How Biotech and MedTech Companies Can Secure and Keep Top AI Talent in 2025

In Biotech and MedTech, the race between companies to secure AI and data talent has become one of the sector’s most defining challenges, where timing, credibility, and clarity now matter as much as compensation. But here’s the reality we see daily, most companies aren’t prepared for: the best candidates rarely apply.

In 2025, we’re seeing a fundamental shift in how technical talent is moving across the life sciences industry. Applications may be up (Q1 2025 saw a 91% increase in life sciences job applications), but job postings are down over 36% year-over-year. And top-tier profiles? They're not the ones hitting “Apply Now” - they're the ones being directly approached, often multiple times a week.

So why aren't they applying? And more importantly, how can you reach them?

 

1. They're Already Employed - and In Demand

Our research shows that 76% of ideal AI/data candidates are not actively job-seeking. They’re already embedded in cutting-edge projects at major healthtech firms, pharmaceutical giants, or increasingly, at Big Tech firms like Google Health and NVIDIA, which now directly compete with traditional life sciences employers.

These candidates are invisible to job boards. What do they respond to? Outreach that reflects an understanding of their world - scientific, technical, and personal.

2. Offers Are Declined When Vision Doesn’t Match Reality

Even when you do reach top candidates, there's a disconnect. Many decline offers, not because of compensation, but because they sense a mismatch between a company’s AI ambition and its actual technical readiness.

Smart companies are bridging that gap by ensuring the mission is clear, the infrastructure is real, and the role is positioned with purpose.

3. Traditional Hiring Timelines Don’t Work Anymore

We’ve seen cases where waiting 3 months to fill a position caused multi-quarter project delays. In contrast, one MedTech firm we supported filled 2 principal computer vision roles in 6 weeks, and hit their Big Tech partner deadline with a 23% boost in image accuracy. That speed wasn’t luck, it was built on proactive engagement and deep market knowledge.

4. Retention Is the Other Half of the Battle

Even when companies hire well, they often lose these professionals within 18 months. Why? Siloed teams, slow onboarding, and cultural mismatch.

In fact, 61% of data professionals say a lack of integration is a primary reason for leaving. Structuring onboarding, mentoring, and development programs around the needs of cross-functional scientific-technical hires isn’t optional anymore - it’s strategic.

 

So, What Should You Do?

We are here to help!  We have compiled a practical, insight-rich guide for HR Managers and hiring teams, where you’ll find:

• What’s driving early exits in AI and data roles
• Real-world placement stories where timing changed the outcome
• How companies are competing with Big Tech companies
• Retention strategies that go beyond compensation

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.