Company News & Updates

In the life sciences, every stage from early research to clinical trials and post-approval monitoring runs on a tight schedule. Teams are expected to hit critical milestones while navigating a maze of complex regulations. The challenge is finding specialized talent quickly enough to keep studies moving. A vacant role or a poor hire can cause delays, increase costs, and disrupt project goals. The Roles at Stake Across the Development Lifecycle Preclinical phase: In vivo and in vitro testing Study design and toxicology Bioanalysis and laboratory support Data integrity and compliance with GLP standards Clinical phase (Phases I–III): Clinical trial management and monitoring Biostatistics and data management Regulatory affairs GCP compliance oversight Post-approval phase: Pharmacovigilance and safety monitoring Real-world evidence and post-market surveillance Quality assurance and compliance oversight Lifecycle management These positions require both scientific expertise and a solid understanding of industry regulations and timelines. Why Specialized Staffing Matters ClinLab Staffing connects life sciences companies with professionals who are fully qualified and ready to contribute immediately. Our staffing services provide: Access to industry-specific talent pools with pre-screened candidates for niche roles Faster turnaround from job order to placement Reduced onboarding time with candidates experienced in your workflows Flexible hiring options including contract, contract-to-hire, or direct hire The ClinLab Approach With decades of experience in scientific staffing, ClinLab Staffing supports organizations at every stage of product development and commercialization. Whether you are preparing for a new study, running a multi-site clinical trial, managing a regulatory submission, or expanding post-market monitoring, we can help you build a team that meets your deadlines and project requirements. Contact us to discuss your upcoming staffing needs.

Drawn to medicine, but not the day-to-day of patient care? Holding an MD opens doors far beyond the exam room. In today’s health-driven economy, companies across industries—from biotech to health tech, pharma, legal, and consulting—are actively seeking professionals with deep medical expertise. An MD isn’t just a credential; it’s a strategic advantage. Your training equips you with critical thinking, scientific rigor, and credibility that businesses value deeply. Whether you’re ready to step away from direct patient care or looking to apply your skills in new ways, your medical degree is one of the most powerful tools you can bring to the table. If you’ve ever asked yourself “What can I do with my medical degree if I don’t want to practice?”—you’re not alone. Here are five intriguing, high-impact careers for MDs that don’t involve patient interaction: 1. Medical Science Liaison (MSL) What You’ll Do: Act as a bridge between pharmaceutical companies and the medical community, educating researchers, key opinion leaders, and internal teams on the science behind a drug or device. Why It’s Great: MSLs travel, present cutting-edge research, and work closely with innovation—without the need to diagnose or treat. Skills Needed: Communication, deep understanding of clinical data, and adaptability to different audiences. 2. Medical Writing & Communications What You’ll Do: Translate complex medical and scientific information into articles, regulatory documents, white papers, or content for pharma, health tech, or media companies. Why It’s Great: Perfect for those who enjoy writing and want to educate, influence, or shape the narrative of science in the public and professional realms. Skills Needed: Strong writing ability, attention to detail, and a knack for storytelling grounded in data. 3. Regulatory Affairs Specialist What You’ll Do: Help guide healthcare products through the complex maze of FDA (or international) approvals. You ensure clinical trials are designed well and that all documentation meets compliance standards. Why It’s Great: You’ll be deeply involved in bringing new therapies to market while using your medical knowledge in a structured, non-clinical way. Skills Needed: Project management, understanding of drug development and compliance, analytical thinking. 4. Health Tech Product Development or Consulting What You’ll Do: Advise or lead the development of digital health tools, apps, or devices. Your MD gives you insight into what clinicians need and what patients actually use. Why It’s Great: You get to innovate and solve real-world problems in healthcare, often in startup or entrepreneurial environments. Skills Needed: Cross-functional collaboration, product intuition, and an understanding of both clinical workflows and user experience. 5. Medical Legal Consultant or Expert Witness What You’ll Do: Use your expertise to assist in legal cases involving medical issues. This might include malpractice, insurance disputes, or personal injury litigation. Why It’s Great: Pays well, is intellectually engaging, and lets you apply your medical knowledge in a completely different context—sometimes even from home. Skills Needed: Precision, ability to articulate complex concepts clearly, and comfort with legal settings. Bonus: Your MD Is a Launchpad, Not a Limitation Many professionals who step off the clinical path feel guilt or worry that they’re “wasting” their degree. Not true. Every role above uses your hard-won knowledge in high-value ways. Whether you want to write, innovate, advise, or build—your MD gives you credibility and insight few others possess. You didn’t go through medical school for nothing. You just might be ready for something different. At ClinLab Staffing, we understand that not every MD follows the same path—and that’s a good thing. Whether you’re exploring non-clinical roles in biotech, pharma, medtech, or beyond, your medical degree brings unmatched value to the organizations we serve. We connect highly skilled professionals like you with companies that need your expertise, insight, and scientific credibility. Ready to take the next step in your career—on your terms? Let’s talk.

