Biopharma professionals seeking roles in oncology may not always need direct or specialized experience, but it remains an important factor, according to two recruiters interviewed by BioSpace on Jul. 29.
Margaret Blackwell, global head of talent acquisition and recruiting services at Amplity, said employers in launch mode typically look for candidates with strong oncology relationships, relevant tumor-type experience, and a launch background. "They often can’t wait six, nine months to test and see are they going to make it or not," Blackwell said. For clinical operations roles where depth is prioritized over breadth, Todd Gabianelli, vice president of business development at ClinLab Solutions Group, said many employers want candidates with specific therapeutic marker experience. "They want somebody that’s lived in that therapeutic category, not somebody that’s been exposed to it," Gabianelli said.
Gabianelli explained that speed is crucial in clinical operations due to the nuanced protocols of specialized or precision oncology studies. "The studies are progressing fast, so they need that specific complex protocol experience," he said. He also noted a shift in hiring practices when funding tightened: "everybody was hiring to every hire had to have a very specific, warranted reason." Still, both recruiters observed instances where companies hired people without prior oncology experience if they demonstrated success elsewhere or if salary considerations played a role.
According to data from the BioSpace2026 U.S. Life Sciences Salary Report cited by Blackwell, full-time employees or contractors in oncology earned an average base salary of $162,898 in 2025 compared with $145,349 for biopharma professionals overall. Business stage also influences hiring decisions; while launch-mode companies favor those with direct oncology backgrounds, firms with established drugs may consider candidates from adjacent fields like immunology or rare disease.
Blackwell and Gabianelli identified several reasons why candidates sometimes fail to impress employers: being overly compensation-driven or underestimating the scientific acumen required for success in oncology roles. Blackwell shared an example where her firm withdrew an offer after a candidate focused too much on negotiating compensation rather than demonstrating commitment to the opportunity and mission.
For those looking to transition into oncology without prior experience in the field, both recruiters recommended networking through industry events and working with specialized recruiters. Candidates should tailor their applications by clearly explaining how their previous experiences transfer and why they are passionate about working in oncology roles.
