Whether you’re a Clinical Research Associate (CRA), Clinical Trial Manager (CTM), or aspiring to step into a new role, these tailored tips will help you succeed in your job search and land your dream role in the clinical space in the life sciences field.

Your Clinical and Life Sciences Career: Tips & Tricks to Land the Perfect Opportunity

In the rapidly evolving landscape of biotechnology, finding and retaining top talent has become a critical challenge for companies striving to stay competitive. This case study examines how SRG, a leader in Life Sciences workforce management, partners with a leading biotechnology company to deliver specialized talent solutions tailored to their dynamic needs.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0in;">The Challenge </h3>
A fast-growing biotech firm specializing in life-transforming medicine faced several recruitment challenges:
&nbsp;
<ul>
<li class="MsoNormal">Shortage of qualified candidates with specialized skills in emerging biotech fields</li>
<li class="MsoNormal">Intense competition for top talent from both established pharma companies and other biotech startups</li>
<li class="MsoNormal">Need for a more diverse workforce to drive innovation</li>
<li class="MsoNormal">Difficulty in scaling their recruitment efforts to match rapid company growth</li>
</ul>
<h3 class="MsoNormal" style="margin-bottom: 0in;">&nbsp;</h3>
<h3 class="MsoNormal" style="margin-bottom: 0in;">SRG&rsquo;s Approach </h3>
SRG uses a comprehensive talent acquisition strategy, leveraging their deep industry expertise and innovative recruitment methods:
&nbsp;
Targeted Talent Sourcing
<ul>
<li class="MsoNormal">Leverage SRG's extensive network of STEM professionals</li>
<li class="MsoNormal">Utilize niche job boards and platforms specific to the biotech industry</li>
<li class="MsoNormal">Apply advanced AI-driven candidate-matching technology</li>
</ul>
Enhanced the Candidate Experience
<ul>
<li class="MsoNormal">Personalize the candidate experience by offering tailored guidance and support throughout the job search, leading to higher satisfaction and stronger skill matches</li>
<li class="MsoNormal">Deliver expert career coaching by offering valuable insights on resume optimization, interview preparation, and career development</li>
<li class="MsoNormal">Streamline the hiring process to reduce time-to-hire and minimize delays</li>
</ul>
Flexible Talent Solutions
<ul>
<li class="MsoNormal">Offer a mix of contract and project-based placements</li>
<li class="MsoNormal">Provide access to SRG's global talent pool for a variety of work options</li>
<li class="MsoNormal">Create a talent pipeline program for future hiring needs</li>
</ul>
<h3 class="MsoNormal" style="margin-bottom: 0in;"> Results and Impact</h3>
&nbsp;
The partnership between SRG has already yielded <a name="_Int_8fVGaE14"></a>significant results:
Efficient Talent Delivery: In response to an immediate need for QA shop floor resources, we provided 12 top-tier candidates within just 24 hours.&nbsp;
Departmental Expansion: Our involvement expanded from initially supporting the QA team, including, but not limited to, auditors, engineers, validation specialists, and QA/IT SMEs.&nbsp;
Strategic Placements: Over 35 consultants have been successfully placed in specialized roles, enhancing the company's operational capabilities. This number expands every month.
<h3 class="MsoNormal" style="margin-bottom: 0in;">&nbsp;</h3>
<h3 class="MsoNormal" style="margin-bottom: 0in;">Partnership Highlights</h3>
&nbsp;
Trusted Collaboration: The partnership is grounded in a robust trust-based relationship, facilitating a deep understanding of the company's needs.&nbsp;
Thorough Candidate Vetting: Our comprehensive screening process ensures that only the best-suited candidates are placed.&nbsp;
Consistent Support: Regular interactions and streamlined onboarding processes exemplify our dedication to ongoing support.&nbsp;
Impact on Project Timeliness: Our ability to provide timely talent solutions has been crucial in ensuring the company's project deadlines are met.&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0in;">&nbsp;</h3>
<h3 class="MsoNormal" style="margin-bottom: 0in;">Conclusion</h3>
&nbsp;
This collaboration demonstrates the power of specialized recruitment solutions in addressing the unique challenges of the biotech industry. By leveraging industry expertise, a deep talent network, innovative technology, and a flexible approach, SRG helps build a diverse, skilled workforce capable of driving innovation and growth in a competitive market.
&nbsp;
As the biotech sector continues to evolve, partnerships like this will be crucial in helping companies navigate the complex talent landscape and secure the specialized skills needed to push the boundaries of scientific discovery.

This case study examines how SRG, a leader in Life Sciences workforce management, partners with a leading biotechnology company to deliver specialized talent solutions tailored to their dynamic needs.

Case Study: Talent Solutions for a Leading Biotechnology Company 

In today&rsquo;s competitive market, the right recruiting partner isn&rsquo;t a luxury &ndash; it&rsquo;s a necessity. When that partner brings a strong background in sales, the result is a more strategic, impactful approach to hiring that benefits your organization in the near- and long term.
Hiring managers in the life sciences industry face unique challenges. The industry&rsquo;s rapid growth and high demand for specialized talent mean that finding suitable candidates isn&rsquo;t just about a good technical fit &ndash; it&rsquo;s also about ensuring cultural alignment, adaptability, and a nuanced understanding of the talent landscape. That&rsquo;s where a seasoned recruiting firm with deep industry knowledge and a strong sales background can make a significant difference.
<h2>How to Recognize the Intricate Hiring Needs of the Life Sciences Industry</h2>
The life sciences industry spans pharmaceuticals, biotechnology, clinical research, diagnostics, and medical devices. Each of these sectors has specific needs:
<ul>
<li>Specialized Skill Sets: Roles require <a style="color: #ac1359;" href="https://www.srgtalent.com/us/blog/ai-transforming-life-sciences" target="_blank" rel="noopener">specific skills</a>, from lab expertise to knowledge of regulatory landscapes.</li>
<li>Need for Rapid Adaptation: Emerging trends, technologies, and regulatory shifts demand a workforce ready to evolve.</li>
<li>Sales-Informed Market Understanding: Deep market insights, including trends in candidate expectations, compensation benchmarks, and competitive hiring strategies.</li>
<li>Positioning: Understanding the value of positioning a role in the most authentic and compelling manner, even when the market is challenging, can significantly affect candidate interest and engagement.</li>
</ul>
Recruiting in the life sciences industry has evolved significantly beyond transactional approaches, moving toward more involved, relationship-driven models. Recruiting focuses on building enduring partnerships, navigating complex decision-making processes, demonstrating long-term value, and addressing unique regulatory and ethical considerations.&nbsp;
This shift towards a more consultative approach aligns with the industry&rsquo;s commitment to improving project outcomes and advancing scientific knowledge. With this consultative approach comes an understanding that the workforce management requirement goes far beyond what a resume or job description can convey, and this deeper knowledge is crucial for hiring managers to get the talent they need for successful project delivery.&nbsp;
<h2>New Consultative Approach to Life Science Recruitment&nbsp;</h2>
Life sciences positions often involve sophisticated scientific knowledge, specialized skills, and a deep understanding of industry-specific processes. A resume or job description can only scratch the surface of these complexities.
<ul>
<li>Scientific expertise: A candidate's actual depth of knowledge in a particular scientific domain may not be fully captured in a resume. Recruiting teams need to assess what a candidate knows and how they apply that knowledge in practical situations.</li>
<li>Interdisciplinary skills: Many life sciences roles require a blend of scientific expertise and other skills like project management, data analysis, or regulatory compliance. These nuanced skill combinations are often difficult to convey in a standard resume format.</li>
<li>Industry-specific screening: General recruiting firms may miss red flags or fail to understand nuanced qualifications. Specialized firms conduct <a style="color: #ac1359;" href="https://www.srgtalent.com/us/blog/fraudulent-candidates---life-threatening-lies" target="_blank" rel="noopener">screenings tailored to life sciences</a>, ensuring candidates meet technical and regulatory requirements.</li>
<li>In-depth reference checks: Experienced recruiters perform thorough reference checks, often connecting with industry contacts to verify a candidate&rsquo;s skills, compliance knowledge, and adaptability.</li>
</ul>
Cultural fit and soft skills are particularly important due to the collaborative nature of research and development.
<ul>
<li>Teamwork and collaboration: Life sciences often involve working in multidisciplinary teams. A candidate's ability to collaborate effectively is crucial but may not be evident from a resume alone.</li>
<li>Communication skills: Communicating complex scientific concepts to various stakeholders is vital in life sciences. This skill is best assessed through direct interaction rather than a written description.</li>
</ul>
The life sciences sector faces unique challenges that require specific traits and experiences.
<ul>
<li>Regulatory understanding: A deep grasp of regulatory requirements is often crucial. This understanding goes beyond what can be listed as a skill on a resume and involves the practical application of knowledge.</li>
<li>Ethical considerations: Given the sensitive nature of life sciences work, a candidate's ethical stance and decision-making processes are critical. These aspects are rarely captured in formal documents.</li>
<li>Problem-solving abilities: A candidate's approach to solving complex scientific problems is a key factor that a resume can't fully convey.</li>
</ul>
Hiring managers in life sciences often look for candidates with long-term potential, considering the investment in training and development. A seasoned recruiting partner ensures that this is covered in the screening.&nbsp;
<ul>
<li>Career aspirations: Understanding a candidate's career goals and how they align with the organization's objectives is crucial for long-term retention and success.</li>
<li>Learning agility: The capacity to quickly acquire new skills and knowledge is vital in the fast-paced life sciences sector. This trait is difficult to assess from a resume alone.</li>
</ul>
<h2>Experience is Value in Life Sciences&nbsp;</h2>
For hiring managers in life sciences, having the expertise of a sales and delivery team that understands the full extent of consultative recruiting is crucial for several reasons:
<ul>
<li>Targeted candidate pools: Years of industry experience allow for a highly targeted network of professionals, ensuring a higher quality candidate match.</li>
<li>Quick turnaround: Experienced recruiters can fill roles faster, thanks to their network and targeted approach, reducing downtime for critical projects.</li>
<li>Right fit, first time: Specialized recruiting firms with a robust sales foundation know how to find qualified candidates and the right cultural fit, leading to greater retention.</li>
<li>Cost savings: Every day that a position remains vacant represents lost productivity and potential revenue. A fast placement by an experienced recruiter drives down costs.</li>
<li>Enhanced employee engagement and retention: By focusing on candidates who resonate with the company&rsquo;s mission, values, and work culture, experienced recruitment teams improve employee engagement and long-term retention.</li>
<li>Enhancing team dynamics: Understanding a candidate's working style and interpersonal skills helps build cohesive and productive research teams.</li>
<li>Driving innovation: Identifying candidates with the right blend of scientific expertise, creativity, and problem-solving skills is key to driving innovation in life sciences.</li>
<li>Ensuring compliance and quality: In an industry heavily regulated and focused on precision, hiring managers need to be confident in a candidate's ability to maintain high quality and compliance standards.</li>
<li>Facilitating knowledge transfer: Understanding a candidate's ability to learn and share knowledge is crucial in an industry where continuous learning and collaboration are essential.</li>
</ul>
<h2>Future Outlook: Trends to Watch in Life Science Recruitment</h2>
As the industry continues to evolve, we can expect strategies in life sciences to become even more sophisticated, <a style="color: #ac1359;" href="https://www.srgtalent.com/us/blog/global-life-sciences-clinical-engineering-insights-2024-survey" target="_blank" rel="noopener">leveraging data-driven insights</a> and personalized engagement to create lasting value for all stakeholders involved.
In conclusion, partnering with an experienced recruiting firm like SRG Talent that offers exclusive life sciences expertise and a foundation in sales can make a significant difference. Bringing specialized knowledge, sales-driven engagement tactics and industry insights helps hiring managers fill positions and build high-performing teams that drive innovation and growth.

Discover the latest trends, strategies, and tactics of Life Science Recruitment: How to understand the complex landscape and navigate the future of talent to benefit your business.

Navigating the Complex Landscape of Life Sciences Recruitment: Why Partnering with a Sales-Focused Recruiting Firm is Essential

Driving innovation in the life sciences industry requires a workforce composed of diverse and equitable people possessing multifaceted perspectives and experiences. Achieving this, however, is a challenging mandate, and <a href="https://www.srgtalent.com/us/salary-survey">SRG and New Scientists Job's 2024 Global Talent Trends &amp; Insights Report</a> reveals that organizations are making inconsistent gains in their efforts. We found some notable steps forward in some areas and setbacks in others. The data confirms employers should redouble efforts to attract and retain a diverse and engaged workforce.
First the good news: we uncovered encouraging data around pay equity for women. Gains were made in all three regions of the world we tracked. This is commendable as STEM employers have long strived to attract female talent and pay them the same rate as men. On the other hand, racial diversity continues to struggle in North America, as only a small portion of STEM jobs are filled by black and Hispanic/Latino workers. Not only are their numbers small in the STEM workforce, but their average salaries are among the lowest. It&rsquo;s a statistic that could hamper the industry&rsquo;s goals of attracting a more diverse candidate pool.
Organizations leading in Diversity, Equity, and Inclusion (DE&amp;I) practices will likely achieve a more equitable and inclusive workforce and reap the benefits. According to <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact">McKinsey</a>, the top quartile of these companies are 27% more likely to outperform financially, while the bottom quartile are 24% less likely. So not only is having a diverse and equitable workforce the right thing to do, but it also makes financial sense.&nbsp;
<h2 class="MsoNormal">Pay Gap Closes for Some</h2>
In the overall U.S. labor market, women make just 84 cents for every dollar a man makes. For women in STEM fields, achieving pay equity is closer to reality. Our latest data confirms this:
<ul>
<li class="MsoNormal">In North America, the pay gap in 2023 is down to 8.2%, falling from 20.7% in the previous year.</li>
<li class="MsoNormal">The smallest gap was among mid-career scientists (45-54), with a gap of just 4.5%</li>
<li class="MsoNormal">However, the gains have not been consistent, and they remain high in other regions around the world</li>
</ul>
Such sizable improvements were not observed in different racial and ethnic groups. Asian scientists, on average, earned the highest salaries at nearly $100k. This was followed by people who identified as two or more races and white workers. Hispanic/Latino employees took home the lowest pay, at just about three-fourths of the highest income, while black workers did slightly better but still ranked among the bottom third.
<h2 class="MsoNormal">Importance of Workforce Diversity to Talent</h2>
One of the reasons why companies with leading DE&amp;I practices tend to outperform is a higher level of engagement and satisfaction among their employees. According to <a href="https://www.gallup.com/workplace/395102/drives-culture-belonging.aspx">Gallup</a>, 42% of U.S. workers say a diverse and inclusive organization is important to their consideration of a prospective employer. Moreover, cultivating <a href="https://www.apa.org/topics/healthy-workplaces/fostering-connection">a sense of belonging at work</a> is increasingly seen as a lever of productivity and retention.&nbsp;
This is especially true among younger generations of workers, whose values regarding workplace satisfaction differ markedly from their older peers. Among Gen Z, 83% are swayed by a company&rsquo;s diversity and inclusion efforts, according to <a href="https://www.forbes.com/sites/forbesbusinesscouncil/2023/06/09/attracting-and-retaining-gen-z-through-diversity-and-inclusion/">Forbes</a>. As this generation grows proportionally in the workforce, companies must remain committed to fostering such a corporate culture.
So how can life sciences businesses ensure they align their efforts to the desires and values of their people? There are several critical considerations when building a DE&amp;I strategy.&nbsp; 
<h2 class="MsoNormal">Three key success levers for a STEM workforce</h2>
&nbsp;
<h3 class="MsoNormal">Start with the right data&nbsp;</h3>
Organizations often go just skin-deep when reviewing hiring data. Benchmarks such as diversity of candidate slates and hires tell half the stories. Tracking the advancement of diverse hires once they join the organization, capturing their sentiment on the talent experience, and surveying unsuccessful candidates offer nuanced and actionable insights.
<h3 class="MsoNormal">Seek out more diverse talent pools</h3>
Whether it&rsquo;s conducting early career recruitment or sourcing for more senior talent, an effective talent acquisition strategy should be comprehensive in its scope. This means expanding geographic targets, working with diverse universities, and tapping into affiliation groups. Also, consider a skills-based strategy that eliminates the requirements for college degrees.
<h3 class="MsoNormal">Lean on employee resource groups (ERGs)</h3>
Leaders can gain valuable insights from their own employees by establishing ERGs. These not only help talent to grow and advance, but they also provide critical feedback to management&mdash;earmark resources, and secure executive support to ensure the success of these groups.&nbsp;
Although the world of work is progressing in creating diverse and inclusive workplaces, it is doing so at an uneven pace. Pay equity still falls short of women&rsquo;s expectations, and many life sciences companies' workplaces still lack true diversity. There is ample evidence that improvements are not only a moral mandate but also a business one.&nbsp;
Want to learn more about the sentiments of life sciences workers? Get actionable insights with SRG&rsquo;s 2024 Global Talent Trends &amp; Insights Report today. Download your copy&nbsp;<a href="https://www.srgtalent.com/us/salary-survey?utm_source=ED%26I+Blog+for+TT%26I&amp;utm_medium=Blog&amp;utm_campaign=Talent+Trends+%26+Insights">here</a>.&nbsp;

Discover how STEM professionals feel about their worth and why employers need to tap into three trends to build a STEM workforce for the future

Innovation thrives on a diverse STEM workforce. Are you tapping into these three key success levers?

In a dynamic and rapidly evolving world of work, how can employers of STEM talent attract and retain the best people in a competitive labor market? Contrary to popular belief, good salaries alone won&rsquo;t do it. Rather, companies need to do a better job of offering purpose and other compelling benefits to candidates, according to a panel of work experts who recently spoke on an SRG <a name="_Int_mCIji8nm"></a>webinar. The event focused on the findings of New Scientist&rsquo;s Global Talent Trends &amp; Insights report, which surveyed the sentiments of 4,000 life sciences professionals across the UK, US, and Europe. <a href="https://www.srgtalent.com/us/blog/careers-in-life-sciences">Discover Who Has the Best Pay in Life Sciences</a>.
Facing today&rsquo;s climate of uncertainty, life sciences companies are challenged to become more agile and competitive, and <a name="_Int_vtPlgZfI"></a>it&rsquo;s clear that talent is the lever to make this happen, according to the panelists. Success, however, depends on employers acquiring and utilizing talent in cost-effective, impactful ways that achieve milestones more quickly and consistently, whether that&rsquo;s developing a new blockbuster drug, a new medical device, or a diagnostic test.
&ldquo;There is pressure to do more with less, but there is a real focus on that speed of getting innovation to market as soon as possible. And I really do feel that now more than ever leaders <a name="_Int_k2LQIvDR"></a>have to demonstrate a real level of adaptability and flexibility in everything that <a name="_Int_cgOn7FNf"></a>they're doing,&rdquo; according to panelist Philippa Clark, Senior Client Manager with SRG in the UK.&nbsp;
Clark explained that with investments in the UK life sciences sector remaining strong, employers increasingly turn to contingent talent to get work done more cost-effectively and efficiently. This has led to growing interest in statement of work resources, <a href="https://www.srgtalent.com/us/business-solutions/direct-hire">direct sourcing</a> of flexible talent, and other work arrangements to help medtech and drug manufacturers drive revenue growth. And the pressure to meet work goals is not isolated <a name="_Int_TzmnGWmD"></a>to the UK and Europe. In fact, one-third of those surveyed by New Scientist in North America say they expect their department to receive budget increases by the end of 2025. 
&nbsp;
<h2 class="MsoNormal">Demand for talent unabated</h2>
With <a href="https://www.srgtalent.com/us/blog/pay-for-life-science-workers-rises-fastest-in-the-uk-but-still-lags-behind-north-america-and-europe">spending anticipated</a> in the near future, demand for STEM talent will <a name="_Int_HWAmTVj1"></a>likely remain sustained worldwide. One reason is that during the pandemic, a disproportionate amount of research went to treating COVID, leading to deprioritization of other projects, according to Justin Mullins, a panelist on the <a name="_Int_faaOO6WJ"></a>webinar and Consultant Editor at New Scientist. He pointed out that when the pandemic was over, many life sciences companies faced a backlog of projects. This led to a surge in demand for talent, and that appetite for resources has not diminished.
Mullins pointed out that UK life sciences companies have since stepped up research and development work and appear poised to innovate more quickly. The sector has overcome the backlog and &ldquo;turned into a streamlined, forward-thinking agile agency, which is really accelerating the way in which Innovation can be brought to market,&rdquo; he said, pointing out the post-COVID &ldquo;bounce&rdquo; for businesses has also benefited from greater economic and political stability recently. With the UK&rsquo;s recent elections now over, he said companies can better focus on growth, which will further accelerate the sector&rsquo;s growing need for talent.&nbsp;
This trend, however, will put additional pressure on talent scarcity. Last year, salaries in life sciences rose markedly, especially in the UK, where the average pay rose more than 11%, according to New Scientist&rsquo;s research. Growth reached 3.9% in North America and 3.4% in Europe &mdash; figures all above the average wage growth for all jobs in those regions. At the same time, 60% of all workers surveyed said they planned to change jobs this year, further challenging employers to acquire and retain <a name="_Int_vGs5gESc"></a>great talent.
How can life sciences <a name="_Int_fE48oPgB"></a>employers address this growing problem? As panelist and SRG US Senior Vice President Patrick Stedman noted, companies must offer more than just competitive compensation to acquire, motivate, and retain their best people. In fact, the Talent Trends &amp; Insights report found that 62% of STEM professionals ranked wages lower than other employment benefits as the reason for joining a company. Stedman said today&rsquo;s workforce is focused on the values of an employer, its purpose, and how it treats its people. Specifically, many workers want assurances that they <a name="_Int_EGX5JaSQ"></a>work for a diverse and inclusive organization.
&ldquo;If you look at the STEM portfolio, specifically within life sciences and clinical, <a name="_Int_kmMLLUOe"></a>we're <a name="_Int_Km8s5b2c"></a>a very diverse population so <a name="_Int_YmicE7sN"></a>it's extremely important that we are keeping at the forefront. <a name="_Int_hA7Gzz5A"></a>It's a catalyst in all these organizations to understand how important it is to promote inclusivity and diversity &mdash; promoting it in a way that <a name="_Int_WTl2CZN0"></a>it's openly discussed and that we're in a position where people are comfortable with understanding the mission, vision, and value of these organizations,&rdquo; Stedman noted.
&nbsp;
<h2 class="MsoNormal">AI and the urgency for skilling</h2>
Another priority for STEM talent is their need for upskilling. With AI proliferating across the life sciences industry, professionals increasingly need training and development to stay current with technology. And <a name="_Int_VAsB5PN4"></a>it&rsquo;s not just their hard skills that scientists seek to enhance; Talent Trends &amp; Insights research found that the competencies most people want to improve are cognitive ones, such as critical thinking, problem-solving, creativity, and adaptability. In the AI era, helping people adjust to the changing nature of work will be critical to long-term organizational success, according to Tracy Monsour, Senior Vice President of Marketing for the Impellam <a name="_Int_mgUfE9mI"></a>Group and a member of the <a name="_Int_uN68FDUX"></a>webinar panel.
&ldquo;The topic of upskilling and reskilling is going to be one that we're talking about for a very long time,&rdquo; Monsour said, especially as artificial intelligence is fundamentally transforming how medtech and pharma companies operate. &ldquo;AI is necessary for skill sets, in terms of advancing research, development production and manufacturing of the products that impact the greater life sciences industry.&rdquo;
Indeed, half of those surveyed say AI will change the nature of their job completely, with a majority saying the technology already makes them more efficient at work.&nbsp;
In what other ways will <a href="https://www.srgtalent.com/us/blog/ai-transforming-life-sciences">AI transform the future of work</a>? That remains to be seen, but one thing is clear: investing in people will continue to be a winning strategy in the future, whether <a name="_Int_tNmyHsKI"></a>that&rsquo;s through upskilling and reskilling, raising engagement through purpose and value, enhancing human capabilities with technology, or a combination of all these initiatives. The key to unlocking workforce potential requires insights and understanding of people&rsquo;s expectations of work and the key motivators that resonate with STEM professionals. 
&nbsp;
To better understand the sentiments of life sciences professionals, request your copy of the <a href="https://www.srgtalent.com/us/salary-survey">2024 Talent Trends &amp; Insights Report</a> by New Scientists Jobs and SRG. Stay tuned for our 2025 survey questionnaire to be launched soon.
To see the complete round-table discussion on how to unlock talent trends and insights, <a href="https://www.linkedin.com/events/howtounlocktalenttrends-insight7235016626008473601/theater/">click here</a>.

Recruiting the best talent is a key part of life sciences recruitment. The highly competitive industry and the demand for top talent is higher than ever.

Despite facing market uncertainty, life sciences employers’ winning strategy begins with talent 

In our recent SRG<a href="https://www.srgtalent.com/us/salary-survey"> Global Life Sciences Talent &amp; Trends Insights Report</a>, we learned that there is a strong desire to change jobs within the life sciences field. While job mobility was relatively low as companies recalibrated after the pandemic&mdash;just 16% of respondents changed roles in 2023&mdash;61% of North American respondents expect to change roles in 2024. That rises to 90% for those working full-time onsite.
This leads to the question of how those 61% of professionals will look for their next opportunity. Choosing the right staffing agency and recruiting professionals can significantly impact your career trajectory, especially in a highly specialized field like life sciences.&nbsp;
Whether you are a seasoned professional or advancing in your career, you need a recruitment partner who understands the industry's intricacies and can provide comprehensive support throughout the job search process. SRG is the recruiter for mid-level and advanced life-science roles for several compelling reasons.
&nbsp;
<h2 class="MsoNormal">In-Depth Life Sciences Industry Knowledge</h2>
SRG has over thirty years of experience in life sciences, and our expertise is unparalleled. With years of experience in the field, we deeply understand the specific skill sets and qualifications required for mid-level to advanced life sciences, engineering, and clinical roles. This industry insight allows SRG to match you with positions that align perfectly with your skills and career aspirations. We are filling roles, building careers, and fostering long-term professional growth.
PRO TIP: We are a relationship-driven organization that seeks to build long-lasting relationships with clients, hiring managers, and candidates seeking our help for years to come! While some other firms may have their agendas, our best interest lies within your best interest, and we strive to build long-lasting partnerships with our candidates so that we can work together for years to come.
&nbsp;
<h2 class="MsoNormal">Personalized Life Sciences Career Advice</h2>
Navigating the job market can be challenging, especially in a specialized field. SRG offers personalized career advice tailored to each candidate's unique background and goals. Whether you need guidance on career advancement, transitioning to a new role, or exploring different sectors within life sciences, SRG&rsquo;s expert recruiters provide valuable insights and strategies to help you make informed decisions. This individualized approach ensures that you are not just another candidate but a valued professional with a clear career path.
PRO TIP: Our Life Sciences recruitment team values our relationships with candidates and clients more than anything! In this challenging market, it can be tough to juggle searching for a job with everything else going on. Whether you are actively looking or just seeing what else is out there, we would love to be another set of eyes on the market for you and help guide you to opportunities that may be unknown otherwise. Our team at SRG is happy to offer guidance and counseling at any time &ndash; even if you are not on the market! 
&nbsp;
<h2 class="MsoNormal">Comprehensive Skill Set Assessment</h2>
Understanding your skill set and how it fits into the current job market is crucial. SRG conducts thorough assessments to identify your strengths, areas for development, and how your skills match the demands of specific roles. This meticulous evaluation helps ensure you are positioned as a top candidate for the right opportunities. By highlighting your unique qualifications, SRG enhances your chances of securing a challenging and rewarding position.
PRO TIP: Our recruitment team takes the time to learn the ins and outs of your background, your motivators, your drivers, and what makes you tick. In this crazy world of job searching, we realize that every candidate is different in what they hope to obtain in a new position/ company. We&rsquo;ll put in the effort to get to know you on the front end to create a more meaningful partnership for the long term.
&nbsp;
<h2 class="MsoNormal">Expert Resume Review</h2>
Your resume is often the first impression you make on potential employers. SRG&rsquo;s team of experts offers detailed resume reviews to help you present your skills and experiences in the best possible light. We provide actionable feedback on format, content, and how to effectively highlight your achievements and competencies. This service ensures that your resume stands out in a competitive job market and accurately reflects your professional value.
&nbsp;
<h2 class="MsoNormal">Life Sciences Interview Best Practices</h2>
Preparing for interviews can be daunting, but SRG equips you with the tools and knowledge to excel. We offer comprehensive interview preparation, including best practices for different types of interviews, common questions and how to answer them, and strategies for effectively communicating your skills and experiences. This preparation helps you approach interviews confidently and professionally, increasing your likelihood of success.
PRO TIP: Our team works closely with you, the candidate, every step of the way. Whether doing pre-interview role plays or doing technology calls to ensure that your devices are all working, SRG prepares you for interviews so that you can truly shine in the opportunity with as little stress as possible. 
&nbsp;
<h2 class="MsoNormal">Strong Client Relationships</h2>
SRG&rsquo;s strong relationships with leading companies in the life sciences sector provide our candidates access to a wide range of prestigious opportunities. We understand what our clients seek and can effectively position you as a top candidate. Our insider knowledge of client needs and company cultures helps ensure an excellent technical and cultural fit, crucial for long-term job satisfaction and career growth.
PRO TIP: We are experts in the STEM and Life sciences space! While some may try and do it all, we have been specializing in Life Sciences with our clients for over 20 years, and our relationships and industry knowledge set us apart. We know that navigating the job market can be challenging and intimidating, but by working with our seasoned team, we will help you find the best role for you and your career in the long term.
&nbsp;
<h2 class="MsoNormal">Conclusion&nbsp;</h2>
Choosing SRG as your partner means more than just finding a <a href="https://www.srgtalent.com/us/jobs">job</a> within Life Sciences; it means advancing your career with the support of a dedicated and knowledgeable team. Our in-depth industry expertise, personalized career advice, comprehensive skill set assessments, expert resume reviews, and interview preparation make them the recruiter for mid to advanced life-science roles.&nbsp;
With SRG, you gain a partner committed to your professional success who will provide the tools and support you need to thrive in the competitive life sciences job market.
&nbsp;
Join our <a href="https://www.srgtalent.com/us/job-seekers#join-our-talent-network">Life Sciences Talent Network today</a>. Register your resume with SRG Talent and let our recruitment team find your next opportunity!

Discover why SRG Talent is the best staffing and recruitment company in the US to find the latest jobs and careers in the Life Sciences industry.

SRG is the Staffing Firm of Choice for Finding Jobs in Life Sciences

Discover how AI is transforming STEM and the life sciences industry from speeding up the research process to molecule discovery to clinical trials.

How AI is Transforming Life Sciences

A career in Life Sciences has changed dramatically over the years making the job market far more attractive than before. What career can you expect?

