89

Product Marketing Manager 33 - 37 37 - 41 81 - 89 86 - 95 95 - 105 81 - 89

Sales & Marketing Manager 33 - 37 37 - 41 81 - 89 86 - 95 95 - 105 81 - 89

Sales Manager 30 - 34 34 - 38 35 - 38 86 - 95 95 - 105 71 - 79

Sales/Field Representative 16 - 18 36 - 40 62 - 68 57 - 63 71 - 79 38 - 42

Technical and medical knowledge is becoming increasingly important and professionals with a high level of knowledge and previous pharma experience are most desirable and able to command higher salaries.”

23

Medical Com

munications | O

perations

Medical Communications

With many organisations choosing to outsource their medical communications activity to hubs across Europe, such as the UK, opportunities within this function are limited within Switzerland, the Netherlands and Germany. However, that being said we’ve continued to see high demand for Medical Writers throughout Europe.

Driven by product launches and short-term requirements contractors are in the highest demand and with a limited number of Medical Writers on the market experienced professionals are able to command high salaries.

In Belgium confidence in the job market remains high and we’ve seen increasing mobility of specialists as they look to secure new contracts at increasingly higher rates. For employers looking to retain talent this presents a concern and we’ve seen an increase in permanent rates as organisations look to secure talent for the long-term – particularly within the large pharma organisations.


Account Director 66,167 72,500 90,000 100,000 130,000 69,600

Account Executive 26,500 30,000 50,000 70,000 95,000 35,000

Account Manager 32,500 35,000 65,000 85,000 115,000 48,720

Medical Writer 39,593 43,750 60,000 60,000 110,000 64,560


Account Director 52 - 58 67 - 75 81 - 89 95 - 105 105 - 116 81 - 89

Account Executive 33 - 37 43 - 47 52 - 58 62 - 68 90 - 100 43 - 47

Account Manager 43 - 47 50 - 56 71 - 79 76 - 84 95 - 105 71 - 79

Medical Writer 52 - 58 44 - 49 71 - 79 67 - 74 90 - 100 48 - 53

Driven by product launches and short-term requirements contractors are in the highest demand.”

Operations

As organisations throughout Europe look to rationalise their operational activity, improve efficiencies and reduce overheads, we’ve seen a number of restructures across the operations function – many of which have resulted in parts of the function being outsourced. The global pharma outsourcing market is expected to be worth an estimated $150 billion by 2015 and as the outsourcing trend continues it has driven significant changes in the operations function, including the development of new complex supply chain models. This added complexity has resulted in increasing demand for logistics and supply chain professionals.

With continuous demand for operations professionals across Europe and a relatively large talent pool to meet

demand, we’ve seen salaries remain stable on the whole. However, a shortage of skilled talent in Switzerland has led an increasing number of organisations to source talent from overseas. The availability of foreign labour has therefore curbed the growth of salaries within the region and organisations have avoided the potential price wars associated with competing for local talent.

In Belgium operations specialists with strong backgrounds in Lean Management and Six Sigma are in particular demand. Talent is readily available in the market and we’ve therefore seen organisations have their choice of professionals whilst salaries have remained static.


Assistant Director 65,000 80,000 90,000 95,000 128,000 90,480

Associate Director of ICT 77,500 70,000 90,000 110,000 145,000 90,480

General Manager 90,000 110,000 115,000 150,000 130,000 140,000

Head of Pharmaceuticals 95,000 97,500 120,000 120,000 151,000 105,000

IT Manager 48,000 75,000 77,760 90,000 140,000 62,500

Logistics Manager 47,500 50,000 52,000 55,000 133,750 52,890

Operations Technician 37,500 35,000 35,000 35,000 70,000 31,500

Pharmacy Technician 32,500 30,000 37,500 32,000 72,000 40,000

Production Supervisor 45,000 40,000 40,000 50,000 92,000 39,500

Production Technician 32,000 28,000 40,000 37,500 85,000 38,976

Software Engineer 42,000 50,000 50,000 57,740 118,000 48,500

Supply Chain Manager 52,500 55,000 60,000 55,000 97,500 64,500

Technical Support Specialist 37,500 35,000 40,000 40,000 116,000 39,500


Assistant Director 101 - 111 59 - 65 95 - 105 95 - 105 143 - 158 90 - 100

Associate Director of ICT 128 - 142 80 - 88 114 - 126 114 - 126 190 - 210 90 - 100

General Manager 67 - 74 115 - 127 114 - 126 114 - 126 143 - 158 95 - 105

Head of Pharmaceuticals 89 - 98 104 - 114 114 - 126 114 - 126 190 - 210 109 - 121

