Specialisms
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Biometrics
We connect SAS programmers, data managers and data scientists with the latest opportunities within CROs and pharmaceutical companies.
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Commercial
Versed in the ever-changing commercial landscape, our team place professionals across a variety of verticals including marketing, sales, HEOR, market access and legal.
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Clinical Operations
In support of some of the most innovative pharmaceutical and biotechnology companies and leading CROs, our team source professionals for stages I - IV clinical trials across Europe and the US.
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Medical
We work with industry leaders in biopharmaceuticals, medical devices and CROs and support their growth in the medical affairs and clinical development space.
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RA, QA and Validation
An essential part of the drug development cycle, our dedicated team work with clients in the quality assurance, quality control, regulatory and validation fields across Europe and further afield.
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Research and Development
Those we work with rely on us to pair top talent with boundary-pushing R&D departments to ensure they can continue supporting the patient population through research activities.
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Technical Operations
From manufacturing to product development, facilities management to engineering, our team understand the skills necessary to ensure the success of a tech ops department.
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Support and Administration
Our partners trust us when it comes to connecting professionals with opportunities across all aspects of their business, including support and administrative roles.
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Information Technology
Our sister brand, M Cubed, are dedicated to providing ERP, CRM and Risk and Analytics solutions across the globe. We also operate in the Pharma IT arena.
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TeamSEC
June 2020How can I get the full picture when conducting a video interview?
Over the past two months, growth strategies have been thrown off-kilter and hiring activity ceased for many life science organisations around the world. For those that have been hiring, video interviewing is the only option. The use of video in the recruitment process is of course not a new thing, but it certainly has been brought to the fore in recent weeks. Now, restrictions are easing and employers are onboarding new team members again, but video interviewing is still the norm for the time being. So how do you get the most from a remote interview, and ensure you get a well-rounded picture of the candidate?Many clients and candidates we’re partnered with at SEC have experienced video interviews for the first time, and we have brought together what we have discovered makes the best video interviewing experience for both the employer and the interviewee.Communicate, communicate, communicate.Before we even start talking about the platforms you can use for video interviewing, you need to set expectations. The circumstances that we are working under at the moment are putting stress on everyone, people are being asked to do new things with limited knowledge and exposure.So overcommunicate.Approach the video interview as if it was in person, share expectations, run through the details of who will be attending and ensure it is in diaries. In addition:Share how to use any of the video software. Does it need to be downloaded? Can you use it on your phone if you don’t have a webcam?Will you be asking a candidate to present? What will the structure of the interview be? Will you ask for a presentation in advance or will they be asked to talk through anything on screen? Assume something will go wrong. Provide a backup telephone number and share it with the interviewee in advance.The tech.This may be limited to how your business is set up. If you currently use something like Microsoft Teams, Skype or Google Meet then hunt out guides that may assist the candidate. If you have flexibility in what you can use, then it is worth asking the candidate what they would prefer to put them at ease. If you’re using a recruiter then they may be able to give you use of a platform they have tried and tested with several businesses and can facilitate this.And then test.As the interviewer, you will need to make sure that you make as much of a good impression as the candidate. This means good WiFi connections, a well-lit room and a camera positioned in such a way that it’s not looking up your nose! If you haven’t used the technology in a while, then ask a colleague to go through a dress rehearsal with you – including sharing screens and any other features you may want to run through. It is worth sharing these tips with candidates as well.What is your business like?It’s hard now. People don’t get the chance to visit offices, understand the “buzz” of where they’ll be working and interact with others. Whether the world of work changes dramatically or not, you still need to convey your company culture to those who you are interviewing via video. What can you share visually (beyond the standard collateral) that will give potential employees an insight into your business? Work with your marketing team or recruitment partner to create a picture of what it’s like to with you and in the business. Maybe even share what you’ve done as a team during lockdown – that’s going to be increasingly important for candidates.Remember, it’s an interview.We give the same advice to candidates as we do to employers. Make sure that you make eye contact and smile – give those physical signs that shows you are listening and engaged. Be aware of the background. Be aware of what you’re wearing.You may be able to get a recording of the interview depending on your software, but it is still important to make notes “in-the-moment.” Allowances will of course need to be made from both the interviewer and the candidate at the moment, but a standard of professionalism is expected from both sides regardless.End the interview well.Don’t just click the red “Leave Meeting” button. Inform the candidate of the next steps, offer them and you the chance to follow up via email, phone or another video catch up.The fundamentals of interviewing have not changed, but we all need to increase our levels of awareness around video interviewing as it becomes more commonplace both now and in the future.At SEC, we have sat in on, prepared people for and advised on video interviewing processes for many businesses and individuals over the years. We hope this short summary helps you think more about your video interviewing process.If you’d like to discuss more or how SEC can facilitate your video interviewing process then please drop us a note.