Who Has the Best Pay in Life Sciences? A Study 

<ul>
<li>A slowdown in compensation increases eases the pain for employers but the relief may not last long</li>
<li>A majority of workers plan to change jobs this year, with an overwhelming number of full-time, in-office talent looking to make the switch</li>
<li>Hybrid and remote work policies remain unsettled, with job flexibility highly valued</li>
<li>Workforce diversity remains elusive, but workers say they see progress occurring</li>
<li>AI continues to be a central discussion, and results show that AI has already made workers more efficient</li>
</ul>
Salaries in the UK for life sciences workers have risen exponentially compared with peers in other parts of the world, but average pay still trails that of North American and European counterparts, a new survey conducted by SRG and New Scientist Jobs reveals. Since 2022, average salaries have risen 11.1% in the UK to &pound;57,725, a rate nearly three times faster than in North America. Even so, this is still lower than the average pay in comparative markets, according to the 2024 Global Talent Trends and Insights report.
Among all life sciences workers, North American respondents averaged $87,874 in annual pay, the highest ever surveyed by the publication. The average in Europe is &euro;65,070. Those in the engineering field are the highest paid, with an average salary of $98,720 in the U.S. and &pound;68,177 in the UK. Other highly-paid jobs can be found in pharmaceutical, biotech, and medtech fields.&nbsp;
Pay for life sciences specialists had jumped tremendously in the two years following the COVID outbreak, but growth has since slowed, with the market normalizing and inflation retreating from recent highs. Moreover, wage inflation has subdued in light of a broad reduction in hiring and increased layoffs in life sciences positions.&nbsp;
&ldquo;This is good news for companies struggling to rein in increasing workforce costs but a challenge for talent in search of better opportunities and pay,&rdquo; said Andrew Turner, UK Managing Director of SRG. &ldquo;However, with talent scarcity caused in part by a structural deficiency in the labor market, this balance may shift again with an improvement in the global economy. Regardless of where we are in the economic cycle, employers need to focus on attracting and retaining the best and most in-demand talent.&rdquo;
Data from the survey, conducted with more than 4,000 scientists and STEM professionals from December 2023 through February 2024, indicated cautious optimism about the future. One-third of North American respondents expect their budgets to increase this year. However, job mobility may rise as more than 60% say they expect to or will change roles in 2024.&nbsp;
Such sentiments reflected unmet needs for job flexibility, higher pay, and health and wellness benefits. Workers in North America were more likely to say they will change jobs this year than counterparts in the UK and Europe (61% vs. 51%). Job satisfaction levels among life science specialists have been historically higher than other occupations, and more than two-thirds of those surveyed said they remain happy in their roles. Nevertheless, the high percentage of people seeking new opportunities may be a wake-up call for employers to do more to incentivize people to stay.
One of the reasons for workers&rsquo; strong desire for new opportunities is the unsettled debate over remote and hybrid working arrangements. An overwhelming majority (90%) of those who are on-site every day say they plan to switch jobs. Furthermore, two-thirds say they prefer a hybrid schedule, but just 40% currently have this benefit. As executive leaders push for greater in-office attendance, this insistence may diminish their appeal as employers of choice.
&ldquo;Whether it&rsquo;s life sciences or the IT sector, policies and practices regarding hybrid and remote working must remain agile and responsive to the needs of the workforce,&rdquo; said Patrick Stedman, Senior Vice President of SRG North America. &ldquo;Leaders understandably are pushing for more people to return to the workplace, and their concerns around innovation and accountability are certainly valid. They need to, however, weigh the impact on retention, engagement, and satisfaction. Does being in the office daily lead to greater productivity? Each company must do their homework to make this determination.&rdquo;
The 2024 Global Talent Trends and Insights report closely examines remote work and many other critical issues facing life sciences human capital leaders. New Scientist Jobs has been tracking the salaries of professional scientists for more than 20 years, and results from the latest report show that wages, despite a recent slowdown, remain high compared with many other occupations. The publication also provides geographic breakdowns of salaries in various science hubs across Europe, the UK, and North America.&nbsp;
The data also tracks the chronic pay gap between men and women scientists, with the differences ranging as high as 19% in the UK to 14% in Europe to 8% in North America. Progress toward pay equity has been inconsistent over the years but trending in the right direction. &nbsp;&nbsp;
Additionally, the report examines employers' progress in achieving a more diverse and equitable workplace. A standout finding is that black workers account for just 4% of life sciences specialists in the UK, compared with 11% in North America. However, 40% of those surveyed in the UK said they have witnessed efforts within their organization to be more diverse.&nbsp;
Other findings in the Global Talent Trends and Insights report examine people&rsquo;s priorities when considering an employer, the skills they need to keep their careers future-proof, and their outlook on AI and its impact on jobs and the future of work. Despite fears that the technology will lead to large job losses, most survey respondents say they don&rsquo;t believe they will be made redundant. Rather, they believe AI will make their jobs easier, with 60% saying AI has already make them more efficient. An even larger majority (78%) say they will be even more so in the future.&nbsp;
Pro tips for employers to consider as they strategize on workforce planning, learning and development, talent attraction and retention, internal mobility, and other critical human capital issues:
<ul>
<li>Closely track and mirror competitive wage levels and prevailing benefit offerings at a time when most people are expressing a strong desire to change jobs &nbsp;&nbsp;</li>
<li>Regularly survey workers and develop actionable plans to mitigate growing dissatisfaction or unmet needs of people</li>
<li>Build on a culture of inclusion and equity to ensure workers are fully engaged, can bring their best selves to their jobs, and maximize collaboration with other team members</li>
<li>Identify the skills needed today, and in the future, and leverage this insight to map the learning journey for every employee as a way to address the skills gap &nbsp;&nbsp;</li>
</ul>
<h4>Access the full report in both the UK <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">here</a> and North America <a href="https://www.srgtalent.com/us/salary-survey" target="_blank" rel="noopener">here</a>, respectively.</h4>
&nbsp;
<h4>About SRG</h4>
By applying specialist industry expertise and knowledge built over decades of experience as a global STEM network, SRG recruits across the whole product life cycle, from scientific research and clinical trials to manufacturing, helping to create meaningful connections, empower STEM talent, and shape a better, brighter future.
SRG is powered by&nbsp;<a href="https://www.impellam.com/" target="_blank" rel="noopener">Impellam Group</a>, a global leader in workforce and STEM talent solutions. &nbsp;
<h4>About New Scientist Jobs</h4>
New Scientist is the world&rsquo;s most trusted source of science and technology weekly news. New Scientist Jobs was created over 20+ years ago to connect leading employers and candidates. New Scientist Jobs also provides dedicated career advice and job opportunities across the STEM industry.
To find out more, visit <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">www.newscientist.com/nsj/</a>
&nbsp;
Press contact: Kirsty Tranter,&nbsp;Head of Communications,&nbsp;Impellam&nbsp;Group&nbsp;-&nbsp;<a href="mailto:press@impellam.com">press@impellam.com&nbsp;</a>

A new report by SRG and New Scientist Jobs reveals that UK life sciences salaries have risen rapidly but still lag behind North America and Europe. The report highlights key trends in job mobility, remote work preferences and workforce diversity.

Life science workers pay rises fastest in the UK

Explore how AI is revolutionizing Life Sciences and how to address the rising demand for specialized talent and new roles emerging in this transformative era.

The Talent Imperative for Innovation - AI in Life Sciences

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Stedman brings 17 years of experience in the staffing and talent management industry,&nbsp;focusing on Life Sciences, Clinical Research, and IT verticals. Having joined SRG from Piper Companies, Stedman served as the Director of Operations for the North Carolina and Maryland markets.  <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Reporting into Ryan McMahon, Division President, Stedman, will be responsible for the strategic development and operational excellence of SRG's North American business, as well as identifying and capturing new opportunities from prospective and existing clients. Stedman will play a pivotal role in the STEM (Science, Technology, Engineering, and Mathematics) Senior Leadership Team to drive the overall business strategy and to collaborate with other Impellam Group brands, including <a class="Hyperlink SCXW152475930 BCX0" href="http://www.bartechstaffing.com/" target="_blank" rel="noreferrer noopener">Bartech Staffing</a>, <a class="Hyperlink SCXW152475930 BCX0" href="http://www.guidantglobal.com/" target="_blank" rel="noreferrer noopener">Guidant Global</a>, and <a class="Hyperlink SCXW152475930 BCX0" href="http://www.lorienglobal.com/" target="_blank" rel="noreferrer noopener">Lorien</a>. <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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"We are delighted to welcome Patrick Stedman. We believe that our people make the difference, and he joins our team as a proven leader with a track record of delivering outstanding results and building strong relationships with clients and candidates. He has a deep understanding of the Life Sciences sector, and I am confident he will be a great asset to our organization and customers," said <a class="Hyperlink SCXW152475930 BCX0" href="https://www.linkedin.com/in/ryanmcmahon2022/" target="_blank" rel="noreferrer noopener">Ryan McMahon</a>, Division President.&nbsp;<span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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"I am honored to join SRG, a company with a reputation for innovation in the Life Sciences talent industry. I look forward to working with the team at SRG to grow our business, serve our clients, and create enhanced value for our stakeholders," Patrick Stedman stated. <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Stedman plans to be at <a class="Hyperlink SCXW152475930 BCX0" href="https://asq.org/conferences/wcqi" target="_blank" rel="noreferrer noopener">ASQ</a> from May 12 &ndash; 15 and <a class="Hyperlink SCXW152475930 BCX0" href="https://conferences.asco.org/am/attend" target="_blank" rel="noreferrer noopener">ASCO</a> from May 31 &ndash; June 4 and will meet with customers over the coming months.  <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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<a class="Hyperlink SCXW152475930 BCX0" href="http://www.srgtalent.com/" target="_blank" rel="noreferrer noopener">About SRG</a> <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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SRG is the leader in the Life Sciences human capital industry. We apply three decades of specialized knowledge to a full spectrum of clinical, quality, regulatory, and compliance talent solutions. We recruit across the Life Sciences product life cycle&mdash;covering scientific research and development (R&amp;D), clinical trials, manufacturing, and engineering disciplines.  <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-30,&quot;335559737&quot;:-30,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Together, we create world-class communities that empower individuals and businesses to shape tomorrow&rsquo;s world. <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-30,&quot;335559737&quot;:-30,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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For more information, visit <a class="Hyperlink SCXW152475930 BCX0" href="http://wwww.srgtalent.com/" target="_blank" rel="noreferrer noopener">www.srgtalent.com</a>. <span class="EOP SCXW152475930 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Woburn, MA, March 15, 2024 - SRG, the industry leader in life sciences recruitment powered by Impellam Group, is pleased to announce the appointment of Patrick Stedman as its new Sr. Vice President in North America, effective March 11, 2024.  

Patrick Stedman as New Sr. Vice President  at SRG

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Calling all life sciences professionals! We're conducting a survey to identify the latest trends in the industry, and we need your insights. Whether you're a seasoned expert or a fresh talent in the field, your perspective is invaluable. &nbsp;
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The survey's objective is to benchmark salary, business, and workforce landscape data, highlighting industry insights for life sciences businesses.&nbsp; &nbsp;
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By completing this anonymous survey, you will contribute to our free global report to be launched in early 2024 via our website. &nbsp;&nbsp;
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Share your thoughts and help shape the future of life sciences. Click the link below to participate in our quick survey. &nbsp;
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<a class="Hyperlink SCXW169757901 BCX0" href="https://survey.alchemer.eu/s3/90650313/2400a768941a" target="_blank" rel="noreferrer noopener">Complete Survey</a>&nbsp; &nbsp;
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Global Life Sciences, Clinical & Engineering Insights 2024 Survey

LONDON, 21st MARCH 2024: HeadFirst Group and Impellam Group <a href="https://www.impellam.com/insights/HeadFirst-group-join-forces">today announced</a> that they have joined forces to become one of the world&rsquo;s leading STEM talent and Managed Service Providers with a distinctive HR tech platform for professionals. The expanded group has &euro;8 billion spend under management, 2,100 expert colleagues, and over 75,000 professionals serving customers across the globe.
This strategic step provides customers with a unique, truly global tech and talent solution to ensure they stay at the forefront of their industry. The deal has created an unparalleled force in digital, IT, data, life sciences, clinical and engineering talent and leaves the expanded group well-placed to drive market beating growth and to deliver increased value for colleagues, customers, professionals, suppliers, and shareholders.&nbsp;
Han Kolff, chairman of the Board, commented: "We are proud to have brought industry leaders HeadFirst and Impellam together. As well as vast geographic reach, our expanded group combines world-class expertise and market-leading tech, providing customers with mission critical talent, hereby creating a unique platform for growth in a growing market. I am confident HeadFirst and Impellam will power the next world of work together.&rdquo; Julia Robertson, CEO of Impellam and the enlarged group, said: &ldquo;We have an exciting future ahead of us. In a world where talent and tech must come together to build better businesses, we will collaborate to leverage the combined strength and capability of our market-leading brands, our people, and our distinctive technology. Our complementary cultures and our focus on our customers&rsquo; needs will ensure we deliver market leading, digitally enabled and differentiated solutions to our customers across the world.&rdquo;
 Experienced team driving growth agenda
Leading the future success and growth of the combined business, the Board of the new group includes: Han Kolff, non-executive chairman, Julia Robertson, group CEO, Tim Briant, group CFO, Marion van Happen, CEO of HeadFirst Group, as well as non-executive directors and co-founders Koen Bekkering and Boyd Sleeman.&nbsp;
There will be no immediate changes to the day-to-day operations of Impellam Group and HeadFirst Group. Impellam and HeadFirst will continue to deliver industry-leading solutions to customers, suppliers and professionals.&nbsp;
Following the completion of the transaction, Lord Ashcroft, the former majority shareholder of Impellam Group will serve as non-executive director on the board.
About HeadFirst Group
HeadFirst Group is a leading, international HR-tech service provider and the largest platform for professionals in the Benelux, operating across fifteen European countries. The organisation offers a wide range of HR solutions, such as Managed Service Providing, Recruitment Process Outsourcing, IT Sourcing &amp; Recruitment and HR consultancy. More than twenty-five thousand professionals work for over five hundred customers in Europe, through which HeadFirst Group realises an annual gross revenue in 2023 of over two and a half billion euros. The main brands of HeadFirst Group are MSP (including intermediary services) labels HeadFirst, Between and Staffing Management Services, RPO and recruitment specialist Sterksen, IT talent sourcer StarApple, and Belgian HR-tech company ProUnity.
For more information about HeadFirst Group: <a href="http://www.headfirst.group/">www.headfirst.group</a>.
About Impellam Group
Impellam is a connected group providing global workforce and STEM talent solutions. Our 1700 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pac. Our award-winning Global Managed Services provide a diverse range of digitally enabled, multi-disciplinary workforce solutions to organisations. We are upper quadrant industry leaders in Managed Service Provision and Services Procurement, and IT. Our STEM businesses are specialists in recruiting and engaging talent in the key growth markets of technology, digital, data analytics, science, clinical and engineering and work with customers across all sectors and sizes. We believe in the power of work. Through the power of work, we build better businesses and help people lead more fulfilling lives.
Our brands include: Comensura, Guidant Global, SRG, Lorien, Carbon60 and Bartech.
For more information about Impellam Group: <a href="http://www.impellam.com">www.impellam.com</a>.
Note to editors
Please contact Bart van der Geest, Head of Marketing &amp; Communication at HeadFirst Group, on +31(0)6 &ndash; 15 89 95 74 or <a href="mailto:bart.vandergeest@headfirst.">bart.vandergeest@headfirst.group</a> or Kirsty Tranter, Global Head of Communications at Impellam Group, on <a href="mailto:kirstytranter@impellam.com">kirstytranter@impellam.com</a>.

HEADFIRST GROUP AND IMPELLAM GROUP JOIN FORCES TO BECOME A GLOBAL LEADER IN STEM, DIGITAL AND IT TALENT, MANAGED SERVICES AND HR TECH

HeadFirst Group and Impellam Group join forces

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In the vast realm of science, many women have transcended boundaries, leaving an enduring legacy of groundbreaking discoveries and advancements that have shaped our understanding of the world. This blog post aims to celebrate and shed light on the remarkable contributions of top women innovators who have made indelible marks in various scientific fields, highlighting their pivotal role in shaping the course of science.&nbsp;
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Highlighting Top Women Innovators in Science&nbsp;
</div>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Rosalind Franklin: Franklin's work on X-ray diffraction was pivotal in understanding the structure of DNA, which is fundamental to modern genetics. Her famous "Photo 51" provided the key insights that led Watson and Crick to formulate the DNA double helix model. Although she didn't receive the Nobel Prize, her contributions have been increasingly recognized, highlighting women&rsquo;s crucial role in scientific discoveries.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Jane Goodall: Goodall's groundbreaking study of wild chimpanzees in Gombe Stream National Park, Tanzania, revolutionized our understanding of primate behavior and the close relationship between humans and animals. Her observations of chimpanzees using tools challenged the then-existing belief that only humans made tools, thus redefining the relationship between humans and the rest of the animal kingdom.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Ada Yonath: Yonath's research on the structure of the ribosome has had a profound impact on modern medicine. By mapping the structure of ribosomes, she provided insights crucial for the development of new antibiotics, contributing significantly to the field of pharmaceutical chemistry and the fight against antibiotic-resistant bacteria.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Tu Youyou: Youyou&rsquo;s discovery of artemisinin has saved millions of lives worldwide. Her innovative approach of combining traditional Chinese medicine with modern techniques to extract the substance from sweet wormwood revolutionized the treatment of malaria. Her work is a quintessential example of how traditional knowledge and modern science can combine to create life-saving medicines.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Carol Greider: Greider's pioneering work on telomeres and the discovery of the enzyme telomerase reshaped our understanding of cellular aging and cancer. Her Nobel Prize-winning research has opened new avenues in medical science, particularly in age-related diseases and cancer therapy, highlighting the impact of fundamental biological research on human health.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Katalin Karik&oacute;, PhD: Karik&oacute;'s groundbreaking research on messenger RNA (mRNA) laid the foundation for mRNA-based therapies, including the COVID-19 vaccines. Her innovative work in modifying mRNA to reduce its inflammatory response revolutionized vaccine development and opened new possibilities for treating various diseases, marking a significant advancement in medical science.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW112090012 BCX0">Kizzmekia Corbett: Dr. Kizzmekia Corbett is renowned for her pivotal role in developing the mRNA-based COVID-19 vaccine. Her expertise in immunology contributed to a rapid and effective vaccine response to the pandemic, showcasing the critical impact of research in public health emergencies. Her work not only combated a global crisis but also marked a significant milestone in vaccine development.&nbsp;</li>
</ul>
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</div>
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These remarkable women, among many others, pushed the boundaries of science and paved the way for future generations of female scientists. Their legacy extends beyond their groundbreaking discoveries, resonating in the inspiration they provide to young women worldwide. As we celebrate these visionary voices, let us recognize the essential contributions of women in shaping the landscape of STEM and inspiring a new era of scientific exploration and innovation.&nbsp;
</div>

In the vast realm of science, many women have transcended boundaries, leaving an enduring legacy of groundbreaking discoveries and advancements that have shaped our understanding of the world. This blog post aims to celebrate and shed light on the remarkable contributions of top women innovators who have made indelible marks in various scientific fields, highlighting their pivotal role in shaping the course of science. 

Visionary Voices: The Women Who Shaped STEM - Breaking Boundaries in the Laboratory and Beyond

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<iframe title="Embed" src="https://streamyard.com/e/pnp8rdrv3tr2" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
Watch the full conversation <a href="https://streamyard.com/watch/ZMGfVUAQnCFR" target="_blank" rel="noopener">here</a>.&nbsp;
Here&rsquo;s a sneak peek of what you can expect from the full webinar:&nbsp;
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Our Distinguished Panel&nbsp;
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<li class="Paragraph SCXW260574983 BCX0"><a class="Hyperlink SCXW260574983 BCX0" href="https://www.linkedin.com/in/karen-correa-phd-bcmas-b7a9788/" target="_blank" rel="noreferrer noopener">Karen Correa</a>, PhD, BCMAS, Vice President, Head Global Clinical Operations, <a class="Hyperlink SCXW260574983 BCX0" href="https://www.takeda.com/" target="_blank" rel="noreferrer noopener">Takeda</a> (Moderator &amp; Panelist)&nbsp;</li>
</ul>
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<li class="Paragraph SCXW260574983 BCX0"><a class="Hyperlink SCXW260574983 BCX0" href="https://www.linkedin.com/in/sharihulitt/" target="_blank" rel="noreferrer noopener">Shari Hulitt,</a> Sr. Director, Clinical, <a class="Hyperlink SCXW260574983 BCX0" href="../../../../../../" target="_blank" rel="noreferrer noopener">SRG</a> (Moderator)&nbsp;</li>
</ul>
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<li class="Paragraph SCXW260574983 BCX0"><a class="Hyperlink SCXW260574983 BCX0" href="https://www.linkedin.com/in/colleen-gallagher-mba-phr-0320444/" target="_blank" rel="noreferrer noopener">Colleen Gallagher</a>, MBA, PHR, Human Relations Manager, <a class="Hyperlink SCXW260574983 BCX0" href="https://www.viatris.com/en" target="_blank" rel="noreferrer noopener">Viatris</a>&nbsp;&nbsp;</li>
</ul>
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<li class="Paragraph SCXW260574983 BCX0"><a class="Hyperlink SCXW260574983 BCX0" href="https://www.linkedin.com/in/trisha-hutzul/" target="_blank" rel="noreferrer noopener">Trisha Hutzul</a>, Principal &amp; Chief Business &amp; Research Officer, <a class="Hyperlink SCXW260574983 BCX0" href="https://www.linkedin.com/in/trisha-hutzul/" target="_blank" rel="noreferrer noopener">Consulting Innovation Lifesciences Inc.</a>&nbsp;</li>
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<li class="Paragraph SCXW260574983 BCX0"><a class="Hyperlink SCXW260574983 BCX0" href="https://www.linkedin.com/in/krista-e-brenner/" target="_blank" rel="noreferrer noopener">Krista Brenner</a>, Director, Direct Hire Division, <a class="Hyperlink SCXW260574983 BCX0" href="../../../../../../" target="_blank" rel="noreferrer noopener">SRG</a>&nbsp;</li>
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&nbsp;Event Highlights&nbsp;
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Insights on how resolve, authenticity, and growth contribute to effective leadership.&nbsp;
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A deep dive into how pivotal life moments influence our leadership styles&nbsp;
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Practical tips on fostering personal and professional development&nbsp;
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To find out more about future SRG livestream events, contact our team at <a class="Hyperlink SCXW260574983 BCX0" href="mailto:connect@srgtalent.com" target="_blank" rel="noreferrer noopener">connect@srgtalent.com</a>.&nbsp;
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Our latest vlog brings you an exclusive roundtable conversation with top leaders in the Life Sciences industry. This month, we invited these trailblazers to share their insights on what purpose-driven, fearless leadership means to them.

Sit Down With SRG Vlog: Fearless Leadership

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The role of women in the scientific community has always been of paramount importance, yet&nbsp;women&nbsp;remain&nbsp;underrepresented and under-compensated.&nbsp;This blog focuses&nbsp;on women in clinical research, a field teeming with opportunity and the potential to rewrite&nbsp;the&nbsp;gender&nbsp;narrative.
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<h3 class="Paragraph SCXW157223170 BCX8">The&nbsp;current&nbsp;state of&nbsp;women&nbsp;employed in&nbsp;clinical&nbsp;research</h3>
Women are essential players&nbsp;in clinical&nbsp;research, bringing to the table a unique blend of skill, perspective, and understanding.&nbsp;Women&nbsp;have been at the helm of&nbsp;many&nbsp;landmark studies, playing crucial roles in&nbsp;discovering and developing&nbsp;life-altering treatments and therapies. However, their representation and compensation often&nbsp;fail to&nbsp;reflect their indispensable contributions.&nbsp;In 2023, SRG and&nbsp;New Scientist conducted a&nbsp;<a class="Hyperlink SCXW157223170 BCX8" href="../../../../../../insights/guides-and-reports/global-stem-salary-survey-2023" target="_blank" rel="noopener noreferrer">global STEM salary&nbsp;survey</a>&nbsp;and found that&nbsp;in North America,&nbsp;40% of the industry is&nbsp;comprised&nbsp;of&nbsp;women,&nbsp;yet&nbsp;women are paid 13% less than men.&nbsp;
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<h4 class="Paragraph SCXW157223170 BCX8">The&nbsp;opportunity&nbsp;awaiting&nbsp;women in&nbsp;clinical&nbsp;research</h4>
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Despite these challenges, the field of clinical research offers incredible potential for women. With the healthcare industry increasingly recognizing the need for gender diversity to drive innovation and better patient outcomes, a change is on the horizon. Women&nbsp;can&nbsp;work on pioneering research projects, contribute to scientific advancements, and play a significant role in reshaping global health policies.
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Moreover, as clinical trials become more patient-centric and require diverse patient representation, there is a growing need for diversity among researchers. This evolution paves the way for more women to take center stage in designing and managing studies that address&nbsp;female&nbsp;patients&rsquo;&nbsp;specific needs and experiences.
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<h4 class="Paragraph SCXW157223170 BCX8">Strategies to&nbsp;bridge the&nbsp;gender&nbsp;gap</h4>
Encouraging more women to step into clinical research requires addressing the underlying causes of the gender and pay gaps. Improving access to education and training opportunities,&nbsp;providing&nbsp;mentorship programs, promoting work-life balance, and implementing fair compensation strategies are just a few approaches that can catalyze change.
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Recognition of the gender pay gap is the first step towards eliminating it. Increasing transparency around compensation and establishing fair pay policies can help to ensure that women are paid equitably for their contributions. Supporting women in leadership positions in clinical research can serve as a mechanism for change, paving the way for more gender equity in the field.
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<h4 class="Paragraph SCXW157223170 BCX8">How&nbsp;SRG&nbsp;is leading the way</h4>
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In a world where science and technology grow at an exponential pace, a strong and diverse workforce is more critical than ever. SRG has over three decades of experience in life sciences and is fully committed to playing a key role in bridging the gender and pay gaps in the field of clinical research.&nbsp;
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Here's&nbsp;how&nbsp;we're&nbsp;making a difference:
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<h3 class="SCXW157223170 BCX8">1. Leveraging expertise to build diverse teams</h3>
SRG deeply understands the unique demands and opportunities within the life sciences sector. We use this expertise to support and promote diverse talent, particularly focusing on empowering women in the field. By connecting our diverse pool of highly skilled female professionals with firms seeking to enhance their clinical research teams, we aid in increasing the representation of women in this critical field.
<h3 class="Paragraph SCXW93551291 BCX8">2.&nbsp;Implementing&nbsp;fair&nbsp;compensation&nbsp;policies</h3>
<a class="Hyperlink SCXW93551291 BCX8" href="../../../../../../insights/guides-and-reports/global-stem-salary-survey-2023" target="_blank" rel="noopener noreferrer">Recent research by New Scientist and SRG</a>&nbsp;shows the persistent pay gap in the sector, and we have made it&nbsp;our&nbsp;goal to help rectify this disparity. As part of our staffing services, we&nbsp;provide&nbsp;consultation for companies on&nbsp;establishing&nbsp;and maintaining fair compensation policies. We are committed to promoting pay equity, ensuring that every professional we place is compensated fairly for their skills and contributions, regardless of gender.
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<h3 class="Paragraph SCXW157223170 BCX8">3.&nbsp;Providing&nbsp;access to&nbsp;training and&nbsp;mentorship</h3>
We&nbsp;firmly believe&nbsp;in the power of training and mentorship in accelerating one's career.&nbsp;That's&nbsp;why&nbsp;we provide access to industry-leading training resources and pair our candidates with mentors who can guide them&nbsp;every step of the way. By ensuring women have the necessary skills and support, we can help them navigate and excel in the clinical research field.
To this end, SRG works with&nbsp;<a href="http://https//www.impellam.com/about-us/community/stem-council-for-good" target="_blank" rel="noopener noreferrer">STEM</a><a href="http://https//www.impellam.com/about-us/community/stem-council-for-good" target="_blank" rel="noopener noreferrer">&nbsp;Council for Good</a>&nbsp;which&nbsp;partners with diverse&nbsp;non-profit&nbsp;organizations and STEM companies to create pathways for everyone considering a career in STEM.&nbsp;They&nbsp;invite&nbsp;allies and job seekers to&nbsp;come together to&nbsp;share experiences,&nbsp;provide&nbsp;support, connect through networking, and continually educate&nbsp;each other. By bringing together those at all stages of experience,&nbsp;including career pivoters, veterans, military spouses, recent graduates, and experts at every level, this community&nbsp;creates a platform for all those who are underserved or underrepresented, creating new opportunities.
<h3 class="Paragraph SCXW184214010 BCX8">4.&nbsp;Promoting&nbsp;women in&nbsp;leadership&nbsp;roles</h3>
To truly bridge the gender&nbsp;gap, seeing&nbsp;more women in leadership roles&nbsp;is essential. As part of our staffing strategy, we make a concerted effort to advocate for&nbsp;female&nbsp;candidates for senior positions within clinical research. By promoting women in leadership, we not only help to shatter the glass ceiling but also&nbsp;provide&nbsp;role models for future generations of women scientists.
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Conclusion
Women in clinical research are invaluable assets, and recognizing this fact is key to bridging the existing pay and gender gap. By nurturing an environment of inclusion, respect, and equal opportunity, the clinical research field can not only welcome more women into its ranks but also thrive on the unique insights and innovations they bring. The future of clinical research is one of gender equality and diversity,&nbsp;in which&nbsp;every contribution is acknowledged, appreciated, and adequately compensated.
SRG&rsquo;s&nbsp;30-year journey in the life sciences sector has given us deep insights into the industry's workforce dynamics. We are committed to using this knowledge to bridge the gender and pay gap in clinical research. By fostering diversity, advocating for fair pay, and promoting women in leadership roles, we are helping create a more inclusive and&nbsp;equitable&nbsp;future&nbsp;for clinical&nbsp;research. In doing so, we are not only improving lives today, but also inspiring the women researchers of tomorrow.
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The role of women in the scientific community has always been of paramount importance, yet women remain underrepresented and under-compensated. This blog focuses on women in clinical research, a field teeming with opportunity and the potential to rewrite the gender narrative.

Bridging the Gender Gap - The Unexplored Potential for Women in Clinical Research

In this guide, we’ll show you how to build an employer branding strategy that’s aligned with wider business needs and geared towards achieving your recruitment goals.

How to develop a successful employer branding strategy to attract and retain top talent

Fraudulent candidates in life science jobs are&nbsp;a serious issue&nbsp;that can have significant consequences as these&nbsp;roles&nbsp;require&nbsp;such&nbsp;a&nbsp;high level&nbsp;of skill and&nbsp;expertise.&nbsp;Falsifying employment history to hide employment gaps or lack of recent experience is not unusual to see in any industry,&nbsp;but&nbsp;fraudulent candidates&nbsp;in these positions&nbsp;inflating, and even fabricating, qualifications and skills&nbsp;can often be defined as&nbsp;outright fraud and misrepresentation.&nbsp;&nbsp;
The&nbsp;impact&nbsp;of hiring someone who is not qualified or honest about their qualifications can be&nbsp;potentially&nbsp;life-&nbsp;threatening.&nbsp;Data from clinical research trials, as one example,&nbsp;becomes a key&nbsp;component&nbsp;of&nbsp;the&nbsp;application for FDA approval of&nbsp;a&nbsp;new drug.&nbsp;Someone who&nbsp;doesn&rsquo;t&nbsp;have&nbsp;the&nbsp;appropriate experience,&nbsp;but&nbsp;is responsible for&nbsp;monitoring study sites,&nbsp;could&nbsp;compromise the ethical components of the study, as well as its data and&nbsp;safety.&nbsp;In addition, false or misleading statements in any part of a final application (including clinical research data) can be grounds for the FDA withholding or withdrawing the approval of that&nbsp;drug and&nbsp;can also be the basis for civil and criminal enforcement actions.
There are several types of fraudulent candidates that&nbsp;an employer can&nbsp;encounter. One common type is the candidate who falsifies their credentials, such as their education, work experience, or professional licenses. These candidates may create fake diplomas or certificates, fabricate work experience, or even steal the identity of a qualified professional to obtain a license.
Another type of fraudulent candidate is&nbsp;a&nbsp;candidate who misrepresents their criminal history. Life&nbsp;science jobs often require employees to pass a background check, and candidates&nbsp;with&nbsp;a criminal record may try to hide or&nbsp;provide&nbsp;false information about&nbsp;their criminal history&nbsp;to secure a job.&nbsp;
The third type of fraudulent candidate&nbsp;is&nbsp;the one&nbsp;that hires&nbsp;someone&nbsp;to&nbsp;do the interview for them,&nbsp;in which&nbsp;one person goes through the interview process and gets the offer, and another person shows up to do the&nbsp;actual&nbsp;job.
A study conducted by&nbsp;<a class="Hyperlink SCXW19774944 BCX8" href="https://www.businesswire.com/news/home/20170419005191/en/10th-Annual-HireRight-Benchmark-Survey-Finds-48" target="_blank" rel="noopener noreferrer">HireRight</a>&nbsp;found that&nbsp;nearly 85%&nbsp;of healthcare organizations reported that they had discovered lies on job applications and resumes, with&nbsp;nearly 40%&nbsp;of those relating to&nbsp;false&nbsp;education or credentialing.&nbsp;
These statistics highlight the need for life science&nbsp;employers&nbsp;to be vigilant and take proactive steps to prevent fraudulent candidates from being hired. Conducting thorough background checks, verifying qualifications and credentials, and working closely with SRG will ensure that qualified and trustworthy professionals are hired.
To learn more, download our&nbsp;<a href="../../../../../../-/media/srg/srg_general_fraudulent_candidate-guide_generic-nolinks-contact.pdf">Fraudulent Candidate Guide</a>&nbsp;and set up a call with one of our professionals to learn more about how we protect your business from fake candidates.

Fraudulent candidates in life science jobs are a serious issue that can have significant consequences as these roles require such a high level of skill and expertise.

