Recruiting IT professionals for clinical and life science roles isn’t simply about finding people who can configure servers or secure lab systems. It’s about recruiting individuals who understand the legal, technical and ethical responsibilities of handling highly sensitive health and research data. For hiring managers, that means knowing what to look for when building teams that keep data safe and compliant.
The regulatory landscape
In the UK, the Data Protection Act 2018 and UK GDPR form the basis of protecting personal and health data in clinical and research settings. This outlines the requirements for safeguarding, processing, and storing personal data, including patient and research participant information. IT professionals working in these environments must be able to interpret and implement these principles in practical terms, from data minimisation and security by design to accountability and the right to erasure, among many others, and be able to demonstrate accountability.
If your organisation works with US partners or handles US patient data, the Health Insurance Portability and Accountability Act (HIPAA) may also apply. HIPAA sets strict requirements for safeguarding ‘Protected Health Information’ (PHI), requiring administrative, physical, and technical controls. Candidates working across borders need to understand both frameworks, and how to navigate them effectively.
For organisations connected with the NHS, the Data Security and Protection Toolkit (DSPT) remains a key benchmark. It’s now being aligned with the National Cyber Security Centre’s Cyber Assessment Framework (CAF), raising expectations around governance, risk assessment and demonstrable cyber controls.
The UK’s Information Commissioner (ICO) and the National Cyber Security Centre (NCSC) have also published guidance around the need for Data Protection Impact Assessments (DPIAs) when processing high-risk data.
A strong candidate will not only understand these frameworks but will also know how to demonstrate compliance through documentation, reporting and audits.
What this means in practice
When reviewing CVs or conducting interviews, hiring managers should prioritise proven, hands-on experience. The best candidates will be able to demonstrate how they’ve implemented privacy and security standards in real-world settings and give examples.
Key skills and experience include:
- Risk assessment and evidence of Security Risk Analyses (SRAs) – ask candidates about having led or contributed to SRAs, identifying vulnerabilities and translating their findings into corrective actions
- Data Protection Impact Assessments (DPIAs) – look for hands-on involvement in performing DPIAs for new systems, research projects or integrations
- Technical controls – candidates should be proficient in multi-factor authentication, encryption (both at rest and in transit), role-based access control (RBAC), secure key management and robust audit logging
- Governance and compliance frameworks – familiarity is needed with UK GDPR, the Data Protection Act, NHS DSPT and international standards such as ISO 27001 (information security, cybersecurity and privacy protection) or the NCSC CAF
- Incident response – ask candidates about their experience of preparing for or responding to breaches, including tabletop exercises or post-incident reviews
- Third-party management – an understanding of data processor relationships, Data Processing Agreements (DPAs) and, for US data, Business Associate Agreements (BAAs) is essential.
Designing the right recruitment process
An effective recruitment process for IT roles within life sciences should test both knowledge and application.
Be specific in job descriptions – avoid vague statements such as ‘familiarity with GDPR’. Instead, specify the need for experience with risk assessments, DPIAs and compliance audits.
Use scenario-based questions – ask candidates how they would, for example, secure genomic data that’s been shared with an overseas partner, or how they’d run a DPIA for a new cloud-based lab platform.
Check for assurance expertise – if your organisation works with the NHS, look for experience with the DSPT or ISO 27001 audits – both are strong indicators of practical compliance understanding.
Assess communication skills – clinical IT professionals must translate complex security issues into clear, practical language for clinicians, researchers and senior stakeholders. Clarity matters as much as technical competence.
Contractual and cross-border considerations
Many life science organisations collaborate internationally, adding another layer of complexity to recruitment. It’s important, therefore, that IT staff understand data transfer mechanisms such as Standard Contractual Clauses (SCCs) and adequacy decisions, and how they affect cross-border collaborations.
Where HIPAA applies, familiarity with Business Associate Agreements (BAAs) is essential in order to comply with US regulations.
Candidates should also know how to manage contractual responsibilities, from data handling, incident reporting and post-employment data access. Ensuring these clauses are watertight protects both the organisation and the individual.
A privacy-aware professional will see these issues as part of good governance, not as burdensome administration.
Creating a privacy and security culture
Hiring the right people for clinical or lab IT isn’t just about compliance, it’s about creating a culture of trust. Data protection works best when it’s embedded into everyday culture and the right people will see privacy and security not as obstacles to overcome, but as enablers of good science and patient safety.
Make sure that your organisation invests in ongoing training and incident simulation exercises and be open about risks and improvements. Make documentation and audit readiness part of your daily routine, not an afterthought.
Aim to recruit for both technical skills and an ethical mindset. In this way, you’ll not only meet regulatory requirements but also strengthen your organisation’s integrity, reputation, and resilience.
Ensuring privacy and security
Recruiting IT staff for clinical and lab environments means hiring people who can navigate complex legal frameworks, translate requirements into engineering controls and communicate risks to non-technical stakeholders. Hiring managers must look beyond technical credentials and identify professionals who understand the intersection of compliance, cybersecurity and clinical ethics. Achieving that will ensure that you’ll not only meet your regulatory obligations, but build the trust that guarantees dynamic results as well as safe, responsible innovation.
From pre-screened candidates who combine technical excellence with regulatory awareness to those ready to step up into regulated roles, we ensure that your IT function is ready to deliver transformation and innovation while supporting business growth.
Connect with nufuture for more information on how we can help your organisation balance privacy and security.