HR & Management Articles

Life science engineering talent is some of the hardest to recruit, not because engineers aren’t open to new roles, but because they’re extremely selective about how opportunities are presented. And if there’s one thing they consistently complain about, it’s job descriptions. Not the job itself, not the company, not the mission to cure disease or revolutionize automation. It’s the description.

For many life science organizations, November, and December feel like a natural time to slow down hiring. Teams are balancing year-end reporting, upcoming budget approvals, and holiday schedules. It’s easy to assume candidates aren’t actively looking and that recruiting efforts are better spent in January when “everyone’s back.” But in today’s competitive talent market, especially across biotech, pharma, medtech, diagnostics, and CDMOs, pressing pause can mean missing out on exceptional talent. Top candidates don’t wait for the calendar to change, and neither should hiring teams.