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TeamSEC
Jacob Stafford-Wright June 2020A look into our brand new website
It’s been a fairly challenging time for many of us lately, for employers, jobseekers and freelancers. We’ve been supporting so many of you over the last couple of months, and we’re thankful that you’ve come to SEC for advice on hiring, tips on moving jobs in lockdown or just for a chat about the current market landscape.We’re pleased to have been able to maintain a steady pace throughout these difficult times, and to continue adapting to provide our services and knowledge when it’s needed. With a commitment to move forward, and at a time where we’re seeing many countries ease lockdown restrictions and some more growth in hiring activity, we’re excited to launch our brand new website.What’s new?A job search function that makes sense.We’ve updated and refined the job search capabilities on our site. You’ll be able to easily search, save and apply for our open vacancies, but you’ll also be able to sign up for automatic alerts. While we'd love you to visit our site regularly and have a scroll through our open vacancies, we know that isn't the most convenient thing for you. So, if we don’t have a role advertised that is a 100% match for you, simply register with us and we’ll send you an email when we do.Sector-specific content shows you our exact areas of expertise.Our business is continually developing, and subsequently, we now operate in sectors you might not have previously associated with SEC. New discipline pages outline our exact remits, as well as detailing how we can help you find your next job or secure your next hire. We’ve also revamped our latest news section, where you’ll be able to filter for news specific to your specialism.Get to know us a little better.We’ve updated our meet the team pages, as well as outlined a detailed history of SEC over on our about us page. Here you’ll also find our commonly asked questions, and understand exactly what a partnership with SEC provides.What do you think?We’re confident our new site is a huge step up from anything we’ve brought you previously, but we’d love to know your thoughts. Have a scroll through our website, and get in touch if you have any feedback.
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Clinical
Roy Nelson June 2020Why are clinical professionals increasingly opting for a career as a freelancer?
Leaving the security of full time employment and choosing a career in freelance can seem intimidating, but has become increasingly attractive to clinical professionals. At SEC we have constant demand for contractors with experience in the clinical market, particularly within the Biotechs and CROs we work with across Europe and the US. With the many benefits of freelancing it’s no wonder professionals are seeking advice on how to take the first step in their career as a contractor.I’ve been working in the clinical contract market since the start of 2018, and since then I’ve been building a network of contractors across Europe, mainly made up of Clinical Research Associates and Project Managers. I’ve learnt that a major difference in the mindset of a freelancer is their motivations; there are a number of things that drive a freelancer working in the clinical market that may differ from a professional working in a permanent role.Higher RemunerationThis is the main reason candidates tell me they’re looking to get into contract work. Contractors on average get a far higher rate than those working in a permanent role, particularly in the clinical market where professionals have skillsets that are in high demand. Contracting is extremely attractive to candidates that believe they can utilise skills they already have and earn more money doing so.When entering the freelance market, changes occur in the way you are taxed, how your expenses are filed and (dependant on location) your healthcare and other insurances – occasionally a contractor might consult a freelance accountant if they’re concerned about tax laws or IR35 regulations. In moving from a permanent role you could be giving up some lifestyle benefits that were offered by your previous company, but these are usually covered by the substantial increase in net income.The FlexibilityThere are a number of ways life as a contractor might offer more flexibility than in a permanent role. Some professionals opt to take long breaks between contracts, allowing them more downtime before seeking out their next position and taking longer holidays that might not be possible in a permanent role. A lot of clients in the life sciences industry also offer remote work, meaning professionals have the opportunity to work from home or be partially office based. Usually employees in permanent positions have little or no control over the hours they work or the location they work in, whereas freelancers can often negotiate their working modality to best fit their schedule.The VariationWhen in traditional full-time employment your work and working environment can become repetitive. Contract roles are less restrictive and can allow you to work for many companies in a shorter space of time, and in a clinical role it’s often on a global scale. Contractors are able to gauge what it’s like as an employee of each company, which informs their decision as to where they might pursue work in the future.The opportunity to work for many companies within the industry also allows you to quickly build your professional network, opening up opportunities for new work in the future.The Consultative ApproachSuccessful contractors often have consultative mindsets, and approach situations looking to offer their ideas and input