Some vacancies in pharma and medtech seem permanently open, but why?
In an increasingly competitive life sciences market, employers are facing critical shortages in key commercial and technical positions. From Key Account Managers to Market Access experts, finding the right balance of scientific knowledge, commercial skill, and strategic insight has never been harder. Here, we explore what’s driving the shortage and how innovative hiring strategies are helping companies build stronger, more sustainable teams.

The Challenge

Across the pharmaceutical and medtech sectors, certain roles remain consistently difficult to fill, including:

• Key Account Managers and Territory Managers with specialist therapy-area expertise
• Market Access or HEOR professionals who can navigate complex healthcare systems
• Clinical Application Specialists who balance technical depth with commercial credibility
• Senior Business leaders in niche or emerging product areas

What do these positions have in common? They demand a rare mix of attributes: scientific understanding, commercial acumen, regulatory awareness, and strategic agility. Finding professionals who excel across all four areas is a major challenge.

At the same time, competition for these profiles is fierce. Global corporations, innovative start-ups, and fast-growing digital health players are all targeting the same limited pool of experienced professionals. The result is a talent market where demand far outstrips supply.

The Root Causes

1. Evolving Skill Sets

Sales roles have evolved dramatically. As healthcare systems move toward value-based care and integrated delivery models, employers now need commercially minded professionals who can act as strategic partners to customers. This requires deeper clinical knowledge, data literacy, and influencing skills — a combination that takes years to master.

2. Regional Disparities

The UK’s life sciences expertise is not evenly distributed. While the South East, North West, and parts of Scotland benefit from established pharma and medtech clusters, other regions struggle to attract or retain experienced candidates. This imbalance leaves many territories permanently under-resourced.

3. Shifting Candidate Expectations

Today’s professionals are looking for more than a title or salary. They want flexibility, development, and purpose. A strong culture, clear progression, and work-life balance are now deciding factors when choosing an employer.

4. Market Maturity and Complexity

As companies diversify portfolios and integrate technology into their pipelines, they need professionals who can bridge traditional product knowledge with innovation. That combination is rare, and the competition for it is intense.

Moving Toward Solutions

The most successful organisations are rethinking how they attract, assess, and develop sales talent. Instead of reacting to vacancies, they are building proactive, long-term strategies that align with business goals and market evolution.

At Evolve, we have seen the best results where companies take a multi-layered approach, addressing both early-career and senior-level hiring challenges.

1. Broadening the Definition of “Qualified” Talent

One of the most effective ways to tackle talent shortages is to broaden what “qualified” looks like. Instead of recruiting solely for direct experience, employers are assessing potential, mindset, and learning agility.

Our GAP+ Programme supports this approach. Designed to identify, train, and place new-to-market graduates into medical sales roles, GAP+ equips them with the scientific and commercial foundations needed to succeed. By focusing on ambition and adaptability, GAP+ has helped clients build high-performing teams in regions that have traditionally struggled to attract experienced candidates.

These graduates bring energy, curiosity, and a strong desire to learn — qualities that often lead to long-term success and retention.

2. Developing Leadership Pipelines from Within

For mid-to-senior roles, internal development remains one of the most sustainable solutions. Companies that invest in structured leadership programmes, mentoring, and career progression pathways are filling critical vacancies faster while improving retention.

By identifying high-potential talent early and giving them the tools to grow, businesses can reduce dependency on external hiring and create a loyal, future-ready workforce.

3. Attracting Senior Talent Through Flexibility and Purpose

Experienced professionals increasingly value flexibility and impact. Organisations offering hybrid work, territory redesigns, or part-time strategic roles are better positioned to attract senior-level talent.

Purpose is another major driver. Candidates are drawn to companies that clearly articulate how their work improves patient outcomes and contributes to innovation in healthcare. A compelling employer value proposition (EVP) that highlights culture, mission, and growth opportunities can significantly improve hiring outcomes at this level.

