Ireland and the UK have strong life sciences industries, but hiring the people needed to sustain their growth is becoming more complex. A pharmaceutical manufacturer expanding production may need validation engineers, automation specialists and quality professionals at the same time. A medical device company preparing a product launch may be searching for regulatory expertise alongside manufacturing talent. In each case, employers need people who can work effectively in a highly regulated setting, often against a demanding project timeline.
The scale of the opportunity is clear. IDA Ireland reports that more than 90 pharmaceutical companies operate in Ireland, employing 45,000 people across its client companies in the sector. In the first half of 2026, it announced investment activity across life sciences and other high-value sectors, including Novo Nordisk’s €432 million manufacturing expansion in Athlone. These figures do not mean every life sciences role is difficult to fill. They do show why workforce planning matters as companies expand and develop new capabilities.
Life sciences projects depend on scientists and engineers, but also on people working in quality assurance, quality control, regulatory affairs, supply chain, maintenance and project management.
Specialist requirements narrow the field
A life sciences job description often combines several requirements: technical knowledge, experience in a particular production environment, familiarity with regulated processes and the ability to deliver within a specific team. An employer seeking an engineer for a pharmaceutical site, for example, may need more than general engineering experience. The role could call for experience with commissioning, qualification, validation or automated manufacturing systems.
That combination can narrow the available field. It also means employers should distinguish between skills someone must bring on day one and those they can develop in the role. A candidate with strong transferable experience may be a better long-term appointment than someone whose previous job title happens to match the vacancy exactly.
The challenge extends across disciplines. Life sciences projects depend on scientists and engineers, but also on people working in quality assurance, quality control, regulatory affairs, supply chain, maintenance and project management. Hiring plans need to account for how these teams work together, particularly when a facility is being built, expanded or brought into operation.
Technology is changing the skills mix
As life sciences organisations invest in advanced manufacturing and digital tools, the work itself is changing. The European Commission’s life sciences strategy aims to accelerate innovation across the sector, while IDA Ireland identifies digitalisation and next-generation technologies as areas of development for Irish biopharma and medical technology companies.
For employers, this creates a practical recruitment question: who can connect established scientific or engineering knowledge with newer systems and ways of working? An automation engineer who understands a regulated manufacturing environment, for example, brings a different mix of skills from someone with automation experience alone. Equally, an experienced quality professional who can adapt to a digital system may offer strengths that a narrow keyword search misses.
The UK is examining the same longer-term challenge. A 2025 report published by the Association of the British Pharmaceutical Industry focuses on the skills the life sciences sector will need to support future growth. The message for hiring teams is to plan beyond the vacancy immediately in front of them: today’s specialist appointment may also need to help build tomorrow’s capability.
Project timelines increase the pressure
Hiring becomes especially demanding when a role is tied to a project milestone. An employer may need specialist support during a facility expansion, equipment installation, validation programme or period of increased production. Delays in finding the right person can place additional pressure on the existing team and affect the sequence of work.
Contract professionals can help employers respond to these changing needs. They may bring experience from comparable projects and provide focused support for a defined period. Permanent hiring remains essential for building knowledge and leadership within a business. The strongest workforce plan considers both: which capabilities should the organisation develop internally, and where would specialist contract expertise help deliver a particular project?
For professionals, contract work can offer exposure to different technologies, sites and stages of the product lifecycle. That breadth of experience can be valuable for engineers across disciplines, as well as quality, validation and regulatory specialists considering their next career move.
Candidates are assessing employers too
A competitive hiring process is a two-way decision. Experienced candidates want to understand the project, the team, the scope to develop their skills and what success in the role will look like. For contract professionals, clarity about the assignment, expected duration, location and working arrangements is especially useful.
Employers can improve their chances by agreeing on the essential skills early, explaining the opportunity clearly and keeping the interview process moving. They should also make room for a proper discussion of transferable experience. A candidate who has delivered complex work in one regulated setting may be well placed to move into another, even if their CV does not mirror every line of the specification.
How PE Global can help
Specialist recruitment brings together two forms of knowledge: an understanding of what employers need to deliver and an understanding of what professionals want from their next role. PE Global works with organisations seeking talent across pharmaceutical, biotechnology and medical device settings, as well as candidates exploring permanent and contract opportunities.
For employers, a conversation with a PE Global consultant can help clarify the skills a role requires, identify relevant candidates and assess experience beyond job titles. For candidates, it is an opportunity to discuss where your technical background, project experience and career goals could take you next.
Life sciences hiring will continue to evolve as companies invest in new facilities, technologies and ways of working. Organisations that plan their talent needs early and communicate their opportunities well will be better placed to find the people they need.
If you are building a team, contact PE Global to discuss your recruitment needs. If you are an engineer or other life sciences professional ready for a new challenge, explore our current jobs or speak with a consultant.
