Recruitment challenges in the Life Sciences industry in Poland – how to overcome them?
7 min read
April 23 2026
The Life Sciences industry, covering areas such as pharmacy, biotechnology and medical equipment, is experiencing dynamic growth. Projections indicate that its global value will reach an impressive $23.2 billion by 2030. As the industry evolves, the demand for top-tier talent intensifies – especially for companies in Poland that want to be innovative and leave their competition behind. Let’s find out the biggest recruitment challenges in the Life Sciences industry and how to effectively overcome them.
What challenges does the Life Sciences industry face in recruitment?
The Life Sciences industry is highly specialized; therefore, the requirements placed on candidates constitute one of the most significant challenges in recruitment. Furthermore, these requirements can vary widely, spanning multiple sectors such as biology, chemistry, medicine, genetics, pharmacology, and biotechnology.
The intense competition for qualified candidates compels companies in Poland to invest efforts in retaining employees within their structures for as long as possible. This approach helps companies sidestep the challenges associated with the recruitment process.
In the past year, we observed a 20% increase in the number of counter-offer among employers in the Life Sciences industry in Poland. These specialists decided to leave their companies and pursue opportunities outside its structures. However, despite initial motivation for job change, half of them decided to stay due to better compensation, career advancement, or increased flexibility in work.
Regulations in the Life Sciences industry
The Life Sciences industry is subject to stringent regulations and standards, such as good manufacturing practices (GMP) and laboratory practices (GLP). Employees must possess a thorough understanding of these regulations. Therefore, successful companies invest in training and skills development related to compliance with these strict standards.
Last year, we encountered considerable challenges in recruiting candidates specially for Laboratory Manager positions. Despite demanding several years of experience in medical laboratories, employers additionally require candidates to have specialization in a specific area and an active license to practice as a diagnostician.
How to overcome recruitment challenges in the Life Sciences industry in Poland?
Recruitment in the Life Sciences industry involves numerous challenges. To overcome them, companies need to adopt a strategic approach to acquiring and attracting top-tier talent.
1. Expanding the area of candidate acquisition
In light of the decreasing number of applications, it is worth broadening the search for highly qualified specialists beyond the country’s borders. Recruiters now possess limitless opportunities and can reach out to potential candidates worldwide through social networking sites, including LinkedIn. Additionally, they can explore specialized industry forums or career offices at universities to identify potential talents. Investing in the development of internal talent is also advisable, not only to attract but also to retain the best employees.
2. Investment in employee development
Science and technology are advancing at a rapid pace. Consequently, professionals in the Life Sciences industry need to continuously enhance their skills and stay updated on the latest knowledge. Employers can play a pivotal role in this by providing professional development programs, training sessions, co-financing courses or studies, and facilitating participation in industry conferences. Fostering the development of employees can not only motivate people to remain with the organization but also attract them to explore opportunities for growth in new companies.
3. Participation in research projects
Employees in the Life Sciences industry find fulfillment in actively participating in research and experiments. Their desire to remain with a company often stems from a genuine interest in the outcomes of projects to which they dedicated their time. However, it is not uncommon for them to experience a wait of several years before witnessing the results of their efforts. The engagement in compelling projects serves as a powerful motivator for many to stay committed to a particular company over an extended period.
Given the unique nature of the Life Sciences industry, employees frequently perceive a genuine impact on health or the environment. Therefore, the long-term consequences of their contributions hold immense significance for them. This means that even more favorable financial conditions offered by a potential employer may not adequately compensate for the satisfaction received from working on a meaningful project.
4. Significant social goals
Life Sciences companies frequently strive to achieve significant social objectives, including enhancing public health, combating diseases, and safeguarding the environment. Consequently, it is crucial for these organizations to effectively communicate their mission and underscore its societal impact. A well-defined sense of purpose can serve as a powerful motivational force, encouraging employees to remain committed to the organization’s goals.
5. A clear path to professional advancement
Ensuring a well-defined career advancement path is worth fostering employee development, because it is offering the promise of a long-term and fulfilling career within the company. The availability of both vertical and horizontal promotions underscores the organization’s commitment to employees’ growth and self-fulfillment. This not only motivates current staff but also serves as an attractive proposition for potential candidates considering employment in a new and dynamic environment.
6. Employee satisfaction survey
Investing time and resources in employee satisfaction surveys proves beneficial for your recruitment strategy. The insights gained from these surveys will assist in identifying areas that need improvement. This proactive approach will contribute to creating an appealing work environment where employees are engaged, motivated, and eager to grow. Ensure a focus on questions regarding their receptiveness to workplace changes. Conducting anonymous surveys every six months is the recommended frequency for optimal results.
7. Equal pay
Compliance with regulations ensuring pay equality by 2026 may be not only a legal obligation for employers in Poland, but also a unique opportunity to build a positive company image.
Organizations within the Life Sciences industry that proactively address this challenge will not only fulfill legal requirements but also position themselves as desirable employers for future talent. Through the implementation of equal pay and thorough salary review processes, companies can showcase their dedication to fair compensation. However, it transcends mere legal compliance; it’s about shaping a positive image and attracting the best talents to foster a dynamic and equitable workplace.
Recruitment in the Life Science industry in Poland – tips for HR departments
To attract and retain the finest talent, HR departments in the Life Sciences industry must remain proactive. Participating in training programs is among the most effective methods to achieve this objective.
As part of Devire Business Connect, HR professionals from the Life Sciences industry gathered for a session that featured an lecture by Anna Jabłońska-Trepka, Partner at Neumann Executive. The presentation delved into crucial topics, including the development of a fair pay policy, the implementation of an effective remuneration system, and support in crafting a work performance management strategy. Engaging in such events is main key for staying ahead of both challenges and trends in the recruitment landscape of the demanding industries such as Life Sciences indstury.
Recruitment challenges in the Life Sciences industry – summary
Given the specificity and dynamism of the Life Sciences industry in Poland, recruitment within it poses significant challenges. Companies contend with the need to attract specialized skills, navigate stringent industry regulations, and create conditions for ongoing professional development among their employees. Yet, through investments in proactive talent acquisition, training initiatives, and development programs, companies can effectively address these challenges. The crucial factors for success lie in cultivating flexibility and adapting to the dynamic nature of the industry.
About the author
Monika Radziszewska (Wiśniewska) is an Senior Team Leader specializing in permanent recruitment in Life Sciences at recruitment company Devire. In her role, Monika oversees team management and spearheads projects related to recruitment in pharmacy and medical equipment.
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Sources used in this article: ¹ Vision Research Reports, Life Science Analytics Market, accessed: November 6, 2023, Source . Deloitte, 2023 Global Life Sciences Outlook,