Fraudulent Candidates: Life-Threatening Lies

<h3 dir="ltr">In recognition of LGBTQ+ History Month, we're celebrating some of the world&rsquo;s most influential LGBTQ+ scientists.</h3>
When we feel we belong at work, we&rsquo;re more likely to succeed.
Research from McKinsey shows that when employees feel very included in their organisations, they&rsquo;re more than&nbsp;<a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/understanding-organizational-barriers-to-a-more-inclusive-workplace" target="_blank" rel="noopener noreferrer">3 times more likely to be engaged and committed to their work</a>.&nbsp;
Feeling represented at work is key to a sense of belonging, and for LGBTQ+ individuals both within and aspiring to join the STEM workforce, the right role models can make all the difference.
Research shows that&nbsp;<a href="https://www.tandfonline.com/doi/abs/10.1080/00918369.2015.1078632" target="_blank" rel="noopener noreferrer">over 40% of LGBTQ+ STEM individuals aren't 'out' at work</a>, and that&nbsp;<a href="https://www.mdpi.com/2076-0760/6/1/12" target="_blank" rel="noopener noreferrer">LGBTQ people are 20% less represented in STEM fields than expected.</a>&nbsp;What&rsquo;s more, despite LGBTQ+ men achieving high grades in STEM subjects and progressing onto undergraduate study, they&rsquo;re<a href="https://www.science.org/doi/10.1126/sciadv.aao6373" target="_blank" rel="noopener noreferrer">&nbsp;significantly less likely than their peers to graduate with a STEM degree</a>.&nbsp;&nbsp;
The criticality of&nbsp;<a href="https://www.srgtalent.com/blog/why-is-diverse-leadership-in-stem-important" target="_blank" rel="noopener noreferrer">diversity in STEM, and particularly leadership</a>&nbsp;has been long-standing. The first step to providing a foundation for improved diversity is improving<a href="https://www.srgtalent.com/blog/lgbtq-in-stem--the-cruciality-of-visibility" target="_blank" rel="noopener noreferrer">&nbsp;visibility for LGBTQ+ in STEM.</a>&nbsp;Heightened visibility helps bring role models to the forefront and paves the way to both unravelling systemic disadvantages, and opening the door to inspiring new perspectives, innovations, and ideas that help accelerate development.
While LGBTQ+ scientists in history have had a formative role in the wider scientific field, in this article, we take a closer look at the achievements and careers of 4 modern famous LGBTQ+ scientists who despite the challenges, succeeded and continue to contribute to the STEM field today.
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<h2>1. Dr. Edith Perez</h2>
Dr. Perez has led pioneering research into breast cancer for the past 25 years. From overseeing numerous clinical trials, developing novel treatments for cancer, and furthering the understanding of both the influence of genetics and the potential of the immune system to combat cancer, Dr. Perez has had a formative influence in breast cancer treatment.
Currently, Dr. Perez is serving as a Mayo Clinic professor, and is developing a range of clinical trials exploring personalised therapies for the treatment and prevention of breast cancer.&nbsp;
Additionally, Dr. Perez is also leading studies to evaluate the role genes play across<a href="https://www.srgtalent.com/blog/5-breakthrough-cancer-developments-to-look-out-for" target="_blank" rel="noopener noreferrer">&nbsp;the development and treatment of cancer.</a>&nbsp;
<a href="https://www.youtube.com/watch?v=Dlcd1SSwZRk" target="_blank" rel="noopener noreferrer">&nbsp;</a>Watch the video below to hear from the oncology pioneer herself, as she delves into what the future of breast cancer care holds for patients:&nbsp;
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<h2>2. Jack Andraka</h2>
After inventing a new novel detection test for cancer at just 15 years of age, Jack&rsquo;s career in epidemiology took off with a strong start.
Influenced by his father&rsquo;s work with nanotubes, and his own passion for science, Jack created a novel filter-paper and nanotube-based sensor that detects pancreatic, ovarian, and lung cancers in just five (5) minutes.
Andraka&rsquo;s invention won him the grand prize at the Intel International Science and Engineering Fair in 2021, and since then, he&rsquo;s had a strong public presence in the science and oncological spheres. While Andraka&rsquo;s test is a preliminary investigation into a specific method and hasn&rsquo;t resulted in a patent, it has paved the way for more in-depth research on alternative bio-markers. Meanwhile, Jack is pursuing his Master's degree at Stanford University where he&rsquo;s focusing on machine learning, big data, epidemiology, and optimisation. His next goal is to find a way to harness nanobots in cell alteration.&nbsp;
You can watch Jack's TED talk below:
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<h2>3. Lynn Conway</h2>
As the inventor of generalised dynamic instruction handling, a key process used by modern computer processors to improve performance, Lynn Conway has played an instrumental role in the technological revolution.&nbsp;
While working at MIT, IBM, Xerox, and DARPA, Conway pioneered new scalable design rules that simplified chip design and design tools, enabling efficiency across computing.
However, as a trans woman, her career was not without its challenges. After informing IBM in 1968 of her intention to transition, she faced exclusion and lost her job at the company.&nbsp; This was a mistake that would not be formally acknowledged by IBM until 2020, by which time Lynn has gone down in history as a tech pioneer.&nbsp;
After losing her role at IBM, Conway secured work as a contract programmer and by 1973 was working in a senior position at Xerox, MIT, and DARPA where her work on VLSI microchip design changed the industry forever
<a href="https://www.youtube.com/watch?v=DrSSmTYxlW8" target="_blank" rel="noopener noreferrer">&nbsp;</a>Watch the video to hear from the tech revolutionary herself:
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<h2>4.&nbsp;Dr Tim Holmes</h2>
After co-founding Acquity Intelligence in 2011, Dr Tim Holmes&rsquo; career has seen him serve companies as diverse as P&amp;G, Coca-Cola, The Guardian, and the Walt Disney Company.&nbsp;
While Dr. Tim Holmes is an acclaimed neuroscientist, he&rsquo;s taken a non-traditional route into commercialism, where he contributes his scientific expertise around behavioural influence and design optimisation.
As a frequent collaborator with the Royal Holloway University of London, Dr. Holmes is still playing a strong role in neurological research, or more specifically, eye-tracking software. His current research is delving into the cognitions behind &lsquo;neuro-marketing,&rsquo; where the eyes and movements of consumers are used to infer a person&rsquo;s thoughts and intentions without reliance on self-report.
You can learn more about Dr Holmes' work in this video:
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<h2>SRG&rsquo;s commitment to Equality, Diversity and Inclusion</h2>
SRG and its parent company, Impellam Group plc, promotes Equity, Diversity &amp; Inclusion, abiding by the principles of equality, impartiality, dignity, and safety.&nbsp; Our global teams are equipped with culture and diversity leaders like&nbsp;<a href="https://www.impellam.com/articles/new-appointment-ann" target="_blank" rel="noopener noreferrer">Ann Bookout in the U.S</a>, mental health first aiders, and a focus on identifying and dismantling attrition gaps for diverse groups.&nbsp; We recognize the value, potential, and growth opportunities that exist within our organization, as well as those opportunities found in our network of clients and partners.&nbsp;

Want to know which LGBTQ+ scientists are pioneering the future of STEM? In this blog, SRG celebrate famous LGBTQ+ scientists from across the STEM industry, read more...

4 Famous LGBTQ+ Scientists Who Are Changing the World Today

<h3 dir="ltr">With technological innovation and macroeconomic trends speeding up the evolution of our work environment &mdash; a process accelerated by COVID-19 and the rise of remote working &mdash; it is vital that STEM leaders have strategies in place to close the widening skills gap.</h3>
<a href="https://www.srgtalent.com/blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">The skills gap</a> is one of the biggest problems currently facing the STEM sector and the wider economy.
If recent World Economic Forum predictions are anything to go by,&nbsp;<a href="https://www.weforum.org/agenda/2020/01/reskilling-revolution-jobs-future-skills/" target="_blank" rel="noopener noreferrer">the global economy will need to reskill 1 billion people by 2030</a>.&nbsp;By 2022 alone, 42% of the core skills required to perform existing jobs are expected to change.&nbsp;
Indeed, in SRG&rsquo;s in-depth&nbsp;<a href="https://www.srgtalent.com/insights/stem-survey">2020 STEM Survey</a>, hiring managers admitted to struggling to find the appropriate skill sets in&nbsp;<a href="https://www.srgtalent.com/find-a-job/science-jobs/biological-science-jobs">biological science</a>, chemistry and&nbsp;<a href="https://www.srgtalent.com/find-a-job/engineering-jobs">engineering</a>, and programming. Data analytics was another skill set deemed to be in short supply.&nbsp;
So how, then, can businesses respond to this burgeoning crisis? Upskilling the workforce will be critical.
In this article, we&rsquo;ll take a look at wider industry recommendations to provide our own list of strategies&nbsp;&mdash; strategies&nbsp;to help your business keep its workforce ahead of the curve and its talent pipeline evergreen.
<h2 dir="ltr">Making skills an industry priority</h2>
Outlining the long-term vision for the life sciences sector, Professor Sir John Bell&rsquo;s&nbsp;<a href="https://www.gov.uk/government/publications/life-sciences-industrial-strategy-update" target="_blank" rel="noopener noreferrer">Life Sciences Industrial Strategy (LSIS) report</a>&nbsp;states that the industry&rsquo;s success is &ldquo;closely tied to the ability to train and recruit the best possible workforce, equipped with a breadth of critical skills.&rdquo;
With this in mind, the LSIS identifies seven people and skills priorities that the sector at large should focus on in the coming years:
<ol>
<li>Attract, retain, and develop &ldquo;globally mobile talent&rdquo;&nbsp;</li>
<li>Encourage students in schools, colleges, and universities to take up STEM subjects</li>
<li>Understand, anticipate, and respond to skills gaps across different occupations</li>
<li>Enable more mobility between the clinical, commercial, and academic sectors</li>
<li>Incentivise and support entrepreneur training for the migration of academic scientists into industry</li>
<li>Develop apprenticeships with STEM SMEs</li>
<li>Accelerate the convergence of life science, computer science, mathematics, statistics, engineering and chemistry (especially in the fields of diagnostics, personalised medicine, and data science).</li>
</ol>
Of course, achieving true skills parity in STEM takes time and requires a concerted international effort between governments, academic institutions, and STEM organisations. However, life science firms of all sizes can adopt these seven priorities as a means to make a tangible difference in their own workforces. Here's what you can do to ensure your people are ready to meet the future head-on. 
<h2 dir="ltr">7 actionable strategies to help upskill&nbsp;your&nbsp;workforce</h2>
<h3 dir="ltr">1) Encourage self-reliance and self-learning among employees...</h3>
As our STEM Survey shows,&nbsp;<a href="https://www.srgtalent.com/insights/stem-survey">more than half of respondents upskilled themselves within the past year</a>&nbsp;&mdash; demonstrating a widespread awareness among workers that new skills are needed to traverse wider industry change. Actively encouraging this inclination and positioning it towards core business functions is a cost-effective way to stay ahead of the curve.&nbsp;
<h3 dir="ltr">2) But don't forget to maintain crucial support mechanisms</h3>
While employees should be empowered to be more autonomous with their learning and development, this does not give employers the green light to dismantle support structures. For self-learning to become truly embedded across an organisation, L&amp;D governance needs to be integrated with overall business strategy. This will ensure employees are directing their learning towards company goals and will provide them with the necessary support when needed.
<h3 dir="ltr">3) Forge strategic partnerships with academic institutions</h3>
Having an alliance in place with a school, university or STEM research centre can help fast-track bright young talent into the right positions at your business. On an industry level, this consolidates and strengthens two of the core routes into a career in life science: academic education and vocational education. This, in turn, provides the workforce with more career agility &mdash; boosting vital skills like adaptability and flexibility in the process.
<h3 dir="ltr">4) Set up internal training bodies or online academies</h3>
Building an in-house training program carries two key benefits: it equips employees with sufficient organisational knowledge and ensures they have the most up-to-date industry know-how. While some firms may not have a sufficient training budget, reskilling existing employees is a much more worthwhile investment than the costly task of hiring new employers to address skills shortages. Moreover, a targeted training scheme optimises the onboarding of new staff and frees up valuable time.
<h3 dir="ltr">5) Launch an apprenticeship initiative&nbsp;</h3>
Though some SMEs with smaller budgets may be reluctant to take on apprentices, government financial assistance (the UK government&rsquo;s Apprenticeship Levy is a prominent example) is incentivizing such schemes. While apprenticeships may not address immediate skills shortages, they represent an economical way to prepare your workforce for the future.
<h3 dir="ltr">6) Expand the candidate search</h3>
Your company&rsquo;s recruitment marketing strategies should take a proactive, multichannel approach. This includes keeping vacancies up-to-date on the website, spreading the word on social media, and adding more touchpoints to the candidate journey. Attention should also be paid to employer branding: applications will remain low if a company is perceived as undesirable to work at.
<h3 dir="ltr">7) Leverage the expertise of older employees</h3>
Given that&nbsp;<a href="https://www.aviva.co.uk/retirement/retired-life/the-facts-of-working-after-retirement/" target="_blank" rel="noopener noreferrer">more than a million people over the age of 65</a> work on a part-time or consultancy basis in the UK, life science companies would be foolish not to call upon such a skill set. Aside from providing the valuable experience that may otherwise be lacking, such staff can be deployed as mentors for promising young employees. In turn, younger staff can share the tech and digital skills that can often be underdeveloped among older employees. 
<h3 dir="ltr">The bottom line?</h3>
When employees are actively empowered to enhance their skill sets, both they and your business grow. Staff retention, engagement, and productivity all go up, while recruitment costs go down. In this turbulent economic landscape, addressing the STEM skills gap is a no-brainer.

Learn how to upskill digital with actionable solutions to keep your workforce ahead of the curve and your talent pipeline evergreen.

How to Upskill Digital at Pace in STEM

Happy International Women’s Day. We are dedicating this blog post to some of the brilliant women who are making a difference across our sectors.

International Women's Day : Meet the female STEM leaders who are forging tomorrow’s world

<h3 dir="ltr">Despite a short-term downturn caused by COVID-19 disruption, the sector&rsquo;s resilience and emerging cultural importance will see its value continue to soar in the coming years.</h3>
The initial economic shock of COVID presented an opportunity for medical device companies. For many industry insiders, the main impact of the pandemic on the medtech sector has been the acceleration of trends that were already well underway in the preceding years.&nbsp;
Rapid advancements in AI technology, device connectivity, remote monitoring, and data collection have enabled medtech companies to adequately respond to the demand for critical products such as personal protective equipment (PPE) and ventilators. By being able to quickly scale up R&amp;D and manufacturing efforts, the sector has played a central role in easing the pressure on overstretched healthcare systems.&nbsp;
<h3 dir="ltr">Opportunity amid disruption</h3>
In many ways, COVID-19 changed everything for the medical device market.&nbsp;
After three straight years of record investment, the pandemic hit the sector&rsquo;s coffers hard. The first half of 2020 saw U.S. revenues decline by 5%, venture capital funding in the sector dropped by 22%, and the total value of non-megadeals fell 44% (EY).
However, the external events of the pandemic have caused a wholesale shift towards business models that allow medtech organizations to properly capitalize on existing trends within the sector. As reported by <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">EY</a>:
&ldquo;The rise of connected devices is drawing Medtech into the Internet of Things and opening up new opportunities for data-driven improvements in clinical outcomes; growing cost constraints on health care systems; establishing the impetus for providers to assist MedTech in reshaping its business models and ecosystem relationships; and seeing patient-consumers&rsquo; increasing demands for a more customer-centred health care experience. These drivers of change were all recognized by the medtech industry prior to 2020.&rdquo;
Thanks to these long-term trends, the industry has met the demand for specialist equipment and remained resilient in the face of adversity. Indeed, despite some segments receiving financial blows, other segments such as diagnostics have surged in value and become a major target for investment. And though revenue for the medical device industry has been falling since the start of the pandemic, the sector is expected to slowly recover in the second half of 2021.&nbsp;
<h3 dir="ltr">The rise of &ldquo;anytime, anywhere&rdquo; healthcare</h3>
The logistical constraints placed on physicians and patients alike have also necessitated a rise in the use of wearable medical devices and virtual technologies &mdash; a trend that will no doubt accelerate further throughout the 2020s.&nbsp;
While the trend of remote care was already in full swing in the 2010s, COVID has taken it to the next level. According to EY, <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">95% of physicians have increased their use of virtual technology since the start of the pandemic</a>. Before COVID-19, 80% did not use it to interact with patients.
By integrating medical devices into the Internet of Things (IoT), medtech organizations and regulatory bodies are working more closely with each other (as well as with healthcare providers) to drive better patient outcomes at lower costs. In an increasingly complex health ecosystem, collaboration is becoming a hallmark of the industry.
In this article, we&rsquo;ll look at how the key driving forces that have defined the medical device industry during the last half-decade will continue to influence the market in the 2020s &mdash; particularly in the immediate post-COVID recovery period.
<h2 dir="ltr">Evolving business models</h2>
As COVID has shown, unprecedented disruption can strike at any time. With the direct impact of COVID expected to endure for at least three to five years, businesses need to ensure they meet growing demand while keeping their operations cost-efficient and scalable.&nbsp;
EY has outlined <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">four future business model approaches</a> that MedTech companies can adopt to &ldquo;futureproof organizations and to enable effective deployment of limited capital resources.&rdquo; They are:
&nbsp;
<ol>
<li dir="ltr">Breakthrough innovator.&nbsp;Companies that adopt this model develop products and services that carry high prices. They are typically paid for by traditional health insurance. Such innovative technologies include Intuitive Surgical&rsquo;s famous da Vinci platform.</li>
<li dir="ltr">Disease manager.&nbsp;These are personalized solutions that help end-users manage chronic conditions in a bespoke way. The focus is on user experience, convenience, and maximum adherence. Examples include Medtronic&rsquo;s smart insulin pen, dubbed the InPen.</li>
<li dir="ltr">Lifestyle manager.&nbsp;These companies develop products that are aimed at maintaining overall health and well-being, as well as encouraging behaviours that can help to prevent disease. Their products are marketed directly to the consumer. Examples include wearables such as the Apple Watch as well as Fitbit's smartwatches and trackers.</li>
<li dir="ltr">Efficient producer.&nbsp;These companies are the developers or providers of high-volume, low-cost commodity products. Such products include protective personal equipment (PPE) and ventilators.&nbsp;</li>
</ol>
COVID-19 demonstrated the short-term resilience of each of these business models and their importance within the medtech ecosystem. In the longer term, medtech companies will need to be proactive and choose business models that secure the most value and help future-proof operations.
<h2 dir="ltr">Supply chains</h2>
As healthcare becomes more virtualized and moves towards an &ldquo;anytime, anywhere&rdquo; model, MedTech companies need to ensure their supply chains are ready to meet this change. However, a number of challenges stand in the way.
Pre-COVID, the industry faced the problems of inefficiencies associated with supply intermediaries and inflexible legacy systems, as well as a lack of transparency for regulators and companies alike. These were already hotly-contested topics prior to the pandemic.
Arguably the biggest challenges, however, are political in nature. The last decade has seen a widespread backlash against globalization (and, by association, against globalized supply chains) from nationalist politicians and their support bases. COVID has made travel restrictions a reality, but so too have seismic political events such as Brexit.&nbsp;
Changes to trade agreements have far-reaching implications for the industry, most notably around the location of manufacturing plants, which are typically concentrated in low-cost geographies. Will such restrictions lead to the &ldquo;onshoring&rdquo; of manufacturing to safeguard supply bases? Only time will tell.
Thus far, the medtech sector has not sought to localize supply. Instead, it has responded to supply chain disruption by forging mutual partnerships between device manufacturers and component part manufacturers.&nbsp;
In May 2020, for example, the medtech trade association AdvaMed launched the VentConnect platform to link device manufacturers with component suppliers. In August, the platform <a href="https://www.advamed.org/newsroom/press-releases/advamed-expands-ventconnect-platform-advance-production-covid-medtech" target="_blank" rel="noopener noreferrer">rebranded as Med Device Network</a>&nbsp;&mdash; its scope expanded to cover devices beyond the pandemic.
<h2 dir="ltr">Regulation</h2>
COVID-19 has transformed regulation in the medtech sector. Since February 2020, the FDA has authorized over 250 emergency use authorizations (EUAs), while the EU chose to defer its&nbsp;<a href="../../../../../../blog/eu-medical-device-regulation">Medical Device Regulation</a>&nbsp;(initially slated for May 2020) by a year. These moves are symptomatic of a wider industry trend that has seen the loosening of stringent regulatory conventions across the globe.
Of course, this relative leniency was borne out of the need to quickly and effectively get new devices to market as part of the fightback against COVID. As the virus retreats, the frequency of EUAs will likely decrease. But a precedent has been set.&nbsp;
During the pandemic, regulators and medtech organizations have been receptive to one another and come together to meet the urgent demand for vital equipment (including in vitro diagnostics and other tests, as well as PPE and ventilators). Beyond COVID, this sense of collaboration and collaboration is set to flourish further.
<h2 dir="ltr">The Internet of Things (IoT) in healthcare</h2>
The advancement of technologies such as smart sensors and smart devices is increasingly bringing medical devices that capture data into existing care pathways via the Internet of Things (IoT): the giant system of interconnected, Internet-based devices that collect and transfer vast amounts of data across a wireless network.&nbsp;
By aiding with the monitoring and diagnosis of disease, this integration of medtech platforms is improving patient outcomes, lowering costs, and improving end-to-end efficiency.
Most notably, IoT-enabled devices are ushering in an era of preventative care. With most of these devices being wearable and connected to smartphone apps, users are given greater autonomy over their health and well-being &mdash; and presented with accurate data from which they can make better-informed decisions about their treatment.
For medical device companies, the expansion of device connectivity also presents an opportunity to provide a value-based service &mdash; according to a Research2Guidance <a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Life-Sciences-Health-Care/gx-lshc-medtech-iomt-brochure.pdf" target="_blank" rel="noopener noreferrer">survey</a> (commissioned by Deloitte), 31% of MedTech organizations were already offering data distribution channels as a service in 2018.
As the 2020s progress, further IoT integration between all parties in the medtech ecosystem will take place &mdash; providing value for patients and new opportunities for business. By 2029, the Internet of Medical Things (IoMT) market is forecast to <a href="https://www.globenewswire.com/news-release/2020/07/02/2057010/0/en/Global-Internet-of-Medical-Things-IoMT-Market-Paved-Way-for-Extensive-Healthcare-Modernization-PMI.html" target="_blank" rel="noopener noreferrer">grow $285.5bn</a>&nbsp;&mdash; with CAGR of 28%.
<h2 dir="ltr">Software as a Medical Device (SaMD)</h2>
Defined by the&nbsp;<a href="http://www.imdrf.org/docs/imdrf/final/technical/imdrf-tech-131209-samd-key-definitions-140901.pdf" target="_blank" rel="noopener noreferrer">International Medical Device Regulators Forum (IMDRF)</a>&nbsp;as "software intended to be used for one or more medical purposes that perform these purposes without being part of a hardware medical device,&rdquo; SaMD is having a huge impact on healthcare.
This technology enables patients living with chronic conditions to capture data and, if willing, share it with their health professionals. By opening up new digital pathways for screening, diagnosis, monitoring, and alerting, SaMD empowers people to become active agents in their healthcare plans. And with the technology becoming cheaper, more powerful, and more accessible, SaMD gives physicians the data and scope to develop personalized treatment plans.
According to a Deloitte <a href="https://www2.deloitte.com/us/en/insights/industry/health-care/patient-engagement-health-care-consumer-survey.html" target="_blank" rel="noopener noreferrer">survey</a>, just under half of patients are willing to share their personal data for medical research. That said, protecting patient privacy is paramount, so we can expect to see further regulation passed aimed at ensuring confidentiality and patient control over their data.
<h2 dir="ltr">Robotics technology</h2>
Over the last five years, major advances in robotics technology have led to a huge spike in demand for minimally invasive robotic surgery (MIRS), causing the surgical robot market to experience double-digit growth.&nbsp;
This trendline is set to continue its upward trajectory. By 2025, the number of global MIRS procedures will more than double to 2 million, while the market is predicted to <a href="https://www.gminsights.com/industry-analysis/surgical-robots-market" target="_blank" rel="noopener noreferrer">grow from $5.5bn to over $24bn</a>.&nbsp;
The COVID pandemic has caused an upsurge in the use of robotics in a hospital setting. With medical services being restricted and unprecedented demand being placed on hospitals, robots have proven an efficient, cost-effective method to provide safe and socially-distanced preoperative, intraoperative, and postoperative care.&nbsp;
According to a <a href="https://www.nature.com/articles/s42256-020-00238-2" target="_blank" rel="noopener noreferrer">2020 study by Zemmar, Lozano &amp; Nelson</a>, this rise in robotics &ldquo;may well outlast the pandemic and revolutionize surgical performance and management.&rdquo; With demand for MIRS only increasing, the medtech sector will look for innovative new ways to create surgical robots that are more accurate, dependable, and easy to use.
<h2 dir="ltr">Cybersecurity for medical devices</h2>
One downside in the advancement of smart medical device technology is the threat of increasingly sophisticated cyberattacks.&nbsp;
As the number of medical devices that are integrated with clinical cloud applications increases, so too does the possibility that hackers may gain unauthorized access to data and cause potentially adverse side effects to the patient. Securing patient privacy and safety, then, is of the utmost importance to medtech companies.
Though there have not been any documented cyberattacks on medical devices so far, a raft of regulations has been passed to safeguard against the looming menace. In June 2019, for example, the European Union ratified the <a href="https://ec.europa.eu/digital-single-market/en/eu-cybersecurity-act" target="_blank" rel="noopener noreferrer">Cybersecurity Act</a>, which requires manufacturers to set IT security measures for medical devices and protect against unauthorized access.
The FDA holds manufacturers primarily responsible for managing cybersecurity risk in their products. Moving forward, companies need to act quickly and collaboratively to mitigate cybersecurity risk.&nbsp;
<h2 dir="ltr">The future outlook: an overview</h2>
Ongoing advancements in medical technology and the growth of information sharing through IoT-enabled devices are causing a sea change in healthcare.&nbsp;
Just as changes to working patterns and consumer behaviors have facilitated the need for remote technologies, so has the evolution of the relationship between patients and physicians. As the COVID-19 pandemic demonstrated, the medical device market is more than ready to meet this demand for user-friendly diagnostics and monitoring devices.
The key challenge for the sector is how to best use data to optimize patient outcomes while also safeguarding patient privacy. The success of this goal depends on medical device companies and regulators coming together to build infrastructure with agreed-upon expectations and boundaries.&nbsp;
Governments have a major role to play, too. The U.K. government, for example, has launched incentives (such as <a href="https://www.gov.uk/guidance/pay-no-import-duty-and-vat-on-medical-supplies-equipment-and-protective-garments-covid-19" target="_blank" rel="noopener noreferrer">waiving VAT and import duties on vital medical equipment</a>) to buffer the nation&rsquo;s medical device industry during the pandemic. Beyond COVID, the U.K. aims to become a leader in medical device technology and has pledged to pump tens of billions into the sector in the coming years.
The global medical devices industry is expected to reach a valuation of $612.7bn by 2025, growing at 5.4% CAGR. Thanks to growing consumer demand and technological innovation, we can expect to see high growth in product areas such as wearable healthtech, robotics nanotechnology, and extended reality devices. Artificial intelligence is also facilitating the creation of increasingly sophisticated data-driven algorithms, such as autonomous diagnostics. Despite recent setbacks, opportunities abound for medical device companies of all sizes.
To mirror the convergence of the medical and technology industries, SRG and our sister brand&nbsp;<a href="../../../../../../sitecore/content/lorien/home">Lorien</a>, have partnered to provide a one-touch service for clients at the intersection of their expertise. If you&rsquo;d like to find out more or discuss the wider trends at the heart of the medical device sector and how they could affect your business, you can&nbsp;<a href="../../../../../../contact-us">speak to one of our industry experts here &gt;</a>

Find out how the latest medtech industry trends are continuing to influence, and forge the future of the industry.

MedTech Trends : What Does the Future Hold?

<h2 dir="ltr">What does biopharma mean? </h2>
Biopharma is closely related to&nbsp;<a href="../../../../../../clients/core-industries/biotechnology-recruitment-agency" target="_blank" rel="noopener noreferrer">biotechnology</a>, which describes any technology or product that is based on biology. Though associated with modern science, biotechnology has been around as long as civilisation&nbsp;&mdash;&nbsp;from ancient farmers artificially selecting crops to Alexander Fleming discovering antibiotics. In its current applications, biotech can help to treat disease, enhance the natural environment and optimise manufacturing processes.
The difference between biopharma and pharma is often blurred, given that biopharma is a subfield of the pharmaceutical industry. In biopharma companies develop new medicines in living organisms such as bacteria, yeast, and mammalian cells. The &ldquo;bio&rdquo; prefix differentiates the field from mainstream pharma, which mostly relies on chemical synthesis to develop drugs.
In this article, we explore economic trends that could transform biopharmaceutical industry &mdash; as well as what the future holds for investment in biopharma.&nbsp;
<h2 dir="ltr">Cyclicality in biopharma</h2>
In economics, a cyclical industry is one that is sensitive to the general macroeconomic conditions.&nbsp;
During a recession, for example, the profits of a cyclical company tend to drop along with its share price. In contrast, non-cyclical companies tend to do well during an economic downturn because they have essential consumer products that are always in demand.
To drive innovation and get drug approval, biopharma R&amp;D departments require substantial investment &mdash; either from the company itself or from outside sources such as government grants. In the case of biopharma startups, the cash usually comes from venture capitalists (VCs). However, the painstaking biotech methods employed in biopharma R&amp;D mean that the timeframe between funding and drug approval can often take years &mdash; making it harder for biopharma companies to demonstrate return on investment (ROI).
What&rsquo;s more, research in biopharma is far from a linear process. According to the latest data from the&nbsp;<a href="https://www.sciencedirect.com/science/article/abs/pii/S0167629616000291?via=ihub" target="_blank" rel="noopener noreferrer">Tufts Center for the Study of Drug Development</a>, the average cost researching and developing each successful drug is estimated to be $2.7 billion. This number takes into account the cost of failures, including all the thousands or even millions of compounds that ultimately proved unsuccessful.&nbsp;<a href="https://www.iqvia.com/institute/reports/the-changing-landscape-of-research-and-development" target="_blank" rel="noopener noreferrer">Another study</a> also found that the probability of new drug approval after clinical testing is as low as 11%. Unsurprisingly, this can have a huge impact on funding.
When capital dries up (as it did during the 2008 global recession), investors and VCs are less able to play long-term bets and act as a funding vehicle for the development of new drugs. Because public spending decreases during a recession, governments are more likely to pull the plug on funding, too. In this sense, the biopharma sector is dependent on wider economic cycles &mdash; making it a cyclical industry.
In truth, healthcare has always been inextricably linked to economic forces. Areas as diverse as drug development and hospital staffing are ultimately paid for by wealth creation elsewhere in the economy.
In order to combat the uncertainty of fluctuating economic forces and to improve their market share, biopharma companies are thus looking towards the long-term reliability of their supply chain.
<h2 dir="ltr">Is the biopharma sector becoming less cyclical? </h2>
While most pharma companies formerly focused their R&amp;D efforts on traditional disease categories (e.g. Arthritis and Respiratory Diseases; Cardiovascular and Metabolic Disease; Oncology), major players such as Pfizer have started to shift their portfolio towards rare diseases&nbsp;&mdash;&nbsp;an area in which opportunities for major breakthroughs are ripe.&nbsp;
As reported by <a href="https://www.forbes.com/sites/johnlamattina/2019/04/24/rare-disease-rd-investments-likely-to-grow-in-biopharma/#1c566e8174ba" target="_blank" rel="noopener noreferrer">Forbes</a>&nbsp;in April 2019, biopharmaceutical companies have found that a new drug targeting small, niche patient populations can command a high price&nbsp;&mdash;&nbsp;as long as it truly is life-changing for the patient. For investors, this makes biopharma R&amp;D an increasingly attractive proposition.
Positioning R&amp;D endeavours towards rare diseases has been shown to yield a number of benefits for the biopharma industry. A report by the <a href="https://www.iqvia.com/institute/reports/the-changing-landscape-of-research-and-development" target="_blank" rel="noopener noreferrer">IQVIA Institute for Human Data Science</a>&nbsp;found that the clinical success rate for rare disease drugs was 26%&nbsp;&mdash;&nbsp;a huge increase from the 11% industry figure. Compared to broad areas of therapeutic research, rare disease R&amp;D requires far fewer patients for clinical trials (saving time and money) and improves access to advocacy groups that can help drive marketing for new drugs.
Meanwhile, the <a href="../../../../../../blog/how-ai-drug-discovery-technology-is-transforming-the-biopharma-industry" target="_blank" rel="noopener noreferrer">increasing use of artificial intelligence (AI) and machine learning</a>&nbsp;among biopharma companies is making the drug discovery process even quicker, cheaper and more effective than ever before. Given that some of the new drugs targeting rare diseases will go to market for relatively high prices, VCs can invest in biopharma R&amp;D with more confidence.
As biopharma R&amp;D becomes more advanced, the less cyclical the industry becomes &mdash; and the more robust it becomes, too. According to the IQVIA report, so-called emerging biopharma (EBP) companies patented almost two-thirds of the new drugs approved in 2018 while registering 47% of them. On the other hand, large pharma companies patented just a quarter of the total. Though further uncertainty in the sector cannot be ruled out, the future seems to bode well for biopharmaceutical innovation.
<h2 dir="ltr">Conclusion </h2>
Biopharmaceuticals are among the greatest achievements of modern science. The complex biological structures of these drugs ensure they perform their jobs extraordinarily well, opening up new avenues for patient care and further pharmaceutical research.
Research and development (R&amp;D) in biopharma has directly led to the commercial availability of vital therapeutic biopharmaceuticals such as blood-clotting proteins, hormones (such as insulin), vaccines, allergenic drugs for treating allergies, monoclonal antibodies, and interferons (IFNs). Because they are structurally the same as human compounds, biopharmaceuticals have the potential to cure diseases rather than merely treat symptoms.
Of course, drugs are always in demand, meaning that the wider pharmaceutical industry is typically non-cyclical. However, biopharma R&amp;D is a time-consuming process that&rsquo;s largely contingent on securing enough funding to proceed. When the economy fluctuates, so too does the availability of funds&nbsp;&mdash; leading to increasing cyclicality.
<h2 dir="ltr">Looking to expand your organisation?</h2>
As scientists ourselves, SRG's expert recruiters understand the risks and opportunities surrounding biopharmaceutical recruitment in today's market.
We're well equipped with extensive candidate networks spanning wider Europe and beyond to help you gain access to the best possible talent to power your organisation's success.

As demand for medicine continues to rise, we explore wider biopharma trends set to help the industry evolve to meet the future of drug discovery.