rather than just following instructions - this is a crucial part of what makes a successful contractor. Once an employee has gained a considerable amount of industry experience, clients actively seek candidates that can offer expertise in a particular therapeutic area and actively drive the success of the project for the entire duration.Working on short term contracts each contractor is able to influence real change on the study, whether that be at associate level or project manager level. Seeing your impact on the outcome of the study can be really rewarding for those with a leadership mindset.Whatever the reason for moving from permanent to contract work, it’s important to assess your individual circumstance before making a decision. Success breeds success in the field, so it can take many years as a contractor to gauge a full idea of how to navigate the market. You may be out of work between projects for longer than you anticipate, or adverse events may halt the progress of a trial and prematurely end your contract. It’s important to be aware of the risks as well as the benefits, and organisations like IPSE and FCSA are there to provide guidance to freelancers and those looking to become one.If you’re a clinical professional looking for more information on opportunities in the contract market, feel free to reach out directly on +44 (0) 207 255 6620 or at Roy.Nelson@secpharma.com
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TeamSEC
John Spring May 2020From consultant to manager: an overview of my journey with SEC
John started at SEC Recruitment in 2017, following three and a half years in life science recruitment. After two promotions and choosing the management career path, John now heads up a team of four consultants, focusing on the technical operations, quality assurance and regulatory affairs market. What made you choose SEC?I was really impressed by the diverse company culture; multiple languages and cultures, a wide spectrum of personal and professional backgrounds, all working together to provide an amazing client and candidate experience in virtually any country. I also loved the fact senior management were actively and visibly involved in the day-to-day operations of the company. How has SEC supported your career progression?Since joining in 2017 I’ve been promoted from consultant to senior consultant, and recently promoted again to manager. SEC has provided the framework that allowed me to grow and develop, giving clear criteria for promotion and offering the support and guidance I needed to get there. Even now I’m managing my own team of four, I know that support is there when I need it. Why do you think you have been successful in your role?Two main reasons; hard work (something that every salesperson needs is a strong work ethic and a will to succeed), and support from the wider company. This support is not only in the form of learning and development and back-office support, but from investment in resources like LinkedIn, job boards, our candidate database, analytics tools and more. There’s plenty of other factors but these are two of the main ones. What would you say to someone looking to join SEC?Whether you’re starting out in recruitment or are a seasoned veteran recruiter, this company can offer an amazing workplace. The support, training, people and growth opportunities are excellent and the company are very good at building a tailor-made development programme for your unique needs and experience.At SEC we've cultivated an atmosphere where we encourage each other to perform, progress, and be successful. Join an organisation that puts their people at the heart of everything they do.what it's like to work for us submit your CV
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Commercial
James Seed April 2020The influence of medical education on the wider pharmaceutical landscape
Those working in medical education play a vital role throughout pre-launch and post-launch phases of treatment development. Working in the industry means that you can have a direct effect on the success of treatments by providing healthcare professionals (HCPs) with educational programmes; these programmes focus on advances in therapeutic management and engage HCPs to change the way they treat their patients.This week we spoke to James Seed, Managing Director at Wave Healthcare Communications, about the modern medical education landscape and what developments in the sector mean for those working in the field. What is medical education?The term medical education covers a wide range of programmes that aim to provide evidence and endorsement for the effective use of medicines. These can be anything from webinars, symposia and animations through to developing and maintaining websites. The programmes are usually sponsored by pharmaceutical companies. Why was Wave established?We set up Wave in 2001 because we felt there was a need to provide clients with compelling medical education programmes delivered by people who know what they’re talking about and enjoy what they do. At that time, we felt that there was a gap in the market for people who could deliver medical education programmes that aligned with a client’s brand and marketing objectives. This approach was welcomed by our clients to the extent that many of them have worked with us since that time and with many others for over 10 years. What is so good about working in medical education?We are often working with cutting edge medicines which challenge the way diseases have been treated in the past. Our challenge is to communicate the benefits of these medical breakthroughs by working with the experts in each particular disease area. We are currently working with