How Long Do Scientists Stay in a Job in 2025, and What Does It Mean for Hiring Managers? Science professionals are staying in jobs for shorter periods than ever before. According to the latest U.S. Bureau of Labor Statistics data, median tenure for science roles is down to 3.7 years—and often lower in fast-moving sectors like biotech, pharma, and data science. At ClinLab Staffing, we work with hiring managers who are adapting to this new reality. If your lab or life sciences organization is experiencing higher turnover, slower hiring cycles, or project disruptions, here’s what you need to know and how the right staffing strategy can help. The Scientific Tenure Trend: What’s Happening? Median tenure for life, physical, and social science roles: 3.7 years Common tenure for lab technicians and analysts: 2 to 3 years Engineering roles are slightly higher: 4.9 years Broader professional fields average 4.8 years Why is tenure dropping? Rising mobility in biotech and pharma sectors Uncertainty due to grant and funding cycles Post-pandemic burnout and career reassessments Growing demand for remote and flexible work opportunities What Shorter Tenure Means for Life Science Employers Increased turnover can disrupt research, clinical trials, and compliance timelines Recruiting and onboarding replacements is expensive and time-consuming Delays in hiring can slow innovation and time to market Loss of internal knowledge impacts training and SOP consistency How Strategic Staffing Can Help At ClinLab Staffing, we offer flexible staffing solutions tailored to the life sciences and laboratory sectors. Here’s how we can help hiring teams stay ahead: Fill Gaps Faster Quickly connect with qualified lab professionals, techs, and scientists Minimize downtime when employees leave Support Project-Based Needs Scale staffing up or down based on project cycles, clinical deadlines, or seasonal demand Avoid overhiring for short-term workloads Evaluate Fit with Contract-to-Hire Trial new team members before making long-term offers Improve retention by hiring only those who align with your team’s goals and culture Reduce Burnout and Turnover Relieve overloaded teams with temporary support Maintain morale and productivity without overworking core staff What’s the Ideal Tenure, and How Can You Support It? While average tenure is shrinking, most science leaders agree that a range of 4 to 7 years is ideal. It allows employees to: Complete long-term projects and research cycles Grow within your organization Develop institutional knowledge Avoid stagnation or burnout Staffing support helps organizations hit that sweet spot, retaining top talent while staying flexible enough to adapt to market shifts, budget changes, or employee transitions. Partner with ClinLab Staffing ClinLab Staffing specializes in placing scientific talent in life sciences, biotech, medical device, and laboratory environments. Whether you need a lab tech tomorrow or want to build a high-performing team over time, we can help you adapt to the realities of today’s workforce. Let’s talk. Contact us to learn how strategic staffing can improve retention, reduce risk, and keep your projects on track. ClinLab StaffingScientific Staffing. Simplified.

