The UK pharmacy job market is evolving rapidly in 2025. With growing clinical responsibilities, a shift toward integrated care, and increased competition for top positions, pharmacists need to be proactive and well-prepared to land their ideal role.

At Evolve, we specialise in placing pharmacists across all sectors - from community and clinical to industry and digital health. Here's our expert advice on how to stand out and secure the opportunity that truly fits your career goals.

1. Understand the Market Shift

Pharmacy in the UK is undergoing transformation:

• Fewer roles in large chains, due to closures and restructuring
• Greater demand for clinical skills in PCNs, GP surgeries, and digital health
• High locum usage, but a growing desire among candidates for permanent, progressive positions

Evolve insight: We're seeing particular growth in clinical and hybrid roles - especially for candidates with prescribing potential or experience in patient-facing services.

2. Strengthen Your Skill Set

Today’s ideal pharmacist is adaptable, tech-savvy, and clinically confident. To stay competitive, focus on:

• Independent prescribing (IP) or training towards it
• Experience with Pharmacy First, minor ailments, and public health services
• Digital tools – such as PMR systems, NHS platforms, or remote consultation apps
• Soft skills – communication, collaboration, leadership

Evolve tip: If you’re not yet an IP, talk to us - many of our clients offer training support as part of their package.

3. Tailor Your CV to the Role You Want

Your CV should reflect not just what you’ve done, but what you want to do next.

• Highlight clinical impact, not just duties
• Include key performance outcomes (e.g., audits, service uptake)
• Add current CPD, tech skills, and leadership experience
• Keep it concise and role-specific

Evolve tip: Our team provides personalised CV feedback and can help you position your experience to match high-quality vacancies.

4. Think Beyond Traditional Settings

With new roles emerging in PCNs, digital health platforms, and private healthcare, your ideal job may not look like the ones you’ve seen before.

Explore:

• GP practice-based pharmacist roles
• Remote consultation or hybrid opportunities
• Specialist clinical roles (e.g., mental health, care homes, anticoagulation)
• Progressive independents investing in service delivery

Evolve tip: We work with a diverse range of clients - many offering roles with flexibility, clinical development, and better work-life balance.

5. Leverage Your Network - and Ours

Many of the best roles aren’t publicly advertised. Working with a specialist recruiter gives you access to:

• Unpublished or early-access vacancies
• Insights into company culture and progression prospects
• Interview coaching and salary guidance
• Ongoing support — even after placement

Evolve advantage: We build long-term relationships with both candidates and employers, so we can match you with roles that align with your ambitions - not just your CV.

6. Stay Open, Stay Ready

Not every role will be a perfect match at first glance - but many offer a clear pathway toward your longer-term goals.

• Be clear on your values and non-negotiables
• Be flexible on role types or locations if the growth potential is there
• Keep learning - CPD, digital tools, prescribing courses

Evolve says: Let’s have a conversation. Whether you're actively looking or just exploring, we can help you understand your options and plan your next step.

What’s Driving MedTech Hiring in the UK in 2025?

The UK MedTech sector is entering 2025 in a phase of targeted growth. Despite ongoing pressures across the healthcare system, investment in technology and innovation remains strong, and with it comes demand for new skill sets. Across both SMEs and established players, the focus is shifting from recovery to forward planning—meaning hiring strategies are evolving quickly. So, what’s really shaping the MedTech job market this year? Here are the key drivers behind hiring activity in the UK.

1. Digital Roles Are Now Core to the Business

Digital transformation is no longer just a long-term goal—it’s a day-to-day priority. Whether it’s device connectivity, remote monitoring platforms or Software as a Medical Device (SaMD), many UK-based companies are either developing digital products in-house or adapting to partners' systems. That’s leading to strong demand for candidates who understand both healthcare and tech.

2. Stricter Regulation Means Larger, More Skilled Compliance Teams

The rollout of UKCA marking and ongoing alignment (or divergence) with EU MDR has increased the workload for regulatory and quality teams. Businesses are hiring more regulatory professionals - and not just to maintain compliance, but to plan earlier in product lifecycles and shape market strategy.