medicines providing new approaches to treating cancer, diabetes, cardiovascular disease, mental health and anti-infectives. This gives you an idea of the variety and intriguing work that we are involved with. What do clients think of your work?We continue to get great feedback from our clients, and we are particularly proud of working for four of the top five pharmaceutical companies in the world. When asked why they like working with us, our clients focus on the trust they have in us: the trust to create innovative programmes and deliver them accurately and on time. How is medical education evolving?When you look at any form of communication over the last 20 years the biggest impact has been the availability of digital channels. It's exactly the same in medical education and we have found some innovative ways of incorporating these channels. However, our core belief is that medical communication is always about the message and the content. This is where we really excel, by simplifying what can sometimes be complex messages and working with clinical experts to make those messages as compelling as possible. What kind of person does Wave look to hire?We continue to grow and are looking for more of the same type of people that currently work for us, a team of driven, talented and enthusiastic people. We welcome everyone from experienced programme handlers, medical writers and editors through to people who would like to learn the ropes through our editorial assistant or programme executive roles. What makes Wave different?Our structure at Wave really sets us apart as it is designed to encourage our people to be engaged in all aspects of our programmes. We start by assessing and understanding the clients’ brand objectives, meaning we can ensure that the content we create does everything it can to support their key messages in the most compelling way possible. Working within this structure gives you a feel for the breadth of career opportunities in medical education.
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Commercial
Emma Hobbs April 2020Playing catch-up: How can pharma compete in era of marketing innovation?
Traditional pharma marketing is not as effective as it once was. Patient experience is driving a change in expectations, and calling for a diversion from the traditional marketing methodologies of the past. We’re in a time defined by digital, innovation and technological advancements, and there are more ways to reach the consumer than ever before. As cutting-edge tech continues to allow marketers to pursue innovative strategies across a variety of sectors, why aren’t we witnessing boundary-pushing strategy in pharma? And what can we do to catch up?Addressing the CausesThe reality for pharma marketers is that every program, strategy or piece of content produced has to be meticulously reviewed, risk assessed and approved before it’s put in front of any patients or healthcare professionals (HCPs). When patient livelihood is part of the equation, there is no room for trial and error when it comes to strategy. In an industry abundant with strict regulations, patient protection laws and country-specific policies, it can be difficult for even the most digitally versed professionals to keep pace with the creative and innovative marketing efforts of other industries. 'How optomistic are you that your organisation could deliver the digital strategy you hope for?' Digital Pharma Advances survey, February 2020 I recently attended the Digital Pharma Advances conference in London, where a live survey revealed only 20% of attendees were optimistic about the ability of their organisation to deliver the digital strategies their marketing teams hoped for. At the conference we observed some real cutting-edge approaches to delivery, from utilising virtual reality for medical education purposes to working with advanced artificial intelligence to support sales strategy. These adoptions of tech didn’t wholly represent the current pharma landscape, however, and the underlying theme of the event was clear: there is still a need for pharma to push digital and promote disruptiveness. Closing the GapThe key to embracing innovation is to put the patient at the forefront of your strategy. In our industry we are swimming in real world data, and it has the potential to provide companies with insights on how patients react and engage with their treatments and products. In terms of closing the innovation gap between pharma and other industries, segmenting our marketing efforts by separating the methods used to target patients from the methods used to target HCPs is where we’ll observe the most traction.Patients, while often not the key decision makers, are showing increasing interest and participation when it comes to decisions about their own healthcare. Where HCPs largely respond to traditional marketing techniques, patients (particularly younger generations) expect digital engagement and require a contemporary approach.Those at the forefront of change recognise this, and are channelling efforts geared towards education and awareness rather than sales; adopting marketing techniques we wouldn’t typically associate with life sciences such as Celgene’s influencer marketing campaigns and J&J’s content-lead Care Inspires Care. While we are still observing frustration from those within the industry, the trends are positive. We are breaking new ground when it comes to marketing and digital strategy in pharma. While there are still strides to be made before we can compete with our unregulated marketing peers, we’ll continue to observe contemporary initiatives making their way to the forefront of pharma strategy in the months and years to come.