IT Manager 76 - 84 44 - 48 71 - 79 71 - 79 124 - 137 71 - 79

Logistics Manager 43 - 47 67 - 74 76 - 84 81 - 89 95 - 105 70 - 77

Material Planner 51 - 56 28 - 30 67 - 74 67 - 74 105 - 116 71 - 79

Pharmacy Technician 17 - 19 28 - 30 43 - 47 48 - 53 95 - 105 48 - 53

Production Supervisor 61 - 67 32 - 36 67 - 74 71 - 79 124 - 137 67 - 74

Production Technician 54 - 60 25 - 27 57 - 63 62 - 68 114 - 126 52 - 58

Software Engineer 48 - 53 35 - 39 52 - 58 57 - 63 133 - 147 52 - 58

Supply Chain Manager 63 - 69 53 - 59 81 - 89 81 - 89 124 - 137 71 - 79

Technical Support Specialist 54 - 60 36 - 40 48 - 53 48 - 53 95 - 105 52 - 58

25

Employee perceptions and their impact on recruitmentWith competition, mergers, acquisitions, divergence and outsourcing having an impact on the evolution of the pharma, biotech and medical devices industries, we spoke to thousands of employees across Europe to ask how changes in the industry have impacted on their perceptions of the market and their motivations for the future. Here we explore what this could mean for Europe and its ability to remain a driver for change within the industry.

27

As far as job security goes, pharma, biotech and medical devices specialists are more confident in their job security than at any time in recent years. Across Europe there is a general feeling from people working across these sectors that their jobs are secure, with 16.5% of respondents confident enough to say they are “very confident” and “they know they are safe”. When we consider that almost half (44.5%) of our survey said they are quite confident in their security and that almost a quarter said they are neither confident nor worried (24.4%), there is a general feeling of security with 85% of people having no real concerns in the next 12 months.

When we look at specific countries we can see that the UK has the most “very confident” people at almost 20% (19.7%), the Netherlands has the most people who are “quite confident” (51.2%) and Belgium has the most people who are neither confident nor worried (32.4%).

Considering the confidence levels across these key European territories, and basing confidence on the fact that candidates are at the very least not worried about their job security we can see that the Netherlands has the largest feeling of job security with almost 95% (94.1%) saying they are “very confident”, “quite confident” or “not worried”.

Looking back over the last 12 months and the losses of thousands of jobs across Europe these levels of confidence could come as something of a surprise, but does suggest that employees are feeling the worst is over and their jobs are more secure than they were 12 months ago.

Even considering the fragility of Switzerland’s relationship with the rest of the European Union, we still see that confidence in the country is high with 82% (81.9%) of our respondents agreeing to being “very confident”, “quite confident” or “not worried” about the security of their jobs.

Job security

How confident do you feel about your job security? European perspective

Very confidentQuite confidentNeither confident nor worriedQuite concernedVery concerned

44.5%

24.4%

16.5%

6.0%

8.6%

60

50

40

30

20

10

0

UK Germany Netherlands France Belgium Switzerland

Very confidentQuite confidentNeither confident nor worriedQuite concernedVery concerned

%

How confident do you feel about your job security? Country perspective

Somewhat surprisingly, considering the vast majority feel very secure in their jobs, there’s a definite willingness to move roles according to our European panel. Our study found that over a third of respondents (36.3%) are extremely likely to look for a new job in the next 12 months, while a similar number (37.8%) agreed they are “likely” to look for a new job.

In France in particular we can see that almost half (48.5%) are “very likely” to look for a new job, while an additional third (34.8%) are “likely” to look. The fact the generics industry is only really starting to get a foothold in the French market could go some way to explaining this figure. With the gap between new product development and generics manufacturing narrowing significantly in France and as a result pharma companies diversifying into the generics market to limit the impact of the patent cliff, we’ve seen an abundance of new jobs on the market and competition for top talent has increased significantly. All of this goes some way to explaining why confidence in the market and job opportunities across the country could have a major effect on a company’s ability to hold onto their best talent.

Even considering countries such as Switzerland where in 2012 we saw strike threats and four major pharma companies shedding jobs, we still see that over a third of respondents (38.7%) are “extremely likely” to look for a new job while 40.5% were likely to do the same.

Overall, our study suggests that across Europe companies may need to consider how to retain their best people. With a buoyant candidate market and huge levels of market confidence, some companies could see the next 12 months quite differently to employees, and in 2013 and indeed 2014 they could see their growth plans challenged by a lack of talent.

