In a competitive hiring environment, life sciences organisations are under pressure to compete not just on salary or job titles, but on how clearly they can communicate their mission, values and long-term aims.
This matters when recruiting IT professionals, who may come from outside traditional life sciences pathways and expect employers to offer both meaningful work and a clear, candidate-focused experience.
Research from Deloitte and McKinsey shows that clearly defined, purpose-led digital roles are more likely to engage professionals. Candidates are drawn to opportunities where the link between their work and the wider mission is specific and well-articulated.
When organisations can show how digital roles contribute directly to patient outcomes, product delivery, or system innovation, they are more likely to attract skilled individuals who want to apply their expertise in practical, high-impact settings.
Streamline and Personalise the Hiring Experience
Candidates often assess potential employers by the quality and structure of the hiring process. A slow or disorganised approach can leave a poor impression, especially if communication is vague or timelines are not clearly set.
When interviews feel standardised or drawn out, candidates may question whether the organisation understands their needs or values their time. A clear, responsive process signals professionalism and builds early confidence in the employer’s culture and priorities.
Deloitte’s research recommends using design thinking to analyse hiring from the candidate perspective. This includes mapping key moments in the hiring journey, identifying sources of friction, and adapting the process to reduce avoidable steps. Efficient skills assessments, structured interview timelines, and personalised follow-ups all contribute to a hiring experience that reflects the organisation’s broader values.
Build Visibility for Tech Career Paths Inside Life Sciences Brands
One barrier to attracting digital professionals is the limited visibility of tech-focused career paths within the life sciences sector.
Many candidates are not aware of the variety and depth of digital work taking place in these organisations. Without clear information about how technical roles contribute to product development, research, and data systems, potential applicants may assume opportunities are limited or secondary. This perception can reduce interest from skilled digital professionals.
McKinsey highlights how one company built visibility by creating a portal that showcased digital products, job roles and development paths. This reframed the company not just as a pharmaceutical organisation but as a place where digital products are actively built, tested, and released.
Without clear role visibility, IT professionals may perceive opportunities as limited to support functions or lack opportunities for technical depth. Sharing the tools, teams and platforms in use provides assurance that the organisation can support long-term technical growth.
Design Career Ladders for Technical Progression
While many organisations focus on management-track promotions, technical hires are more likely to value depth over hierarchy. McKinsey notes that 70 percent of IT professionals are unsure about pursuing management, preferring opportunities to grow within their field.
Life sciences organisations can respond by developing structured progression routes for IT professionals that focus on building expertise, ownership, and meaningful project contribution, rather than management responsibility or seniority alone. These routes should recognise technical growth and provide options for advancement across functions.
Allowing employees to move between areas such as research, digital product development, and data infrastructure can help retain talent and reflect the range of opportunities within the sector. Increasingly, employers are also placing more value on practical experience and demonstrated skill, which broadens access to roles and opens up new pathways for long-term career development.
Emphasise Stability and Sector Value in Communications
According to LinkedIn’s analysis, life sciences employers enjoy an advantage in offering purpose-led work in a regulated, established sector. This stability is appealing in contrast to some technology-led startups, where volatility may be higher.
McKinsey highlights that the work of improving health and quality of life remains a key draw for IT professionals in life sciences. Messaging that combines technical innovation with sector credibility can appeal to candidates who want the best of both environments.
Showing how digital tools support real-world outcomes, within a clearly governed organisation, offers a compelling case for long-term engagement. As hiring needs continue to be updated, candidates are also looking for investment in upskilling and development over time. In recent years, this has become a key point of comparison between employers. Providing visibility into internal career development options can shape both early engagement and long-term retention.
Final Considerations
IT professionals working in life sciences are making deliberate, informed decisions about where they choose to apply their skills. These candidates are weighing more than salary. They are paying close attention to how clearly organisations communicate their purpose, how consistent the hiring experience is, and whether their role will contribute to meaningful outcomes.
Clarity around the digital environment, internal progression, and team culture is critical. As competition for digital talent increases, businesses that can demonstrate alignment between their mission and day-to-day digital roles are more likely to attract the right people.
Candidates look for structured onboarding, long-term development support, and evidence of investment in technical growth. Generic statements about innovation no longer meet candidate expectations.
Life sciences employers must be prepared to show how digital roles connect to their strategic objectives. Organisations that make this alignment visible throughout the hiring process are far more likely to secure top digital candidates.
Speak to nufuture about how your organisation can communicate digital roles more clearly, shape future-facing hiring strategies, and remain aligned with current policy direction.
By offering candidates a clearer view of technical pathways, team culture, and long-term development opportunities, employers can build trust and stand out in a crowded hiring environment.