Hess Associates

2012 Pharma/CRO Employment/Salary Picture

Employment in the US pharmaceutical or clinical research segment has been devastated, over the past few years, with several elements at force, including M&As, outsourcing, global competition, increasing regulations, restructuring, actual closings, decrease in new drug development, and cost-cutting. In 2010 and 2011, the overall pharmaceutical industry lost 50,000 and 20,000 jobs respectively in the US, and close to 9,000 in the first half of 2012. Despite a levelling off trend in job cuts, the hiring prospects within pharma remain challenging. The 3 main areas where outsourcing from pharmaceutical companies seems to be heading include full service CROs, monitoring, and patient recruitment, suggesting a positive outlook in the CRO employment sector. This is 10% more than most other industries.

For the last 6 years, Applied Clinical Trials has carried out a biannual “Salary and Career Development” survey of the US CRO industry. The over 1000 respondents (at least half with advanced degrees vs bachelor’s degrees, 75% US) were also chosen from related fields such as biotechnology, government labs, private consultants, medical devices, sponsors, and trial site management organizations. Results were in their report based on September/October 2012 data (done together with Center Watch)1.

Due to the number of job downsizings in the pharmaceutical industry, global CRO market growth, and increased pharma outsourcing to CROs, pointed questions were asked:

1. Change you foresee in CRO industry economy – CRO respondents 51% positive, investigative sites or sponsors 25%,

2. Industry sector where you still see most opportunity – Biopharmaceutical (65%), then CROs (26%) – where 46% of the respondents were in the CRO sector, and 27% in medical devices.

3. Job security –30% of respondents felt secure in their positions, and 52% somewhat secure (higher values than the previous year), and by industry, more CRO respondents felt very secure in their positions than site respondents or sponsors.

4. Salaries – median salaries within Biotech rose from $96K to $110K between 2010 and 2011, in CROs from $98K to $100K, in medical devices $104K to 108K, the lowest being clinical study-investigative sites, up to $60K in 2011.

Looking at individual positions, all earnings average, scientists, researchers, data managers – $70K, managers – $95K, associate directors – $130K, directors – 150K, VPs – $190K (for exact details please refer to paper).

Overall, there was a positive outlook amongst CRO respondents, not surprising, as Business Insights sees the CRO market to be $35 billion in 2013.

Nor does this mean that all CRO positions will go off-shore, as there are still hurdles, such as supply chain, unmet regulatory requirements, lower enrolment rates, and difficulties with infrastructure, and difficulties overseeing the CROs. Let’s hope a positive outlook prevails.

1 Applied Clinical Trials 21, 18-22, 2012.

2012 IT Salary Ranges

In late January, 2013, DICE released an inclusive survey of ~ 15,000 US Information Technology specialists.

They looked at salaries based on positions, metro areas, including bonuses, and data on Big Data, and included full time workers and consultants.

The take home messages for employers are:

– it is now a much tighter market as the unemployment rate amongst tech workers is only 3.8%.

– employers are having to pay to recruit or retain talent. The market is now much

more supply driven, as demand outstrips supply.

– to retain talent, companies are handing out bonuses, performance pay increases, or enticing new talent with significantly higher salaries.

– big data workers (professionals analyzing large data streams) can “write their own tickets”.

– demand for H-1B visas for technology workers is so high this year (2013) that visas may be awarded via a lottery

(Bloomberg 3/28/13 Jeanna Smialek).

Some very interesting facts jumped out of this data:

From 2005 to 2011, salaries rose an average of 2.5% per annum.
In 2012, they rose 5.3%. This translates into an increase in the salary of an experienced specialist from $67,800 to $85,619.from 2005 to 2012.
Consultants and contractors are now earning on average $104K and $62 per hour respectively.
Re bonuses –1/3 of tech workers received bonuses – ranging from approximately $7000 for business analysts to $18,000 for upper IT management.
Highest salaries (not surprisingly) reported were in Silicon Valley (6 figures), followed by DC area, San Diego,
Boston, Seattle, with Cleveland being the lowest. Matching this, by region, the Pacific region showed the highest, North Central US the least.

The highest paid tech workers now are those in Big Data (Hadoop, NoSQL, and Mongo DB) – all over $100K, whereas for those working with cloud and virtualization, just under $90,000, and with mobile, about $80,000.
7. Salaries rose according to the level of education and higher education.

Salaries for high tech workers in Canada can be compared by referring to


1 http://marketing.dice.com/pdf/Dice_TechSalarySurvey_2013.pdf

Share With Your Colleagues...
    Why it Makes Sense to Give Your Staff an XMas to New Year’s Break Women in the Male Dominated Workplace: Plight and Progress Nov 2017 When Does Using a 3rd Party Recruiter Save You Time & Money? What is Corporate Cultural Fit? Why Hire a Recruiter on an Exclusive Basis? Why Give Your Employees Standing Desks? Should a Man Wear Brown Shoes to an Interview? Why is Retirement so Challenging? When is it time to look for a new job? Getting over the Sluggish Blues What is CRISPR-Cas9 and Gene Editing anyway? Dating and Your Workplace – Do or Don’t – But Most Do 10 Ways to Work from Home Efficiently How do Deal with Annoying People at Work Is a Manager Entitled to Overtime Pay in Ontario? What are the Disadvantages of Hiring Contract vs Full-Time? Mind the Gap!!! And How to “de-Gap” your Resume How to Hire the Best Talent 5 Reasons to hire a consultant The “Pink Collar” Man in the Glass Elevator How do You Find a Summer Job in Ontario? How to Keep Employees Happy and Motivated Why do Companies Post Fake Job Ads? Who or What is Generation Z? How to Annoy your Recruiter Should Candidates Ask Questions During an Interview? How Hiring Managers are Using Social Media to “Vet” Potential Candidates Rearing the “All Digital Generation”? Is the traditional resume disappearing? No Future for Voicemail on Land Lines Online Programmatic Advertising The Internet of Things Women and the Boardroom 2014 FitBit and the Workplace Who are the Baby Boomers, Generation X, and Generation Y? Working for a Younger Boss End of 2014 IT Salary Information Stephen Poloz and Working for Free How Important Are Reference Letters? Psychological Health and Safety in the Workplace Ideas on Changing Careers Back To The Future 10 Telephone Interview Tips On Edward Snowden and Privacy Issues Canadian Salary Updates – IT and Biotech Spring 2014 The Second Most Important Issue Facing a Small Company Job Losses and Gains 2013 What is Bitcoin – What Are Bitcoins? Canadian Pharmaceutical Manufacturing Industry 2013 WXN Top 100 Most Powerful Women 2013 Privacy and Your Data Laboratory Workplace Psychological Health The Dollar Cost of Employee Turnover National Biotechnology Week 2013 Sept. 20 to 27 Five Most Important Reasons a Company Should Hire Contract Staff Use of Contract Workers in the Biopharmaceutical Industry Women Executives in Canada 2012 Metadata Monsters Is There a Hidden Cost to Hiring? Tips on Conducting Video Interviews with Candidates What is Epigenetics? 2013 Toronto HotDocs Exposé of the Dangers of the Internet 2012 Pharma/CRO Employment/Salary Picture 2012 IT Salary Ranges