Life Sciences Recruitment in 2026: Tackling the Clinical & Regulatory Skills Crunch

The life sciences sector continues to evolve at a pace. Advances in biotechnology, personalised medicine, digital health and medical devices are reshaping how therapies are developed, tested and brought to market. At the same time, regulatory expectations are becoming more complex, global and data-driven.

As we move into 2026, one challenge stands out clearly for employers across pharmaceuticals, biotechnology, medtech and CROs alike: the growing shortage of clinical and regulatory talent. Demand for experienced professionals is rising faster than supply, placing sustained pressure on hiring strategies across the industry.

This article explores the drivers behind the clinical and regulatory skills crunch and outlines how life sciences organisations can adapt their recruitment approach to secure critical talent.

Why Clinical and Regulatory Skills Are in Short Supply

Clinical development and regulatory affairs sit at the intersection of science, compliance and patient safety. These functions require deep technical expertise, strong judgement and an ability to navigate evolving global frameworks. Unlike some roles, they cannot be scaled quickly or replaced through automation.

Several factors are intensifying the shortage:

• Increasing regulatory complexity, driven by evolving guidance, post-market surveillance requirements and global harmonisation efforts

• Growth in advanced therapies, including cell and gene therapies, which require highly specialised regulatory and clinical expertise

• A limited talent pipeline, with long lead times required to develop experienced professionals

• High attrition and mobility, as skilled individuals are actively sought after across competing organisations

For many employers, these dynamics translate into prolonged vacancies, increased hiring costs and greater operational risk if roles remain unfilled.

Roles Most Affected by the Skills Crunch

While talent shortages are being felt across life sciences, the pressure is particularly acute in areas such as:

• Clinical Project Management and Clinical Operations

• Regulatory Affairs (CMC, global submissions, labelling and post-approval)

• Quality Assurance and Compliance

• Pharmacovigilance and Drug Safety

• Medical Affairs and Clinical Science

These roles are business-critical. Delays or gaps in expertise can directly impact development timelines, regulatory approvals and ultimately market access.

Rethinking Traditional Hiring Approaches

In a constrained talent market, conventional recruitment strategies are often no longer sufficient. Employers that rely solely on reactive hiring or narrow candidate profiles risk missing out on high-calibre professionals.

Leading organisations are increasingly:

• Broadening search criteria, focusing on core competencies and regulatory exposure rather than identical role histories

• Considering adjacent experience, such as candidates transitioning from CROs to sponsors or from regional to global roles

• Aligning hiring managers early to ensure clarity and consistency around essential versus desirable requirements

This more flexible approach enables access to a wider, yet still highly qualified, talent pool.

Employer Branding as a Competitive Advantage

Clinical and regulatory professionals are typically risk-aware, highly selective and motivated by stability, credibility and long-term impact. Employer brand, therefore, plays a significant role in attraction.

Organisations that successfully secure talent in 2026 are those that clearly communicate:

• Their commitment to quality, compliance and patient safety

• The scientific and ethical value of their work

• Opportunities for progression, learning and long-term career development

• Organisational stability and leadership credibility

A strong, authentic employer narrative can significantly influence decision-making, particularly for passive candidates who are not actively seeking change.

Balancing Speed with Rigour in the Hiring Process

Clinical and regulatory candidates expect a recruitment process that reflects the seriousness of the role. At the same time, extended timelines increase the risk of losing candidates to competing offers.

Striking the right balance is critical. Best-in-class hiring processes are:

• Structured and transparent, with clearly defined stages

• Technically credible, involving interviewers who understand the regulatory and clinical context

• Efficient, with timely feedback and decision-making

Partnering with specialist recruiters who understand both the technical and regulatory landscape can help organisations maintain rigour while accelerating hiring outcomes.

Retention Starts at Recruitment

Given the scarcity of experienced professionals, retention is as important as attraction. Many employers are placing greater emphasis on long-term fit rather than short-term vacancy filling.

This includes:

• Clear role scope and realistic expectations

• Support for continued professional development and regulatory training

• Opportunities to work on varied or global programmes

• Strong cross-functional collaboration and leadership access

Candidates who feel invested in from the outset are significantly more likely to remain engaged and committed.

Turning the Skills Challenge into a Strategic Opportunity

The clinical and regulatory skills crunch is unlikely to ease in the near term. However, organisations that adapt their recruitment strategies can turn this challenge into a competitive advantage.

By taking a proactive, market-informed approach to hiring — one that combines flexibility, strong employer positioning and specialist insight — life sciences companies can secure the expertise required to progress programmes, meet regulatory expectations and protect long-term growth.

If you are looking to hire experienced clinical or regulatory professionals, or you are a life sciences specialist considering your next career move, the MRL Consulting Group team would be pleased to support you.

Get in touch to discuss how we can help you navigate the life sciences talent market in 2026 and beyond.