The job market for biopharma professionals is showing signs of improvement after a period of rapid hiring and layoffs in recent years, according to panelists at the “2026 Hiring Trends and Job Market Signals” webinar hosted by BioSpace. Experts from recruitment firms discussed current trends, including demand for contract workers, the importance of communication skills, and changes in the hiring process.
Leslie Loveless, CEO and managing partner of Slone Partners, noted that the market has become more balanced compared to previous years. "They are conversations about real opportunities, and those jobs are opening, and so that is a wonderful place to be," she said.
Bryan Blair, vice president of biotech and pharma recruiting at GQR Global Markets, observed that after a downturn in late 2025, there has been a gradual return to normalcy in early 2026. Eric Celidonio, founder and managing partner of Sci.bio Recruiting, described the current environment as a "new normal," adding: "Whenever the pendulum swings, sometimes it swings too far in the opposite direction. It went so far that we’re seeing kind of a bounce from that, the lows."
One significant shift highlighted by Blair is an increase in contract-based hiring over permanent roles. He explained: "I probably am doing 30% to 40% more of my business on the contract side than permanent-side hiring, and this is generally with clients who have historically always went for full-time employees who are just going for a leaner workforce." Celidonio added that many companies use contractors due to limited headcount while displaced professionals take these roles out of necessity. "Even if things have improved a little bit, they’re still way off from where they were," he said.
Communication skills remain crucial for candidates seeking jobs in biopharma. Celidonio emphasized that many skilled individuals struggle to effectively present their talents: "I think many of the otherwise very adept, capable talent don’t do a good job of communicating that talent." He advised practicing communication beyond digital interactions to build valuable connections: "If you’re not good at it, practice it and get good at it... And when you make those connections, it’ll be way easier to land a job."
The panel also addressed changes in how companies hire new staff. Loveless said hiring processes have slowed down and become more structured compared to previous rapid-hiring periods. This includes steps like on-site interviews or seminars. Celidonio pointed out that having many candidates does not necessarily speed up decisions; instead companies take extra time vetting applicants: "Because it’s really hard to narrow it down, they’re taking extra steps for vetting that they wouldn’t have taken in a tighter job market..."
Boards of directors are now more involved in hiring decisions than before—sometimes participating directly in interviews even for director-level positions. Loveless explained this increased caution: "That actually happened more than once in 2025... because everyone just got so careful about every single hire they were making..."
Regarding resumes, Blair advised candidates not to condense their experience but rather provide detailed information specific to their roles—especially when describing clinical trial work or specialized areas within biopharma. "I would say try to further niche yourself down as opposed to appeal to the broadest audience possible," he said.
Both Celidonio and Loveless highlighted the value of having an advocate within an organization during the application process. As Loveless put it: "But if an advocate brings that same piece of paper... they immediately get seen differently." However, Celidonio warned against cold emailing potential advocates without first building relationships.
These insights reflect ongoing adjustments within biopharma employment as both employers and candidates navigate evolving expectations.