Summer might feel like the slow season—vacation mode kicks in, schools are out, and the office AC becomes your best friend—but for job seekers in scientific roles, the warmer months hold strategic opportunities. While the U.S. hiring cycle does have its seasonal rhythms, summer can be a surprisingly smart time to be on the job hunt. Here’s what to expect—and how to make the most of it. Understanding the Scientific Hiring Cycle In the U.S., hiring in the life sciences and scientific sectors tends to follow a fairly predictable annual pattern: January – March: The new fiscal year often brings new budgets and hiring initiatives, making this a high-activity period. April – June: Momentum continues, but hiring can start to slow as teams prepare for summer projects, audits, or conferences. July – August: Hiring managers, HR professionals, and decision-makers take time off, which can cause delays—but it’s also when new roles quietly open up due to internal reshuffling. September – November: Post-summer energy returns. Budgets must be used before year-end, often sparking another surge in hiring. December: Hiring typically slows again due to holidays and planning for the upcoming year. So, what does this mean for job seekers in the summer? Summer Isn’t Dead—It’s Different While the pace of hiring may slow, that doesn’t mean hiring stops. In fact, many companies use the summer to quietly make strategic hires—particularly for specialized or leadership-level scientific roles that require a longer interview and onboarding process. Here’s what to keep in mind: 1. Timelines May Stretch Expect delays in communication, interview scheduling, or offer approvals as teams rotate through vacation schedules. Stay patient and professional—persistence pays off. 2. Fewer Applicants Can Mean Less Competition Many job seekers pause their search in summer, assuming companies aren’t hiring. But if you’re actively searching, you may find yourself in a smaller, more competitive pool. 3. Projects Drive Demand For contract and project-based scientific roles, summer is often the kick-off point for major R&D or manufacturing initiatives timed to align with end-of-year goals or clinical trial calendars. This can open doors for temporary-to-permanent or consulting roles with real potential. 4. Summer Is a Planning Season Hiring managers often use summer to line up talent for fall and Q4 starts. If you’re not seeing immediate offers, you may still be top-of-mind for September placements—especially if you’re networking and building relationships now. Tips for Scientific Job Seekers Whether you’re a Principal Scientist, Clinical Project Manager, or Biotech Operations Director, here’s how to stay sharp in your summer job search: Stay Visible: Keep your LinkedIn and resume fresh. Update project outcomes, certifications, and any leadership milestones. Network with Purpose: Summer networking events, industry meetups, and virtual panels tend to be more relaxed—perfect for making authentic connections. Work with a Specialized Recruiter: Firms like ClinLab Staffing understand the nuances of scientific hiring cycles. We maintain relationships with companies actively hiring, even when they aren’t publicly advertising roles. Be Open to Interim Opportunities: Interim roles, consulting contracts, or freelance assignments can bridge the gap to a full-time role—and sometimes turn into one. The Bottom Line Summer may not always be the fastest season in the hiring cycle, but it’s far from a dead zone—especially for highly skilled scientific professionals. If you’re proactive, patient, and strategic, you can land your next role or lay the groundwork for a fall offer. And when in doubt? Partner with a recruiter who knows the science behind the cycle. Looking for your next scientific opportunity? ClinLab Staffing can help you navigate the market, connect with top employers, and find a role that matches your expertise and career goals—even in the heat of summer.  Contact us to get started.

When life science companies need to scale their teams quickly and reliably, they can’t afford to rely on generalist staffing firms. That’s why hundreds of biotech, pharmaceutical, and diagnostics companies across the U.S. turn to ClinLab Staffing—a firm built exclusively for the scientific community. A Specialized Partner in Life Science Talent ClinLab Staffing is not just another recruiting agency. For over 20 years, we’ve focused solely on the life sciences. Our clients range from early-stage biotechs to global pharmaceutical companies, and they trust us because we understand the urgency, precision, and compliance standards of scientific hiring. We Staff for Every Stage of the Lifecycle Whether you’re scaling preclinical research, building out a GMP-compliant production line, or preparing for commercial launch, ClinLab can help. We specialize in: Research Associates & Lab Technicians QC/QA Analysts & Managers Regulatory Affairs & Compliance Experts Clinical Trial Coordinators Manufacturing & Process Engineers We fill temporary, temp-to-perm, and direct hire roles across biotech, pharma, diagnostics, and medical device sectors. Why U.S. Companies Choose ClinLab  Scientific Focus Only – We speak the language of the lab.  Fast Turnaround – Resumes in days, not weeks.  High Retention – Our placements stay and succeed.  Flexible Models – We meet your hiring needs—no cookie-cutter solutions.  Nationwide Reach – While we’re based in the Boston/Cambridge biotech hub, we place candidates across the U.S. Built for Biotech, Trusted by Pharma From rapidly growing gene therapy companies to established contract manufacturers, ClinLab Staffing has placed thousands of professionals in life science roles. We’re proud to support innovation by ensuring the right people are in the right roles—fast. If you’re searching for life science staffing in the U.S., talk to a partner who knows the science, the talent, and the pressure. Contact ClinLab Staffing today to build your next great hire.