Trends in Biopharma: How and Why the Industry is Changing

Recovering from an FDA inspection
Your inspection is over, but that&rsquo;s not the end if unacceptable conditions have been observed. It&rsquo;s the beginning of a final phase that must be appropriately managed to bring your company and device into compliance.&nbsp;
Inspection observations and citations
Observations are listed on U.S. Food and Drug Administration (FDA) Form 483 in order of severity, as determined by the inspector. Each observation includes a citation of the law, regulation, or Act that applies to each particular finding and a statement of the specific conditions noted during the inspection.
<a href="https://www.fda.gov/inspections-compliance-enforcement-and-criminal-investigations/inspection-references/inspection-observations" target="_blank" rel="noopener noreferrer">Data from the FDA</a> shows that 422 Form 483s were issued to device manufacturers between October 1, 2019, and September 30, 2020 (FY 2020).&nbsp;&nbsp;Reasons for receiving a 483 are varied but frequently include:
<ul>
<li>Failure to investigate device, packaging, or labeling flaws</li>
<li>Failure to provide access to management or SMEs</li>
<li>Failure to provide adequate supplier data</li>
<li>Failure to submit timely Medical Device Reporting (MDR)</li>
<li>Failure to validate automation software for its intended use</li>
<li>Lack of design history files or design validation</li>
<li>Lack of documentation, reports, records, or files</li>
<li>Lack of maintenance schedules</li>
<li>Lack of training, quality, process control, or environmental procedures</li>
</ul>
Form 483 responses Form 483s are provided to company management at the end of the inspection. The inspector recites the observations and discusses their significance to ensure that each citation is fully understood.&nbsp; Companies are expected to respond to the 483s in writing, with a comprehensive outline of corrective actions&nbsp;for each citation.&nbsp;You should list citations in the order of severity, beginning with the most severe.&nbsp; Responses should be submitted within 15 days after receiving a 483. If time allows, you may wish to engage legal counsel to review your answers.&nbsp; Corrective actions should be put in place as soon as possible. It is also wise to review processes and procedures not cited to take proactive measures before the next inspection.&nbsp; Warning letters FDA warning letters are much more severe than Form 483 in that they address critical violations with the potential to disrupt or halt business. A warning letter provides directions for a thorough response and a firm deadline for receipt of said response. Reasons for receiving a warning letter are varied. The&nbsp;<a href="https://www.fda.gov/inspections-compliance-enforcement-and-criminal-investigations/compliance-actions-and-activities/warning-letters" target="_blank" rel="noopener noreferrer">FDA warning letter database</a> lists several recurring subjects including, but not limited to:
<ul>
<li>False or misleading claims</li>
<li>Incomplete quality system regulation (QSR)</li>
<li>Investigational device exemptions</li>
<li>Lack of premarket approval (PMA) inspection</li>
<li>Nonconformance with current good manufacturing practice (cGMP) guidelines</li>
<li>Unapproved, adulterated, or misbranded products</li>
</ul>
Failure to expedite corrective actions, as outlined in your response, can result in fines, criminal complaints, or orders to&nbsp;stop&nbsp;production.&nbsp;
Consent decrees
A consent decree comes down after recurrent nonconformance with cGMP guidelines, as noted in Form 483 observations and subsequent warning letters. It is a legal agreement enforced by the U.S. Department of Justice (DOJ). This action impacts all business areas with heavy financial penalties, remediation costs, dropped sales, lower stock value, and a tarnished reputation.
The&nbsp;<a href="https://www.fdli.org/2020/11/deconstructing-the-consent-decree-a-primer-and-recent-trends-for-fdca-injunctions/" target="_blank" rel="noopener noreferrer">Food and Drug Law Institute</a>&nbsp;outlines the components of&nbsp;a&nbsp;consent decree&nbsp;as ordered under the Federal Food, Drug, and Cosmetic Act (FDCA). While the specifics will vary, consent decrees&nbsp;typically involve:
<ul>
<li>Naming of individual defendants</li>
<li>Injunctive provisions regarding the resumption of operations</li>
<li>Engagement of an independent auditor at the company&rsquo;s cost</li>
<li>Agreed upon schedule of periodic audits &ldquo;Letter shutdown&rdquo; provision which allows the government to&nbsp;close&nbsp;business operations</li>
<li>Liquidated damages paid to the government by the day, by the violation, and by the retail value</li>
<li>Notification of any change in ownership or named defendants</li>
<li>Length of the decree and&nbsp;its dissolution under court order</li>
</ul>
The government may also seek disgorgement and restitution. However, this controversial action has been challenged before the Supreme Court.&nbsp;
Expert support is available for your inspection readiness needs. Learn how&nbsp;<a href="https://www.srgtalent.com/clients/core-industries">SRG</a>&nbsp;can help. Contact us at&nbsp;<a href="mailto:connect@srgtalent.com?subject=Inspection%20Readiness%20-%20Part%20Three%20-%20Inquiry">USMarketing</a>.

Your inspection is over, but that’s not the end if unacceptable conditions have been observed. It’s the beginning of a final phase that must be properly managed to bring your company and your device into compliance.

Inspection Readiness - Part Three

Preparation is everything The time to begin preparing for your next medical device manufacturing inspection is before it&rsquo;s scheduled. This is especially true if you are overdue for a routine biannual surveillance inspection of a specific device or manufacturing site. Inspections that the pandemic has delayed will ramp up again.&nbsp; The three P&rsquo;s Inspection readiness is one part procedure, one part paperwork, and one part people. The third piece &ndash; the people &ndash; is the most important when preparing for an FDA inspection. Understanding the role of everyone in the room, including the inspectors, is essential for a successful experience.&nbsp; Procedure:&nbsp;&nbsp;Preparing for a site visit FDA inspections of medical device manufacturers are conducted to evaluate compliance with&nbsp;certain parts of&nbsp;21 CFR (Code of Federal Regulations, Title 21).&nbsp;Inspectors will follow the&nbsp;<a href="https://www.fda.gov/files/Guide-to-Inspections-of-Quality-Systems.pdf" target="_blank" rel="noopener noreferrer">Quality System Inspection Technique (QSIT) guide</a> to assess at&nbsp;least two of the following:
<ul>
<li class="paragraph" role="listitem" data-leveltext="&middot;" data-font="Symbol" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Medical Device Reporting (Part 803)</li>
<li class="paragraph">Corrections and Removal&nbsp;(Part 806)</li>
<li class="paragraph">Registration and Listing&nbsp;(Part 807)</li>
<li class="paragraph">Quality Systems (Part 820)</li>
<li class="paragraph">Medical Device Tracking&nbsp;(Part 821)</li>
</ul>
Understanding the QSIT procedure will help you prepare your facility and equipment and the essential documents, including site logs. In addition, you will want to arrange a well-equipped workspace for the inspector, with enough seating to accommodate your team members. A number of FDA inspection checklists exist online to help in your preparations. Paperwork:&nbsp;&nbsp;Getting ahead of documentation requests Having a &ldquo;war cart&rdquo; of commonly requested documents will help keep you organized during the inspection. At a minimum, the FDA recommends having the following documentation available for review:
<ul>
<li class="paragraph">Study protocols</li>
<li class="paragraph">Protocol amendments&nbsp;and clarification memos</li>
<li class="paragraph">Ethics Committee (EC)forms, approvals, and reports</li>
<li class="paragraph">Institutional Review Board (IRB) forms, approvals, and reports</li>
<li class="paragraph">Device accountability records</li>
<li class="paragraph">Study monitoring information</li>
<li class="paragraph">Site personnel&nbsp;records</li>
<li class="paragraph">Master subject log</li>
<li class="paragraph">Subject screening and enrollment logs</li>
<li class="paragraph">Sponsor correspondence</li>
<li class="paragraph">Standard operating procedures</li>
<li class="paragraph">Informed consent documents</li>
<li class="paragraph">Case&nbsp;report forms</li>
<li class="paragraph">Clinic charts</li>
<li class="paragraph">Subject diaries</li>
<li class="paragraph">Laboratory reports</li>
<li class="paragraph">Hospital records&nbsp;</li>
<li class="paragraph">Adverse event filings</li>
</ul>
People:&nbsp;&nbsp;Choosing your subject matter experts Remember that the inspectors are there to ensure the safety of consumers and healthcare providers. They are well-educated, highly trained, and take their work seriously. They will be practiced and tireless in their questioning, using proven interrogation techniques to get the necessary information.&nbsp;
Do not underestimate&nbsp;the importance of engaging the right people&nbsp;when choosing your subject matter experts (SMEs), scribes and support team members.&nbsp; Your SMEs need to know the ins and outs of your manufacturing processes, systems and documentation practices. They should be experienced in the full scope of your operation, not just the production line. But even more important is how they communicate and share knowledge with third-party interests. FDA inspectors will respond best to SMEs who can:
<ul>
<li class="paragraph">Make a good first impression with&nbsp;eye contact and a&nbsp;professional image.</li>
<li class="paragraph">Be compliant and sociable, yet also authoritative and firm.</li>
<li class="paragraph">Give precise answers and explanations&nbsp;with an appropriate degree of specificity.</li>
<li class="paragraph">Speak concisely&nbsp;without the need to share&nbsp;extraneous information.</li>
<li class="paragraph">Respond effectively under pressure, keeping to the facts without emotional reactions.</li>
<li class="paragraph">Admit if they do not know the answer to a question and ensure follow-up.</li>
</ul>
If time allows, conduct mock inspections with your team. This will help you identify gaps and&nbsp;areas of increased risk. You may also wish to review case studies and explore the&nbsp;<a href="https://www.fda.gov/medical-devices" target="_blank" rel="noopener noreferrer">FDA medical devices website</a>&nbsp;for the latest industry information, education and support.&nbsp; Expert support is available for your inspection readiness needs. Learn how&nbsp;<a href="https://www.srgtalent.com/clients/core-industries">SRG</a>&nbsp;can help. Contact us at&nbsp;<a href="mailto:connect@srgtalent.com?subject=SRG%20-%20Inspection%20Readiness%20Interest">USMarketing</a>.&nbsp;

The time to begin preparing for your next medical device manufacturing inspection is before it’s even scheduled. This is especially true if you are overdue for a routine biannual surveillance inspection of a specific device or manufacturing site. Inspections that have been delayed by the pandemic will ramp up again.

Inspection Readiness - Part Two

Awareness into every scenario The pipeline of&nbsp;innovation&nbsp;continues to grow at a rapid pace&nbsp;within&nbsp;today&rsquo;s medical device manufacturing industry. From the simple to the complex,&nbsp;new products are&nbsp;driving the future of healthcare forward.&nbsp;Awareness of all potential inspection scenarios is vital, regardless of where you currently are in the device manufacturing process. A knowledgeable team is a prepared team.
Premarket&nbsp;approval inspections Any company with a Class III medical device is familiar with premarket approval (PMA) inspections. It is a rigorous scientific and regulatory review by the U.S. Food and Drug Administration (FDA) to evaluate safety and effectiveness.
Emphasis is on the methods, facilities, and controls per 21CFR (Code of Federal Regulations, Title 21) Part 820, which governs current good manufacturing practice (cGMP) guidelines. Inspectors will review all aspects of medical device design, manufacturing, packaging, labeling, storage, installation, and service. The FDA approved 40 Class III medical devices in 2020, a 25% increase over 2019. (Source: <a href="https://www.spglobal.com/marketintelligence/en/news-insights/latest-news-headlines/us-fda-innovative-medical-device-approvals-rise-by-25-in-2020-62186337" target="_blank" rel="noopener noreferrer">S&amp;P Global Market Intelligence</a>)
PMA postmarket&nbsp;inspections Inspectors may also conduct a&nbsp;PMA postmarket inspection within the first 8-12 months after a device has been approved. If&nbsp;you are slated for a follow-up&nbsp;inspection, you can&nbsp;expect the focus to be on specific&nbsp;aspects&nbsp;of the product&nbsp;that were not reviewed during the PMA process.&nbsp;The FDA will use this opportunity to look at your&nbsp;regulatory&nbsp;compliance&nbsp;in these areas:
<ul>
<li>Corrections and Removals</li>
<li>Medical Device Reporting (MDR)</li>
<li>Registration and Listing</li>
<li>Medical Device Tracking</li>
</ul>
Routine surveillance inspections Routine inspections of Class II and III medical devices generally occurred on a two-year cycle before the pandemic. While frequency has slowed, the importance of staying vigilant has not. Your next visit from the FDA will follow the Quality System Inspection Technique (QSIT).&nbsp;
Inspectors will choose two of the four Quality Management (QMS)&nbsp;subsystems&ndash;management controls, design controls, corrective and preventive actions,&nbsp;or&nbsp;production and process controls &ndash; to review. Inspectors regularly focus on the&nbsp;Corrective and Preventive Action&nbsp;(CAPA)&nbsp;subsystem. They will choose a random number of CAPAs from your list&nbsp;to look at how you are:
<ul>
<li>Gathering and analyzing information</li>
<li>Spotting&nbsp;and&nbsp;examining&nbsp;problems</li>
<li>Taking&nbsp;corrective and/or preventive actions&nbsp;to&nbsp;avoid future issues</li>
<li>Providing objective evidence that corrections are effective in solving specific issues</li>
</ul>
For-cause inspections For-cause inspections are&nbsp;typically&nbsp;unannounced&nbsp;and occur based on&nbsp;information&nbsp;of potential problems&nbsp;received by the FDA,&nbsp;either&nbsp;from previous inspections and/or external&nbsp;sources. For-cause inspections take place to follow up on CAPAs&nbsp;or investigate the following&nbsp;scenarios and more:
<ul>
<li>MDR filings</li>
<li>Application data</li>
<li>Product complaints&nbsp;</li>
<li>Adverse events</li>
<li>Device recalls</li>
</ul>
Inspection readiness is a crucial factor in maintaining an efficient and profitable operation. The differentiator comes from knowledge and experience, ensuring that your team is prepared for what comes next.&nbsp;
The FDA maintains a robust&nbsp;<a href="https://www.fda.gov/Medical-Devices" target="_blank" rel="noopener noreferrer">medical devices website</a>&nbsp;with volumes of information to cull through. But time is at a premium in today&rsquo;s fast-paced medical device industry. Understanding exactly where to put your energy is essential for success in inspection readiness.&nbsp;
Expert support is available for your inspection readiness needs. Learn how&nbsp;<a href="https://www.srgtalent.com/clients/core-industries">SRG</a>&nbsp;can help. Contact us at&nbsp;<a href="mailto:connect@srgtalent.com?subject=SRG%20-%20Inspection%20Readiness%20Interest">USMarketing</a>.&nbsp;

The pipeline of innovation continues to grow at a rapid pace within today’s medical device manufacturing industry. From the simple to the complex, new products are driving the future of healthcare forward.    Awareness of all potential inspection scenarios is vital, regardless of where you currently are in the device manufacturing process. A knowledgeable team is a prepared team.

Inspection Readiness - Part One

<h3 dir="ltr">Despite a short-term downturn caused by COVID-19 disruption, the sector&rsquo;s resilience and emerging cultural importance will see its value continue to soar in the coming years.</h3>
The initial economic shock of COVID presented an opportunity for medical device companies. For many industry insiders, the main impact of the pandemic on the medtech sector has been the acceleration of trends that were already well underway in the preceding years.&nbsp;
Rapid advancements in AI technology, device connectivity, remote monitoring, and data collection have enabled medtech companies to adequately respond to the demand for critical products such as personal protective equipment (PPE) and ventilators. By being able to quickly scale up R&amp;D and manufacturing efforts, the sector has played a central role in easing the pressure on overstretched healthcare systems.&nbsp;
<h3 dir="ltr">Opportunity amid disruption</h3>
In many ways, COVID-19 changed everything for the medical device market.&nbsp;
After three straight years of record investment, the pandemic hit the sector&rsquo;s coffers hard. The first half of 2020 saw U.S. revenues decline by 5%, venture capital funding in the sector dropped by 22%, and the total value of non-megadeals fell 44% (EY).
However, the external events of the pandemic have caused a wholesale shift towards business models that allow medtech organizations to properly capitalize on existing trends within the sector. As reported by <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">EY</a>:
&ldquo;The rise of connected devices is drawing medtech into the Internet of Things and opening up new opportunities for data-driven improvements in clinical outcomes; growing cost constraints on health care systems; establishing the impetus for providers to assist medtech in reshaping its business models and ecosystem relationships; and seeing patient-consumers&rsquo; increasing demands for a more customer-centred health care experience. These drivers of change were all recognized by the medtech industry prior to 2020.&rdquo;
Thanks to these long-term trends, the industry has met the demand for specialist equipment and remained resilient in the face of adversity. Indeed, despite some segments receiving financial blows, other segments such as diagnostics have surged in value and become a major target for investment. And though revenue for the medical device industry has been falling since the start of the pandemic, the sector is expected to slowly recover in the second half of 2021.&nbsp;
<h3 dir="ltr">The rise of &ldquo;anytime, anywhere&rdquo; healthcare</h3>
The logistical constraints placed on physicians and patients alike have also necessitated a rise in the use of wearable medical devices and virtual technologies &mdash; a trend that will no doubt accelerate further throughout the 2020s.&nbsp;
While the trend of remote care was already in full swing in the 2010s, COVID has taken it to the next level. According to EY, <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">95% of physicians have increased their use of virtual technology since the start of the pandemic</a>. Before COVID, 80% did not use it to interact with patients.
By integrating medical devices into the Internet of Things (IoT), medtech organizations and regulatory bodies are working more closely with each other (as well as with healthcare providers) to drive better patient outcomes at lower costs. In an increasingly complex health ecosystem, collaboration is becoming a hallmark of the industry.
In this article, we&rsquo;ll look at how the key driving forces that have defined the medical device industry during the last half-decade will continue to influence the market in the 2020s &mdash; particularly in the immediate post-COVID recovery period.
<h2 dir="ltr">Evolving business models</h2>
As COVID has shown, unprecedented disruption can strike at any time. With the direct impact of COVID expected to endure for at least three to five years, businesses need to ensure they meet growing demand while keeping their operations cost-efficient and scalable.&nbsp;
EY has outlined <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">four future business model approaches</a> that medtech companies can adopt to &ldquo;futureproof organizations and to enable effective deployment of limited capital resources.&rdquo; They are:
<ol>
<li dir="ltr">Breakthrough innovator.&nbsp;Companies that adopt this model develop products and services that carry high prices. They are typically paid for by traditional health insurance. Such innovative technologies include Intuitive Surgical&rsquo;s famous da Vinci platform.</li>
<li dir="ltr">Disease manager.&nbsp;These are personalized solutions that help end-users manage chronic conditions in a bespoke way. The focus is on user experience, convenience, and maximum adherence. Examples include Medtronic&rsquo;s smart insulin pen, dubbed the InPen.</li>
<li dir="ltr">Lifestyle manager.&nbsp;These companies develop products that are aimed at maintaining overall health and wellbeing, as well as encouraging behaviours that can help to prevent disease. Their products are marketed directly to the consumer. Examples include wearables such as the Apple Watch as well as Fitbit's smartwatches and trackers.</li>
<li dir="ltr">Efficient producer.&nbsp;These companies are the developers or providers of high-volume, low-cost commodity products. Such products include protective personal equipment (PPE) and ventilators.&nbsp;</li>
</ol>
COVID-19 demonstrated the short-term resilience of each of these business models and their importance within the medtech ecosystem. In the longer term, medtech companies will need to be proactive and choose business models that secure the most value and help futureproof operations.
<h2 dir="ltr">Supply chains</h2>
As healthcare becomes more virtualized and moves towards an &ldquo;anytime, anywhere&rdquo; model, MedTech companies need to ensure their supply chains are ready to meet this change. However, a number of challenges stand in the way.
Pre-COVID, the industry faced the problems of inefficiencies associated with supply intermediaries and inflexible legacy systems, as well as a lack of transparency for regulators and companies alike. These were already hotly-contested topics prior to the pandemic.
Arguably the biggest challenges, however, are political in nature. The last decade has seen a widespread backlash against globalization (and, by association, against globalized supply chains) from nationalist politicians and their support bases. COVID has made travel restrictions a reality, but so too have seismic political events such as Brexit.&nbsp;
Changes to trade agreements have far-reaching implications for the industry, most notably around the location of manufacturing plants, which are typically concentrated in low-cost geographies. Will such restrictions lead to the &ldquo;onshoring&rdquo; of manufacturing to safeguard supply bases? Only time will tell.
Thus far, the medtech sector has not sought to localize supply. Instead, it has responded to supply chain disruption by forging mutual partnerships between device manufacturers and component part manufacturers.&nbsp;
In May 2020, for example, the medtech trade association AdvaMed launched the VentConnect platform to link device manufacturers with component suppliers. In August, the platform&nbsp;<a href="https://www.advamed.org/newsroom/press-releases/advamed-expands-ventconnect-platform-advance-production-covid-medtech" target="_blank" rel="noopener noreferrer">rebranded as Med Device Network</a> &mdash; its scope expanded to cover devices beyond the pandemic.
<h2 dir="ltr">Regulation</h2>
COVID-19 has transformed regulation in the medtech sector. Since February 2020, the FDA has authorized over 250 emergency use authorizations (EUAs), while the EU chose to defer its&nbsp;<a href="https://www.srgtalent.com/blog/eu-medical-device-regulation">Medical Device Regulation</a> (initially slated for May 2020) by a year. These moves are symptomatic of a wider industry trend that has seen the loosening of stringent regulatory conventions across the globe.
Of course, this relative leniency was borne out of the need to quickly and effectively get new devices to market as part of the fightback against COVID. As the virus retreats, the frequency of EUAs will likely decrease. But a precedent has been set.&nbsp;
During the pandemic, regulators and medtech organizations have been receptive to one another and come together to meet the urgent demand for vital equipment (including in vitro diagnostics and other tests, as well as PPE and ventilators). Beyond COVID, this sense of collaboration and collaboration is set to flourish further.
<h2 dir="ltr">The Internet of Things (IoT) in healthcare</h2>
The advancement of technologies such as smart sensors and smart devices is increasingly bringing medical devices that capture data into existing care pathways via the Internet of Things (IoT): the giant system of interconnected, Internet-based devices that collect and transfer vast amounts of data across a wireless network.&nbsp;
By aiding with the monitoring and diagnosis of disease, this integration of medtech platforms is improving patient outcomes, lowering costs, and improving end-to-end efficiency.
Most notably, IoT-enabled devices are ushering in an era of preventative care. With most of these devices being wearable and connected to smartphone apps, users are given greater autonomy over their health and wellbeing &mdash; and presented with accurate data from which they can make better-informed decisions about their treatment.
For medical device companies, the expansion of device connectivity also presents an opportunity to provide a value-based service &mdash; according to a Research2Guidance&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Life-Sciences-Health-Care/gx-lshc-medtech-iomt-brochure.pdf" target="_blank" rel="noopener noreferrer">survey</a> (commissioned by Deloitte), 31% of MedTech organizations were already offering data distribution channels as a service in 2018.
As the 2020s progress, further IoT integration between all parties in the medtech ecosystem will take place &mdash; providing value for patients and new opportunities for business. By 2029, the Internet of Medical Things (IoMT) market is forecast to&nbsp;<a href="https://www.globenewswire.com/news-release/2020/07/02/2057010/0/en/Global-Internet-of-Medical-Things-IoMT-Market-Paved-Way-for-Extensive-Healthcare-Modernization-PMI.html" target="_blank" rel="noopener noreferrer">grow $285.5bn</a> &mdash; with CAGR of 28%.
<h2 dir="ltr">Software as a Medical Device (SaMD)</h2>
Defined by the&nbsp;<a href="http://www.imdrf.org/docs/imdrf/final/technical/imdrf-tech-131209-samd-key-definitions-140901.pdf" target="_blank" rel="noopener noreferrer">International Medical Device Regulators Forum (IMDRF)</a> as "software intended to be used for one or more medical purposes that perform these purposes without being part of a hardware medical device,&rdquo; SaMD is having a huge impact on healthcare.
This technology enables patients living with chronic conditions to capture data and, if willing, share it with their health professionals. By opening up new digital pathways for screening, diagnosis, monitoring, and alerting, SaMD empowers people to become active agents in their healthcare plans. And with the technology becoming cheaper, more powerful, and more accessible, SaMD gives physicians the data and scope to develop personalized treatment plans.
According to a Deloitte&nbsp;<a href="https://www2.deloitte.com/us/en/insights/industry/health-care/patient-engagement-health-care-consumer-survey.html" target="_blank" rel="noopener noreferrer">survey</a>, just under half of patients are willing to share their personal data for medical research. That said, protecting patient privacy is paramount, so we can expect to see further regulation passed aimed at ensuring confidentiality and patient control over their data.
<h2 dir="ltr">Robotics technology</h2>
Over the last five years, major advances in robotics technology have led to a huge spike in demand for minimally invasive robotic surgery (MIRS), causing the surgical robot market to experience double-digit growth.&nbsp;
This trendline is set to continue its upward trajectory. By 2025, the number of global MIRS procedures will more than double to 2 million, while the market is predicted to&nbsp;<a href="https://www.gminsights.com/industry-analysis/surgical-robots-market" target="_blank" rel="noopener noreferrer">grow from $5.5bn to over $24bn</a>.&nbsp;
The COVID pandemic has caused an upsurge in the use of robotics in a hospital setting. With medical services being restricted and unprecedented demand being placed on hospitals, robots have proven an efficient, cost-effective method to provide safe and socially-distanced preoperative, intraoperative, and postoperative care.&nbsp;
According to a&nbsp;<a href="https://www.nature.com/articles/s42256-020-00238-2" target="_blank" rel="noopener noreferrer">2020 study by Zemmar, Lozano &amp; Nelson</a>, this rise in robotics &ldquo;may well outlast the pandemic and revolutionize surgical performance and management.&rdquo; With demand for MIRS only increasing, the medtech sector will look for innovative new ways to create surgical robots that are more accurate, dependable, and easy to use.
<h2 dir="ltr">Cybersecurity for medical devices</h2>
One downside in the advancement of smart medical device technology is the threat of increasingly sophisticated cyberattacks.&nbsp;
As the number of medical devices that are integrated with clinical cloud applications increases, so too does the possibility that hackers may gain unauthorized access to data and cause potentially adverse side effects to the patient. Securing patient privacy and safety, then, is of the utmost importance to medtech companies.
Though there have not been any documented cyberattacks on medical devices so far, a raft of regulation has been passed to safeguard against the looming menace. In June 2019, for example, the European Union ratified the&nbsp;<a href="https://ec.europa.eu/digital-single-market/en/eu-cybersecurity-act" target="_blank" rel="noopener noreferrer">Cybersecurity Act</a>, which requires manufacturers to set IT security measures for medical devices and protect against unauthorized access.
The FDA holds manufacturers primarily responsible for managing cybersecurity risk in their products. Moving forward, companies need to act quickly and collaboratively to mitigate cybersecurity risk.&nbsp;
<h2 dir="ltr">The future outlook: an overview</h2>
Ongoing advancements in medical technology and the growth of information sharing through IoT-enabled devices are causing a sea change in healthcare.&nbsp;
Just as changes to working patterns and consumer behaviors have facilitated the need for remote technologies, so too has the evolution of the relationship between patients and physicians. As the COVID-19 pandemic demonstrated, the medical device market is more than ready to meet this demand for user-friendly diagnostics and monitoring devices.
The key challenge for the sector is how to best use data to optimize patient outcomes while also safeguarding patient privacy. The success of this goal depends on medical device companies and regulators coming together to build infrastructure with agreed-upon expectations and boundaries.&nbsp;
Governments have a major role to play, too. The U.K. government, for example, has launched incentives (such as&nbsp;<a href="https://www.gov.uk/guidance/pay-no-import-duty-and-vat-on-medical-supplies-equipment-and-protective-garments-covid-19" target="_blank" rel="noopener noreferrer">waiving VAT and import duties on vital medical equipment</a>) to buffer the nation&rsquo;s medical device industry during the pandemic. Beyond COVID, the U.K. aims to become a leader in medical device technology and has pledged to pump tens of billions into the sector in the coming years.
The global medical devices industry is expected to reach a valuation of $612.7bn by 2025, growing at 5.4% CAGR. Thanks to growing consumer demand and technological innovation, we can expect to see high growth in product areas such as wearable healthtech, robotics nanotechnology, and extended reality devices. Artificial intelligence is also facilitating the creation of increasingly sophisticated data-driven algorithms, such as autonomous diagnostics. Despite recent setbacks, opportunities abound for medical device companies of all sizes.
To mirror the convergence of the medical and technology industries, SRG and our sister brand&nbsp;<a href="https://www.srgtalent.com/sitecore/content/lorien/home">Lorien</a>&nbsp;have partnered to provide a one-touch service for clients at the intersection of their expertise. If you&rsquo;d like to find out more, or discuss the wider trends at the heart of the medical device sector and how they could affect your business, you can&nbsp;<a href="https://www.srgtalent.com/contact-us">speak to one of our industry experts here &gt;</a>

Strategic partnerships are the new norm in the fields of medtech and digital health. We take a look at how global disruption; regulation changes and digital transformation have all accelerated the Medtech industry over the past year.

How collaboration trends have accelerated the MedTech industry

In this second installment of our Employee Spotlight series, we had the pleasure of chatting with Melissa Rodrigues, Life Sciences Recruiter at SRG. We spoke about her introduction to recruiting/staffing, navigating work-life balance, and her tips for career success in the industry.
Melissa shed some light on the difference a strong team makes to her work experience and how a little help from a colleague can go a long way. We also discussed the difficult challenge of finding some balance in the &ldquo;new normal&rdquo; virtual working world.
Melissa started her recruiting journey early in her college admissions office. After college, she continued to recruit in higher education before taking a step back to explore other opportunities. About five years ago, she came back to recruiting, this time in the life sciences space. &ldquo;It was an opportunity to combine the two things that I love &ndash; talking to people and helping people,&rdquo; Melissa said.
After getting a feel for her broad range of experience across the recruiting industry, we were intrigued to get Melissa&rsquo;s take on what makes SRG different. With an impressive resume that proves she has the skills to work anywhere, what made her decide to call SRG home?
When asked about her favorite part about working at SRG, a strong sense of camaraderie sprung to mind. &ldquo;I really enjoy the team. Whether it&rsquo;s other recruiters, the sales team, or the leadership team &ndash; I know that if I have questions they will always go above and beyond to ensure that I have the answers and resources I need in order to be successful.&rdquo;
In today&rsquo;s largely virtual working environment, fostering this sense of connectivity and teamwork has become a priority for businesses of all sizes. At SRG, we strive to create a collaborative, inclusive culture in which people are encouraged to support their colleagues but also to pursue their personal and professional goals. For Melissa, this combination of teamwork and work-life balance was a major draw:
&ldquo;Even though we are all still working remotely, I think the leadership team does a wonderful job ensuring that everyone is connected and engaged. I personally love our happy hours (which is really a trivia hour which is why I love them!) and like the fact that everyone values working hard but also takes time to reset and recharge &ndash; that is very important to me. Working for a company that understands the importance of coming together and talking about something other than work every so often is wonderful.&rdquo;
With shifting working patterns blurring the distinction between home and office, dedicating time towards personal activities has been a frequent challenge throughout the pandemic. To find some much-needed respite during her workdays, Melissa routinely takes the dog for a quick walk at lunch, which she describes as the &ldquo;perfect pick-me-up in the middle of the day.&rdquo;
Anyone who has worked from home will know that taking advantage of our lunch breaks to get outside and enjoy some fresh air can provide rejuvenation and really help break up the day. And now that the weather is getting warmer, we might even work out on the back deck for the second half of the day sometimes. These are just some small ways in which we can make the most out of this &ldquo;work-from-home&rdquo; lifestyle.
Finally, Melissa outlined her top tips for career success in recruitment:
&ldquo;You are going to get of it what you put in. If you are a hard worker and a self-starter &ndash; you will be successful. Network, be authentic, and always challenge yourself to learn and you will never go wrong. I am a firm believer that recruiting is something that many, many people can do and be successful in &ndash; you just have to be willing to put in the effort.&rdquo;
&nbsp;
<h4 class="Body">For more industry insights into the ever-changing world of the life sciences sector, stay informed with the&nbsp;<a href="https://www.srg.co.uk/blog">SRG blog</a>.</h4>

In this second installment of our Employee Spotlight series, we had the pleasure of chatting with Melissa Rodrigues, Life Sciences Recruiter at SRG.