Recruitment & retention

How likely are you to look for a new role in the next 12 months? European perspective

Extremely likely Likely UnlikelyExtremely unlikely

36.3%

37.8%

5.4%

20.5%

How likely are you to look for a new role in the next 12 months? Country perspective

Extremely likely Likely UnlikelyExtremely unlikely

50

40

30

20

10

0UK Germany Netherlands France Belgium Switzerland

%

29

Motivation to move

Why are you unlikely to look for a role in the next 12 months? European perspective

59.0% Happy in my current job

44.9% Lack of job opportunities in market

36.5% Happy with my current salary/benefits package

18.3% I’ve not been in my current role long

16.8% Good work/life balance

14.1% Good promotion prospects

If we consider why people are unlikely to look for a new job in the next 12 months it’s telling that more than half of those that responded (59%) said they were happy in their current job, while less than a fifth (18.3%) said they were happy with their current salary and benefits package. This could be driven in part because less than 15% (14.1%) of people feel there is a lack of job opportunities in their region.

Somewhat tellingly though, more than a third of respondents from across Europe said they wouldn’t look for a new job because they were happy with their current level of work/life balance and another 16.8% said the promotion prospects available in their current organisation were enough to make them stay for the mid-term at least.

Considering these diverging perspectives it seems there’s a potential twin stream of professionals emerging within the European pharma, biotech and medical devices sectors; those that see growth, competition and talent shortage as a potential opportunity to develop and take a major step in their career, and those that demand more flexibility and opportunities from their current employer.

Either way, we can see that the employer proposition is becoming increasingly important for companies within these highly competitive sectors. Employers will increasingly need to focus not just on having a good story for recruitment, but also on developing an employee proposition that is driven by the needs of their top talent and their eagerness to grow and compete in these fast-paced, competitive sectors.

Migration and the impact on recruitment

Over recent years we’ve seen a definitive sea-change regarding employees’ willingness to look internationally for the right job and this year has been no exception. In 2012 we saw an increasing trend for specialists moving across international borders and as a result have needed to adapt our recruitment programmes and service offering accordingly.

In fact in 2012 Real produced a number of guides to working in different countries in response to this change and for this report felt a question around people’s eagerness to relocate internationally was never more pertinent.

When we asked our respondents whether they’d be willing to move internationally for the right job, even though we’d seen willingness from our candidate population, the numbers are still somewhat surprising. Nearly half of all respondents from Europe as a whole were willing to move across borders for the right opportunity.

This was particularly telling in countries such as Switzerland where almost 60% (59.5%) of respondents suggested they’d be willing to look elsewhere; in France where over half (54.1%) said they’d do the same and in Belgium where again more than half of respondents (51.1%) said they’d be willing to move internationally for the right role.

Even Germany, the country with the most people reluctant to move internationally, still shows that the number of people willing to relocate are similar to those that wouldn’t, with 39.3% and 36.9% respectively.

Would you relocate internationally? European perspective

YesNoMaybe

46.9%

25.8%

27.3%

Would you relocate internationally? Country perspective

YesNoMaybe


60

50

40

30

20

10

0

%

31

Europe and beyond

When we asked our Europe-based candidates where they would be willing to relocate, the results are again somewhat telling. Understandably, the vast majority of people said they’d be willing to relocate within Europe (93.2%), but what is most surprising is that over half questioned (55.3%) said they’d consider moving to the Americas and two fifths (40.6%) said they’d seriously consider a role within Asia.

There are many reasons why we are seeing an increasingly migratory talent pool, but the biggest impact on the growth of this population is due in no small part to:

•The patent cliff which is likely to have a significant impact on growth and profitability until 2014 and as a result has led many pharma companies to restructure and reinvent themselves through mergers and acquisitions, and outsourcing parts of their supply chain to companies in Asia and the US - meaning greater opportunities in these key areas.

•The amount of venture capital funding within biotech and medical devices growing significantly in the US, with the biotech sector seeing investment of $487 million and medical devices receiving $309 million. We are now seeing places such as Ohio, Minnesota and Illinois becoming increasingly attractive propositions for people willing to relocate.

•The BRIC countries no longer being seen as emerging markets but are now regarded as emerged. China is expected to take over from Japan as the largest pharma market in Asia, making it the world’s 2nd largest market in total.

•Russia is looking to focus less on imports, which grew by around 20% between 2007 and 2011, and boost domestic production by limiting state purchasing of drugs from overseas. Local companies in Brazil are looking to take a foothold in the biological sector and are investing billions of dollars into manufacturing and R&D over the next five years.

When we look at specific countries and their population’s willingness to relocate, it might surprise some to know that French jobseekers are more receptive to moving to the USthan Asia, with almost two thirds (62.8%) of respondents saying they would consider a move over the Atlantic. But still almost 2 in 5 (39.8%) say they would consider moving to Asia.

Within Europe

US

Asia Pac

93.2%

55.3%

40.6%

Where would you consider relocating? European perspective

Elsewhere, the UK may need to consider the fact that more than a half of those willing to relocate would consider a move to the US (54.9%) while more than two fifths (42.9%) would look to Asia for their next role.

In the Netherlands though, Asia is the least attractive proposition for people looking to move internationally, with only a quarter of respondents (25.0%) saying they’d move there. But still, if half of these people did relocate to Asia, then it could mean significant skills shortages for the country as a whole.