There’s also a rise in demand for candidates with experience dealing with both UK and international regulatory bodies, especially those with backgrounds in clinical evaluation and risk assessment.

 Roles in demand: Regulatory Affairs Managers, QA Officers, Clinical Evaluation specialists, Post-Market Surveillance experts.

3. Remote Monitoring and Home-Based Tech Are Scaling

The NHS continues to push for care closer to home, and MedTech is responding with new technologies in remote diagnostics, home drug delivery, and digital monitoring. This is fuelling hiring across commercial, training and implementation roles - especially people who can support customers in clinical settings.

Companies need staff who can build relationships with healthcare professionals, navigate complex NHS structures, and support clinical adoption of new tools.

Roles in demand: Clinical Application Specialists, Territory Managers, NHS Account Managers, Product Trainers.

4. AI Is Starting to Reshape Team Structures

AI is slowly moving from pilot projects to implementation. In diagnostics, decision support tools, and predictive analytics, companies are beginning to build teams that combine technical skills with regulatory and clinical insight.

There’s growing demand for people who can make sense of health data, contribute to product development, and help bring these tools to market in a regulated setting.

Roles in demand: Data scientists, product strategists with AI exposure, medical writers with algorithm-focused experience, regulatory advisors for AI/ML tools.

5. Sustainability Is Moving From Policy to Practice

MedTech firms in the UK are now expected to show real progress on sustainability - particularly when bidding for NHS contracts. That’s pushing hiring into supply chain transparency, sustainable product design, and packaging.

There’s a growing market for professionals who can lead these initiatives, whether within R&D, procurement, or compliance.

Roles in demand: Sustainability Officers, packaging engineers with green design expertise, ESG compliance leads, procurement professionals with ethical sourcing experience.

6. Global Strategy Needs Local Execution

While the UK remains a strong base, many companies are focused on growth in EMEA or Asia-Pacific. This is creating new roles that blend market access, distribution strategy, and local regulatory knowledge.

At the same time, UK headquarters are hiring people who can align local execution with global product planning - especially in market access, health economics, and reimbursement.

Roles in demand: International Market Access Managers, regional commercial strategists, localisation specialists, UK/EU reimbursement advisors.

7. Retention and Flexibility Are High on the Agenda

Hiring isn’t just about attraction anymore - retention is a serious focus for UK MedTech companies. Candidates are looking for better work-life balance, more flexible structures, and clearer career development.

That’s leading to more internal roles around learning and development, organisational change, and people strategy. DE&I is also becoming a more visible part of workforce planning.

Roles in demand: Talent leads, employee engagement specialists, hybrid working advisors, internal communications professionals.

What This Means for Employers and Candidates

For employers:
Recruitment in 2025 requires clarity. Vague job specs or outdated team structures won’t cut it. The competition for digital, regulatory, and clinical-commercial talent is strong - employers need to offer more than just salary. Clear progression, flexibility, and meaningful work are key to securing the right people.

For candidates:
It’s a good time to explore opportunities - particularly for those who can work across functions or bridge gaps between tech, clinical practice, and business. Being able to demonstrate adaptability, communication skills, and a genuine understanding of how your work impacts patient care will stand out.

If you’ve spent any time working in the pharmaceutical world lately, you’ll know that hiring isn’t what it used to be. Gone are the days when a strong scientific CV and a few years of experience were enough to land your dream role. Today, the pharma talent landscape is shifting fast and whether you’re hiring or job hunting, it’s important to understand what’s driving the change.

One of the most noticeable trends is how much the industry is embracing digital. The pace of digital transformation has been incredible. Whether it's AI, real world data, digital health tools or machine learning, these aren’t just buzzwords anymore, they’re reshaping roles across the board. Companies are now looking for people who can interpret data, work with tech teams, and use digital platforms to improve patient care and speed up innovation. That means people with hybrid skill sets, those who understand both science and tech are in huge demand. Roles like Data Scientists, Digital Health Strategists and even digital savvy MSLs are popping up more often than ever.