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TeamSEC
Priya Mukherjee March 2020Establishing myself as a market leader while developing my career in a direction that suits me
Priya joined SEC in 2013, and during her time in the organisation has focused her efforts on developing the contract biometrics division. As a fully home-based consultant, Priya has benefitted from our investment in work-life balance, and when she’s not recruiting she is spending time with her two young children.What made you choose SEC?I recognised SEC as an established recruitment organisation with a good, proven reputation. I joined the team to refine and grow the contracts biometrics area, working with some exceptional talent from whom I learnt a lot. As I was coming into the business at a senior level, SEC also gave me the flexibility to balance home and work life, providing me with the opportunity and resources to work from home on a full-time capacity. This was incredibly important as it allowed me to continue my career whilst still focusing on my two young childrenHow has SEC supported your career progression?As well as providing me the resources to work remotely, SEC have offered the latest technology and equipment that allows me to continue building on my success in the biometrics field. I’m also trusted to manage my pipeline independently, and I remain vested in SEC due to the support from those above me and the continued offer of flexibility. Why do you think you have been successful in your role?Balance and time management! It’s important to work hard when the roles are out, as you’ll reap the rewards during times when you don’t have so many. The support system at SEC has also played a huge part; even as a remote worker I know I have access to training and development programmes, and can reach out to management or our talent team when I need to.What would you say to someone looking to join SEC?While it’s not always easy. If you’re prepared to work hard and go that extra mile it is recognised and there are processes in place to help you succeed. SEC can nurture talent, and the management team do everything they can to help develop the consultants to become top billers. With excellent incentives and great training schemes, it’s a great fit for both newbies and those with recruitment experience - the culture outside of work is great too.At SEC we've cultivated an atmosphere where we encourage each other to perform, progress, and be successful. Join an organisation that puts their people at the heart of everything they do.what it's like to work for us submit your CV
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Biometrics
Teresa Mendez February 2020Driving the data behind drug development: Starting your career in SAS programming
The job of a statistical programmer is challenging and rewarding, and for those wanting to enter the life sciences market in a statistical programmer role, demand for SAS is high. SAS programmers support data scientists and statisticians by retrieving, reporting on and analysing statistical data, writing programs that create tables, listings and graphs that allow for interpretations of raw data from trials.What will you be involved with?It’s an important part of the drug development process; the collection and analysing of clinical trial data is essential in evaluating cost-effectiveness and side effects of a treatment, and can heavily inform the research and development process. I’ve been working in the biometrics market at SEC since the start of 2018, with a heavy focus on recruitment of statistical programmers. With a large European candidate pool at all levels of their career, I know there is incredible demand for professionals within pharmaceutical companies and CROs. As such, life sciences makes for an attractive venture for any statistical programmers looking for pacey career progression and scope to negotiate salary and flexible working - but how do you enter the industry at a junior level?A computer science degree is usually required for junior level roles, and in some cases employers require a masters in clinical trials or a life science related field. Surprisingly, extensive knowledge of SAS isn’t always required. SAS is used in far fewer industries than other programming languages, so companies recognise that not all programmers will have direct experience. CROs, biotechs and pharmaceutical companies often train junior level programmers in-house, encouraging applicants who are familiar with languages like SQL, Python or R to apply. Those looking to get SAS certified without the assistance of their employer can find it a very expensive venture, with courses costing thousands, so employers that offer internal training can be a great way of getting your foot in the door of a SAS career.Your career pathTypically, a position with a CRO is the best route into the industry, where demand is constantly high. Programmers should expect to work toward tight deadlines in this environment, as CROs receive pressure from the biotech or pharmaceutical companies they’re working for. Progression is fairly linear in the industry, and as they progress candidates often opt to move directly into a pharmaceutical company or offer their skills as a contractor.Because of the nature of SAS as a less common statistical programming language, movement for a senior level statistical programmer from another industry into a CRO/pharma at the same level isn’t always possible. While employers aren’t actively excluding senior candidates from outside of the industry, they may find that experience from outside the industry isn’t relevant enough. Drug development is a market that is very standardised and regulated, so senior level candidates have to meet very niche criteria: experience