31

Where would you consider relocating? Country perspective

100

80

60

40

20

0


Within EuropeUSAsia Pac

%

Considering the increasingly migratory nature of the candidate population it’s worth understanding what motivates people when looking for a new job and their reasons for leaving their current one.

As employers and recruiters continue to manage the emergence and demands of Generation Y, our survey shows these employees are impacting what companies need to provide as part of their employer proposition, due to the fact they have greater wants and needs from their prospective employers. When we asked people how important a number of factors were when looking for a new job we can see that the majority of respondents believe that all elements of the employer offer are critical to their decision-making and are regarded as either “important” or “extremely important”.

Financial

Unsurprisingly, salary is the most important factor for employees and is the main reason for them moving to a new job; with 88.6% of respondents saying salary was either “important” or “extremely important” in their decision-making.

When we look further and ask how important benefits packages are to employees, it’s telling that less than a half of German (48.4%) respondents said benefits were “important” or “extremely important”. Considering the benefits system in Germany is based on employees and employers contributing

to their health insurance, long-term nursing care, pensions and unemployment, this may go some way to explaining why fewer Germans consider employee benefits as important in their decision-making. However, that could change in the future according to a recent international survey of hiring managers and HR professionals, which showed that German companies are increasingly being forced to tailor their benefits packages to meet the demands of highly-skilled staff.

We’ve already seen something of a sea-change in certain European countries, where, according to research published in 2012:

•More than 30% of employees in Germany, Switzerland and the UK would be willing to give up some pay in exchange for higher education provision.

• 20% of employees from all European countries other than France, agreed to being attracted to the idea of being able to negotiate extended periods (between 3 and 6 months) of paid or unpaid leave. This was particularly telling in the UK and Ireland where a third said this was particularly attractive.

•Relatively few employees (13%) expressed an interest in purchasing additional vacation days, suggesting they are attracted more by the freedom and flexibility of a long period of leave rather than additional short breaks.

Attracting talent

33

Not important at all Somewhat importantNeither important nor unimportantImportantExtremely important

50

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0Salary Location

Flexible working

Benefits package

BonusCareer

progressionCompany

cultureScope of role

Job security

%

How important are the following factors when looking for a new role? European perspective

Variety and progression

The second most important motivation for looking for a new job bears no relationship to financial incentives though, with the focus on the variety and potential of the role on offer. 81.6% of respondents said that the scope of their role and the variety of projects is either “important” or “extremely important”.

When we look closer at the responses from specific countries we can see that jobseekers within Belgium feel most strongly about having a broad scope to their role and greater variety of projects with over 90% (91.2%) of respondents saying these factors were either “important” or “extremely important”. Germany shows only three quarters (75.8%) of respondents feel the same way and the UK shows only 79.5%.

Ironically however, when we asked how important opportunities for career progression are to a new role, the UK showed the highest proportion of people that said this was “important” or “extremely important”, when out of all the countries we surveyed in Europe the UK’s focus on scope and variety was second only to Germany.

Germany, however, continues to show that opportunities for development within a role are again low down on their list of priorities, with only 65.6% of people saying that opportunities for career progression are “important” or “extremely important”.

Location, location, location

As we are seeing candidates becoming much more international in their outlook we asked how important location was when looking for a new job. When we take a pan-European perspective on this question we can see that location is extremely important for more than two fifths (41.6%) of respondents, making location third in importance compared to salary and opportunities for career progression.

The results of this question are somewhat surprising when looking at responses from particular countries, with over three quarters of respondents from the UK (80.9%), Germany (79%), the Netherlands (74.5%); France (79.4%), Belgium (79.4%) and Switzerland (79.2%) saying location is either “extremely important” or “important”.

We can see that the next few years have the potential to be challenging for employers within pharma, biotech and medical devices. With jobs cuts happening in certain areas, massive growth in others and an increasingly migratory talent pool that demands more from its employers, the future development of the pharma industry is sure to be driven by change and the ability of employers to adapt to that change and deliver a loyal and more engaged workforce for the short and the long term.

Only time will tell which companies understand and deliver on their employer promise and which do little to make themselves competitive in an increasingly volatile war for talent.

How important is location when looking for a new role? Country perspective

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0UK Germany Netherlands France Belgium Switzerland

Not important at all Somewhat importantNeither important nor unimportantImportantExtremely important

© Real Staffing Group 2013. All rights reserved. Real accepts no liability for the accuracy of the contents or the opinions expressed herein.

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Our reportsThis report is part of Real’s dedication to supporting our partners and delivering market-leading recruitment solutions. As one of the world’s leading recruitment consultancies we pride ourselves on being a key recruitment partner for professionals and organisations across the pharma, biotech and medical devices sectors.

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