As budgets are set for 2025, a few predictions for the new year come into view. We’ll see companies planning to invest in top talent once more, the implementation of artificial intelligence and machine learning, research and development increase in areas such as inflammatory, autoimmune and endocrine diseases, as well as exponential advancements in the obesity and weight-loss drug market.
Life sciences market growth continues
Industry experts predict the global market for obesity drugs will reach over $100 billion by 2030. Not only is rising public demand fueling supply from drugmakers, but this could increase ten-fold if there’s broadening evidence that these drugs could improve outcomes in other obesity-related health issues or even drug and alcohol addiction, as early research suggests. As the popularity of these drugs continues to rise, it has to be acknowledged that this is a major area of opportunity for life sciences job growth in 2025, fueled by the need for continued research and development and the potential for other uses in areas such as heart failure and kidney disease.
A machine-driven world
While certain sectors will provide more opportunities for growth than others, there’s a skillset in particular that all life sciences sectors will be laser-focused on when it comes to hiring new candidates. On the employer side, we can expect unprecedented demand for AI talent across every life sciences sector. The implementation of AI and machine learning within the life sciences space is not only fueled by companies wanting to enhance their existing processes, increase efficiency and lower potential costs, but also by their interest in how this type of technology can change the way companies approach drug discovery, diagnostics and patient care.
Weight-loss, autoimmune, neurology, and inflammatory drug life-cycle are all poised for growth this year, so life sciences companies are focused on hiring the best business-critical, technology-literate talent to bring these concepts to life within their companies. Employers will also be looking for a history of tenure in previous positions, as companies begin to prioritize long-term growth and stability.
Additionally, as many life sciences companies return to on-site working modules and move away from hybrid or remote work – along with many other major companies and industries who are returning to the office full-time – employers will value candidates who can be in the office five days a week, contributing to company culture and collaboration.
More than ever, there will be a robust job market for data scientists, AI engineers and machine learning specialists within the life sciences industry, as these individuals have the skills and knowledge to successfully implement technology that can be applied to a company’s processes at every level.
Focusing on the hiring process, not just hiring
Just like employers, top candidates have also adjusted their perspective of what makes a role attractive. Perhaps unsurprisingly, total compensation and additional benefits like competitive paid-time off, relocation benefits, equity packages and travel perks could all move the needle with a candidate considering multiple options. Additionally, candidates are looking for companies that can demonstrate stability and growth plans. Not unlike employers, candidates are also interested in roles that provide long-term growth opportunities.
Another aspect of the hiring process that can be overlooked is the interview and consideration process itself. Candidates – particularly those in high-demand – expect a level of professionalism and compassion at each stage of the interview process. They also expect the process to be efficient and streamlined – there’s nothing worse for candidates than being strung along by an unorganized hiring manager and on the hook for months on end. By demonstrating a company’s values clearly and communicating with purpose, a hiring manager’s process alone could be a decision-making factor.
An exciting year ahead
2025 is shaping up to be a year like no other – and staying ahead of the competition requires a workforce that is capable of making future-forward decisions. This is all done through a strategic hiring process, led by talent partners and hiring managers who together understand what employees are looking for.
Life sciences requires equal measure innovation and regulation to better patient outcomes, so companies will be steadfast on not only identifying key areas of opportunity this year, but attracting individuals with a strong understanding of artificial intelligence and machine learning who can further a company’s growth trajectory. Hiring managers who aren’t keenly focused on recruiting to further these areas of opportunity will fall behind.

Jae Yoo
Jae Yoo is Executive Director for EPM Scientific, a Phaidon International brand.