In clinical research, trial timelines are everything. A single staffing gap—whether it’s a missing CRA or a delayed project manager—can derail months of planning, costing sponsors money, slowing regulatory progress, and pushing critical therapies farther from the patients who need them. If you’re running or scaling a Clinical Research Organization (CRO), building a team that’s not just skilled—but resilient and responsive—is one of the most strategic investments you can make. At ClinLab Staffing, we’ve spent over 20 years helping life science organizations do exactly that. Here’s how the most successful CROs are staffing smarter, not harder—and how to avoid the common pitfalls that keep trials from moving forward. 1. Start with the End in Mind: Build for the Entire Trial Lifecycle Each phase of a clinical trial brings its own staffing needs: Pre-clinical & Phase I: Regulatory coordinators, data managers, early CRAs Phase II-III: CRAs, Clinical Project Managers (CPMs), TMF specialists, and QA/QC professionals Post-market/Phase IV: Pharmacovigilance experts, compliance monitors, and outcomes research staff Rather than scrambling to fill roles when milestones shift, top CROs work with staffing partners to map out projected headcount needs ahead of time—so they can fill fast without sacrificing fit. 2. Avoid Bottlenecks with Flexible Talent Models Trial delays often trace back to a single point of failure: a high-turnover CRA team, a missing regulatory submission lead, or gaps in quality documentation. One way to mitigate this? Blend your in-house team with contract, contract-to-perm, or direct-hire professionals. At ClinLab, we help CROs: Fill urgent roles in under 10 days with pre-vetted life science professionals Scale teams up or down quickly to meet sponsor timelines Build pipelines for specialized roles like TMF documentation experts or site start-up specialists Flexibility means fewer delays and less burnout—because your team isn’t always stuck in crisis mode. 3. Culture Still Matters—Even for Short-Term Teams Clinical trials are stressful environments. Fast deadlines, regulatory pressure, and remote teams can strain even the most experienced professionals. That’s why we don’t just match resumes—we match people to culture. Every CRO is different. Some move fast and favor autonomy. Others prioritize collaboration, structure, or sponsor visibility. We work closely with hiring managers to understand your culture and project expectations—so the professionals we place integrate quickly and stay engaged. 4. Look Beyond the Resume: Prioritize Experience That Delivers Under Pressure Clinical roles can look similar on paper. But the difference between a CRA who survives a trial and one who drives it forward? That’s harder to measure. That’s why our vetting process emphasizes: Therapeutic area familiarity (e.g., oncology, CNS, rare disease) Regulatory experience with ICH-GCP, 21 CFR Part 11, and regional nuances Soft skills like communication, sponsor management, and remote team coordination We’ve built a deep bench of professionals who’ve been through the fire—and who are ready to keep trials moving, no matter what happens. 5. Don’t Just Fill Roles—Future-Proof Your Trial Staffing More CROs are rethinking how they partner with staffing firms. Instead of calling only when they’re short-staffed, they’re leaning on experienced staffing teams like ours to: Conduct market salary benchmarks to stay competitive Tap passive candidate networks for hard-to-fill roles Build talent pools based on future pipeline projections When you plan ahead, you don’t just fill jobs. You build a staffing strategy that grows with you. Ready to Build a Team That Delivers? At ClinLab Staffing, we know what it takes to run successful clinical trials because we’ve staffed hundreds of them—across every phase, from coast to coast. Whether you’re growing a regional team or building a nationwide clinical operation, we’ll help you hire smarter, move faster, and protect your timelines. 📞 Let’s talk about what your next trial needs—and how we can help you build the team that gets it done. 👉 Contact us or call (508) 907-6222 to get started.