But it’s not just about technical skills. There’s also a noticeable shift towards hiring people who can work cross functionally. Pharmaceutical companies are moving away from the old ways of working. Now, there’s a much bigger focus on collaboration, clinical talking to commercial, medical affairs working together with marketing, and so on. That means soft skills are having a bit of a moment. Strong communicators, adaptable team players, and strategic thinkers are standing out in interviews. You might be the best scientist in the room, but if you can’t link your knowledge to business goals or explain it clearly to a non-scientific audience, you might struggle to land the role.

Another big change is location. The pandemic really shifted how we think about where we work. Remote and hybrid roles are much more common now, especially in field-based positions. And that’s opened new opportunities for both companies and candidates. Employers can look further afield for the right person, and candidates aren’t necessarily limited by geography anymore. But there’s a flip side, it also means you’re often competing with talent from across the country, or even globally. Being comfortable working across time zones, cultures, and virtual teams has become more important than ever.

Interestingly, we’re also seeing more people choosing smaller companies over big pharma. Start-ups and biotech firms are becoming increasingly attractive, especially for professionals who want to have a bigger impact, move faster, or feel more connected to innovation. These environments can offer more variety and responsibility, and many people are willing to trade the perceived stability of a large company for that sense of purpose and agility. In response, bigger pharma companies are having to rethink what they offer. It’s no longer just about salary and benefits. Candidates are looking for flexibility, career development, and a clear sense that their work is meaningful.

On the more technical side, there’s also a growing demand for people who understand the bigger healthcare ecosystem. As pricing and reimbursement become more complex, companies need people who can navigate this landscape, particularly in areas like market access, HEOR, and policy. It’s not just about getting a drug approved anymore, it’s about demonstrating value, securing funding, and ensuring patients can access the treatment. If you’ve got a good grasp of how healthcare systems work, you’re a real asset.

Equally, patient centricity is playing a growing role in hiring conversations. It’s not just something for the mission statement anymore, companies genuinely want to bring in people who understand and care about the patient experience. Whether you’re in a commercial role, medical affairs, or brand strategy, understanding what patients go through, their challenges, concerns, and needs is a real advantage. Candidates who bring that mindset into interviews are standing out. Pharmaceutical companies are increasingly looking for individuals who can help design better services, support adherence, or even co-create with patient advocacy groups. Having a patient-first perspective isn’t just good ethics, its good business, and it’s influencing who gets hired and why.

All of this adds up to a very different hiring landscape than what we saw even five years ago. Whether you’re a candidate looking to break into the industry, someone aiming to step into a leadership role, or a hiring manager trying to build a future ready team, staying on top of these trends is crucial. The pharmaceutical industry is still rooted in science, but it’s evolving fast and so is the definition of the “ideal” candidate.

Ultimately, people who embrace change, stay curious, and are willing to learn across disciplines are the ones who will thrive. It’s an exciting time to be in pharma, as long as you’re ready to evolve with it.

About me:

I joined Evolve in 2024 as a Recruitment Associate, I work within the Medtech division.

Before joining Evolve I worked in care, but decided I wanted a change. I have a passion for helping others and making a difference - so decided this would be the perfect fit! My role is extremely rewarding, I feel my confidence is growing every day and I look forward to developing my career further, here at Evolve in the future!

Outside of work I enjoy spending time with friends and family, as well as being outdoors.

About me:

After spending over 12 years working my way up the ladder within the Hospitality industry, I made the decision that the lifestyle was no longer for me.

I joined Evolve in 2024 to establish a career within Pharmacy recruitment, with the aim of helping other individuals reach their professional goals.

Outside of work my passions include illustration both digital and traditional, photography and spending quality time with my family.

Step 1: Research, Research, Research

Research is the foundation for success when applying for roles in the Medical Sales industry.

In an industry where innovation meets healthcare, and where every product has the potential to impact lives, understanding the details of the medical sales landscape is important.

