September Surge or Slowdown? The Truth About Life Sciences Hiring in 2025

Hiring in September is still happening but it’s no longer about filling seats in bulk. It’s about securing the hires that keep programmes moving.

In Switzerland, job boards are filled with demand for manufacturing technicians, GMP/QC staff, process developers, and data scientists. Employers like Roche, Lonza, and UCB are focused on these essential hires the people who keep late-stage projects on track.

The Netherlands shows a similar but cautious story. Venture funding rose by 10% in 2024, giving scale ups like Citryll, iOnctura, and VICO Therapeutics more room to grow. Yet leaders are hiring carefully, targeting bioinformatics and clinical operations talent that support both short-term milestones and long-term expansion.

Across the EU, the picture is clear: BioSpace data shows job postings down 32% year-on-year in August 2025, even as applications rose. More people are chasing fewer jobs, creating tougher competition than we’ve seen in years.

This is the new September Surge: fewer openings, bigger stakes.

In the past, three things created a predictable hiring wave:

• Funding cycles. Venture rounds often closed in summer, giving clarity on headcount.
• Clinical timelines. Teams hired in autumn to hit trial and submission deadlines for Q1.
• Academic calendars. Each September brought a new pool of PhDs and postdocs.

Together, these forces created steady hiring across research, clinical, and commercial roles.

But the market has shifted. The Swiss Biotech Report recorded CHF 1.2 billion raised in H1 2025 solid, but far below the highs of 2020–21. M&A has shrunk the number of independent firms. And job descriptions have grown sharper: no longer just “immunologists,” but CAR-T experts, CRISPR scientists, or regulatory leaders with both EMA and FDA experience.

September still matters, but it no longer guarantees a hiring wave. Instead, it creates pockets of urgent demand where funding, science, and milestones meet.

For candidates, September is both an opening and a challenge. Companies are motivated to hire, but competition is fierce. BioSpace reports over 26,000 biotech and pharma job cuts in 2025, including around 2,000 at Bayer and 5,000 at Novo Nordisk. This means more experienced talent is on the market and even small firms are flooded with strong applicants.

To stand out, candidates need to show more than skills. Employers want hybrid value: scientists with data expertise, project leads with regulatory know how, or researchers who bring digital tools into the lab.

Demand also differs by region:

• In the Netherlands, bioinformatics and AI-driven genomics are hot.
• In Belgium, GMP and QC talent remain steady priorities.
• In Switzerland, regulatory and medical affairs experts who can work across EU and FDA systems are highly sought after.

Generic CVs won’t cut it. Candidates who show they can make an immediate impact and who are open to flexible models like contracting or consulting will rise to the top.

At first glance, today’s market looks easier: more candidates, more CVs. But the truth is more complex.

In Switzerland, Vacancysoft data shows scientist vacancies rose nearly 5% in 2025, with Basel up almost 9%. Yet biotech-specific postings dropped by a quarter. Hiring is strong in GMP, QC, regulatory, and data science, but smaller firms are holding back.

This creates a balancing act. Move too fast, and you risk a mis-hire. Move too slow, and you lose the best candidates to faster competitors. The companies that thrive treat September as a precision window: they focus on milestone-driven roles, make faster decisions, and use flexible models like contracting to stay agile.

Yes but it’s not about numbers. The September Surge of 2025 is about timing, adaptability, and precision.

• For candidates: it’s about proving hybrid value and showing you can deliver impact quickly.
• For employers: it’s about moving decisively on the hires that really matter.

Here’s the reality: if you want someone in place by January 2026, you can’t wait until winter to start hiring. With long interview processes and notice periods, September is the real starting line. Wait too long, and you’ll be rushing while competitors secure the talent you need.

At Panda, we see September not as a scramble, but as a strategic opportunity. For those who can read the signals, it’s a chance to turn competition into advantage. The surge is still here. It’s just smaller, sharper, and more powerful for those who know how to use it.

Whether it’s expanding your team or taking the next step in your career, our team is ready to help you make it happen -get in touch here today!