in SAS and experience with clinical data as a minimum. There often isn’t room for equivalent experience or qualifications here, so it’s common for senior statistical programmers to take a lower level role in order to learn the skills they’ll need for a career in the life sciences space.SAS programming is a rewarding career that can offer great benefits including high salaries, flexible working, and the ability to work on global projects. Opportunities for progression are very common, and statistical programmers from outside of the pharma industry are increasingly recognising the benefits and pursuing a career in SAS. Working closely with statisticians and data scientists, statistical programmers play a major part in the research and development stage of the drug development cycle, making a huge difference to patients worldwide.Interested in your next position in SAS? I’m always looking to hear from driven statistical programmers who are ready for the next step in their career. Take a look at the roles we have available on our website, or connect with me on LinkedIn to stay updated on the latest roles I’m working on.
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Commercial
Kim Martyn January 2020Hiring in the commercial sector: how do you secure the best talent in a candidate driven market?
The pharmaceutical industry has undergone a commercial transformation in recent years, and will continue to evolve in the future. Last year I wrote a piece for the SEC blog on digital being the future of pharma marketing, and since then we’ve seen huge advancements in machine learning and AI across the entire commercial sector. While advancements are being made to streamline processes and shorten pipelines for those already working within pharmaceutical commercialisation, the challenge still remains as to how companies can attract and retain talent in such a candidate short industry. Having worked in recruitment for 9 years and in the life sciences market for 5, I’ve seen first-hand that recruitment is a two way street; companies have to demonstrate their appeal as employers, just as a candidate has to demonstrate why they are the correct fit for a role. Companies that are able to modernise and adapt their offerings to match or exceed industry standard will always have the lowest attrition rates, and are able to maintain a motivated and productive workforce. During my time working within the commercial division at SEC, I’ve noticed many of my clients adapting their offerings to appeal to candidates and engage their current teams. So how can companies ensure they’re doing all they can to retain and attract the best talent? Company culture - you've got more control over it than you think.Company culture is the place I start when discussing new opportunities with candidates. In recent years a lot of my clients have focused on the wellbeing of their employees, and are beginning to modernise in ways other areas within pharma haven’t. A lot of the culture will depend on those within your organisation, but think about the things you can impact as a business owner; open office spaces where associate level are working side-by-side with director level encourages an open work atmosphere, and can have a positive impact on company communication and employee wellbeing. Offerings such as free breakfasts or fitness classes might seem trivial, but small things like that could seal the deal when extending an offer. Invest in your people. Devise an ongoing development plan that adapts as your employees progress.Training and development will always be appealing to an employee, and goes hand in hand with opportunities for promotion. Most clients I work with have a linear progression path, meaning I can give a clear idea of what the next few years with that company could look like for a candidate. Equally, hiring managers that have an open mind when it comes to requirements for entry level roles have an advantage in securing graduate talent. My clients that value coachability as much as experience and qualifications when it comes to junior roles, which allows them to train, develop and retain talent from an early stage in their career. Flexibility is a hot topic, but you don't have to bend over backwards.The flexibility buzzword what I hear most when I’m speaking with candidates, and when they tell me that’s what they’re looking for I know they want input over how, where or when they work - it can be daunting for an employer that might not have offered flexibility before, but it could be as simple as offering one day a week home working or allowing a semi-structured work week rather than a strict 9-5. Starting small will allow you to see what works for your business.According to LinkedIn’s employer value propositions survey, last year 56% of pharma professionals working within commercial divisions said work-life balance was a key factor that they looked for. Developments in technology mean employees no longer have to be tethered to their desks, and employers are increasingly offering home-working flexibility or four day work weeks, particularly for senior level staff. Whether it’s for health and wellbeing, travel time or family commitments, offering home working or flexible hours from the outset shows a company to be sympathetic to an employee’s individual needs and requirements. The offering of a ‘competitive salary’ doesn’t mean much when a candidate already expects the industry standard, it’s the things that come alongside it that can really capture their attention, and help to retain the workforce you already have. In such a candidate short industry, ensuring employee wellbeing is essential, and as an employer it’s never been more important to be creative and flexible with your company benefits.
