While hiring in biotech and pharma has slowed overall, certain niches, particularly Statistical Programming, Biostatistics, Medical Affairs, and Data Science, are witnessing unique job acceptance trends driven by technological innovation, regulatory shifts, and evolving trial designs. Below, we break down the key developments shaping candidate decisions in these critical areas.

Statistical Programming: Shifting Priorities, Stability Concerns, and the FSP Surge

In 2025, the landscape for statistical programming roles in the pharmaceutical industry is being shaped not just by technical skills but by the nature of projects, therapeutic areas, and evolving employment models.

1. Project variety and therapeutic areas drive acceptance

Candidates are increasingly attracted to roles that offer exposure to innovative studies and high-impact therapeutic areas such as oncology, rare diseases, and advanced therapies.  According to recent industry surveys, over 60% of statistical programmers cite “the opportunity to work on interesting or novel trials” as a key factor in accepting a new role.

2. Rise of functional service provider (FSP) roles

In 2024–2025, FSP engagements accounted for nearly 45% of all new statistical programming hires in major CROs and pharma companies. This model appeals to candidates seeking stability and variety, as it often provides exposure to multiple projects and sponsors, though it can also mean less direct involvement in strategic decision-making.

3. Budget pressures and offshoring impact stability

With ongoing budget constraints and a focus on cost efficiency, many programming roles are shifting to lower-cost countries. Recent data shows a 12% year-on-year increase in statistical programming positions advertised in India, Eastern Europe, and Southeast Asia. As a result, candidates in higher-cost regions express growing concerns about job stability and the risk of projects being cancelled or moved offshore, especially following unsuccessful trials.

4. AI adoption and redundancy fears

While AI and automation are enhancing productivity, particularly in data validation and cleaning, there is palpable anxiety about redundancy. Around 40% of statistical programmers surveyed in 2025 expressed concern that AI-driven tools could reduce the need for traditional programming roles in the next 2-3 years. However, those who upskill in AI integration and data science continue to command strong interest from employers, especially for hybrid roles that blend programming with advanced analytics.

Key takeaways for Talent Acquisition Managers:

• Highlight project diversity and therapeutic innovation in job descriptions to attract top candidates.
• Offer clarity on project stability and long-term prospects, addressing concerns about offshoring and redundancies.
• Emphasise opportunities for upskilling in AI and data science to reassure candidates about future-proofing their careers.
• Leverage the appeal of FSP roles for candidates seeking both variety and security.

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Biostatistics: Fast, Transparent Hiring Processes Win the Best Talent

1. If hiring managers don’t offer a clear and exceptionally prompt recruitment process...

...top candidates are quickly snapped up by competitors. The businesses with the fastest and most transparent hiring processes consistently secure the best talent, as candidates are far less likely to wait through lengthy or unclear procedures.

2. Remote and cross-functional collaboration

Roles offering remote or hybrid work, especially those that facilitate collaboration with cross-functional teams such as Clinical, Data Science, and Regulatory Affairs, report up to 25% higher acceptance rates than fully on-site positions. Flexibility of options matters. Recent studies show that 83% of Biostatistics employees prefer a hybrid work environment, and nearly a third of workers would actively seek a new job if remote flexibility were taken away.

3. Project focus: precision medicine and adaptive trials

Biostatisticians are increasingly seeking positions that allow them to contribute to innovative research, particularly in precision medicine, biomarker analysis, and adaptive trial designs. These areas not only offer intellectual stimulation but also align with industry growth: demand for biostatisticians specialising in these fields is projected to surge by 31% by 2031.

4. Technical and communication skills

Employers now prioritise candidates who combine strong technical skills with the ability to communicate complex findings to cross-functional teams. Senior and principal-level biostatisticians, as well as those in even more senior roles, such as Associate Directors and Directors, who can simplify technical concepts and collaborate effectively, are particularly sought after. The higher the level, the greater the emphasis on clear communication and cross-team leadership, making these skills essential for career progression in Biostatistics.

Medical Affairs

• 1Field-based MSLs with strong KOL engagement skills see near-instant job acceptance, especially in oncology and rare diseases. 
• Digital health literacy is key. Professionals who bridge scientific communication with digital platforms (e.g., virtual advisory boards) are 30% more likely to receive offers.
• Roles integrating medical affairs with commercial teams report higher acceptance, as companies prioritise unified product narratives.

Data Science

• Data Science roles, particularly in Bioinformatics and AI, are now critical to drug discovery and development. 
• Data scientists with expertise in both biological systems and machine learning are receiving 40% more offers, especially in target identification and molecule generation.
• Bioinformatics engineers who design algorithms for genomic data integration are in short supply and high demand, with global companies actively sourcing talent. 
• Real-world data analytics skills are now essential, with professionals capable of interpreting EHRs and wearable data commanding higher salaries and rapid hiring.

If you’re a hiring manager looking for extra support in finding the right candidate, our team is here to help. Our team includes ex-industry professionals and scientifically educated consultants, ensuring we understand the unique challenges and opportunities in your sector.

The Warman O'Brien team