In Biotech and MedTech, hiring the right AI or data expert isn't just about skills - it's about timing, integration, and long-term fit. Our latest guide explores why top talent isn’t applying, what drives early exits, and how leaders are adapting their strategies to secure and keep high-impact hires. Whether you're scaling a digital team or refining your retention playbook, this is your roadmap to staying ahead in 2025.
Reaching technical talent takes more than a job ad
In the first half of 2025, life sciences job applications surged by over 90%, but job postings declined by 36%. Competition is fierce, and timing matters. The candidates you actually want aren’t hitting “apply now”. They’re assessing the credibility of your mission, your infrastructure, and your ability to deliver.
This guide looks at why the best talent is often invisible to job boards, what causes offer rejections even when salary is strong, and why retention in AI/data roles is increasingly tied to onboarding, integration, and purpose - not perks.
We also share real-world examples of how hiring timelines can make or break high-impact roles.
What you’ll find inside
- Why top-tier AI and data candidates aren’t actively job-seeking in 2025 — and how to reach them through tailored outreach
- The hidden drivers of offer rejections — from cultural mismatch to weak technical readiness
- How smart life sciences companies are hiring faster, integrating better, and building cross-functional teams that retain technical talent longer
- Placement stories from inside MedTech and HealthTech, including how speed and market insight changed the outcome
If you’re hiring or planning to in the remaining part of the year, make sure you dive into these insights to help shape your talent strategy for 2025.
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