Employee Spotlight: Melissa Rodrigues, Life Sciences Recruiter

<h3 dir="ltr">The relationship between your business and your MSP partner will be one of the most important your organisation is ever involved in. If your partnership flourishes, so too will your contingent workforce &mdash; and you&rsquo;ll be furnished with a whole host of business benefits. If the relationship is beset by problems from the start, you&rsquo;ll have little to show for your investment.&nbsp;</h3>
As we explored in a previous blog, the advantages of using an MSP are numerous. By bringing transparency to your contingent workforce and implementing agile programmes across your organisation, a managed service provider (MSP) solution can help you attract and retain the best contingent talent, futureproof your workforce, iron out inefficiencies and drive business growth.
To truly maximise the value and potential of the partnership, however, you need to choose the right managed service provider. This requires laying the groundwork for what you&rsquo;ll need from the MSP and what you expect them to deliver. With a little preparation, you&rsquo;ll sow the seeds for a fruitful partnership that brings out the best in your workforce &mdash; and positively impacts the bottom line, too.
<h2 dir="ltr">Is an MSP solution right for my business?</h2>
This is the first question you should ask if you&rsquo;re considering outsourcing the management of your workforce to an MSP.
If your organisation has a medium-to-large contingent workforce, a managed service programme may prove the ideal solution. Whether you&rsquo;re looking to improve visibility, compliance, or control, or simply want a fresh recruitment strategy with a new partner, managed service programmes can be tailored to address the key challenges your business faces.
That said, managed service provider solutions don&rsquo;t work for every business &mdash; particularly those without sizeable contingent workforces. If you&rsquo;re a scaleup or a startup with a smaller contingent workforce, for example, another recruitment service may prove a better fit.
When deciding if an MSP is the best way to fulfil your contingent goals, you&rsquo;ll need to turn your gaze inwards.
<h3 dir="ltr">Step 1: Conduct an audit of your business needs</h3>
An outsourced workforce solution is a big commitment for any HR or procurement leader.
Confirming your requirements, engaging potential providers, picking a suitable partner and implementing the programme can all take upwards of a year. But the business value &mdash; both operational and financial &mdash; which can be unlocked from an MSP is significant enough to warrant serious consideration.
To figure out whether an MSP is right for your business, be sure to ask yourself the following questions:
<ul>
<li dir="ltr">Are you employing more contingent labour than before?</li>
<li dir="ltr">Is your contingent workforce becoming more complex?</li>
<li dir="ltr">Is the compliance of your temporary workforce a concern?</li>
<li dir="ltr">Is having visibility of contingent workforce spend throughout your business a challenge?</li>
<li dir="ltr">Are you struggling to find the talent to drive business success?</li>
<li dir="ltr">Is recruiting and managing contingent workers distracting your managers from their core priorities?</li>
</ul>
If you&rsquo;ve answered &ldquo;yes&rdquo; to any of these questions, then an MSP solution could be the right option for your business.
<h2 dir="ltr">How to choose an MSP partner you can trust</h2>
You&rsquo;ve decided that a managed service programme is the right solution, but which provider to choose? There&rsquo;s certainly no shortage of managed service providers out there and the abundance of options can feel overwhelming.
Before launching yourself into a partnership with an MSP, make sure to build a clear picture of what your business wants to achieve from the arrangement.
Do you want to close the skills or resource gap at your organisation? Do you want to leverage new technologies to drive digital transformation or relieve pressure from the IT team? Or do you simply require assistance with a specific workforce problem that cannot be dealt with internally?
Setting clear goals or objectives will form the bulk of your brief to prospective MSPs and help you measure success down the line.
<h3 dir="ltr">Step 2: Interview prospective MSPs</h3>
You should perform due diligence by asking prospective MSPs a series of questions to assess their compatibility with your organisation. For instance:
<ul>
<li dir="ltr">How long has the MSP been operating?&nbsp;</li>
<li dir="ltr">Are they transparent about financials?</li>
<li dir="ltr">Are they able to grow with your company?</li>
<li dir="ltr">Do they understand your brief?</li>
<li dir="ltr">What investments have they made in technologies and support tools?</li>
<li dir="ltr">Do they provide reporting? If so, what sort of reporting is it?</li>
<li dir="ltr">What services are outlined in their internal SLAs?</li>
<li dir="ltr">What recruitment processes do they follow?</li>
<li dir="ltr">Will the CEO or Managing Director be involved?</li>
<li dir="ltr">What are the MSP&rsquo;s ethos and values?</li>
</ul>
Acquiring this information from the responses of each MSP on your shortlist will help you form a clear picture of which one best aligns with your company values and project goals.&nbsp;
<h3 dir="ltr">Step 3: Choose your MSP and adopt a collaborative approach from the outset</h3>
Once you&rsquo;ve decided on a particular MSP &mdash; one you are confident will really take your workforce management to the next level &mdash; aim to really take the time to get to know them.
Build relationships with key stakeholders, get to grips with their SLA and make sure that your respective strategies can evolve together in an agile manner. After all, it&rsquo;s likely you&rsquo;ll be working with them for years to come.&nbsp;

Choosing the right managed services provider (MSP) and building a collaborative relationship is vital for ensuring a successful partnership.

How to extract maximum value from your managed services provider (MSP)

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<h3 dir="ltr">While the medtech sector saw a downturn in merger and acquisitions (M&amp;A) due to COVID disruption, medtech valuations performed stronger than most life sciences sectors throughout 2020. With the sector recovering quicker than expected in the first months of 2021, more investors are returning to the medtech space &mdash; with top targets including sub-sectors like diagnostics and remote patient monitoring.</h3>
As pressure builds on global health ecosystems to meet the pandemic and face the growing demands of an aging population, medical technology will prove vital for years to come. By creating innovative new products that can improve health data, support remote care, and digitise workflows, the medtech sector is a huge area of opportunity for private and venture capital.
&nbsp;
According to&nbsp;<a href="https://www.whatinvestment.co.uk/investing-in-medical-technology-and-the-rising-opportunities-outlined-2618592/" target="_blank" rel="noopener noreferrer">Bernard Ross</a>&nbsp;of Sky Medical Technology, &ldquo;the medtech sector has seen substantial growth in recent years and that trend is expected to continue &mdash; the European medical technology market is estimated to be worth more than &euro;120bn [&pound;102.5bn or $141bn], with Germany, France, and the United Kingdom leading the way in research, development, and implementation of new medical devices.&rdquo;
&nbsp;
Indeed, prior to the pandemic in 2019, the total annual revenue of the global medtech industry stood at $510bn (&pound;370.9bn or &euro;434.4bn) &mdash; representing an increasingly substantial share of the overall global healthcare sector. By 2025, the global medical devices industry is expected to reach a valuation of $612.7bn (&pound;440.5bn or &euro;521.8bn), growing at 5.4% CAGR.&nbsp;
&nbsp;
There are several drivers for this growth. Firstly, a substantial portion of global healthcare spending has been diverted to directly combat the pandemic, including the purchase of medical technologies for hospitals. Secondly, the challenges of ageing populations and a greater prevalence of chronic health conditions necessitate the need for accessible, cost-effective digital health solutions.&nbsp;
Finally, innovation in medtech &mdash; particularly in fields such as AI, machine learning, mobility, and the cloud &mdash; is speeding ahead at breakneck pace to meet these demands. Taken together, these trends make medtech an area ripe for future investment.
In this article, I&rsquo;ll explore the medtech sector in further detail and look at opportunities for investment in 2021 and beyond.&nbsp;
<h2 dir="ltr">The state of the medtech sector</h2>
While medtech encompasses an increasingly large share of the global healthcare market, it is far from a monolithic block. Broadly speaking, the sector can be divide into five core segments. These are:
&nbsp;
<ul>
<li dir="ltr">Medical equipment (e.g. MRI and ultrasound machines)</li>
<li dir="ltr">Medical devices (e.g. artificial joints and stents)</li>
<li dir="ltr">Medical consumables (single-use products such as bandages or PPE)</li>
<li dir="ltr">In-vitro diagnostics (IVDs &mdash; tests used on biological samples of human blood or body tissue)</li>
<li dir="ltr">Life science tools</li>
</ul>
Currently, the medtech market is highly fragmented. With the opportunity to buy and merge multiple companies and achieve revenue growth through cost synergies, such fragmentation is an attractive proposition for private equity investors. According to the BGG website,&nbsp;<a href="https://www.bcg.com/en-gb/publications/2020/six-ways-for-pe-firms-to-invest-in-medtech-now" target="_blank" rel="noopener noreferrer">the ten largest medtech companies collectively hold only about 40% of the market in aggregate</a>, while no company generates more than 8% of the overall revenue.
As for employment, the figures suggest that the industry has weathered the COVID-19 storm relatively well. In the United States, for example, &gt;106,000 people currently work in the medtech sector &mdash; recovering from a slight downturn in 2020 to exceed 2019&rsquo;s figure. Taken over the last five years, this represents a <a href="https://www.ibisworld.com/industry-statistics/employment/medical-device-manufacturing-united-states/" target="_blank" rel="noopener noreferrer">31% increase in employment since 2016</a>. In Europe, the medtech sector directly employs over 730,000 people across 32,000 companies (<a href="https://www.medtecheurope.org/datahub/employment-companies/" target="_blank" rel="noopener noreferrer">Medtech Europe</a>).
<h2 dir="ltr">Ageing populations</h2>
By mid-century, there will be an&nbsp;<a href="https://www.ons.gov.uk/peoplepopulationandcommunity/birthsdeathsandmarriages/ageing/articles/livinglongerhowourpopulationischangingandwhyitmatters/2018-08-13&amp;text=Along%20with%20this%2C%20there%20has,having%20children%20later%20in%20life.#:~:text=Our%20latest%20projections%20show%20that,roughly%20the%20size%20of%20London." target="_blank" rel="noopener noreferrer">extra 8.6 million people aged 65 and over in the UK</a>&nbsp;-- roughly equivalent to the population of London. Globally, it is estimated that 1 in 6 people on Earth will be retirement age by 2050.
&nbsp;
An ageing population has huge implications for healthcare. More people will rely on healthcare, but there will be a smaller pool (proportionally speaking) of health workers to provide it. There will also be fewer people in employment to pay for these growing health demands.
&nbsp;
This trend was already well underway before COVID-19 struck, and the pressures long exerted on healthcare systems across the globe were almost pushed to breaking point by the pandemic.
Of course, an ageing population means a concomitant rise in the prevalence of chronic illnesses such as diabetes or heart disease &mdash; creating an urgent demand for innovations that can improve the diagnosis and treatment of such diseases. By facilitating a drive towards bespoke, personalised care and more targeted treatments, medical technologies (e.g. wearables or smart inhalers) are critical to helping people live longer, healthier lives. In the process, they also contribute to an improved quality of life for patients.
Moreover, medtech can also boost efficiencies and sustainability in global healthcare systems that until now have been beset by fractured care pathways and rely upon finite resources. With greater demand for medtech products from both medical professionals and patient-consumers, there is a huge opportunity for investment in the medtech market &mdash; particularly in emerging markets.
<h2 dir="ltr">Innovation</h2>
Medtech offers an innovative solution to some of the main problems in healthcare. With increasingly innovative technologies at their disposal, medtech organisations can develop cheaper and more efficient products that address more niche health demands.&nbsp;
&nbsp;
The medtech industry is one of the most innovative in STEM. In 2019,&nbsp;<a href="https://www.medtecheurope.org/datahub/innovation/" target="_blank" rel="noopener noreferrer">nearly 14,000 medical technology patents were filed with the European Patent Office (EPO)</a>&nbsp;&mdash; 7.7% of the total number of applications. Of all technical sectors in Europe, medtech is second only to digital communication for patent applications. Indeed, medtech applications were more than double that for biotechnology and far surpassed pharmaceuticals.
&nbsp;
Though the initial shock from COVID saw a downturn in patent applications, the response to the pandemic &mdash; coupled with medtech&rsquo;s capacity to solve urgent problems &mdash; has seen the industry continue to lead the way for innovation. According to more recent EPO data, in 2020,&nbsp;<a href="https://www.epo.org/news-events/news/2021/20210316.htmlntions%20in%20terms%20of%20volume" target="_blank" rel="noopener noreferrer">medical technology was the leading field for inventions in terms of volume</a>.
&nbsp;
The European medtech sector is in a healthy place, but the U.S. is leading the way for innovation in the space. Of the 10,480 medtech patents granted by the EPO in 2019,&nbsp;<a href="https://www.statista.com/statistics/1000661/european-patents-granted-in-medtech/" target="_blank" rel="noopener noreferrer">4,300 (41%) of successful applications came from the United States</a>.
&nbsp;
With innovation accelerating due to the pandemic &mdash; including efforts to produce vaccines and testing while pivoting to artificial-intelligence-based and remote care &mdash; many medtech companies have seen their share prices climb substantially.
&nbsp;
Medtech stocks such as Stryker (SYK), Abbott Labs (ABT), and Owens &amp; Minor (OMI) have seen their valuations soar over the last year. Indeed, over the course of 2020, the&nbsp;<a href="https://medtech100.com/" target="_blank" rel="noopener noreferrer">MedTech 100 Index</a>&nbsp;(made up of the world&rsquo;s largest medtech companies) grew from a total of $86.86 to $104.55. This represented an increase of 20.4%.&nbsp;
&nbsp;
All in all, these trends suggest an upward trajectory for the industry. Despite strong growth, there are some small areas of concern for investors.&nbsp;
&nbsp;
Pricing pressure is arguably the most notable sticking point, especially as the rise in government spending on healthcare products and services demonstrates the unsustainability of fiscal trends. In seeking to reduce such high spending, governments and payers are increasingly demanding proof of value to see how a product or services differentiates from cheaper alternatives.
&nbsp;
That said, such challenges also present opportunities for medtech. As stated by BCG, &ldquo;rather than primarily selling products on a per-unit basis, forward-thinking companies are developing more comprehensive solutions (including services) that can create value throughout a patient&rsquo;s journey.&rdquo; Despite having a higher pricing point, such models can save money in the long run by optimising operational efficiencies in hospitals and other healthcare facilities.
&nbsp;
<h2 dir="ltr">What medtech investors are looking out for</h2>
&ldquo;For private equity investors, the medical technology industry holds significant promise, with a record of strong profitability, resilient demand, and encouraging growth prospects.&rdquo;&nbsp;
&mdash;&nbsp;<a href="https://www.bcg.com/en-gb/publications/2020/six-ways-for-pe-firms-to-invest-in-medtech-now" target="_blank" rel="noopener noreferrer">BCG</a>
&nbsp;
With investment carrying an element of risk, the drivers for investment in medtech are slightly different to the main drivers of market growth outlined earlier. According to BCG, there are six specific themes things that private equity investors look out for in a medtech company. These are:
&nbsp;
<ul>
<li dir="ltr">The delivery of superior outcomes, e.g. flagship products that can significantly improve quality of life for patients.</li>
<li dir="ltr">A focus on innovation.</li>
<li dir="ltr">Ownership of the patient journey, particularly for those with ongoing chronic conditions.</li>
<li dir="ltr">The ability to capitalise on the consumerisation of health, e.g. patient monitoring apps within the diabetes segment.</li>
<li dir="ltr">The development of high-quality, value-priced products.</li>
<li dir="ltr">Improved efficiencies&nbsp;to bring down the high cost structure in medtech.</li>
</ul>
For medtech companies, demonstrating differentiation by ticking the boxes above will help them stand out to potential investors. For investors, understanding the dynamics that continue to shape the industry &mdash; and its future &mdash; is imperative for success.
&nbsp;
For more on the healthcare and technology trends that are driving innovation in medtech, read our article,&nbsp;<a href="https://www.srgtalent.com/blog/medtech-trends-what-the-future-holds">Medtech 2021: What the future holds for the medical devices industry.</a>&nbsp;For more on the ever-changing worlds of medtech and STEM, stay tuned to the&nbsp;<a href="https://www.srgtalent.com/blog">SRG blog</a>.
</div>

Find out why the medtech landscape will continue to abound with investment opportunities in 2021 and beyond — though with some minor caveats.

Why VCs are rushing to invest in medtech innovation

<h3>PCR testing is largely misunderstood work. But thanks to the extraordinary efforts of lab technicians, scientists, and pathologists throughout the fightback against COVID-19, laboratory professionals are starting to receive the plaudits they have always so thoroughly deserved.</h3>
While frontline workers such as doctors and nurses have rightfully been celebrated since the outbreak of the coronavirus pandemic, the ones processing SARS-CoV-2 samples &mdash; the lab workers &mdash; are just as critical to the collective response to the virus. Without the support and vital insights provided by an army of industrious lab scientists, frontline health workers would be firing blind.
Tests carried out in the laboratory are central to the entire health ecosystem. According to the CDC,&nbsp;<a href="https://www.cdc.gov/csels/dls/strengthening-clinical-labs.html" target="_blank" rel="noopener noreferrer">&lt;70% of all medical decisions are based on lab results</a>. It seems unfair, then, that lab professionals are rarely classified as essential workers.
Lab scientists have always been well-regarded for their high level of proficiency and attention to detail, but the pandemic has pushed this to the limit &mdash; and required them to work at a feverish pace.&nbsp;
Working long hours in clinical laboratories &mdash; often around the clock with little sleep &mdash; they have played a pivotal role in rapidly diagnosing cases of COVID-19 and preventing its spread. In many instances, they are the reason entire industries have been able to stay functioning and avoid complete collapse.
Before the first COVID-19 vaccines were approved in late 2020, mass testing was the only reliable way to trace, contain, and treat the virus. The burden placed on lab professionals has been huge, and burnout has been common &mdash; particularly given how demanding and meticulous polymerase chain reaction (PCR) testing is.
<h2 dir="ltr">Stopping the virus in its tracks</h2>
PCR tests are the most common type of COVID test performed by laboratory professionals. They involve isolating and detecting the virus&rsquo; RNA (genetic material) in the cells collected on a nasal swab. While RNA is similar to DNA, RNA is a single strand folded into itself (as opposed to DNA&rsquo;s double strand).
Once RNA has been detected, the next step is to convert it into DNA. This DNA is then replicated millions of times to make it even easier to detect. If the genetic material for SARS-CoV-2 is still detected, the patient is confirmed as having COVID-19.
Quickly identifying a COVID-positive patient means the team can immediately refer the patient to health professionals and prevent them from spreading the virus to others &mdash; saving lives in the process.
Of course, most patients don&rsquo;t see the lab. Operating behind the scenes, lab scientists might not get the same coverage as frontline workers, but they&rsquo;re equally as diligent and resilient. Processing thousands of tests each day is no mean feat, particularly during coronavirus spikes that threatened to overwhelm the entire healthcare system.
Since the pandemic began, lab technicians and scientists across the globe have carried out a virtually uninterrupted diagnostics programme. In doing so, they&rsquo;ve given physicians the means to administer more effective therapeutic treatments for COVID.
<h3><a href="https://www.srgtalent.com/career-advice/roles-in-focus/laboratory-technician">Find out what it takes to be a laboratory professional. Read our guide to lab technician careers &gt;</a></h3>
<h2 dir="ltr">The rise of the remote laboratory</h2>
In response to the pandemic, bespoke remote testing teams have sprung up all over the world &mdash; providing tailored solutions to different organisations&rsquo; specific needs and ensuring that industries can keep operating safely. This visibility, as much as anything, has helped raise the profile of lab professionals and shine the spotlight on what their work entails.
As part of the global mass testing drive, SRG&rsquo;s scientific service provider Synergy has supported&nbsp;<a href="https://www.cignpostdiagnostics.com/" target="_blank" rel="noopener noreferrer">Cignpost Diagnostics</a>&nbsp;&mdash; a U.K. government-approved COVID-19 testing provider &mdash; in the swift delivery of highly experienced scientific professionals for rapid onsite testing.
Cignpost Diagnostics was established to help businesses of all sizes create safe working environments during the pandemic. The screening service provides onsite and offsite testing for COVID-19, as well as consultancy services to ensure clients&rsquo; employees can work safely. Cignpost Diagnostics' complete end-to-end testing solution helps businesses get back up and running and represents the gold standard for the industry.
As the pandemic progressed, Cignpost Diagnostics sought to pivot their existing services and approached Synergy for assistance in hiring, onboarding, training, and managing the team required for the projects they had recently won.
The Cignpost Diagnostics team needed a rapidly scalable model that allowed them to provide on-location scientists to keep the PGA Golf Tournament running, as well as various high-profile TV and film set locations around the U.K. In other words, they needed scientists willing to temporarily relocate and join mobile teams that could deliver timely, accurate results.
Lab technicians and scientists were quick to address the call. Within the space of five months, Cignpost Diagnostics had, with Synergy&rsquo;s resourcing support, assembled talented teams of lab professionals across twenty-three global locations. By remaining agile and following meticulous COVID testing protocols for employees, these highly mobile teams ensured that major global events could safely go ahead.
Without their steadfast commitment to rapidly test everyone involved, these events would not only have been cancelled, but the virus may have spread further.
<h2 dir="ltr">The work continues</h2>
Despite being largely hidden from view, lab professionals have always been at the forefront of the major developments in medicine &mdash; from 19th-century lab tests to identify cholera to the pandemic response units of the early 21st century. Indeed, the existence of a strong, longstanding laboratory infrastructure has proven crucial over the last year.
Even now, COVID sampling rarely stops. Thousands of tests are carried out in numerous locations and containers of test swabs continually stream into the lab. But teamwork makes the dream work &mdash; as the saying goes &mdash; and the camaraderie at the heart of a COVID testing team is the driving force behind their vital work.
At the time of writing, over 85 million COVID tests had been performed in the UK alone &mdash; at a rate of&nbsp;<a href="https://coronavirus.data.gov.uk/details/testing" target="_blank" rel="noopener noreferrer">almost 600,000 a day</a>. As mass vaccine programmes enable societies to slowly reopen and gain some respite from the virus, the public is finally starting to see the true extent of the role that laboratory scientists, technicians, and technologists continue to play.

We celebrate the incredible achievements of laboratory professionals — the scientists and technicians who have worked overtime to keep the COVID-19 pandemic at bay.

How COVID-19 has raised the profile of laboratory professionals: the unsung, unseen heroes of the pandemic

<h3 dir="ltr">World-famous for its history, distinctive local culture, and sporting prowess, Boston is also a shining light in the U.S. STEM sector &mdash; making it an increasingly desirable destination for STEM professionals.</h3>
 The city is fast becoming a world leader in biotech and the life sciences, and the Greater Boston region ranked second for number of life-science employees. It&rsquo;s also the top market for attracting recent grads with life science degrees. And if that&rsquo;s not all, the area is number one for funding from the National Institute of Health (NIH).
&nbsp;
Aside from offering well-paid jobs and countless opportunities for innovation and career progression, the unofficial capital of the New England region also provides a high quality of life. From summer picnics on Boston Common to cheering on the Red Sox at a packed-out Fenway Park, this city has it all.
&nbsp;
With so much on offer, it&rsquo;s little wonder that so many scientists and engineers from across the United States and beyond are moving to the city affectionately known as &ldquo;The Athens of America.&rdquo; Here are seven reasons why Boston is the place to be when it comes to STEM careers.&nbsp; 
<h2 dir="ltr">1) One of the best STEM hubs in the United States</h2>
Though often playing second-fiddle to better-known tech hubs such as Silicon Valley, San Diego, and Austin, Boston is increasingly making waves in the world of STEM &mdash; particularly in the fields of biotech and the life sciences.
&nbsp;
Having first emerged in the mid-1970s, the biotech sector in Boston has grown from strength to strength. Greater Boston is home to almost 1,000 biotechnology companies, ranging from innovative SMEs to multi-billion-dollar pharma organizations.
&nbsp;
Many of the STEM organizations located in the Boston region are concentrated around Kendall Square in nearby Cambridge. Cambridge itself is home to over 120 STEM companies and a competitive business environment. In the nearby Longwood Medical and Academic Area, a host of biomedical research companies can also be found.
&nbsp;
According to a 2019&nbsp;<a href="https://www.massbioed.org/job_trends" target="_blank" rel="noopener noreferrer">report</a>&nbsp;from the nonprofit Massachusetts Biotechnology Education Fund, the local biotech industry is projected to add 12,000 more jobs by 2024 &mdash; bringing the total to around nearly 100,000. In all, more than 550 biotech and drug development companies can be found in the state of Massachusetts, with close to 1,400 drugs in development at any one given time.
&nbsp;
Meanwhile, a prominent&nbsp;<a href="https://wallethub.com/edu/best-worst-metro-areas-for-stem-professionals/9200" target="_blank" rel="noopener noreferrer">WalletHub</a> report ranked Boston number 1 in the U.S. for &ldquo;STEM-friendliness&rdquo;, a score that incorporates the city&rsquo;s standardized high school math test scores, the number and quality of engineering universities, male-female disparity in STEM occupations, R&amp;D spending, patents, tech meetups, and summer programs.&nbsp;
&nbsp;
Dr RJ Tesi, the CEO/CMO of INmune Bio who moved to Boston from the San Francisco Bay Area in 2015, summarized the city&rsquo;s upward trajectory to&nbsp;<a href="https://fivethirtyeight.com/sponsored/massachusetts-biotech/#:~:text=%E2%80%9CThe%20Bay%20Area%20is%20probably,for%20cancer%20and%20Alzheimer's%20disease." target="_blank" rel="noopener noreferrer">FiveThirtyEight</a>: &ldquo;The Bay Area is probably the cradle of biotech in the U.S., but [has] lost its mantle to Boston.&rdquo; Take that, Silicon Valley. 
<h2 dir="ltr">2) Competitive salaries</h2>
Salaries in Boston are among the most competitive in the U.S. and well above the national average. The average salary in Boston is $79,000. For scientists, average salaries range between $105,000 and $120.000.
&nbsp;
Despite an abundance of well-paid work, the cost of living in Boston is 48% above the national average. That said, Boston stacks up well for the overall cost of living when compared to the other major STEM hubs: consumer prices (including rent) in Boston are <a href="https://www.numbeo.com/cost-of-living/compare_cities.jsp?country1=United+States&amp;city1=Boston%2C+MA&amp;country2=United+States&amp;city2=San+Francisco%2C+CA" target="_blank" rel="noopener noreferrer">43% cheaper than in San Francisco</a>.
&nbsp;
Real estate prices in Boston vary substantially. In the upmarket town of Belmont, the median house price is $813,200. In the popular northern neighborhoods of Chelsea, Everett, and Revere, the median house price is less than $400,000. No matter what your salary or budget, you&rsquo;ll be able to find a neighborhood suited to your immediate and long-term needs.
&nbsp;
According to a&nbsp;<a href="https://f.tlcollect.com/fr2/320/19590/Boston_LifeScience_2020_11.pdf" target="_blank" rel="noopener noreferrer">CBRE report</a>, of the region&rsquo;s 706,000 life science workers, 329,000 live in Boston-Cambridge, 239,000 live in mid-distance suburbs, and 138,000 live in the outer suburbs. 
<h2 dir="ltr">3) World-class universities</h2>
As the home of Harvard University and the Massachusetts Institute of Technology (MIT), the Boston metro area is the undisputed educational capital of the United States. More than 250,000 students &mdash; the population of a mid-sized city &mdash; attend college in Boston and Cambridge alone. In total, Massachusetts is home to 122 universities and colleges
&nbsp;
Of the U.S. World &amp; Report&rsquo;s top 100 national universities, <a href="https://f.tlcollect.com/fr2/320/19590/Boston_LifeScience_2020_11.pdf" target="_blank" rel="noopener noreferrer">seven are located in the Greater Boston area</a>. This gives the city a deep STEM talent pool and a renewable source of qualified labor. No wonder Boston-Cambridge-Newton is a longstanding hotbed of innovation.
&nbsp;
For STEM professionals, the city&rsquo;s top-tier academic institutions also provide plenty of employment opportunities. Indeed, prestigious universities like Harvard and MIT, along with local research hospitals, play an important role in the life science and biotech sectors. For those looking to expand their skills and horizons outside of work, Boston&rsquo;s universities also offer a wide range of graduate schemes and learning and development courses.&nbsp;
&nbsp;
<h2 dir="ltr">4) Epic cultural landmarks</h2>
Founded in 1630, Boston is America&rsquo;s most historic major city. With heritage and culture lurking around almost every corner, you&rsquo;ll have a long list of things to do and places to see on your days off.
&nbsp;
Faneuil Hall is undoubtedly the most popular tourist hotspot in the city. Opened in 1743, this meeting hall and marketplace played a central role in encouraging independence from Great Britain and is considered one of the most important buildings in the country. Nicknamed &ldquo;The Cradle of Liberty,&rdquo; the hall is now a shopping center and forms part of the city&rsquo;s Freedom Trail.
&nbsp;
The Freedom Trail, a 2.5-mile path through downtown, stretches from the Bunker Hill Monument &mdash; the site of the first battle of the American War of Independence &mdash; to Boston Common. The Common is Boston&rsquo;s equivalent to Central Park and offers verdant escapism from the urban buzz. Despite being a compact city, green spaces are never too far away.
&nbsp;
Also offering some respite is the lavish Isabella Stewart Gardner Museum, which was based on a Venetian palace and is one of the main attractions in the city. Gardner founded the museum &ldquo;for the education and enrichment of the public forever,&rdquo; and it continues to occupy a central place in the hearts and minds of residents.
&nbsp;
Other popular public buildings include the Museum of Fine Arts, one of the oldest art institutions in the country; the John F. Kennedy Presidential Museum and Library, which details the life and legacy of the famous Bostonian statesman; and the Boston Library, with its gorgeous Renaissance Revival architecture.
&nbsp;
In short, you won&rsquo;t be bored of Boston in a hurry. 
<h2 dir="ltr">5) The food &amp; drink scene</h2>
As a melting pot of cultures from across the globe, Boston serves up a veritable smorgasbord of cuisines to suit even the pickiest of palettes. From Haitian pumpkin soup to Irish stew and a pint of Guinness, the city known as &ldquo;Beantown&rdquo; has a vibrant, constantly evolving food and drink scene.
&nbsp;
Without a doubt, the primary culinary staple of Boston is its world-famous fresh seafood. Celebrated local seafood dishes include clam chowder, Boston lobster roll, clam and lobster bakes, fish and chips, and fried clams &mdash; all served year-round. Located on the Freedom Trail, Union Oyster House is a must-visit. This well-known seafood hang-out opened its doors in 1826 and is thought to be the oldest continuously operating restaurant in America.
&nbsp;
With a large Italian-American community, Boston also gives New York a run for its money when it comes to pizza, pasta, and parmesan. The North End of Boston, known as the city&rsquo;s Little Italy, is packed with historic family eateries and bustling bistros &mdash; the perfect place to unwind after a long week in the lab. Some even serve another peculiar local delicacy: lobster pizza.
&nbsp;
Aside from the many restaurants, Boston is also known for its fantastic range of bars. Whether it&rsquo;s big-screen sports bars, quiet Sunday brunching, or a bite to eat at a Chinatown food stall, this city really delivers. You can even enjoy a beer and burger at the Bull and Finch Pub &mdash; AKA the&nbsp;Cheers&nbsp;bar, where exterior shots in the eponymous TV show were filmed.
&nbsp;
<h2 dir="ltr">6) The sports scene</h2>
No discussion about life in Boston can be complete without a nod to its illustrious sporting heritage. With some of the most fanatic fans around, the sports teams representing the "City of Champions" always attract a crowd &mdash; no matter the occasion.
&nbsp;
Major-league teams in the city include the hugely successful Boston Celtics of the NBA (fun fact: the sport of basketball was invented in Massachusetts) and the historic Boston Red Sox of the MLB (when in town, don&rsquo;t mention the Yankees!). In the NHL, the Boston Bruins fly the flag for the city.
&nbsp;
Just up the road in Foxborough&rsquo;s Gillette Stadium are six-time Super Bowl champions, the world-famous New England Patriots (despite losing Tom Brady, they remain the second-most supported football team in the nation). The ground is shared with the New England Revolution, the state&rsquo;s only professional soccer team and the joint-oldest club in the MLS.
&nbsp;
<h2 dir="ltr">7) Getting around</h2>
Serving the metro area&rsquo;s 4 million inhabitants (690,000 of whom are in Boston proper), the effective Massachusetts Bay Transport Authority (MBTA) public transportation network represents an easy commute and a great way to explore the city.
&nbsp;
With an approval rating of 69% among users &mdash; one of the highest nationwide &mdash; the Boston-Cambridge-Newton-MA-NH public transport system was&nbsp;<a href="https://patch.com/massachusetts/boston/how-boston-s-public-transit-system-ranks-nationwide" target="_blank" rel="noopener noreferrer">ranked fifth in the U.S.</a>&nbsp;by The Fabric Insurance Agency.
&nbsp;
The city&rsquo;s subway, known as the &ldquo;T,&rdquo; runs throughout Boston, into Cambridge, and the nearby suburbs &mdash; offering easy access to all the main attractions. A single basic fare for the T is called a Charlie Ticket and is priced at $2.75. With a Charlie Card (similar to NYC&rsquo;s MetroCard or London&rsquo;s Oyster card), the price for a single trip drops to $2.25.
&nbsp;
Aside from the T, regular buses service the harder-to-get-to parts of town, while the MBTA Commuter Rail provides links to 141 stations across Eastern Massachusetts and even parts of Rhode Island. Boston Logan Airport is only 20 minutes away from downtown by public transit.
&nbsp;
Taxis are also widely available and accessible to flag down, while Boston proper&rsquo;s compact size makes it fantastic for walking and cycling. By car, the popular suburbs of Medford, Winthrop, Revere, Somerville, and Everett all offer 30 30-minute or less commutes.
&nbsp;
<h2 dir="ltr">The takeaway</h2>
With its unmistakable identity, thriving civic culture, and an effortless blend of suburban serenity and urban vitality, Boston is undoubtedly one of the most attractive American cities for newcomers. And with a vibrant STEM sector that&rsquo;s only set to grow, the talent pool will only widen.

With well-paid jobs and countless opportunities for innovation and career progression, Boston is fast becoming one of the most desirable destinations for STEM professionals.