4. Re-engaging Experienced Professionals

Many highly skilled professionals have stepped away from the industry for personal or lifestyle reasons. Through return-to-work initiatives, interim projects, or consultancy roles, companies can re-engage this valuable talent pool. These professionals often bring decades of experience and can deliver immediate results with minimal training.

5. Adopting a Proactive, Data-Driven Approach

Leading organisations are moving away from reactive hiring and adopting data-driven workforce planning. By mapping future skill needs and monitoring market trends, they can build talent pipelines well before vacancies arise.

This proactive approach, combined with strong employer branding, ensures that when opportunities open, there are already engaged, qualified candidates ready to step in.

The Future of Recruitment in Pharma and MedTech

Hard-to-fill roles will always exist in an industry as specialised and fast-moving as life sciences. The key is to view recruitment as a strategic investment rather than a short-term solution.

By combining early-talent development through initiatives like GAP+, with leadership development, flexible senior hiring, and data-led workforce planning, organisations can overcome even the toughest recruitment challenges.

The talent is out there - it may just look different from what it used to. The companies that succeed will be those willing to adapt, invest, and think differently about what great looks like.

What strategies have helped you attract or develop hard-to-find talent in pharma or medtech sales? Contact us to see how we can help you

Across the UK, the medical sales market is facing an increasingly uneven distribution of talent. While established regions such as North West England and the South East remain well-supplied with experienced professionals, other parts of the country are feeling the strain of prolonged candidate shortages - making it harder than ever for employers to fill key sales roles.

In our experience, the regions most affected by this imbalance include:

• Scotland
• The East Midlands and Eastern England
• South West and South Central England
• The Republic of Ireland

Beyond Availability: The Real Issue Is Alignment

The challenge isn’t just the number of available candidates - it’s the alignment between what organisations need and what the talent market can currently offer. Employers are looking for medical sales professionals who can blend scientific understanding, commercial acumen, and adaptability - yet these well-rounded skill sets are often concentrated in limited geographic pockets.

This creates a situation where hiring managers in certain areas find themselves waiting months for experienced candidates to surface, while others are snapped up almost immediately. The result? Extended vacancies, lost sales opportunities, and teams operating below capacity.

A Shift in Thinking: Developing Talent Instead of Waiting for It

Forward-thinking organisations are starting to recognise that waiting for experienced talent to appear on the market is no longer a sustainable strategy. Instead, they are exploring alternative hiring pathways designed to develop new talent from the ground up.

One proven approach has been our GAP+ Programme - a structured initiative that identifies, trains, and places high-potential graduates into medical sales roles. These individuals may be new to the sector, but they bring energy, curiosity, and the right mindset to succeed in a challenging commercial environment.

By focusing on attitude, potential, and cultural fit - rather than purely prior experience - the GAP+ Programme helps clients build resilient, high-performing teams capable of driving long-term growth.

Case Study: Building a Sales Force from the Ground Up

One of our clients, a global medical devices company with a strong presence in Urology, faced persistent recruitment challenges across the South West and South Central England. Despite offering competitive packages and strong brand appeal, they struggled to attract experienced sales professionals to cover rural and semi-rural territories.

Vacancies were stretching for months, and the resulting gaps were putting strain on existing teams. The company needed a fresh solution - one that could deliver capable, highly motivated representatives quickly without compromising on quality.

After discussions with our team, they decided to pilot the GAP+ Programme. Together, we:

1. Defined the ideal profile – identifying key success traits such as learning agility, communication strength, and resilience.
2. Ran a nationwide search – focusing on graduates with relevant degrees (life sciences, biomedical, or business) and strong interpersonal potential.
3. Delivered tailored training – covering product knowledge, NHS structures, compliance, and sales fundamentals through a structured onboarding programme.
4. Provided continuous mentoring and performance support during the first 12 months of placement.

Within two months, the client had successfully onboarded four GAP+ graduates, each assigned to a previously hard-to-fill territory.

The results:

• All four graduates achieved their first-year sales targets.
• The company reduced its average vacancy duration from 16 weeks to just 5.
• Two graduates have since progressed to senior territory roles, demonstrating the model’s long-term value.

