There’s a lot of talk about hiring in life sciences, but most of it is from the company side. Over the past few months, GForce has been asking life sciences professionals simple questions through LinkedIn polls, and some of the patterns are pretty interesting.
1. The market is active, but not necessarily easy
85% of respondents said they are currently applying to roles, and 72% said they are exploring new opportunities. Talent is clearly moving, but that doesn’t mean the process feels smooth. Activity is high, but friction still exists throughout the hiring journey.
2. Compensation leads, but priorities are shifting
While compensation remains the top factor (40%), it’s no longer the only driver. Work-life balance (26%) and career growth (19%) are close behind, showing that candidates are thinking more long-term and placing greater value on sustainability and development.
3. There’s a clear trust gap with AI in hiring
73% of candidates said they are concerned about AI being used in the hiring process, and only 7% find it helpful. At the same time, 40% believe AI will have a major impact on life sciences jobs. Candidates expect AI to shape the future, but don’t fully trust how it’s being used today.
4. The hiring process remains a major pain point
45% of respondents cited slow hiring timelines as their biggest challenge, followed by lack of feedback (27%) and difficulty finding roles that align with their skills (22%). The issue isn’t a lack of opportunity, it’s the experience of navigating the process.
5. Skills are evolving beyond technical expertise
47% of respondents identified communication and teamwork as the most important drivers of career growth, while 50% pointed to data and digital tools as critical for the future. The most in-demand talent today combines technical ability with strong cross-functional and digital skills.
6. External factors are starting to impact hiring
With recent changes to H-1B visa costs, 49% of respondents indicated they would stop hiring visa holders altogether. Others plan to slow hiring or move work internationally, which could have long-term implications for talent availability.
Final takeaway
The life sciences talent market is active, but increasingly complex. Candidates are open to new opportunities, but they’re more selective. They expect faster processes, clearer communication, and roles that align with both their professional and personal priorities. Organizations that adapt to these shifts will be better positioned to attract and retain top talent.
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