Relocating for STEM: 7 reasons to move to Boston for work

<h3 dir="ltr">Being issued with an FDA warning letter can be hugely damaging for a firm. If not properly addressed, warning letters can escalate into significant penalties, injunctions, and importation bans. Meanwhile, potential customers, clients, and investors will all be turned off if they catch wind of regulatory violations being attached to your brand name. As such, knowing how to respond to a warning letter is crucial for both your company&rsquo;s reputation and bottom line.</h3>
<h3 dir="ltr">In this article, we'll look at what warning letters are, why they are issued, and how to best respond to them.</h3>
&nbsp;
<h2 dir="ltr">What is a warning letter from the FDA?</h2>
An FDA warning letter is an official message from the United States Food and Drug Administration that is sent to STEM organizations or manufacturers that have violated any rules related to a federally regulated activity.
The FDA defines a warning letter as &ldquo;a correspondence that notifies regulated industry about violations that FDA has documented during its&nbsp;<a href="https://en.wikipedia.org/wiki/Inspections" target="_blank" rel="noopener noreferrer">inspections</a> or investigations.&rdquo;&nbsp;
The FDA considers warning letters to be informal and advisory. While it conveys the agency&rsquo;s stance on a particular matter, it does not commit to enforcement action.
&nbsp;
<h2 dir="ltr">What does an FDA warning letter include?</h2>
The warning letter identifies the violation and directs the firm to take corrective action. It also provides directions and a timeframe for the company to inform FDA of its plans to correct the problem. The FDA will then check to ensure the firm&rsquo;s adjustments have proven adequate.
&nbsp;
<h2 dir="ltr">What violations can a warning letter be issued for?</h2>
Warning letters are issued for any violations that directly contravene the Federal Food, Drug, and Cosmetic Act and its implementing regulations. This can encompass products, processes, practices, and a host of other activities. Common offenses that result in an FDA warning letter include:&nbsp;
&nbsp;
<ul>
<li dir="ltr">Violations of FDA good manufacturing practices (GMP)</li>
<li dir="ltr">Violations of labeling, branding, and classification laws</li>
<li dir="ltr">Violations of documentation and record-keeping laws</li>
</ul>
&nbsp;
Warning letters with certain violations must be reviewed by their respective FDA Center, such as&nbsp;<a href="https://www.fda.gov/about-fda/fda-organization/center-drug-evaluation-and-research-cder" target="_blank" rel="noopener noreferrer">CDER</a>&nbsp;or&nbsp;<a href="https://www.fda.gov/about-fda/fda-organization/center-biologics-evaluation-and-research-cber" target="_blank" rel="noopener noreferrer">CBER</a>.
The full list of issued warning letters can be seen on the&nbsp;<a href="https://www.fda.gov/inspections-compliance-enforcement-and-criminal-investigations/compliance-actions-and-activities/warning-letters" target="_blank" rel="noopener noreferrer">FDA&rsquo;s official website</a>.
&nbsp;
<h2 dir="ltr">Is an FDA Form 483 the same as a warning letter?</h2>
Though both require a response within 15 days, a Form 483 and a warning letter are different.
FDA Form 483 (also known as &ldquo;Inspectional Observations&rdquo;) is a list of observations issued to manufacturers after an FDA investigator has conducted an authorized inspection. The purpose of the 483 is to highlight potential regulatory problems.&nbsp;
These observations can relate to &ldquo;any food, drug, device or cosmetic [that] has been adulterated or is being prepared, packed, or held under conditions whereby it may become adulterated or rendered injurious to health.&rdquo;
After Form 483 is issued by the inspector, the FDA gives the manufacturer chance to respond to the list of observations and outline the corrective and preventative actions (CAPAs) that will be taken. If the FDA finds the response unsatisfactory and observes significant violation of the regulations, the FDA may issue a warning letter to the manufacturer.&nbsp;
In this sense, a warning letter represents an escalation of the Form 483 notice &mdash; and is issued when potential issues have progressed into outright violations.
&nbsp;
<h2 dir="ltr">How do I respond to an FDA warning letter?</h2>
The FDA expects firms or manufacturers that have been issued with a warning letter to take voluntarily compliant and corrective action.
In most cases, companies dedicate teams to the remediation process, usually led by the firm&rsquo;s head of regulatory affairs, quality assurance, or compliance. Executive management should be involved from the outset to demonstrate the company&rsquo;s commitment to a successful response.&nbsp;
Remediation is a labor-intensive effort with short timelines. For the teams involved, the process will be like a full-time job. Ideally, a team should be assigned to perform a root cause analysis of each observation in the 483 and/or warning letter. This will keep your response specific and focused. If you are unable to gather the relevant in-house resources and expertise, outside assistance can be sought.&nbsp;
The final response to a 483 or warning letter should be proactive, meticulous, and thorough &mdash; addressing corrections to each observation in detail and outlining your company&rsquo;s ongoing commitment to quality and compliance.&nbsp;
The document should start with a clear summary of what the rest of the document contains, and, in instances where in-house resources are lacking, should explicitly state that external expertise has been engaged. In addition to an overview of your CAPA procedures, the response should also provide a set of actions or programs to prevent a repeat of FDA observations.&nbsp;
Voluntarily including a follow-up plan that provides regular progress reports will also stand your company in good stead with the FDA.
As the document comes together and the deadline looms, enlisting the right people to review the response is critical. Reviewers can be both internal (e.g. executive management, regulatory, quality, legal, compliance, marketing, and R&amp;D) and external (e.g. experienced regulatory advisors/consultants). To ensure nothing is missed and the overall message hits home, multiple reviews are recommended.
It&rsquo;s also important to consider the logistics of remediation. After all, responses can consist of hundreds of pages &mdash; which is a lot of paper if numerous copies require printing.
 
<h2 dir="ltr">What happens after an FDA warning letter?</h2>
Once a warning letter has been issued, you will have 15 days to respond. The FDA schedules a follow-up inspection for roughly 30 days after it receives the warning letter response.&nbsp;
In this second inspection, the FDA determines the effectiveness and adequacy of the company&rsquo;s corrective actions. If further violations are observed, enforcement actions (including product recall, seizure, penalties, or prosecution) may be taken without further notice.
<h2 dir="ltr">Getting advice for FDA warning letter remediation</h2>
Receiving an FDA warning letter can feel like a bolt from the blue and threaten to derail your company&rsquo;s short- and long-term plans. However, facing the problem in an informed and comprehensive manner can help your business get back to doing what it does best.&nbsp;
If you&rsquo;d like SRG&rsquo;s support in relation to responding to Form 483 or a warning letter, please&nbsp;<a href="../../../../../../contact-us">get in touch &gt;</a>

Find out what a warning letter is, why they are issued, and why it's important to get your response right.

Everything you need to know about FDA corporate warning letters

<h3>Once overlooked and deemed an expensive bolt-on to recruitment, the employer brand now forms an integral part of not just a recruitment strategy but a top-level business strategy, too.</h3>
In today&rsquo;s competitive labour markets, attracting and retaining talent can be a tricky endeavour for any business. In certain sectors, people increasingly have a choice where they work: if businesses cannot appeal to their target audience, candidates are unlikely to consider working for them.
Traditional recruitment methods no longer hold sway in such a fast-paced, highly competitive environment. According to Talent Now,&nbsp;50% of candidates wouldn&rsquo;t work for a company with a bad reputation&nbsp;&mdash;&nbsp;even for a pay rise.&nbsp;Instead of waiting for top talent to come to them, hiring managers now find themselves having to actively pursue talent.
When planned and implemented effectively, employer branding &mdash; the process of promoting and showcasing a company&rsquo;s working practices, benefits, and culture to target candidates &mdash; can help bring potential candidates into the fold.
By building and maintaining a positive brand identity, any business can consolidate itself as an attractive place to work. Indeed, according to a&nbsp;<a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/site/pdf/datasheets/linkedin-why-your-employer-brand-matters-en-us.pdf" target="_blank" rel="noopener noreferrer">LinkedIn survey</a>, a company&rsquo;s employer brand &ldquo;is twice as likely to be linked to job consideration as a strong company brand.&rdquo; A strong employer brand quite literally drives candidates to a business.
While employer branding is not a cure-all solution to a business&rsquo; talent acquisition efforts, ensuring you have a good reputation in the eyes of job seekers is crucial. After all, there&rsquo;s a reason why people want to work for organisations like Google, Apple and Netflix.
Here are four benefits that employer branding brings to the recruitment process.
<h2>1) A strong employer brand helps you attract the right candidates</h2>
An employer brand is a company&rsquo;s way of telling the world what it does, what it stands for, and what working for it means for its people. It&rsquo;s about conveying a company&rsquo;s mission, vision, and values in a way that&rsquo;s honest, transparent, and believable.
With personality being a better barometer of hiring success than experience, successful employer brands harness the latest people analytics software to hyper-target individuals who share a similar ethos to the business and its culture (as well as the relevant skillset).
When marketing the business to the ideal candidate, it helps to target them via the right channels. With Millennials and Generation Z making up an ever-larger share of the workforce &mdash; generations that are highly active on social media &mdash; popular platforms such as Instagram and LinkedIn are also being used to promote the employer brand.
This cannot be a one-way street, however. Smart businesses are unlocking the potential of connecting with prospective employees through social media and incorporating these online conversations into the candidate experience. The rise in chatbots to answer candidate queries is one such example of this ongoing dialogue in action.
<h2>2) A strong employer brand speeds up time-to-fill</h2>
This benefit is simple: job seekers who are familiar with a brand are more likely to respond to recruiters or hiring managers who reach out to them about a role at their business.
When candidates are more engaged with a brand and keener to join, the quicker the recruiting process becomes. Developing a robust candidate experience can facilitate this through regular communication &mdash; turning passive candidates into brand ambassadors.
<h2>3) A strong employer brand reduces hiring costs</h2>
According to LinkedIn data, employer branding can&nbsp;<a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf" target="_blank" rel="noopener noreferrer">reduce cost of hire by as much as 50%</a>. Employer branding tactics such as nurturing a large social media following and transmitting a clear Employer Value Proposition (EVP) helps to build a readily accessible &mdash; and suitable &mdash; talent pool. This, in turn, brings down the cost of recruitment marketing and other hiring processes.
<h2>4) A strong employer brand boosts retention</h2>
Though employer branding largely focuses on the candidate experience &mdash; what candidates go through when applying for a business and their subsequent perception of the brand &mdash; a robust employer brand strategy also considers the employee experience.
Having experienced the best and worst of an organisation, existing employees and the legacy workforce offer the most reliable insights into what it&rsquo;s&nbsp;really&nbsp;like to work there. If employer branding doesn&rsquo;t factor these people into the equation, not doing so could spell disaster for an employer&rsquo;s reputation. Disgruntled employees could take to peer-to-peer review websites like Glassdoor to broadcast their frustrations to the wider world, damaging a business&rsquo; employer brand.
With an intuitive, easy, and informative onboarding process and a company culture that consistently reinforces the employer brand&rsquo;s message, employees are more likely to buy into the mission, vision, and values of a business. And when engagement is high, people are more likely to stay in their roles. Moreover, engaged employees become willing brand ambassadors outside of work &mdash; strengthening the employer brand further still.
<h2>The takeaway: when the employer brand succeeds, recruitment succeeds</h2>
Attracting and retaining the right people is one of the fundamental challenges of modern business. With so many companies battling over the same talent, trying to cut through the noise and reach out to the right candidates can seem like a Sisyphean task.
In the 2020s, candidates&nbsp;expect&nbsp;employers to provide engaging candidate journeys. Anything to the contrary will likely trigger a negative response.
Therefore, a carrot-and-stick approach to recruitment will not suffice. Instead of making them want to join the business, cajoling candidates with large salaries without considering other aspects of work such as culture, work-life balance, and company values may even create a perception that the brand doesn&rsquo;t care about people. And if there&rsquo;s one thing that the best employer brands all have in common, it&rsquo;s that they come across as prioritising people.
This perception is what causes a company&rsquo;s recruitment efforts to sink or swim. And perception can be influenced by an infinite number of things. As such, a strong employer brand strives to make every touchpoint across the candidate experience &mdash; from the initial job search to the onboarding process &mdash; as seamless and as personalised as possible. Crucially, it also takes a&nbsp;holistic&nbsp;view of the overall employee experience.
Ultimately, the employer brand is about receiving buy-in from people both inside and outside the business. Nobody wants to work for a dull, uninspiring brand. But almost everyone wants to work with a sense of mission and purpose.

Employer branding — the process of promoting and showcasing a company’s working practices, benefits, and culture to target candidates — forms an integral part of any recruitment strategy.

How Does Employer Branding Help Recruitment?

<h3 dir="ltr">Despite being the leading religious leader of his day, the civil rights activist was also a vocal advocate of scientific progress.</h3>
Martin Luther King Jr. is most famously remembered for his pivotal role in the civil rights struggle of the 1950s and 60s.&nbsp;
A Baptist minister, philosopher, theologian, political organizer, and advocate of nonviolence, Dr King&rsquo;s rousing speeches and heroic moral leadership left a lasting legacy and helped end the evils of Jim Crow segregation in the United States.
Less known about the great man, however, are his views on science and technology and their relationship with religious thought. As we will see, King was ahead of his time in more ways than one.
<img src="https://www.srgtalent.com/-/media/srg/1---new-website/final/blog/mlk-memorial-wide.jpg" alt="">
Image: Getty
<h2 dir="ltr">Science and religion: complementary, not rivals</h2>
Taking a remarkably prescient and progressive view for a Southern church leader of the time, King saw religious belief and empirical scientific thought as compatible rather than contradictory.&nbsp;
In his writings, sermons, and speeches, King regularly invoked the importance of scientific progress and recognized science&rsquo;s potential to improve people's lives worldwide. In doing so, he also sought to bridge the centuries-old divide between science and religion.&nbsp;
According to Dr King:
"There may be a conflict between soft-minded religionists and tough-minded scientists, but not between science and religion. Their respective worlds are different, and their methods are dissimilar. Science investigates; religion interprets. Science gives man knowledge which is power; religion gives man wisdom, which is control. Science deals mainly with facts; religion deals mainly with values. The two are not rivals. They are complementary."
In his 1964 Nobel Prize acceptance speech, King celebrated the many achievements of science and technology:
"Modern man has brought this whole world to an awe-inspiring threshold of the future. He has reached new and astonishing peaks of scientific success. He has produced machines that think and instruments that peer into the unfathomable ranges of interstellar space. He has built gigantic bridges to span the seas and gargantuan buildings to kiss the skies. His airplanes and spaceships have dwarfed distance, placed time in chains, and carved highways through the stratosphere. This dazzling picture shows modern man's scientific and technological progress.&rdquo;
While praising these advances, however, King also recognized that the scientific progress he saw was essentially meaningless without proper social progress:
"Yet, in spite of these spectacular strides in science and technology, and still unlimited ones to come, something basic is missing. There is a sort of poverty of the spirit which stands in glaring contrast to our scientific and technological abundance. The richer we have become materially, the poorer we have become morally and spiritually. We have learned to fly the air like birds and swim the sea like fish, but we have not learned the simple art of living together as brothers.&rdquo;
For King, while science is crucial for keeping religion in check, the reverse is also true. Writing with trademark vigor and dynamism, King summed up his thoughts on the relationship between spirituality and scientific materialism:
"Science keeps religion from sinking into the valley of crippling irrationalism and paralyzing obscurantism. Religion prevents science from falling into the marsh of obsolete materialism and moral nihilism."
<h2 dir="ltr">Why MLK remains relevant today</h2>
King&rsquo;s idea that science needs strong moral leadership to achieve real progress was no doubt influenced by the Black experience of the 1960s when African Americans were systematically excluded from the significant scientific advances of the day (<a href="https://www.srgtalent.com/blog/katherine-johnson">Katherine Johnson, the mathematician who worked on the Apollo missions and inspired the film&nbsp;Hidden Figures</a>, was a rare exception).
Thankfully, science has come a long way since then. Over the last year, we have seen this moral leadership in action, as scientists and epidemiologists of all nations have led the global fightback against COVID-19. In this regard, science is heeding Dr King&rsquo;s words.
However, STEM still has some way to go before becoming truly representational of the societies it aspires to improve. Despite ongoing efforts to embrace diversity, the <a href="https://academic.oup.com/bioscience/article/70/3/237/5714639" target="_blank" rel="noopener noreferrer">underrepresentation of minorities in the STEM workforce</a> remains a huge problem for the sector. And with novel techniques such as gene editing throwing up a spate of moral issues, science must tread carefully in this age of unparalleled progress.
Dr. King's words offer a valuable lesson. When pursuing progress in the name of science, we must not lose sight of the most important thing: our shared humanity. And we must not forget that, like religion,&nbsp;<a href="https://www.nature.com/news/science-must-acknowledge-its-past-mistakes-and-crimes-1.22557" target="_blank" rel="noopener noreferrer">atrocities have been committed in the name of science</a>.
As STEM seeks ways to combat continued systemic inequality, growing misinformation in the political arena, and the genuine threat of climate catastrophe, the moral teachings of Dr King will no doubt remain profound for years to come.
 For more insights into the world of STEM, stay informed with the&nbsp;<a href="https://www.srgtalent.com/blog">SRG blog &gt;</a>

A civil rights activist, Baptist minister, and political organizer, Martin Luther King Jr. also recognized the transformative potential of scientific progress.

MLK Day: Science and Martin Luther King Jr. Facts

<h3>With many employees working remotely due to the ongoing coronavirus pandemic, knowing how to get the most out of the situation is vital for the workforce's productivity and wellbeing.</h3>
While the idea of working from home&nbsp;sounds&nbsp;appealing, in reality, many of us find it a daunting prospect. Without being surrounded by colleagues for encouragement and empowerment, how are we meant to stay engaged and productive for a prolonged period of time?
On top of this, many workers find themselves confused by their employer&rsquo;s remote working policy. In SRG&rsquo;s&nbsp;<a href="../../../../../../insights/stem-survey">2020 STEM Survey</a>, over 50% of respondents working in the STEM sector were aware of their company&rsquo;s policy around flexible working and working from home, but their ability to access the policy was dependent on their management&rsquo;s interpretation of it.
Of course, it&rsquo;s easy to see why letting people work from home can raise leadership&rsquo;s anxiety levels. Out of sight does not necessarily mean out of mind, and many managers harbour legitimate concerns about the productivity levels of their team when left to their own devices. Thankfully, there are ways such concerns can be addressed.
By nurturing a positive company culture in which internal communications related to work-from-home policies are clear, consistent and avoid being condescending, senior leadership can engender a high level of trust around the subject.
As Kelly Morton, SRG&rsquo;s Managing Director comments:
&ldquo;Everything starts with culture.&nbsp;At SRG, we have built a business based around putting people first, and creating people strategies around working practices is part of this. While enabling this requires placing a lot of trust in your people, strategies and processes that mitigate potential breaches of trust can easily be implemented.&rdquo;
From an individual point of view, a number of small changes to routine can make WFH a more productive and rewarding experience for employees and businesses alike. Before we delve into them in more detail, here are some of the upsides to remote working.
&nbsp;
<h2>The benefits of working from home</h2>
<h3 dir="ltr">1) Flexibility</h3>
Once an individual has established working hours with their employer, working from home gives them greater autonomy in both&nbsp;where and&nbsp;how&nbsp;they work. As a general rule, however, remote workers should work according to their organisation&rsquo;s standard hours and cover the core hours to meet business needs.
<h3 dir="ltr">2) Improved productivity</h3>
Contrary to popular belief, recent studies support the idea that working from home actually&nbsp;<a href="https://www.businessnewsdaily.com/15259-working-from-home-more-productive.html" target="_blank" rel="noopener noreferrer">improves</a><a href="https://www.businessnewsdaily.com/15259-working-from-home-more-productive.html" target="_blank" rel="noopener noreferrer">&nbsp;productivity</a>&nbsp;and also reduces stress. People report having more energy due to less commuting and feel more engrossed in their tasks thanks to fewer interruptions and less noise.
<h3 dir="ltr">3) Greater job satisfaction</h3>
<a href="https://archive.acas.org.uk/media/3905/Homeworking---a-guide-for-employers-and-employees/pdf/Homeworking-a-guide-for-employers-and-employees.pdf" target="_blank" rel="noopener noreferrer">An Acas report</a>&nbsp;showed that its &ldquo;employees who worked from home tended to feel happier in their roles than the staff in the office.&rdquo; This can be attributed to less supervision, greater freedom to move around, increased productivity and less commuting-related stress.
<h3 dir="ltr">4) Time and cost savings</h3>
In the United States, the&nbsp;<a href="https://www.census.gov/library/visualizations/interactive/travel-time.html" target="_blank" rel="noopener noreferrer">average one-way commuting time is 26.1 minutes</a>. This means that most people spend up to an hour a day commuting. Aside from taking valuable time out of the working day, commuting also adds up financially. In the UK, the average commuter spends&nbsp;<a href="https://www.yourmoney.com/household-bills/british-workers-spend-492-days-of-their-lives-travelling-to-work/" target="_blank" rel="noopener noreferrer">almost &pound;70 a month on travelling to and from work</a>. Working from home frees up time and saves people and businesses money.
<h3 dir="ltr">5) Improved work-life balance</h3>
By eliminating the commuting time, having control over the workplace environment and optimising the working day, WFH employees can dedicate more time to non-work activities. Greater work-life balance prevents burnout, irritability and stress &mdash; and creates a happier workforce. And, generally speaking, when people are happier, they are more productive on the job.
&nbsp;
<h2>How to make working from home work for you</h2>
<h3 dir="ltr">Create a boundary between work life and home life &gt;</h3>
When working from home on a regular basis, it&rsquo;s important to create a clear distinction between work and leisure. Responding to emails on the sofa may be fine for a while, but quickly becomes uncomfortable and over time will likely affect your posture and wellbeing.
By creating a separate office environment, you&rsquo;ll retain the professional and productive atmosphere of a more traditional workspace &mdash; but also have more privacy and be free of distraction.
Firstly, you need to identify the best place to set up your home office. If you have a rarely-used spare room that doubles up as storage space, then this could be a good option. If you are pushed for space, a kitchen or dining room table serves well.
(If you don&rsquo;t have a spare room and working from home has become business-as-usual, you could consider building an office in your back garden instead. Of course, this depends on budgets, but converted sheds and shipping containers are spacious enough to house an office without taking up too much garden space).
Secondly, it&rsquo;s important to allocate time for non-work responsibilities. Usually take an hour for lunch in the office? Do the same at home. Usually finish up at 5pm on the dot? Aim to shut your laptop at that time.
While it can be tempting to try and get some errands done while working from home (e.g putting the washing on, tidying up or cleaning the kitchen), make sure it doesn&rsquo;t eat into your pre-planned working hours.
On the flip side, make sure you properly switch off at the end of the working day. Without a commute to worry about, it can often be appealing to work long into the evening. However, this merely eats into personal or family time and can negatively affect your sleep schedule.
<h3 dir="ltr">Maximise what you already have &gt;</h3>
&nbsp;
Ideally, you need to be free from distractions. If you can&rsquo;t create your own work zone and have to share with other family members or cohabitants, have a frank discussion around how you like to work and reach as many compromises as possible. This will help make for a smoother, more productive day.
Thankfully, most work nowadays is carried out and stored digitally and/or online. However, if you need to store paper copies for documents, maximise your space by storing paperwork in file dividers or boxes.
Finally, it&rsquo;s important that your workstation is optimised for performance and productivity. If you can, set up your desk near a window, invest in an ergonomic chair for comfort and make sure any accessories are not disruptive to your workflow. Ensure your lighting keeps you awake and alert while reducing eye strain, and aim to maintain a room temperature of between between 16C and 24C.
<h3 dir="ltr">Be mindful of your mental health &gt;</h3>
&nbsp;
When we don&rsquo;t have an office to show up to, we miss out on opportunities for regular social interaction and connection with colleagues. As the Chicago-based clinical psychologist, Ryan Hooper told the&nbsp;<a href="https://www.huffingtonpost.co.uk/entry/working-from-home-mental-health_n_5afd88e2e4b0a59b4e014602?guccounter=1&amp;guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&amp;guce_referrer_sig=AQAAAL9ELcpSDSiQmQO3FV0hk414a53Mpf3Ab53z7RdgrtCVIgFA5sQnl3uoS2ayJCHL6ub4d40oRPAVJOtUcfhf1LpeOolIdi_MYgatfZazZQ6IMw85-6JPZnDV9VU8P1mONHNTeA2wnDut8a24Hqlwf_JFHeHg58TD-txNW4HwA6gK" target="_blank" rel="noopener noreferrer">Huffington Post</a>, &ldquo;for some people, the feedback and encouragement loop of the work environment is critical to their jobs.&rdquo; Indeed, a&nbsp;<a href="https://buffer.com/state-of-remote-work-2019" target="_blank" rel="noopener noreferrer">2019 report by the software development agency Buffer</a>&nbsp;found that loneliness was the second-most reported challenge for remote workers.
While businesses need to ensure their online communication strategy is in place to keep teams as united and in the loop as possible, the actions of individuals can also bolster interactions and help to reduce feelings of isolation.
Setting up daily Skype video calls at structured times, for example, will help to reintegrate workers who are used to face-to-face interactions. The video aspect is important because managers and team leaders will be able to visually monitor how their team is fairing.
Aside from regular check-ins with colleagues, it&rsquo;s important to keep your spirits up and your mind calm. Exercise is one such way to give your brain and body a much-needed boost (if you're self-isolating, indoor exercises such as push-ups and yoga are a good substitute for outdoor activities such as jogging), as is meditation. Keeping plants and family photos around your workstation can also give you a boost.
&nbsp;
<h2>The key takeaways</h2>
These are undoubtedly stressful times. For many people, getting to grips with a new WFH arrangement is only adding to the stress. As Alison Jones, Regional Manager at SRG acknowledges:
&ldquo;Working from home might lead to increased anxiety or stress because of the perceived pressure to appear busy. People can start to feel like they need to be constantly online, making themselves available or otherwise prove that they are spending their time productively.&rdquo;
With a few small changes, however, remote working can be something of a blessing amid the constant news cycle. To summarise:
<ul>
<li>Establish a work zone.&nbsp;Creating a working environment that&rsquo;s conducive to productivity will help you focus and maintain your wellbeing.</li>
<li>Stick to a routine.&nbsp;A consistent routine can punctuate the day and halt unhelpful procrastination. Set clearly defined working hours and try not to work outside of them. Dressing slightly smarter than you would when relaxing at home can also help you feel more professional and engaged.</li>
<li>Practice self-care.&nbsp;Make time for exercise and relaxation. You need to be able to disconnect from work at times in the day to help you feel refreshed and motivated.</li>
</ul>
<h4>Working from home is undoubtedly new territory for many of us. But through organisation, self-motivation and constant communication, we can give each other the necessary support to make it fruitful. For in-depth insights into the world of STEM and advice on how to future-proof your business,&nbsp;<a href="../../../../../../insights/guides-and-reports">read our industry guides and reports &gt;</a></h4>

In light of the ongoing COVID-19 global pandemic, knowing how to get the most out of the situation is vital for our productivity and wellbeing.

A guide to working from home during COVID-19

<h3>Antibiotic resistance is one of the key global health challenges of our time. Though resistance to drugs can occur naturally, the misuse of antibiotics is exacerbating the issue &mdash; leading to longer hospital stays, higher healthcare costs and increased mortality. With scientists scrambling for solutions, biochemistry may be a panacea to the problem.</h3>
<h2>The problem: the scale of antibiotic resistance</h2>
Antibiotic Research UK call it a &ldquo;<a href="https://www.antibioticresearch.org.uk/about-antibiotic-resistance/" target="_blank" rel="noopener noreferrer">global catastrophe</a>&rdquo;. The UK Health Secretary, Matt Hancock, has called for an &ldquo;<a href="https://www.bbc.co.uk/news/health-46973641" target="_blank" rel="noopener noreferrer">urgent global response</a>&rdquo;. Former Chief Medical Officer for England, Sally Davies, says that &ldquo;the world is facing an&nbsp;<a href="https://www.theguardian.com/society/2017/oct/08/world-faces-antibiotic-apocalypse-says-chief-medical-officer" target="_blank" rel="noopener noreferrer">antibiotic apocalypse</a>.&rdquo; Antibiotic resistance (also known as antimicrobial resistance) is one of the defining public health concerns of the 21st century. Through the overprescription and misuse of antimicrobial drugs, microbes are able to resist the effects of medication that once successfully treated them. When microbes become multidrug-resistant (MDR), superbugs emerge. The issue is rooted in both structural inefficiencies within healthcare systems as well as patient behaviour. In the UK, the NHS estimates that as many as&nbsp;<a href="https://www.theguardian.com/society/2018/feb/27/fifth-of-prescribed-antibiotics-are-unnecessary-study-finds" target="_blank" rel="noopener noreferrer">1 in 5 antibiotics may be prescribed inappropriately</a>, with patients being given the drug for minor ailments such as sore throat, cough and sinusitis. To compound the problem, there is a medication adherence problem: in the US, up to&nbsp;<a href="https://www.pillsy.com/articles/medication-adherence-stats" target="_blank" rel="noopener noreferrer">50% of people do not take their medication as prescribed</a>. Despite the rollout of preventative measures such as&nbsp;<a href="https://www.nhs.uk/video/pages/antibiotics-dont-work-for-everything.aspx" target="_blank" rel="noopener noreferrer">only using antibiotics when necessary</a>, deaths from antibiotic resistance are already at&nbsp;<a href="https://www.cdc.gov/media/releases/2019/p1113-antibiotic-resistant.html" target="_blank" rel="noopener noreferrer">an all-time high</a>. In the United States alone, antibiotic-resistant bacteria and fungi cause 2.8 million infections and 35,000 deaths each year. Every 11 seconds someone is infected. Every 15 minutes someone dies . If epidemiological trends continue unchecked, the problem is poised to cause 50 global million deaths a year by 2050 and an economic productivity loss of around $100 trillion If the tide is not stemmed, researchers predict that a&nbsp;<a href="https://www.sciencedaily.com/releases/2018/10/181008083459.htm" target="_blank" rel="noopener noreferrer">worldwide pandemic</a>&nbsp;akin to the cataclysmic Spanish Flu outbreak of 1919 (which killed between 30 and 50 million people or roughly 4% of the Earth&rsquo;s population at the time) could also be imminent. Wholesale preventative action is urgent.
&nbsp;
<h2>The science: how do bacteria become resistant to antibiotics?</h2>
Antimicrobials treat infections caused by harmful microbes, of which there are two kinds: bacteria and fungi. While most microbes are harmless and even beneficial to humans, harmful microbes called germs can cause infections and disease. Antibiotics are used to kill or inhibit the growth of bacterial infections while antifungals are administered to treat fungal infections. Bacteria develop resistance to antibiotics when they genetically mutate or change in a way that reduces or eliminates the effectiveness of drugs designed to cure or prevent infections. When these bacteria are able to multiply and spread their drug-resistance to other bacteria, the harm they do amplifies significantly. By developing the ability to neutralise an antibiotic drug before it can take effect, other bacteria can pump the antibiotic out and render it useless in fighting infection. Once a multidrug-resistant pathogen such as Pseudomonas aeruginosa takes hold, it is able to rapidly spread between hosts &mdash; crossing international borders and contributing to a global health crisis.
<iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/4oukHcpQoXM" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture"></iframe>&nbsp;
&nbsp;
<h2>The potential solution: biochemistry enters the fray</h2>
Biochemistry is a field of medical science that combines the core tenets of biology and chemistry. In simple terms, it is the study of living matter.&nbsp; The largely laboratory-based field is crucial for studying how antibiotics destroy bacteria by targeting their biological processes. Thanks to breakthroughs in biochemistry, we now know how antibiotics work. We even know the molecular structure of antibiotics such as penicillin and streptomycin. Biochemistry also permits us to observe the pathways and mechanisms that cause physiological drug-resistance. Antibiotic or antimicrobial resistance has a biochemical basis. Through an ongoing understanding of these processes, scientists can design and synthesise new and effective antimicrobial compounds in a bid to combat the persistence of drug-resistant infections. The&nbsp;Streptomyces&nbsp;bacteria genus, for example, naturally produces antimicrobial substances &mdash; supplying about two-thirds of all clinically useful antibiotic drugs. Armed with knowledge on how this bacterium&rsquo;s metabolic pathways generate natural antibiotics, scientists are beginning to manipulate these pathways to produce new antibacterials. Biochemists are coming up with innovative strategies to combat antimicrobial resistance. One novel approach involves combining an FDA-approved non-antibiotic drug with a specific antibiotic. According to researchers at Monash University in Australia, this unorthodox combination can boost the effectiveness of antibiotics against gram-negative 'superbugs'. The combination enables it to breach the outer membrane barrier of resistant bacteria and restore the activity of an antibiotic.&nbsp; In 2015, the first transferable resistance to polymyxins, a type of antibiotic, was discovered. This was alarming because polymyxins have long been used as a last line of defence against serious infections caused by superbugs such as&nbsp;Pseudomonas aeruginosa,&nbsp;Klebsiella pneumoniae&nbsp;and&nbsp;Acinetobacter baumannii (A. baumannii).&nbsp; Since then, researchers have been testing different combinations of drugs or compounds with polymyxins to try and improve their effectiveness against these superbugs &mdash; and with some success.&nbsp; When combined with polymyxin B, the new cystic fibrosis drugs, ivacaftor and lumacaftor, were found to increase antibiotic activity. So too was closantel, a drug used to treat parasitic worm infections. Another innovative method involves&nbsp;<a href="https://www.medicalnewstoday.com/articles/327175.php#1" target="_blank" rel="noopener noreferrer">using metals and metalloids as an alternative treatment for infections</a>. At the University of Connecticut (UConn), a research team led by Kumar Venkitanarayanan applied selenium (Se) to&nbsp;A. baumannii, which is one of the most antibiotic-resistant bacteria. Selenium is a metalloid that&rsquo;s recognised as a dietary oxidant and an essential micronutrient that helps the immune system function. After applying it to&nbsp;A. baumannii, the nanosized selenium was found to inhibit pathogen growth. The fight against antibiotic resistance is not just limited to the laboratory. Success requires collaboration across different areas of science. According to the University of Queensland&rsquo;s Dr Mark Blaskovich:
"In the short term, the greatest potential for reducing further development of antimicrobial resistance lies in developing a rapid test that can quickly tell whether or not you have a bacterial infection (as opposed to a viral cold or flu), and whether you really need an antibiotic."
Blaskovich argues that the best immediate course of action is to identify whether a patient already has a drug-resistant infection prior to being prescribed an antibiotic.
This might become a reality sooner rather than later. With more reliable diagnostics and data sharing across the medical world, the bacterial genetic tests Blaskovich is describing can now&nbsp;<a href="https://blogs.scientificamerican.com/observations/the-missing-link-in-fighting-antibiotic-resistance/" target="_blank" rel="noopener noreferrer">deliver sample results in hours rather than days</a>. The result? Faster detection of antibiotic-resistant pathogens and more accurate predictions of a pathogen&rsquo;s resistance to a particular antibiotic. This, in turn, can directly help reduce the overprescription and misuse of antibiotics.
<h4>For more insights into the ever-changing world of the life sciences sector, stay tuned to the&nbsp;<a href="https://www.srgtalent.com/blog">SRG blog</a>.</h4>

Antibiotic resistance is one of the key global health challenges of our time. Though resistance to drugs can occur naturally, the misuse of antibiotics is exacerbating the issue — leading to longer hospital stays, higher healthcare costs and increased mortality. With scientists scrambling for solutions, biochemistry may be a panacea to the problem.