The client has since expanded the approach across additional regions, citing improved retention, higher engagement, and a more diverse sales team as key outcomes.

The Future of Medical Sales Recruitment

Talent shortages are unlikely to disappear overnight, but the success stories emerging from initiatives like GAP+ prove that there’s another way forward. By broadening the definition of what “qualified” looks like and investing in structured training and support, companies can access an entirely new generation of sales professionals ready to make their mark.

The next wave of medical sales talent is already here - it just needs the opportunity to shine.

Have you explored new-talent pathways to overcome your regional hiring challenges? Contact us to hear how we can help you and your team.

The Changing Face of Talent in Pharma and MedTech  

A major part of my role involves daily conversations with senior leaders, discussing how hiring decisions can shape the future of a business and how the right people can make an extraordinary impact.

While every discussion is different, one consistent theme has emerged in recent months: the market is changing. Senior leaders across the healthcare industry recognise that success now depends on fresh skills, forward-thinking attitudes, and the ability to adapt.

Experience remains invaluable, of course, but it’s no longer enough on its own. Our industry needs to evolve - and that means embracing new perspectives and investing in the next generation of talent.

Transformation Across the Industry

Our industry is in the midst of rapid transformation, fuelled by innovation, new regulatory frameworks, digital disruption, and shifting patient expectations.

These changes are reshaping traditional hiring models. Companies that once prioritised experienced professionals are now open to welcoming new-to-industry talent. However, many face challenges:

• They may lack the infrastructure to develop talent quickly.
• They may not know where to find high-potential graduates ready to make an impact.

Yet, there’s a shared understanding - the future of the industry relies on fresh perspectives and leaders who can drive progress.

How Our Graduate Accelerator Programme Makes a Difference

This is exactly where our Graduate Accelerator Programme (GAP) steps in.

Our university and industry supported programme offers far more than a recruitment solution. It helps clients attract, develop, and retain exceptional graduates - rapidly and effectively. Delivered on an outsourced basis, the programme provides the tools and support organisations need to nurture new talent while ensuring these hires deliver measurable business impact from the outset.

The results speak for themselves. Our clients see not only stronger performance metrics but also a renewed sense of energy and optimism across their teams.

Real Results, Real Impact

Earlier this week, I met with a client who recently began their GAP journey with us. It was truly humbling to hear their overwhelmingly positive feedback on how the GAP programme and our graduate solution have already made a tangible impact. Moments like these make me, and the entire Evolve team, immensely proud of the work we’ve done in creating a genuinely forward-thinking solution.

It’s not just about filling roles; it’s about creating momentum. The enthusiasm, innovation, and attitude these graduates bring have a ripple effect throughout their organisation. Seeing that transformation firsthand is one of the most rewarding parts of what we do.

Investing in the Future

Helping clients build talent pipelines that truly work - while accelerating ambitious graduates into meaningful careers - lies at the heart of what we do at Evolve.

Because when businesses invest in people with fresh perspectives, they’re not just hiring for today - they’re building the future of the industry.

Andy Anderson - Commercial Director - Evolve

What keeps me motivated every day is the chance to make a real difference for people. For candidates, it might be helping them take that next step in their careers, and for clients, it’s supporting them in finding the right talent to help their businesses grow. Being able to play a part in those journeys is something I never take for granted.

Looking back over the past 10 years at Evolve, I honestly feel lucky to have spent this time in an industry I’m passionate about, while also having the chance to take on different roles and keep challenging myself along the way. It’s been a journey where I’ve grown, learned, and been supported at every step.

One of the best parts has been working alongside such a brilliant team. The people here really do make the difference - it’s a culture that values development, encourages new ideas, and thrives on collaboration. It’s a place where you feel supported but also pushed to keep improving, and that’s made all the difference for me.

Ten years in, I still get that same buzz from knowing the work we do shapes careers and strengthens businesses. And I’m excited for what’s ahead, because if the past decade has taught me anything, it’s that there’s always more to learn, new challenges to take on, and plenty to look forward to!

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