⭐ Here’s why…

• Industry Insight: Keep updated on medical sales trends, challenges, and opportunities for strategic positioning.
• Product Knowledge: Master your product's features, benefits, and competitive advantages to build trust with clients.
• Customer Understanding: Tailor solutions to meet the unique needs of healthcare providers, institutions, and patients.
• Competitive Edge: Gain insights into competitors' strategies to effectively differentiate your offerings.
• Career Growth: Foster continuous learning through research to excel in your current role and prepare for future advancement.

⭐ What should I research?

• What is Medical Sales? (Medical Devices, Pharmaceuticals & Healthcare)
• What does a Medical Sales Representative do?
• How is the NHS structured, and how does it work? (Primary Care, Secondary Care, Integrated Care Boards)
• Learn about the organisations which shape and impact the industry (NICE, ABPI, ABHI)

Once you have conducted thorough research, you should have a good idea about whether medical sales is the right career path for you.

For more advice or information on conducting initial research into the medical sales industry, contact Lauren Ward on 0113 457 0777 or graduates@evolveselection.com 

About me:

Having worked in hospitality alongside my education, after graduating from university in November 2023, it was the perfect time to pursue a career in something I am passionate about. Evolve for me is the perfect place to explore the world of recruitment.

The team at Evolve are highly knowledgeable and being in the office you can tell that each person has the ‘buzz’ for recruitment and the aim to do the best they can for candidates and clients. My role at Evolve includes all aspects of recruitment support from administration to office management. I am excited to see where this position will take me in the future.

Outside of work I enjoy being outdoors often going on long walks in the countryside or around local country parks. I also really like anything motoring related so cars, motorbikes and watching the F1 racing.

About me:

I joined the Evolve team in 2023, and have over eight years’ experience of working in recruitment. I’m part of our MedTech division and am based at our offices in West Yorkshire. I'm passionate about connecting top talent with innovative healthcare organisations, and we provide solutions across sales, marketing, training, leadership, medical, regulatory/quality and many others. Outside of work, I'm an avid traveller who enjoys exploring new places!

About me:

I joined Evolve after working in Project and Account Management across varied sectors for over 15 years.

Working within Recruitment was the perfect career move for me as I love speaking with new people, helping wherever I can and overcoming challenges to support our candidates to reach their career goals.

Outside of work, I love spending time with my family and friends.

I have 2 young daughters who keep me very busy with their social lives!

As a job seeker, one of the most important factors that will be considered when applying for a vacancy is the employer brand of the company you are interested in. Employer branding refers to the reputation of a company as an employer and the values and culture it promotes. It plays a crucial role in attracting top talent, and it's becoming increasingly important for companies to establish a strong employer brand to remain competitive in the job market.

There are several key aspects of employer branding that are important to consider when evaluating a potential employer:

Company values and culture:

A strong employer brand is built on a clear set of values and a positive company culture. As a potential employee, you want to work for a company that aligns with your personal values and has a culture that will enable you to thrive. Job seekers will look for companies that have a clear mission statement and promote a positive work-life balance, employee development, and diversity and inclusion.

Reputation and recognition:

A company's reputation in the market is an important factor to consider when evaluating its employer brand. Look for companies that have a strong track record of success and are recognised as leaders in their industry.

Career development opportunities:

A company's commitment to employee development is an important indicator of its employer brand. Seek out companies that offer training, mentorship, and growth opportunities to help you advance in your career.

Benefits and perks:

A competitive salary and benefits package can be a major draw for candidates, but don't overlook other perks that can contribute to a positive work experience. Look for companies that offer flexible scheduling, remote work options, wellness programs, and other benefits that support work-life balance.

Employee engagement and retention:

Finally, consider the company's employee engagement and retention rates. A high turnover rate can be a red flag that the company is not living up to its employer brand promises. Look for companies that have a strong track record of employee retention and engagement, and that invest in their employees' well-being and professional development.

In summary, as a job seeker, you want to work for a company that has a strong employer brand and aligns with your personal values and career goals. By considering the factors listed above and doing your research, you can find an employer that will provide you with a fulfilling and rewarding work experience.

For more information about how Evolve can help your business with Talent Attraction and Employer Branding strategy, please contact Sarah Le Brocq on 0113 457 0777 www.evolveselection.com/employer-branding