Can biochemistry help to prevent antibiotic resistance?

<h2>Introduction</h2>
Since 2008, 28th February (or 29th February if it is a leap year) has been an important day in the calendar for the 300 million people worldwide who are living with a rare disease, their families, and carers.
<a href="https://www.rarediseaseday.org/" target="_blank" rel="noopener">Rare Disease Day</a> raises awareness of rare diseases and the impact they have on people&rsquo;s lives around the world and helps to build an international community of diversity and unity.
Find out more about Rare Disease Day below, why it is important to show support for the cause, and what&rsquo;s happening in the world of research, drug discovery and treatment to fight rare diseases.
<h2>Rare Disease Day</h2>
With rare diseases impacting the lives of hundreds of millions of people worldwide, Rare Disease Day was set up to give hope, recognition, and a voice to those people, and provide an energy and focal point from which to advocate the discovery, research, and treatment of rare diseases at local, national, and international levels.
A globally coordinated movement, <a href="https://www.rarediseaseday.org/" target="_blank" rel="noopener">Rare Disease Day</a> has been at the heart of communities built and connected by a purpose to create equity in social opportunity, healthcare and access to diagnosis and therapies for people living with rare disease.
Every year, on the final day of February, the rarest day of the year, everyone &ndash; including individuals, families, caregivers, healthcare professionals, researchers, clinicians, policy makers, industry representatives and the public &ndash; is invited to raise awareness, spread the word far and wide and call on policy makers to make a change and improve people&rsquo;s lives.
<h2>Raising awareness of rare disease is vital.</h2>
Whilst a rare disease is classed as a disease which affects 1 in 2,000 people or fewer, there are &ndash; <a href="https://rd-research.org.uk/about-us/" target="_blank" rel="noopener">as highlighted by Rare Disease Research UK</a> &ndash; over 7,000 rare diseases currently known. This means that rare disease will affect 1 in 17 people during their lifetime, amounting to over 3.5 million people in the UK alone.
Rare diseases impact people of all ages; in fact 75% of rare diseases affect children, and more than 30% of children with a rare disease die before their fifth birthday.
Raising awareness of rare diseases and their impacts, through events and campaigns such as Rare Disease Day, helps to drive efforts to increase research which could lead to vital innovations in discovery, diagnosis, and treatment.
<h2>How science, medicine and technology is helping fight rare disease&hellip;</h2>
In the UK alone, huge progress has been made in the discovery of rare diseases, with over 1,000 complex new diagnoses made thanks to remarkable advances in genomic research.
For example, developments in <a href="https://www.genomicsengland.co.uk/genomic-medicine/understanding-genomics" target="_blank" rel="noopener">whole genome sequencing</a> have allowed organisations such as Genomics England to study every letter of DNA in a person&rsquo;s genome &ndash; a breakthrough that gives researchers a better chance of finding and understanding changes that are responsible for causing rare disease.
There has also been an increase in the availability, speed and accuracy of testing and screening for patients, enabling faster final diagnosis and effective treatment for rare diseases. Improved access to specialist care, treatment and drugs &ndash; which are being rapidly developed as a result of extensive research and data pooling &ndash; has also included a <a href="https://www.england.nhs.uk/medicines-2/medicines-repurposing-programme/" target="_blank" rel="noopener">Medicine Repurposing Programme</a> in the UK, which identifies and progresses opportunities to use existing medicine in new ways.
And, with the rapid development of new technologies, Artificial Intelligence is becoming a prevalent part of disease research.
Second-generation AI systems are revolutionising the healthcare industry by bridging the gap between diagnosis, prognosis, and treatment for patients. These personalised systems are designed to enhance end-organ function, overcome problems of tolerance or loss of efficacy, and improve patients&rsquo; responses to chronic drugs, all from a precision medicine perspective.

Every year, on the final day of February, Rare Disease Day raises awareness of rare diseases, how they affect people and how we can help make a difference. Here we find out more about the initiative, its importance and what’s already happening in the fight against rare diseases.

Rare Disease Day: Raising awareness of rare diseases, globally.

<h3 dir="ltr">As a research scientist, you&rsquo;ll plan and conduct experiments to help expand the canon of scientific knowledge. With limitless opportunities for discovery across a range of high-growth sectors and industries, being a research scientist is one of the most exciting career paths in STEM.&nbsp; </h3>
<h2 dir="ltr">What does a research scientist do, exactly?</h2>
The purpose of a research scientist role is to conduct lab-based trials and experiments.
&nbsp;
Work is often divided between pure research, which advances our understanding of basic processes, and applied research, which uses the information gathered to meet targets such as creating new products, processes, or commercial applications.
&nbsp;
Of course, your targets will depend on the specialism of your employer. Research scientists work across a variety of different fields, including biology, chemistry, medicine, computer science, environmental science, and even political science.
&nbsp;
<h3 dir="ltr">Responsibilities</h3>
Typical day-to-day responsibilities of a research scientist include:
&nbsp;
<ul>
<li dir="ltr">Creating research proposals</li>
<li dir="ltr">Planning and conducting experiments</li>
<li dir="ltr">Collecting samples</li>
<li dir="ltr">Monitoring experiments</li>
<li dir="ltr">Recording and analysing data</li>
<li dir="ltr">Collaborating with other researchers and academia to develop new techniques and products</li>
<li dir="ltr">Supervising junior staff</li>
<li dir="ltr">Carrying out fieldwork and monitoring environmental factors</li>
<li dir="ltr">Researching and writing published papers</li>
<li dir="ltr">Staying up-to-date with the latest scientific developments</li>
</ul>
<h3 dir="ltr">Work environment</h3>
As a research scientist, you&rsquo;ll spend most of your week in a laboratory. These environments can vary depending on your specialism. For example, biology labs are designed to safely house and contain living specimens, while psychology labs may simply consist of a bank of computers.
&nbsp;
Aside from lab work, certain aspects of your role (including writing up results or research papers) will be undertaken in an office environment. You may also be required to visit the labs or offices of other researchers or companies, especially if you are collaborating on the same project.
&nbsp;
<h3 dir="ltr">Working hours</h3>
Research scientists typically work 35 to 40 hours a week on a 9-to-5, full-time basis. On occasion, you may be required to work overtime or visit the laboratory on weekends to complete certain tasks. That said, most organisations offer flexible working arrangements.&nbsp;
&nbsp;
<h2 dir="ltr">What skills are needed to be a research scientist?</h2>
Though research scientists come in all personality types, you&rsquo;ll need to have an academic mindset and be naturally inquisitive. Research scientist skills include:
&nbsp;
<ul>
<li dir="ltr">A methodical approach to gathering and analysing data</li>
<li dir="ltr">Meticulous attention to detail</li>
<li dir="ltr">Critical thinking</li>
<li dir="ltr">Advanced research skills</li>
<li dir="ltr">Time management</li>
<li dir="ltr">Strong communication and interpersonal skills</li>
<li dir="ltr">The ability to work independently</li>
<li dir="ltr">A collaborative mindset</li>
<li dir="ltr">Stakeholder management</li>
<li dir="ltr">Patience and tenacity </li>
</ul>
<h2 dir="ltr">How to become a research scientist</h2>
As a minimum requirement, you&rsquo;ll need to obtain a 2:1 bachelor&rsquo;s degree or higher in a relevant field of science. Most research scientists also have a postgraduate qualification, such as an MSc, an MSci or MBiol. Relevant qualifications include:
&nbsp;
<ul>
<li dir="ltr">Biochemistry</li>
<li dir="ltr">Biomedical science</li>
<li dir="ltr">Ecology</li>
<li dir="ltr">Environmental science</li>
<li dir="ltr">Microbiology</li>
<li dir="ltr">Natural science</li>
<li dir="ltr">Pharmacology</li>
</ul>
While a PhD isn&rsquo;t necessarily required, some employers prefer candidates that either have or are working towards a doctorate. Demonstrable experience of working in a laboratory environment will also improve your employment chances.
&nbsp;
Tip:&nbsp;If you&rsquo;re currently studying or have already attained a relevant degree, try to gain research experience in a lab environment. The best place to start is by expressing your interest to your university department, who may have some voluntary positions available. Alternatively, sending your CV/resume to hospitals and STEM companies will also increase your chances of gaining that vital experience.
&nbsp;
<h2 dir="ltr">How much do research scientists earn?</h2>
Like many roles in science, salaries for research scientists depend on your level of experience, your specialism, the employer, and, to a lesser extent, the location. It&rsquo;s also worth bearing in mind that private-sector salaries tend to be higher than those in the public sector or academia.
&nbsp;
In the UK, research scientist salaries range from &pound;20,000 at the entry-level to over &pound;70,000 for university professor senior research fellow roles. The average research scientist salary is &pound;32,330. Most research assistants earn between &pound;26,000 and &pound;35,000.
&nbsp;
According to Indeed, the average salary for a research scientist in the US is $111,444.
&nbsp;
Please note that income figures are subject to economic conditions and are only intended as a guide.
&nbsp;
<h2 dir="ltr">Is research scientist a good career?</h2>
With science constantly opening up exciting new avenues of research, working as a research scientist provides secure employment and gives you the chance to make a real difference within STEM.
&nbsp;
Indeed, the outlook for the role is positive: in the US alone, the vocation is expected to grow by 8% and produce over 10,000 job opportunities across the country by 2028 (Zippia). As one of the least likely jobs to be automated in the coming years, the role also offers stability in these turbulent times.&nbsp;
&nbsp;
Offering a strong earning potential and the opportunity to conduct cutting-edge research in a range of industries and locations, research scientist represents one of the most fulfilling career paths around.
&nbsp;

Research scientists work across a range of industries to push the envelope of scientific research, Find out more about this dynamic role.

What does a research scientist do and how do I become one?

<a>Anti-microbial resistance (AMR) threatens to unravel the successes of modern medicine, compromising the efficacy of life-saving surgeries, chemotherapy, and infection treatment.</a>
At&nbsp;<a href="https://bionow.co.uk/news/b6231cc5054447" target="_blank" rel="noopener noreferrer">BioInfect&rsquo;s 2022 conference</a>, I heard from leading researchers across the pharmaceutical industry as they delved into critical issues surrounding antimicrobial drug resistance and drug development. I left inspired to do my part in raising awareness of what could be &ldquo;the next pandemic&rdquo;.
As anti-microbial resistance accelerates, the burden on health systems is growing. Hospitals face increased mortality and morbidity from infectious disease, longer in-patient stays, and&nbsp;<a href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://apps.who.int/iris/bitstream/handle/10665/340040/WPR-RC070-07-AMR-2019-en.pdf?sequence=1&amp;isAllowed=y" target="_blank" rel="noopener noreferrer">an overall increased cost of care</a>.
By 2050, the UK alone stands to face a loss of&nbsp;<a href="https://news.sky.com/story/antibiotic-could-save-millions-of-lives-from-superbugs-after-study-eradicates-mrsa-in-mice-12577187" target="_blank" rel="noopener noreferrer">10 million lives to drug-resistant infections every year</a>.&nbsp; In the words of Professor Dame Sally Davies, Chief Medical Officer to the UK Government, we face an &ldquo;<a href="https://www.theguardian.com/society/2017/oct/08/world-faces-antibiotic-apocalypse-says-chief-medical-officer" target="_blank" rel="noopener noreferrer">antibiotics apocalypse</a>&rdquo;.
In this article we&rsquo;ll explore:
<ul>
<li>What antimicrobial resistance is</li>
<li>Why anti-microbial resistance is a global threat</li>
<li>Options for action &ndash; prevention, innovation and costs</li>
</ul>
&nbsp;
<h2>What is anti-microbial resistance?</h2>
Anti-microbial drugs are used to treat infections caused by either harmful bacteria, or fungi. While antibiotics are used for bacterial infections, antifungals are used to treat fungal infections.
Anti-microbial resistance occurs when bacteria mutates or changes in a way that makes them resistant to drugs designed to treat infection. While AMR is in essence, a natural phenomenon, it has been accelerated by global overuse and misuse of antimicrobial medicine leading to what&nbsp;<a href="https://www.theguardian.com/society/2017/oct/08/world-faces-antibiotic-apocalypse-says-chief-medical-officer" target="_blank" rel="noopener noreferrer">Professor Dame Sally Davies, England&rsquo;s Chief Medical Officer&nbsp;</a>describes as an &ldquo;apocalyptic&rdquo; crisis.
Over the last few decades,&nbsp;<a href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://apps.who.int/iris/bitstream/handle/10665/340040/WPR-RC070-07-AMR-2019-en.pdf?sequence=1&amp;isAllowed=y" target="_blank" rel="noopener noreferrer">more than 100 forms of anti-microbial resistant bacteria have emerged</a>, and more continue to be discovered. Once these drug-resistant bacteria take hold they can rapidly spread between hosts, cross international borders, and fuel health crises.
&nbsp;
<h2>Why antimicrobial resistance is a global threat</h2>
&nbsp;
Anti-microbial resistance threatens to undermine global health security and is outpacing efforts to contain it. Without further action, the World Health Organisation&nbsp;<a href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://apps.who.int/iris/bitstream/handle/10665/340040/WPR-RC070-07-AMR-2019-en.pdf?sequence=1&amp;isAllowed=y" target="_blank" rel="noopener noreferrer">estimate a yearly loss of 10 million lives by 2050</a>, with&nbsp;4.5 million deaths occurring in the Asia Pacific (APAC) region.
Poor and vulnerable populations are less able to afford effective antibiotics and are most affected by AMR. By 2050, the World Bank estimate that&nbsp;<a href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://apps.who.int/iris/bitstream/handle/10665/340040/WPR-RC070-07-AMR-2019-en.pdf?sequence=1&amp;isAllowed=y" target="_blank" rel="noopener noreferrer">AMR will push 28 million more people into extreme poverty</a>.
<a href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://apps.who.int/iris/bitstream/handle/10665/340040/WPR-RC070-07-AMR-2019-en.pdf?sequence=1&amp;isAllowed=y" target="_blank" rel="noopener noreferrer">A report from the World Health Organisation</a>&nbsp;describes how in 2017, 82% of people who had tuberculosis infections globally had a multi-drug resistant strain of the infection. This means 82% of treatment courses were longer, more expensive and involved more toxic drugs.&nbsp;
Meanwhile,&nbsp;<a href="https://www.thelancet.com/journals/lancet/article/PIIS0140-6736(21)02724-0/fulltext" target="_blank" rel="noopener noreferrer">recent research from The Lancet</a>&nbsp;shows that both South Asia and sub-Saharan Africa have a high antibiotics consumption rate, and a higher rate of patient death. Both regions feature a higher prevalence of critical infections, alongside limited laboratory infrastructure to determine whether to stop, or narrow antibiotic treatment.&nbsp;
Other drivers of a higher AMR burden in these regions include:
<ul>
<li>Inappropriate use of antibiotics driven by ease of acquisition and insufficient regulation</li>
<li>Poor access to second line, and third line antibiotics</li>
<li>Counterfeit or substandard antibiotics that accelerate resistance</li>
<li>Poor sanitation and hygiene</li>
</ul>
While AMR poses a greater threat in sub-Saharan Africa and South Asia, it remains a global health problem. Resistance is already high for many key antibiotic substances and shows no sign of slowing down while continuing to spread world-wide.
&nbsp;
<h2>Options for action &ndash; prevention, innovation and costs</h2>
<h3> Enabling infection prevention</h3>
Infection prevention and control initiatives have been refined over the course of the pandemic and should be readily applied to AMR.
<a href="https://www.thelancet.com/journals/lancet/article/PIIS0140-6736(21)02724-0/fulltext" target="_blank" rel="noopener noreferrer">Research from The Lancet</a>&nbsp;on the global burden of AMR suggests that the principles of infection prevention should come first when it comes to combating the spread of AMR.
Key initiatives for improved infection prevention include both&nbsp;<a href="https://www.who.int/teams/health-care-readiness/infection-prevention-and-control" target="_blank" rel="noopener noreferrer">hospital-based infection prevention and control programmes</a>&nbsp;to help prevent infection acquires in health-care settings, and sustained support for community-based programmes focused on water, sanitation, and hygiene in developing countries.
&nbsp;
<h3>Fostering innovation</h3>
Innovation is critical to fuel and enable the development of new antibiotics and vaccinations, as our current treatments lose efficacy, as well as new technologies to improve screening.
Vaccine development is an important preventative mechanism that leads to reduction of antibiotic prescribing to weaken AMR emergence.
Additionally, maintaining the development pipeline for new antibiotics is crucial to ensure we have the medications to replace those lost &ndash; this is particularly crucial post-pandemic as other endemics continue to spread.
Chikungunya fever has caused numerous epidemics across APAC, Africa, and the sub-tropical regions of the Americas, and currently lacks any appropriate anti-viral drug treatment.
<a href="https://www.evotec.com/en/execute/therapeutic-areas/anti-infectives" target="_blank" rel="noopener noreferrer">Evotec are pioneering new ways</a>&nbsp;to treat and potentially prevent chikungunya virus infections caused by Chikungunya fever. Evotec&rsquo;s antibody was developed by Sanofi and is now at clinical trial stages after showing potential across in vitro and in vivo models.
When it comes to new technologies, University of Oxford&rsquo;s Engineering and Physical Science department are leading&nbsp;<a href="https://www.ox.ac.uk/news/2021-06-09-averting-antibiotics-apocalypse-major-funding-announced-tackle-resistance" target="_blank" rel="noopener noreferrer">a newly funded initiative</a>&nbsp;to generate new commercially viable technologies to enable transformative innovation.
The programme is set to deliver:
<ul>
<li>A treatment screening platform prototype to speed up the testing of new therapies</li>
<li>A prototype of a point of care diagnostic device for healthcare and agriculture to limit inappropriate antibiotic usage</li>
<li>Pre-clinical efficacy data to support new treatments for critical infections</li>
</ul>
<h3> Overcoming costs with push and pull initiatives</h3>
At first glance, funding new antibiotic therapies isn&rsquo;t financially feasible for pharmaceutical companies.
New drugs are&nbsp;<a href="https://www.srgtalent.com/blog/5-drug-discovery-and-development-challenges-and-how-to-solve-them" target="_blank" rel="noopener noreferrer">notoriously expensive to develop</a>, and companies rely on high sales volumes to recoup their investments and enable a profit. However, antibiotic use is tightly restricted to prevent resistance and preserve the drug&rsquo;s efficacy, making recruiting for and running clinical trials alone challenging.
Once the drug eventually reaches the market, its prescription will again be restricted as much as possible, generating lower sales volumes and diminishing returns. This situation has meant most large drug companies have discontinued antimicrobial drug research and development.
Today, push and pull initiatives that bring together regulatory, financial, and scientific organisations are helping to unravel the cost limitations involved with anti-microbial drug development and empower more companies to take action.
Push incentives are strategies that help to directly lower the cost of drug development. They involve support from public funding and other funding groups, pooled compound procurement and open access knowledge repositories.
In an&nbsp;<a href="https://www.nature.com/articles/d42473-019-00382-3" target="_blank" rel="noopener noreferrer">interview with Nature magazine</a>, Lloyd Pane, EVP Head of Evotec, describes how the number of new funding mechanisms is growing. He mentions groups including CARB-X, BARDA, the Global Antibiotic Research and Development Partnership, and the European Innovative Medicines Initiative as &ldquo;highly committed to antibiotic discovery and development&rdquo;.&nbsp;
Additionally, Lloyd highlights the importance of &ldquo;improving the regulatory framework to allow submissions for approval based on smaller clinical trials&rdquo;. He highlights the instrumental role that regulatory bodies such as the US Food and Drug Administration, and the European Medicines Agency are playing in establishing better regulatory pathways.
Despite the prevalence of &lsquo;push&rsquo; incentives, the situation remains critical. Lloyd explains, &ldquo;since 1962, only two new classes of antibiotics have been approved. We need new classes of antibiotics, new targets, and new mechanisms of action.&rdquo;
Pull incentives provide an additional route to cost efficiency and are ideally used alongside push incentives. Pull incentives disconnect return on investment from sales volume by providing alternative revenue generating benefits once the drug has reached the market.
Phil Thomson, President of Global Affairs at GlaxoSmith Kline&nbsp;<a href="https://www.gsk.com/en-gb/responsibility/improving-health-globally/pull-the-science-2020-antimicrobial-resistance-benchmark/" target="_blank" rel="noopener noreferrer">explores the topic saying</a><a href="https://www.gsk.com/en-gb/responsibility/improving-health-globally/pull-the-science-2020-antimicrobial-resistance-benchmark/" target="_blank" rel="noopener noreferrer">,</a>&nbsp;&ldquo;the current antibiotic market is dysfunctional. Whilst there are grounds for optimism scientifically with prospects of targeted medicines, new diagnostic technologies and vaccination, the commercial market is unattractive."&nbsp;
Thomson describes how &lsquo;pull incentives&rsquo; could &ldquo;stimulate investment across the full product lifecycle, from discovery through development and onto the market &ndash; thereby making it attractive for biotech&rsquo;s and larger companies to invest in antibacterial efforts&rdquo;.
While GlaxoSmith Kline support a range of pull mechanisms they are just one company among many &ndash; for large scale change to occur, government and national health action is vital.
<a href="https://bionow.co.uk/news/b6231cc5054447" target="_blank" rel="noopener noreferrer">BioInfect&rsquo;s 2022 AMR conference</a>&nbsp;saw a range of speakers discuss the challenges faced in reducing anti-microbial resistance, including cost. Professor Colm Leonard, Consultant Clinical Advisor for NICE described the importance of incentives to support long-term R&amp;D. Professor Leonard described a conceptual new approach to monetising antibiotic development through a &lsquo;subscription type&rsquo; payment model, where companies are paid passed on their value to the NHS rather than the volumes used.
This approach could offer a way to de-link sales volume incentives from return on investment on a much larger scale and enable more organisations to turn their attention to antibiotics development. &nbsp;
&nbsp;
<h2>Can you help to prevent antimicrobial resistance? </h2>
Patients have an instrumental role to play when it comes to ensuring that antibiotics are consumed appropriately.&nbsp;<a href="https://www.pillsy.com/articles/medication-adherence-stats" target="_blank" rel="noopener noreferrer">In the US alone,&nbsp;50% of people do not complete their medication courses as prescribed.</a>&nbsp;Meanwhile a UK household survey reveals<a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6830627/" target="_blank" rel="noopener noreferrer">&nbsp;that 14% of patients who are prescribed antibiotics have left over medication</a>, and a third of these individual keep the antibiotics for future use. Completing any&nbsp;prescribed&nbsp;antibiotics courses is critical to help preserve treatment efficacy, limit the chances of repeat infection, and curb antimicrobial resistance. &nbsp;
Scientists across the world are&nbsp;<a href="https://www.srgtalent.com/blog/biochemistry-helping-solve-antibiotic-resistance" target="_blank" rel="noopener noreferrer">leading the development of new innovative therapies</a>&nbsp;to generate a critically needed next generation of antibiotic treatments, in the fight against the&nbsp;<a>antibiotics apocalypse.</a>
&nbsp;
<h2>Want to learn more about a career in pharma? </h2>
At SRG, we believe in creating strong bonds for life. Our expert consultants provide leading recruitment support on a global scale, supporting candidates across STEM into rewarding scientific careers.
Your future is calling &ndash; SRG will take you there and beyond.

Are we on the brink of an antibiotics apocalypse? Behruz Sheikh explores the global impact of antimicrobial resistance and options for action.

Avoiding the Antibiotics Apocalypse- Options for Action

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Gain valuable insights into the job market with our<a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener"> Global Talent Trends &amp; Insights 2024 report</a>. In this insightful session, industry experts Justin Mullins, Philippa Clark, and Patrick Stedman discuss the latest trends and data from 4,000 professionals across the UK, US, and Europe, helping you stay ahead in talent recruitment and management.
<ul>
<li>In-depth analysis of salary trends and emerging STEM skills &nbsp;</li>
<li>The impact of AI on the future of work &nbsp;</li>
<li>Crucial insights on Equality, Diversity &amp; Inclusion (ED&amp;I) and cultural shifts</li>
<li>Actionable strategies from industry leaders to enhance your talent approach&nbsp;</li>
</ul>
<a title="Download the full report here" href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">Download the full report here</a>
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How to Unlock Talent Trends & Insights to Move Your Business Ahead

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Discover essential leadership insights in our webinar, <a href="https://streamyard.com/watch/ZMGfVUAQnCFR" target="_blank" rel="noopener">"Unshakeable Resolve: Fearless Women Leading with Purpose.&rdquo;</a><a class="Hyperlink SCXW158588133 BCX0" href="https://streamyard.com/watch/ZMGfVUAQnCFR" target="_blank" rel="noreferrer noopener"> </a>&nbsp;Esteemed guests delve into the pillars of Resolve, Authenticity, and Growth in today's dynamic business landscape.
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<a href="https://streamyard.com/watch/ZMGfVUAQnCFR" target="_blank" rel="noopener">Watch now</a>
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Stay updated about future SRG events by emailing our team at connect@srgtalent.com.&nbsp;
</div>
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Fearless Women Leading with Purpose: Unshakeable Resolve!

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Jacob and Philippa are once again joined by Ted Smith, Human Resources Consultant and Author, who turns the tables on our experts to share STEM recruitment insights for both candidates and clients in the scientific industries.
&nbsp;
<a class="primaryBtn" title="Listen now" href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-7-Turning-the-Tables-on-SRG--Insights-into-the-Talent-Marketplace-e14ssoo" target="_blank" rel="noopener">Listen now</a>

Episode 7: Turning the Table on SRG

A poll to the scientific professional community showed that Imposter Syndrome is something the market wants to discuss more openly, and to learn more about. In this episode Jacob and Philippa are joined by Chris Vowels, a previous Head of Client Services, to explore the topic and the impacts it can have.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-6-Imposter-Syndrome-e13knm1" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 6: Imposter Syndrome

The Covid-19 pandemic and the resulting lockdowns caused a monumental shift in how we work, however, it proved resilience, flexibility and adaptability in the workforce. Listen to find out more on the future of what the working world will be like in the UK.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-5-The-Post-Pandemic-Workplace-e107rse" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 5: The Post-Pandemic Workplace

Ted Smith, Human Resources Consultant and Author, joins the discussion on how Hidden Disabilities and Conditions can impact people's professional and personal life.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-4-Hidden-Conditions-and-Disabilities-ethvrf" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 4: Hidden Conditions and Disabilities

Michelle Reid, People Director for the Institute of Occupational Medicine, talks to Jacob and Philippa about hiring in a virtual world. Understand why embracing technology and creative thinking is important to enhance the candidate experience throughout the recruitment journey.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-3-Hiring-in-a-Virtual-World-esnnlt" target="_blank" rel="noopener">Listen now</a>
&nbsp;
&nbsp;

Episode 3: Hiring in a Virtual World

What is Managing Up? Learn more and discover why it is crucial for your own team's growth.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-2-Managing-Up-erar40" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 2: Managing Up

Individuals who believe their talents can be developed through hard work, good strategies, and input from others have a&nbsp;growth mindset&nbsp;and tend to achieve more than those with a more fixed mindset (described in the Harvard Business Review). This episode&nbsp;discusses growth mindset and how this plays out in the workplace and how it can impact your personal life.&nbsp;
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-1-Growth-Mindset-epspm4" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 1: Growth Mindset

Mark Downs, Chief Executive at the Royal Society of Biology, joins Jacob and Philippa to discuss the potential benefits and challenges of a four day working week. What could a four day working week mean for businesses, employees, and the environment?
&nbsp;
<a href="https://spotifyanchor-web.app.link/e/1bXv2Qnz1Ab" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 15: Could the four-day working week be the future?

Jane Kennedy, Chief Business Officer at Discovery Park, joins Jacob and Philippa, leading the discussion on what it takes to make a success of a career outside the golden triangle and the challenges that come with it.
&nbsp;
<a href="https://spotifyanchor-web.app.link/e/JZeZCMAsGzb" target="_blank" rel="noopener">Listen now</a>
&nbsp;
&nbsp;

Episode 14: Beyond the Golden Triangle – Embracing Skillsets Outside the Golden Triangle

Andrew Shortt, Senior Growth and Innovation Specialist at Innovate UK EDGE, joins Jacob and Philippa to discuss topics such as the evolution of the life science sector in the West Midlands, the importance of collaboration in driving innovation, and the potential for growth in the region. It will also look at the current trends in life science, and what the sector can do to stay ahead of the competition.
&nbsp;
<a href="https://spotifyanchor-web.app.link/e/8aerU0xT5yb" target="_blank" rel="noopener">Listen now</a>
&nbsp;
&nbsp;
&nbsp;

Episode 13: Beyond the Golden Triangle – UK Life Science

Liam Taylor, Chief Executive Officer at Axol Bioscience Ltd, joins Jacob and Philippa to discuss how to successfully supercharge your workforce and organisation&rsquo;s culture by embedding the right values in the correct way.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-12-Change-Management--Supercharge-your-Workforce-by-Embedding-the-Right-Values-e1ut9ra" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 12: Change Management – Supercharge your Workforce by Embedding the Right Values

Marc Rothera, Strategic Lead for Science and Engineering Apprenticeships at Anglia Ruskin University, discusses the stigma surrounding apprenticeships, as well as the importance of choosing the right academic path for you.
&nbsp;
<a href="https://spotifyanchor-web.app.link/e/1xJyDMk2Xvb" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Episode 11: Degree Apprenticeships - Are they the answer to the STEM skills shortage?

Georgia Whitton, Senior Data Scientist for Sanger Institute's Genomic Surveillance Unit, joins Jacob and Philippa to discuss balancing the gender gap in STEM, the cruciality of representation within industry, and provides tips on how women and girls can begin their career.&nbsp;
&nbsp;
<a href="https://spotifyanchor-web.app.link/e/EkkUlBg2Xvb" target="_blank" rel="noopener">Listen now</a>
&nbsp;
&nbsp;

Episode 10: Balancing the Gender Gap in STEM

Using the SRG 2022 Candidate Attraction and Retention Guide Jacob and Philippa discuss what makes individuals tick and how to make sure the top talent is in your workforce.
&nbsp;
<a href="https://anchor.fm/jacob-midwinter/episodes/Think-Bigger-Series---Episode-8-Candidate-Attraction-and-Retention-e1jp3fc" target="_blank" rel="noopener">Listen now</a>
&nbsp;

Candidate Attraction and Retention

<h2>Subscribe to our newsletter</h2>up to date with SRG

<h2>Subscribe to our newsletter</h2>Stay up to date with SRG

<h2>Latest Salary Survey</h2>SRG are industry leaders and work with 3rd party vendors for market intelligence

<h1>About Us</h1>
We exist to enable exciting futures across STEM, where our people and partners thrive to achieve amazing things together.

<h1>Our Values</h1>
We exist to enable exciting futures across STEM, where our people and partners thrive to achieve amazing things together.
People are the heart of our culture at SRG. We approach work from a knowledgeable, transparent, and proactive perspective, integrating our core values throughout everything we do.

<h3>Join Our Team</h3>
People. Lead. Growth. Three simple words. That&rsquo;s the secret to our people-centric approach.

<h2>Our Unparalleled Expertise</h2>&nbsp;When you partner with SRG, you&rsquo;re not just getting recruiters; we&rsquo;re industry insiders who are well-versed in the needs and challenges of your field.We have over 30 years experience of serving STEM industries. We understand what job seekers and employers are looking to achieve, and what they need to get there. Our industry experts draw on their technical and scientific backgrounds alongside the latest technology to create impactful staffing and recruitment solutions for any STEM job.

<h2>Why Choose SRG?</h2>&nbsp;At SRG, we pride ourselves in our ability to flex, adapt and work in close collaboration with our clients to create tailor-made talent solutions aligning with business objectives. Whether you&rsquo;re looking for temporary, contract or permanent staff, we have the expertise to handle projects of all sizes and requirements.As specialists within STEM; we understand the intricacies of building a strong and stable STEM workforce. Entrusting SRG as your dedicated recruitment provider, you will have complete assurance that you are in capable hands. We are committed to helping you not only enhance your operational efficiency but reduce your costs too.

<h2>Latest News, Events, and Insights</h2>

Comprehensive STEM Recruitment Services for Temporary, Contract and Permanent Needs

<h2>Is SRG Ad-hoc Staffing Solutions right for my business?</h2>&nbsp;If you're seeking flexibility in managing workforce needs without the commitment of long-term hires, SRG Ad-hoc Staffing Solutions may be the perfect fit. Ideal for businesses needing specialised skills for short-term projects or to handle peak demands, ad-hoc staffing offers access to skilled professionals.SRG provides tailored staffing solutions designed to fit your unique requirements. You'll find a partner in us who understands that one size doesn't fit all in staffing.&nbsp;Complete the form to find out more.

