We used to believe that winning over the best candidates was all about money. But the reasons people leave one job for another run much deeper; there’s real psychology and complex motivation behind every move. One of the most effective tools for uncovering these motivations is the CLAMPS framework. In this article, we’ll explore how talent acquisition teams and hiring managers in life sciences can harness CLAMPS to streamline hiring, improve offer acceptance rates, and attract passive candidates.

💡What Is the CLAMPS Framework?

CLAMPS is an acronym representing six core motivators that typically drive candidates to consider a new role:

• Challenge: A desire for stimulating work, new problems to solve, or more impactful responsibilities.
• Location: Preference for a particular geography, hybrid/remote options, commuting distance, or relocation needs.
• Advancement: Opportunities for career progression, learning, and professional development.
• Money: Compensation, benefits, bonuses, what they earn and the security it brings.
• People: Team culture, colleagues, line management, and alignment with company values.
• Security: Job stability, company viability, and confidence in the organisation’s future.

This framework was popularised because no single motivator, such as salary or title, is universal. By mapping what truly drives each candidate, hiring teams can tailor their approach from outreach to offer.

Why Motivation Matters Most in Life Sciences Recruitment

Recruitment in life sciences is uniquely challenging. TA managers and hiring leaders are often tasked with convincing highly skilled professionals, who may have many options or aren’t actively looking, to join their companies. The stakes are high: a misplaced hire can disrupt research timelines, regulatory submissions, or organisational knowledge.

Example: An MSL motivated by “Advancement” and “Challenge” may thrive in a fast-growing biotech launching several new molecular entities. In contrast, a Senior Medical Director seeking “Security” and “People” may feel most at home in an established pharma firm with a collaborative team and steady funding.

CLAMPS in Life Sciences

• Biotech Startups: Researchers motivated by “Challenge” and “Advancement” are drawn by autonomy and faster decision cycles, even if compensation is lower than in pharma.
• Midsize CROs: Candidates may prize “People” and “Location”, favouring a close-knit team and predictable routines over frequent travel or remote, decentralised setups.
• Large Pharma: Many senior candidates focus on “Security” and structured advancement; highlight strong benefits, training budgets, and long-term projects to engage them.

To help you succeed in securing talent, we’ve created a step-by-step Interview Preparation Checklist tailored specifically for life sciences hiring managers. Download this guide to confidently assess candidate motivations using frameworks like CLAMPS and make smarter hiring decisions that drive your organisation forward.

Applying the CLAMPS Framework in Your Next Hire

Ask, Don’t Assume 

The biggest mistake recruiters make: Assuming every candidate is motivated by the same thing, usually higher pay or a better title. Instead, introduce CLAMPS early in your candidate conversations. Listen for clues that map to the six motivators. For example, “I’m seeking a team that really supports innovation” suggests “People” and “Challenge.”

Here are example interview questions + the types of answers a candidate might give that reveal each of the six CLAMPS motivators behind why someone is considering leaving their current company.

1. Challenge

❓ Question: “What aspects of your current role do you find less stimulating or routine? Are there challenges or types of projects you wish you had more of?”

💬 Sample Candidate Answer: “I’ve been doing pretty much the same type of project for the last two years. I’m looking for a role where I can tackle bigger, more complex problems and really stretch my technical skills.”

2. Location

❓ Question: “How does your current commute or work location fit your lifestyle? Are there changes you’d like, such as remote work, relocation, or less travel?”

💬 Sample Candidate Answer: “My company is returning to the office four days a week, and the commute is really wearing on me. I’d prefer a role that offers more flexibility or a fully remote option.”

3. Advancement

❓ Question: “Do you feel there are opportunities for growth or promotion in your current role? What kind of learning or career progression are you hoping for in your next role?”

💬 Sample Candidate Answer: “I’ve hit a ceiling in terms of advancement, my manager has been in their position for years, so there isn’t much upward movement. I’d really like a path toward a leadership position and more responsibility.”

4. Money

❓ Question: “Are you satisfied with your current compensation, benefits, and bonus structure? Have financial factors influenced your decision to start looking elsewhere?”

💬 Sample Candidate Answer: “My compensation hasn’t kept pace with market rates, and we haven’t received bonuses for the past two years. I’m hoping to find a company that rewards performance and offers a more competitive package.”

5. People

❓ Question: “How would you describe your team culture and rapport with colleagues and managers in your current workplace? What sort of environment are you looking for?”

💬 Sample Candidate Answer: “I don’t feel truly valued by my current team, and there’s a lot of turnover. I’d love to join a company with strong mentorship, open communication, and a collaborative culture.”

 6. Security

❓ Question: “How stable do you feel your current position or company is? Has job security influenced your decision to consider new opportunities?”

💬 Sample Candidate Answer: “The company has been through multiple restructures and layoffs recently, and it feels uncertain. I’m looking for a stable organisation where I can feel secure about my future.”

If your internal or RPO recruiters aren’t uncovering passive candidates, you’re missing out on the talent that truly propels teams forward. Our in-house recruitment team is not only scientifically educated but also highly experienced in identifying the real motivations of candidates and understanding the psychology behind finding the perfect cultural fit for your business. Let Warman O’Brien’s approach connect you with those “difficult to reach” professionals, saving you time and giving your organisation a competitive hiring edge.

CLAMPS & Passive Talent

The best talent isn’t always actively searching for a new role. In fact, research shows that a significant portion of high-performing professionals in life sciences fall into the passive candidate category.

Attracting passive candidates requires genuine insight into what might motivate them to consider a move. This is where the CLAMPS framework is especially powerful:

• Challenge: Highlight project scope, pipeline innovation, or new responsibilities that surpass their current role.
• Location: Emphasise flexibility, remote/hybrid options, relocation packages, or proximity to research hubs.
• Advancement: Paint a clear picture of growth, from personalised development plans to exposure to new therapeutic areas.
• Money: Approach compensation creatively, bonuses, equity, or unique benefits, which may differentiate you from their current employer.
• People: Showcase your culture, mentorship, cross-functional teams, and the scientific excellence of your organisation.
• Security: Offer stability in uncertain times, or the excitement and upward trajectory of a growing company.

Why Agencies Are More Likely to Deliver the Right Candidates

Partnering with a life sciences recruitment specialist like Warman O’Brien gives your search unparalleled reach:

• Bespoke CLAMPS Matching: We apply the CLAMPS framework at every stage, so you receive candidates whose motivations align perfectly with the role, reducing dropouts and improving long-term retention.
• +35,000 Candidate Network: Our consultants maintain relationships with leaders and talent across biostatistics, medical affairs, data science, clinical operations, and more, often surfacing candidates not found on job boards.
• Scientifically Educated Consultants: Our team brings deep industry understanding, several hold advanced scientific degrees and hands-on experience in biostatistics, drug development, regulatory affairs, and beyond.
• Proven 90% CV-to-Interview Ratio: We handle delicate, confidential outreach with professionalism, ensuring your brand is represented at its best and that only the most appropriate candidates are put forward.