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Regulatory Affairs
Sergio Carito December 2019Trends, insights and career advice: An overview of the regulatory affairs market
Regulatory affairs professionals play a critical role in the pharmaceutical industry and are involved at all stages of the drug development process, providing support and direction that enables other departments involved in the process to deliver effective healthcare products across the globe. Their work ensures products are approved by pharmaceutical regulatory bodies, a vital step in bringing any new treatment to market. Regulatory affairs has been a cornerstone of our operations for over 20 years. There is demand for professionals at each stage of the clinical trial process, and our candidate pool is made up of a diverse range of individuals from a variety of backgrounds. The tactical and strategic industry is favoured among life scientific professionals who are looking for a career that isn’t lab-based, but still want to be involved in drug development, and people looking for a position with higher job security than in similar research and development positions (product failure won’t necessarily put a regulatory affairs professional out of a job). It’s also a great route for graduates; entry-level roles are accessible for those who have a bachelors or a masters, a PhD isn’t often required. There is good career progression in within the field of RA, once one gains experience it’s easy to move from a junior administrative role into a more senior role with advisory functions. There is also the offer of flexibility, with some senior professionals opting to freelance, provide consultations or work from home. A key trait for those looking to enter the field is a meticulous eye for detail. A huge requirement is analysing and submitting heavily technical documentation, which often has to be done toward a tight deadline to meet market launch dates. Organisation skills are essential, and you have to be able to recognise and rectify mistakes quickly and efficiently, and communication skills are important too; Many RA professionals deal with all sorts of individuals involved at different stages of the drug development cycle, and so knowing how to communicate ideas effectively is essential.I’m often asked for advice on how to enter the regulatory affairs space, and the truth is there’s no single requirement for candidates to enter the field, and occasionally employers that offer junior roles are looking for prior experience. This makes researching roles and getting your foot in the door quite difficult, and could be enough to lead a candidate to look elsewhere. Networking is invaluable for those looking to start their career, and organisations like TOPRA and events like Regulatory Careers Live are great for graduates seeking career advice. An undergraduate or postgraduate scientific degree (biology, microbiology, pharmacy, biochemistry, pharmacology etc) is mandatory for getting into RA, and experience in drug development is a bonus. Importantly, candidates have to have a strong interest in RA, the drug development cycle and information analysis. Day-to-day I speak to candidates with a range of backgrounds and experiences, and I’ve learnt there is no one-size-fits-all template for the ideal candidate looking to begin a career in RA.The future of regulatory affairs is bright, and as with other areas within pharma, developments in artificial intelligence and machine learning mean the RA landscape is evolving. New roles are being introduced and there are new responsibilities for those in the field; There is a growing need for people to be accustom to working with AI, and the ways in which people are working keep changing as we discover it’s full capabilities.It’s an exciting time to be in regulatory affairs, and demand for professionals is high. Do you have questions about your next move within the field, or seeking advice on how to begin your RA career? Connect with me on LinkedIn for some further insights or to hear about our latest roles.
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