<h1>Business Recruitment Solutions</h1><h3>Partner with the leading STEM recruitment agency</h3>Your standards and expectations are high. So are ours. We know what matters, so that&rsquo;s what we focus on. You can rely on us to build relationships, tailor solutions and champion talent, whilst adapting, flexing, and collaborating with you to create the talent solutions required.

<h1>Candidate FAQ</h1> Are you a candidate and have a question for us? Check below for our frequently asked questions for our top candidate enquiries to streamline the job application process for all candidates. From application updates to locked accounts, you can find your answer here.

<h3>What To Expect When Working With SRG:</h3><ul><li>Clear communication across the process – both with you as a partner and with every candidate.</li><li>Access to the best talent in the Commercial STEM industry.</li><li>A powerful candidate attraction strategy, tailored to your organisation.</li><li>Support with screening and shortlisting.</li><li>Guidance with interviewing, offers and negotiation.</li><li>Full transparency through regular meetings and reports.</li></ul><h5>&nbsp;</h5><h3>Recruitment services offered for commercial STEM companies:</h3><ul><li>Contingency</li><li>Statement of Work (SOW)</li><li>Temporary / Contract / Interim</li><li>Retained</li><li>Tailored Solutions</li></ul>As market leaders, we have the resources and expertise to support all organisations – from start-ups to world-leading organisations, in navigating the evolving talent market.Partner with SRG today and experience the difference our expertise can make in your recruitment strategy.

<h3>Expect Expert Guidance From Our Commercial Team</h3>We are committed to creating rewarding relationships with our partners and provide dedicated consultants who work collaboratively to ensure project delivery success.Once we&rsquo;ve determined your hiring requirements, we&rsquo;ll help you shape a tailored recruitment strategy to discover skilled candidates and provide expert guidance to ensure the right hire is always made.At SRG, we work with our clients to provide hiring solutions to suit every hiring requirement, from the most niche executive search to larger hiring solutions for contract and permanent roles.

<h4>We provide value to companies working across the STEM industry supporting an expansive range of roles across:</h4><div>Commercial:</div><ul><li>Business Development</li><li>Sales</li><li>Account Management</li><li>Procurement &amp; Purchasing</li><li>Commercial Operations</li><li>Commercial Finance</li><li>Strategy</li><li>Data Analytics</li><li>Marketing</li></ul><div><div>Management:</div></div><ul><li>Product Management</li><li>Digital Transformation</li><li>Senior Sales Operations</li><li>Senior Sales</li><li>Market Access</li><li>C-Suite</li></ul>As an international organisation, our Commercial Recruitment Teams span the UK, US, Ireland and the greater EMEA region.

<h2>Your specialist STEM Recruitment Partner</h2>In addition to our leading STEM recruitment services, SRG offers comprehensive commercial recruitment solutions. By broadening our service portfolio, we empower clients to access a diverse talent pool while enjoying a seamless, client-focused recruitment process.At SRG, we aspire to be your preferred collaborative partner across all functions, delivering tailored solutions to meet the evolving needs of the STEM industry. Our dedicated consultants leverage our leading talent network to drive organisational growth through successful hires.

Discover top-tier STEM and commercial recruitment solutions with SRG, a trusted leader in talent acquisition. With a focus on excellence, we specialise in connecting businesses with the industry's&nbsp;best candidates through our extensive and ever-expanding talent network.

<h2>Do you work for SRG?</h2>
If you are working for SRG and have a question about your assignment, payment or timesheet, then please contact the Ask team at ask@impellam.com or phone 03333 23 24 50.
<h2>General Enquiries</h2>
For general enquiries, please contact 020 3912 7416.

<h1>Contact Us</h1>
Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right solutions for you.

<h2>Get in Touch!</h2>Do you need to speak to an SRG Contractor Care team member? We will answer your questions quickly, from information on payments to how to submit your timesheets. We&rsquo;ll do our best to give you up-to-date, informed, and helpful answers about working through SRG as a contractor.&nbsp;<h5>Alternatively, please email:</h5>

For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446">02039109446</a>.

<h2>Contractor Portal</h2>The Contractor Portal is your single repository for logging timesheets and raising invoices.

<h2>Ask Contractor Care</h2>At SRG, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Our Contractor Care team is all about resolving problems quickly, helpfully, and at the source.If you&rsquo;re a current contractor with SRG and have a question, concern, or request, get in touch using the form below, and our Contractor Care team will respond within 24 hours. The team will provide expert guidance and support on almost any recruitment-related subject.

<h1>Contractors</h1>As an established staffing partner to our amazing client companies, your success is our top priority. We&rsquo;re here to support our Contractors every step of the way in your career with SRG.&nbsp;Whether you are a new starter or a career contractor, SRG is your trusted Recruitment Contractor advisor. We provide you with personal, responsive attention and will assign an employee care representative to answer any questions you might have.

<h1>CSR &amp; Partnerships</h1>SRG's purpose is to unlock untapped potential in people, jobs and data to enhance the now and shape the future. We’re committed to creating a better future for everyone, and helping people to realise their potential.We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. SRG is a specialist scientific recruitment business, and as part of the Impellam Group, we work closely with our sister brands, Lorien (technology and digital recruitment) and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.

<h3>Our Approach to Executive Search Recruitment</h3>
Search by SRG is flexible, transparent and agile, offering a range of specialist, tailored solutions including:
&bull; &nbsp; &nbsp;Technical and Executive Search &bull; &nbsp; &nbsp;Market insights and reporting &bull; &nbsp; &nbsp;Salary insights and benchmarking &bull; &nbsp; &nbsp;High-end interim and consultants &bull; &nbsp; &nbsp;Project recruitment campaigns &bull; &nbsp; &nbsp;Equality, Diversity and Inclusion (EDI)
We get to know your organisation&rsquo;s culture, values, and aspirations, then assign dedicated experts to develop a tailored strategy. Our data-driven recruitment process offers real-time insights and transparency, ensuring you find the right fit for your company.

<h2>Achieve Results with our Executive and Technical Search Solutions</h2>
Driven by data intelligence, our expertise in STEM recruitment and resourcing makes Search by SRG a market-leading service designed to find, hire and retain top talent for STEM businesses.
&nbsp;
<h2>What is Executive Search?</h2>
Executive Search is a specialised recruitment service that identifies and secures top-level talent for senior executive and technical positions. Our dedicated team offers innovative solutions to match unique skills with the needs of organisations, focusing on project-based hiring and securing senior technical appointments across various industries, including pharmaceuticals, life sciences, medical, AI, engineering and medtech.

<h2>Why Search by SRG?</h2>
Working with Search by SRG means driving your project forward with the passion and knowledge of dedicated experts from the STEM industries and executive search recruitment. The benefits of our executive solutions include:
<ul class="mb-5">
<li>A dedicated research team with every project</li>
<li>Access to real-time market intelligence and data-driven solutions</li>
<li>Insights from technical and personality assessment tools</li>
<li>Dedicated project management support and weekly review meetings</li>
<li>Variable attraction campaigns tailored to your needs</li>
<li>The knowledge, passion and drive of our experts</li>
</ul>
<h2>Partner with Search by SRG Today</h2>
Experience the difference our expertise as a leading executive placement agency can make. Get in touch to discuss your executive and technical search needs and discover how we can help your business thrive.

<h2>Latest News, Events, and Insights</h2>
Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;

Search by SRG is a leading executive recruitment service connecting you with the best middle and senior technical heads and managers in STEM fields. Our data-driven executive and technical search solutions deliver tailored recruitment strategies for your organisation's success.

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<h2>Need help starting your STEM career?</h2>Utilising decades of experience and a deep understanding of the STEM careers and the job market, SRG connects talented graduates with top employers across the STEM industires, whilst supprting you with advice on CV content, interview preparation, how to stand out from the crowd and much more.Our extensive network includes renowned companies, innovative start-ups, and exciting SMEs, offering roles that match your skills and aspirations.<h3>How we can help you</h3>CV Registration: Submit your CV and get noticed by potential employers who are looking for fresh talent.Latest Job Listings: Stay updated with regularly updated job openings for STEM graduates, including roles that align with your qualifications, interests and career goals.Career Guidance: Enhance your employability with SRG&rsquo;s expert advice on CV writing, interview preparation, and career development and stand out in a competitive market.

<h1>Graduates</h1>Our specialist recruitment team, working with hundreds of companies across the UK who are looking to hire graduates, are dedicated to helping you navigate this journey with confidence and ease.

<div>
<h2>Thank you for applying to a GSK Summer Placement role!</h2>
Welcome to the first stage of the recruitment process &ndash; the eligibility questionnaire. You will be asked a series of questions to establish your eligibility for the role.
We would advise allocating 15 minutes to complete. Please ensure your responses are a true reflection of yourself.
If you are successful in passing eligibility, you will be invited to the next stage of the process, the World of GSK assessment. There are three stages in total to pass in order to be considered for this role:
<ul>
<li>Eligibility questionnaire</li>
<li>World of GSK assessment</li>
<li>HireVue written assessment</li>
</ul>
If you require an adjustment to the process in order to enable you to perform your best, please get in contact with us on <a href="mailto:GSKEarlyTalent@srgtalent.com" target="_blank" rel="noopener">GSKEarlyTalent@srgtalent.com</a> or call 01582 692870.
If you have any questions regarding the recruitment process or the role itself, please do not hesitate to get in touch.
Good luck!
&nbsp;
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<h2>Latest News, Events &amp; Insights</h2>
Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;

As a global STEM network, we apply our specialist industry knowledge to the full spectrum of roles and talent solutions. We recruit across the product life cycle, from scientific research and technology, clinical trials, manufacturing, and engineering disciplines to market access. We have over 30 years of experience in taking projects from discovery to completion and developing bespoke solutions to help unlock new ways of working and thinking.

Industry Leaders in Life Science, Engineering and Clinical Recruitment

<h5>The Global STEM Salary Survey 2024: Helping to shape STEM’s future</h5> SRG’s annual Global Life Science, Clinical and Engineering Insights Survey is created – in association with New Scientist Jobs – to gain and provide such knowledge and insights, help us benchmark vital data and discover the information STEM companies need to deliver fair, competitive and – most importantly – attractive salaries and employment prospects. Click the link below to take part – as a thank you, all respondents who complete the survey will be entered to win a £250 Amazon voucher.

Take the survey

<h5>The Global STEM Salary Survey 2024: Helping to shape STEM's future</h5> SRG’s annual Global Life Science, Clinical and Engineering Insights Survey is created – in association with New Scientist Jobs – to gain and provide such knowledge and insights, help us benchmark vital data and discover the information STEM companies need to deliver fair, competitive and – most importantly – attractive salaries and employment prospects. Click the link below to take part – as a thank you, all respondents who complete the survey will be entered to win a £250 Amazon voucher.

<h2>Latest News, Events &amp; Insights</h2>

<h1>Insights</h1>Our Life Sciences expertise and partnership-led approach allows us to provide unique insight into industry trends. Explore our latest collection of case studies, news, events, and insights from SRG.

Contact us if you are interested in finding out more about how we can help you.

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<h2>Industry-Leading Positions in Clinical &amp; Quality, Regulatory &amp; Compliance Fields</h2>Find our latest life sciences career opportunities.

<h2>Latest News, Events, and Insights</h2>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights

<h1>Shaping the Future of STEM</h1>As technological advancements accelerate, new fields emerge, and competition intensifies, the demand for professionals within STEM industries continues to outpace the available talent pool.Utilising our outstanding client portfolio our dedicated team of consultant will provide you with amazing opportunities that will enable you to flourish in your career

<h2>Want to be featured as an Employer?</h2>SRG will feature your company as one to work for! Reach out to us today to learn more.&nbsp;

<h2>Join Our Talent Network</h2>Are you looking to take the next steps in your Life Sciences career? Register your resume on this form and let our recruitment team find your next opportunity!

<h2>Get in Touch</h2>Complete for form below and we will be in touch!

<h3>Send Us Your CV/Resume</h3>Unlock the untapped potential in people, jobs, and data to enhance the now and shape the future.

<h1>Join Our Team</h1>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG is the place for you. Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients, from top-ten pharma organisations to start-up MedTech companies.

<h2>Get in Touch</h2>Do you have a question? Leave it with SRG.

<h2>Newsletter Sign up</h2>SRG are industry leaders and work with 3rd party vendors for market intelligence

<div>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.To better understand these challenges and what can be done to address them, Synergy by SRG surveyed over 1,000 laboratory leaders for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;Download the Lab Leader Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;<ul><li>Talent attraction and retention &nbsp;</li><li>Skills and expertise gaps&nbsp;</li><li>Efficiency and operational challenges&nbsp;</li><li>Technology, automation and digitisation</li></ul></div>

<div>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.To better understand these challenges and what can be done to address them, Synergy by SRG surveyed over 1,000 laboratory leaders for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;Download the Lab Leaders Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;<ul><li>Talent attraction and retention &nbsp;</li><li>Skills and expertise gaps&nbsp;</li><li>Efficiency and operational challenges&nbsp;</li><li>Technology, automation and digitisation&nbsp;</li></ul><h2>Want to know more about<a class="customLink" href="https://www.srgtalent.com/synergy-scientific-solutions"> Synergy Scientific Solutions</a>?&nbsp;</h2>If you, like many lab leaders we asked as part of this survey, are concerned about the efficiency, expertise and output of your laboratory, Synergy are ready to provide the expertise and strategies required to tackle these challenges. &nbsp;Contact us today for a confidential, obligation-free discussion at: synergyqueries@srgtalent.com&nbsp;</div>

<h2>Our Team</h2>
Our highly skilled teams fully integrate into your working environment, adhering to your standard operating procedures. This allows you to maintain visibility and control, whilst retaining the freedom to check in with our team as much or as little as you&rsquo;d like. Most of our staff are on permanent contracts and we strive to upskill and cross-train our teams to ensure our customers always benefit from workforce stability and high engagement, as we strive to reduce the challenges of resourcing demands.&nbsp;

<h1>Meet the Team</h1>Meet our team of empowering, determined and innovative individuals working across the globe for SRG.Based in the United Kingdom, with offices in Birmingham, Cambridge, Glasgow, London, Luton, and Manchester, and in Ireland, Europe, and the United States, you’ll find our friendly faces in regions far and wide.And no matter which location you’re in, each SRG environment is the same – one that’s designed to help our people thrive, working and developing alongside like-minded, creative, and driven colleagues.&nbsp;

<h2>Get in Touch</h2>
Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right solutions for you.

<h2>Work with us</h2>
If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG is the place for you.&nbsp;

<h2>What are the core pillars of a managed service programme or contingent workforce solution?</h2>&nbsp;By using a vendor management system, a robust managed service programme provides complete oversight into the status of each contingent worker at your company &mdash; optimising contingent workforce management and driving performance through people, processes, and technology.<details><summary>The core components of a managed service programme include:</summary><ul><li>Management of the non-permanent workforce (timesheets, payroll, etc.)</li><li>Qualified pools of talented candidates</li><li>An efficient recruitment process</li><li>Supplier management</li><li>Contract management</li><li>Candidate selection</li><li>Data-driven analysis</li><li>Invoice management</li><li>Frequent progress reports</li><li>Business reviews</li><li>Payrolling</li><li>HR management</li><li>Metrics dashboard</li></ul></details>

<h2>What is a Managed Service Provider (MSP)?</h2>&nbsp;A managed service provider (MSP) or contingent workforce solution (CWS), manages the temporary worker recruitment for an organisation and is responsible for the end-to-end management of the contingent workforce - from supplier management and strategic workforce planning to contractor care and offboarding.In the recruitment industry, the term &lsquo;MSP&rsquo; can refer to either a managed service programme OR a managed service provider. The difference between the two is that a managed service programme is a contingent workforce solution (CWS), while a managed service provider is a specialist who delivers this solution.In other words, &lsquo;managed service programme&rsquo; and &lsquo;contingent workforce solution&rsquo; can be used interchangeably to describe the service offered by a managed service provider like SRG. To avoid further confusion, we&rsquo;ll stick to full terms from here on out.

<h2>What are the benefits of a managed service provider or contingent workforce solution?</h2>&nbsp;In an increasingly competitive contingent talent market, turning to a managed service programme brings several key benefits to a business.<details class="mce-accordion"><summary>Control</summary>Hiring managers can easily acquire strong talent thanks to streamlined, standardised processes across all suppliers &mdash; driving down time-to-hire.</details><details class="mce-accordion"><summary>Visibility</summary>You&rsquo;ll gain oversight of the entire contingent workforce via a tailored VMS that provides regular reporting and a clear audit trail.</details><details class="mce-accordion"><summary>Compliance and risk mitigation.</summary>&nbsp;With external experts managing all legislative and governance requirements, you&rsquo;ll be brought up to speed on compliance best practices and ensure your business is fully compliant.</details><details class="mce-accordion"><summary>Supply chain efficiency</summary>By running all contractor and supplier engagement through a single trusted provider, you&rsquo;ll significantly reduce administrative burden.</details><details class="mce-accordion"><summary>Agility</summary>With the experience of a managed service provider to call upon, you can better respond to market shifts and improve efficiencies &mdash; making your organisation more agile in the process.</details><details class="mce-accordion"><summary>Cost savings</summary>A managed service provider will secure substantial cost savings through exercises such as supply base reduction and staffing benchmarking.</details><details class="mce-accordion"><summary>Scalability</summary>Working with an extensive supplier base, a managed service provider can find you alternative sources of talent when your supply chain fails to deliver &mdash; enabling you to scale your programme up or down according to your immediate business needs.</details><details class="mce-accordion"><summary>Governance</summary>Ensuring internal mandating of rates, compliance, and processes.</details>&nbsp;Utilising a managed service provider is a win-win for any business with a sizeable temporary workforce. By building relationships with your business users to understand the ins and outs of your organisation, a dedicated team of industry experts manages your suppliers, sources top talent, and drives best practices on your behalf.

One of the most effective ways a business can successfully manage its contingent workforce is by calling on the expertise of a third-party solutions provider &mdash; particularly one with a dedicated account management team, an optimised vendor management system (VMS), and a focus on control and cost savings.

Managed Service Provider &amp; Contingent Workforce Solutions

<h2>Is an MSP solution right for my business?</h2>&nbsp;While contingent working has grown at a phenomenal pace in recent years, finding top contingent talent with the most critical skills is an increasingly costly and time-consuming process. With contingent workers (ie. non-employees) making up 40% of the workforce, being able to attract the best talent is crucial.If your organisation has a medium-to-large contingent workforce, a managed service programme is the ideal solution. Whether you&rsquo;re looking to improve visibility, compliance,&nbsp;or control, or simply want a fresh recruitment strategy with a new partner, we can build a solution that works for your business.Managed service provider solutions don&rsquo;t work for every business, particularly those without sizeable contingent workforces. If you&rsquo;re a scaleup or a startup with a smaller contingent workforce, one of our other recruitment services may prove a better fit.

<h2>Want to Know More?</h2>Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right fit for you.

<h2>Latest Salary Survey</h2>SRG are industry leaders and work with 3rd party vendors for market intelligence&nbsp;

<h1>Podcasts &amp; Webinars</h1>At SRG, we&rsquo;re taking recruitment podcasts to the next level. Join us for transformational conversations on the scientific industry, workplace, and personal growth.

<h2>Refer A Friend</h2>Refer a friend here, please complete the form.

How does it work?<div class="mb-4">Good people tend to know good people. In fact, around a third of our placements are recommended by existing candidates and contractors.So, when you recommend a friend to SRG and we place them in a contract or permanent job, you can receive a &pound;250 Love2Shop voucher as a thank you.&nbsp;All you need to do is&nbsp;complete the short form&nbsp;at the bottom of this page. A referred candidate should satisfy the following criteria:<ul type="disc"><li class="x_xxmsonormal">Not already be registered with us</li><li class="x_xxmsonormal">Be relevant to the roles and sectors we cover</li></ul>Once the referred candidate is placed, they must complete 3 months of work before a reward can be claimed.We will send you your voucher once we have successfully placed your friend or colleague into a new job and they have passed the probation period.</div><h5>To refer a friend, please complete the form.</h5>

<h3>Need help hiring?</h3>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> solutions@srgtalent.com </a>

<h3>Looking for your next opportunity?</h3>SRG work with leading global organisations at the helm of innovation in STEM. We have job opportunities across the STEM industries, covering all experience levels from graduate and entry level to executive leadership.

<h2>Salary insights and trends from over 4,000 global professionals across STEM industries</h2>Wondering how your company’s salary offers compare to your competitors? Are you offering above, or below industry standards? Is your business as diverse, inclusive and fair as it should be?Or are you a STEM professional seeking to uncover salary trends and expectations for your role?The exclusive insights from our Global STEM report not only offers the answers you're looking for, but also empowers you to make informed decisions for your career or recruitment strategy.Download now to discover:<ul><li>Global Life Science, Engineering and Clinical sector salary trends</li><li>How ethnicity affects salary</li><li>Differences in the gender pay gap</li><li>Insights into AI in the workplace</li></ul>

<h1>Global Talent Trends and Insights 2024</h1>Finding, attracting and retaining the very best talent isn’t just vital for the future of your business, it is critical to the future of STEM too.In the competitive and skills-short STEM recruitment market, understanding salary levels and expectations, along with embracing diversity and inclusion, can give your company an advantage. Anticipating future industry skill needs can also benefit potential hires.

<h3>Need help hiring?</h3>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> solutions@srgtalent.com </a>&nbsp;<h3>Looking for your next opportunity?</h3>SRG work with leading global organisations at the helm of innovation in STEM. We have job opportunities across the Life Science, Engineering and Clinical industries, covering all experience levels from graduate and entry level to executive leadership.

<h2>Discover Global STEM Talent Trends &amp; Insights 2024</h2>
Gain valuable insights from over 4,000 professionals on salary benchmarks, workplace trends, Equality, Diversity and Inclusion, AI in the workplace, and more. In today’s competitive market, securing and retaining top talent is crucial for success, whether you’re a business or an individual striving for career growth – stay ahead of the curve!

At SRG, we have served STEM industries and companies in the UK, Europe and beyond for over 30 years, using our skills, expertise and understanding of what job seekers and employers are looking for to find the right people, for the right roles, at the right time.As industry leaders, we know where to find the very best talent, and recognise the potential for innovation that will help build a brighter future for STEM.That’s why our STEM recruitment experts in Ireland, located in Dublin and Cork, are ready to provide tailored STEM Recruitment and Global Managed Services to clients and candidates, drawing on technical and scientific knowledge to begin a journey to success that will continue long into the future.&nbsp;

At SRG, we understand the challenges that come with hiring scientific and engineering talent – whether you’re starting and scaling up a business or an established leader in your field. That's why we offer tailored services to best serve our clients' needs.With over 30 years of experience, our team of consultants can provide guidance and support on all aspects of the recruitment process.&nbsp;

<h2>Lab Leader Vision 2025</h2>
Discover strategies for success with insights from over 1,000 surveyed lab leaders, plus expert guidance and advice. Explore workforce challenges, automation and efficiency strategies to drive lab innovation and resilience.

<h1>Synergy Scientific Solutions</h1>
Synergy provides flexible Scientific Functional Service Provision solutions, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries.&nbsp;

<h2>Empowering Your Business and People with Synergy Scientific Services</h2>

<h2>Subscribe to our newsletter</h2>&nbsp;

<h2 class="elementToProof">SRG &amp; Graduates</h2><div class="elementToProof">If you are a STEM subject&nbsp; graduate looking to register your CV, explore the latest graduate job opportunities, or learn more about how we can support your career ambitions, you've come to the right place.</div><div class="elementToProof"><div class="elementToProof">&nbsp;</div><div class="elementToProof">Our specialists have the expertise and experience to help you navigate your early career journey, providing you with vital insights and guidance, and connecting you with hundreds of STEM organisations who are looking for talented, driven graduates just like you.</div></div>

<h3>Need help hiring?</h3>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at<a href="mailto:solutions@srgtalent.com"> solutions@srgtalent.com</a>

<h1>Powering the Future of STEM</h1>
Together, we are united by one purpose, one culture, and one driving force: virtuosity. A core part of Virtuosity is customer-centricity.&nbsp;
Our teams come together across Impellam to combine our integrated capabilities, our digital solutions and our culture of virtuosity and that is when the magic happens for our customers.

<h1>About Us</h1>
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Our team is&nbsp;comprised of seasoned professionals with deep expertise in the life sciences sector, bringing together years of experience in biologics, biotechnology, clinical trials, medical devices, pharmaceuticals, and healthcare.&nbsp;&nbsp;
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We&rsquo;re passionate about innovation and excellence and are dedicated to connecting clients with the transformative talent that will drive the future of life sciences.&nbsp;&nbsp;
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<h2>Get in Touch</h2>
Do you have a question? Leave it with SRG.

<h2>Work for us</h2>
Interested in joining our team? Apply today!

<h3>Join the Team at SRG Talent</h3>
If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG might just be the place for you.
Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients -&ndash; from top-ten pharma organizations&nbsp;to start-up medtech companies

<h2>The SRG Pulse: Latest News, Events &amp; Insights</h2>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;

<h1>Business Solutions</h1><h3>Partner with the leading STEM recruitment agency</h3>Your standards and expectations are high. So are ours. We know what matters, so that’s what we focus on. You can rely on us to build relationships, tailor solutions, and champion talent, whilst adapting, flexing, and collaborating with you to create the talent solutions required.

<h2>Get in Touch!</h2>There are many way to get in touch.

<h3>Send Us Your CV/Resume</h3><div class="mb-4 contentWrapper">Unlock the untapped potential in people, jobs, and data to enhance the now and shape the future.</div>

<h2>Get in Touch</h2><div class="mb-4">Do you have a question? Leave it with SRG.</div>

<h2>Newsletter Sign up</h2><div class="mb-4">Stay up to date with SRG<div class="mt-4"><div id="sourceflow-form-e54992b4-68bf-4d40-9716-616c209fc500" data-sourceflow-form="form" data-sourceflow-form-id="e54992b4-68bf-4d40-9716-616c209fc500"><div id="edolvuk" class="formio-component formio-component-form formio-component-label-hidden"><div class="formio-form"><div id="edfkgjf" class="form-group has-feedback formio-component formio-component-radio formio-component-typeOfNewsletters"><div class="form-radio radio" role="radiogroup" aria-labelledby="l-edfkgjf-typeOfNewsletters" aria-required="false"><div class="radio form-check">&nbsp;</div></div></div></div></div></div></div></div>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0">Do you have any questions?&nbsp;Don't hesitate to contact our SRGContractor&nbsp;Team&nbsp;for quick&nbsp;answers!&nbsp;<span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</div><div class="OutlineElement Ltr SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to&nbsp;help&nbsp;you&nbsp;through&nbsp;your journey with SRG.&nbsp;No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.<span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;&nbsp;<div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0">Contractor&nbsp;Benefits</h5><h5 class="Paragraph SCXW135433514 BCX0">Benefits offered by Lorien&nbsp;may&nbsp;include:&nbsp;&nbsp;</h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Integrated prescription benefits with your medical plan&nbsp;</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Two standalone PPO dental plans (one plan includes orthodontic benefits for adults)&nbsp;&nbsp;</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Savings&nbsp;programs: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</li></ul><ul><li class="Paragraph SCXW135433514 BCX0">Direct deposit (weekly payroll)&nbsp;&nbsp;&nbsp;</li></ul>&nbsp;</div></div><h5>Our hotlines are:</h5>

<h4>Professional Referrals<span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</h4><div class="OutlineElement Ltr SCXW175820273 BCX0">At SRG, we believe in the power of professional connections to fuel our industry's future. That's&nbsp;why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names&mdash;they're&nbsp;seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career.&nbsp;<span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</div><div class="OutlineElement Ltr SCXW175820273 BCX0">When a contractor refers a candidate to us,&nbsp;it's&nbsp;a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent.&nbsp;<span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</div><div class="OutlineElement Ltr SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.&nbsp;Please speak to your recruiting contact to discuss our referral bonus program in greater detail.</div>For all other questions, please complete our form:

<h1>Contractors</h1>As an established staffing partner to our amazing client companies, your success is our top priority. We&rsquo;re here to support our Contractors every step of the way in your career with SRG.&nbsp;&nbsp;Whether you are a new starter or a career contractor, SRG is your trusted advisor. We provide you with personal, responsive attention and will assign an employee care representative to answer any questions you might have.&nbsp;

<h2>How to Unlock Talent Trends & Insights to Move Your Business Ahead</h2>Join us for a 40-minute streaming video event discussing the latest Global Talent Trends & Insights report, sponsored by SRG, the industry’s leader in Life Sciences, Engineering and Clinical Recruitment, and New Scientist, a global weekly science and technology publication. In this informative session, we’ll discuss the findings from the 4,000 professionals surveyed across the UK, US, and Europe to uncover what professionals value most in their careers. We will dive into salary data and skills in STEM and learn how AI is shaping the job market. We'll discuss key DEI feedback and present the latest cultural statistics, providing you with actionable information to inform your talent strategy and stay ahead of the competition for talent. Don’t miss this opportunity to gain valuable insights from industry experts, including Justin Mullins, Consultant Editor at New Scientist Jobs, along with Philippa Clark and Patrick Stedman, industry leaders from SRG.

<h2>Powering the Future of STEM</h2>Unlocking exceptional job opportunities for Life Sciences talent in niche markets, we transform our partners' businesses.

<h2>Awards &amp; Industry Recognition</h2>

<h2>Featured Jobs</h2>Find the best Life Sciences career opportunities:&nbsp;

SRG is the leader in the Life Sciences human capital industry. We apply three decades of specialized knowledge to a full spectrum of clinical, quality, regulatory, and compliance talent solutions. We recruit across the Life Sciences product life cycle&mdash;covering scientific research and development (R&amp;D), clinical trials, manufacturing, and engineering disciplines.&nbsp;Together, we create world-class communities that empower individuals and businesses to shape tomorrow&rsquo;s world.&nbsp;

Industry Leaders in Life Sciences Recruitment

<h1>Insights</h1>Our Life Sciences expertise and partnership-led approach allows us to provide unique insight into industry trends. Explore our latest collection of case studies, news, events, and insights from SRG

If you'd like information on how SRG can impact your business, fill out the form and we will contact you within 24 business hours.

<h2>More Information</h2>Looking for more?

<h1>Featured Employers</h1>SRG will feature your company as one to work for! Reach out to us today to learn more.&nbsp;

<h1>Industry-Leading Opportunities&nbsp;</h1>The Life Sciences industry is multi-faceted, and our team deeply understands each sector’s nuanced demands. This expertise enables us to identify opportunities that pinpoint precise skill sets and cultural alignment, ensuring a perfect match for our candidates and client industry-specific needs.&nbsp;

<h2>Industry-Leading Positions in Clinical &amp; Quality, Regulatory &amp; Compliance Fields&nbsp;</h2>Find our latest life sciences career opportunities.&nbsp;

<h1>Shaping the Future of Life Sciences</h1>As technological advancements accelerate, new fields emerge, and competition intensifies, the demand for professionals in the Life Sciences industry continues to outpace the available talent pool. In fact, life sciences occupations have the second lowest unemployment rate in the nation at 0.6%.Our dedicated team of recruitment specialists will find you the best fit from our outstanding client list and provide amazing career opportunities so you can grow and flourish in your career.

<h1>Meet the Team</h1>We are a global STEM network offering a full spectrum of roles and talent solutions across science, including clinical trials, technology, engineering, and maths disciplines. We're here to enable innovation, but our success comes from people and connections.

<h2>Get in Touch</h2>Do you have a question?

<h2>Work for us</h2>Interested in joining our team? Apply today!

<h3>Need help hiring?</h3>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> connect@srgtalent.com </a>

<h3>Looking for your next opportunity?</h3>SRG works with leading global organizations at the forefront of innovation in Life Sciences. We have job opportunities covering all experience levels.

<h2>Salary insights and trends from over 4,000 global professionals across a wide variety of industries</h2>Wondering how your company&rsquo;s salary offers compare to your competitors? Are you offering above or below industry standards? Is your business as diverse, inclusive, and fair as it should be?Or are you a Life Sciences professional hoping to find out whether your salary matches up to your peers, or the average salary expectations for your role?The exclusive insights gained from our Global Talent Trends &amp; Insights Survey could provide the answers you&rsquo;re looking for and help you make more informed decisions for the next stages of your career or recruitment strategy.Download now to discover:<ul><li>Global Life Science salary and workplace trends</li><li>How ethnicity affects salary</li><li>Global differences in the gender pay gap</li><li>Insights into AI in the workplace</li></ul>&nbsp;<a class="primaryBtn" href="/site-assets/pdf/SRG_Global_Talent_Trends_Insights2024_US_Version.pdf" target="_blank" rel="noopener">Download Report</a>

<h1>Global Talent Trends &amp; Insights 2024</h1>This year’s Global Talent Trends &amp; Insights report is set against dramatic change. During the COVID-19 pandemic, the drive to develop vaccines and treatments led to considerable investments in the life sciences sector and increased demand for skilled workers. This inevitably led to a reset&nbsp;when the virus was eventually curbed. This year’s report suggests a potential return to pre-pandemic activity levels.&nbsp;

<h2>Discover Global Life Sciences Talent Trends &amp; Insights in 2024</h2>Gain valuable insights from over 4,000 professionals on salary benchmarks, workplace trends, Equality, Diversity and Inclusion, AI in the workplace, and more. In today&rsquo;s competitive market, securing and retaining top talent is crucial for success, whether you&rsquo;re a business or an individual striving for career growth &ndash; stay ahead of the curve!

<h2>The SRG Pulse: Latest News, Events, and Insights</h2>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights

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