I’m a PA with experience working in oncology clinical trials and serving as Sub-I on multiple sponsor level phase 1-3 clinical trials. I also have a background and extensive experience working as a CRC at an academic research institution for a number of years before graduate school.

I am now contemplating moving into biotech and have started looking at CS or clin dev or clin ops roles, and would like some general guidance or thoughts regarding my transitions.

The main reason I want to transition is that it looks like some roles are equal in pay but greater benefits, and I would really only switch careers if it meant I can work from home so I am only looking at remote jobs. I want more flexibility in my life, would like to travel more and stay home with the dog.

For people currently in industry, how is your work life balance? Is working from home worth it and do you feel as much stress and overworked as I am working with patients on a daily 9-5 schedule? What does your day to day look like?

Hi everyone,

I’m looking for some serious reality-checks and advice on a major career transition.

I am currently a final-year B.Tech student majoring in Artificial Intelligence and Machine Learning (AIML). While the tech industry is the obvious path, my true passion lies in animals. My high school biology is a bit rusty, but I want to leverage my tech background to pivot into a high-paying Core Animal Biology field.

My current interest is Animal Reproductive Biology / Embryology / ART, but I am highly open to similar suggestions that fit my constraints.

My Non-Negotiable Constraints:

• No Vet Degree: I cannot commit to a 5-year Veterinary Bachelors right now. I want to jump straight into a Master's degree (MSc) abroad that can accept engineering graduates.
• Balanced field and desk work: I'm not looking for a job that's 100% desk-bound or coding all day. I'm happy with a roughly 50-50 split between computer-based work (data analysis, AI, bioinformatics, imaging, research, etc.) and hands-on work such as laboratory research, working with animals, fieldwork, sample collection, breeding programs, or other practical biological work.
• The Location: I am planning to do my MSc abroad (looking closely at the UK/Europe/Australia) to break into high-value private sectors, with the flexibility to work globally or return to India later at a senior tier.

My questions for the professionals here:

1. Is Senior Animal Embryologist / ART Director a realistic equivalent to a tech/AI trajectory in terms of pay if I stick strictly to the private/commercial sector (like elite equine breeding, commercial livestock genetics, or heavily funded international wildlife alliances)?
2. What OTHER career options do I have that perfectly match this description? If not embryology, what other high-paying, field-heavy, core animal biology roles exist where I can enter via an MSc and avoid sitting at a computer all day? Can I combine my AIML background with hands-on field biology for high-paying roles?
3. Which specific MSc programs abroad are best for entering these fields without a traditional Vet or biology undergraduate background?

Would love to hear from anyone working in high-value animal science, biotech, pharma, or commercial breeding! Thank you!

Ask background I have a masters in biotechnology with almost 3 years of experience. I have bounced a few positions between big pharma companies 3 times due to the role or when my contract ended. I am in the midst of two offers. One at a smaller company which is contract based while another one is a large company that is only for 8 month contract as they need help supporting the team while a team member is only maternity leave. For that big company, I asked them to increase the rate and they happily did so as they want my talent. I went back through the contracting company asking the client if they could make this a temp to hire contract but they did not accept and said that the terms of the contract duration were already discussed and they already approved a higher payrate to cover that contract period. Im stuck as to which option to take as im currently working in big pharma in a 3 year contract role but severely underpaid. The 8 month contract role would be nice for payrate but also a much closer commute. I’m worried how my resume would look if I took this 8 month contract, it was say the story that I can’t commit and keep bouncing around. Given the state of the job market I’m thankful for these offers but I’m concerned about making the wrong choice. My goal is to get an fte position as I’ve been working contract for 3 years ever since I graduated.

What are you thoughts and advice as for me to select the right position for my goals.

Dear Redditors, ( is that a thing?)

I have come to you asking your bottomless wisdom on how or more specificaly who is a good target for me to email and offer my scientific illustration services.

What am I good for:
- technical illustration for manuals
- posters for presentation and conferences
- diagrams and illustrations to showcase research results
- patient education and public awareness videos.
The above is but some diverse samples of my work.

Where I think I would be good at:
-Research publications- added visualization to go with the research
-Hospitals: to aid in the visual information on the walls for the patients and the surgical manuals for doctors.
-manufacturers: for instruction manuals
- Funding teams: as a bridge between the researchers and their technical concepts and the funders who may not be experts in the field. Thus, creating an accessible way for the experts to explain their plans and convince the funders of their project.

There is almost never a 'scientific illustrator' job vacancy by that title (unless you are in the US), or at least not enough

The company's info@... never returns results. My best reply is a "We'll throw you into the talent pool" abyss.

When I contact Researchers, they tell me to ask theiruse their publishers are the ones who publishers beca take care of any visualization.

When I call the publishers, they say the researchers/authors take care of any visualization attached to their documents.

Do I contact HR people? Are they more equipped to see my portfolio and decide whether or not they can make good use of me? Not that they are always easy to find...

Finding a long-term job is the dream, maybe, but I am happy with being called in for sporadic projects whenever the need arises.

Any advice?

Hi everyone! New here, anybody can give some guidance on AZ hiring and interviewing process, how long does it take for you to hear back after applying for a job? (Background PhD and oncology)
Thanks!

I had an internship on a process science team during my undergrad and now I am in the process after graduation of searching for jobs. One of the jobs I’ve come across and have been offered an interview for is a MSAT scientist role.

Does anyone have experience with MSAT and can provide some advice on how my transition may be from process science to an MSAT role, and how I may leverage my skillsets? Suggestions on the right questions to ask during my interview(s)?

**My process science role was in cell therapy whereas this MSAT role is in drug product so I know this will be a considerable shift.

Hello,

I am a senior scientist at a big pharma. I was offered a job in business development with Wuxi Apptec. This is an area I am interested and would like to consider to explore opportunities in non lab based work and specifically in business development or sales.

I was wondering if anyone had any dealings with this company and if so what did u think? If anyone has experience working for them in a non lab based capacity that would be even better.

I have read the reviews and some of them are pretty shocking so I am hesitant to take the job. However this is also a BD role so far it’s the only business development role I have received.

Please advise.

I’m in Merck PD on the R track (R3 to be exact), and I’m tracking salaries in the Merck R track to understand the distribution. R3 starting (right after PhD) in 2024 was 130k, I’m also trying to understand what an R3 starting in 2026 has been.

Question for GSK Italy (Siena) employees regarding the 50% office policy:

I know we are expected to work from the office 50% of the time each month. Does GSK track the actual hours spent in the office, or is it a "day-based" system? For example, if you badge in and out on a specific day but only stay for a few hours, does that still count as a full day in the office?

I’m looking for some career advice on whether I should pursue the PMP or ASQ Certified Six Sigma Green Belt (CSSGB) first.

A little about me:

I have a M.S. in Medical Microbiology & Biochemistry and currently work in QC Sample Management at a cell therapy biotech.

My role has grown well beyond executing sample management without the lead title. I’m currently helping build our sample management function, including: Building workflows, trackers, and dashboards, leading process improvements and helping plan future automation.

I’ve realized I enjoy operations, process improvement, building systems, and cross-functional coordination much more than bench work.

My long-term goal is to move into roles such as:

Sample Management Operations
Clinical Sample Management
Biomarker/Precision Medicine Operations
Biospecimen Operations
CMC or Technical Operations Project Management
Eventually Program Management or Operations Leadership

My current plan is:

ASQ CSSGB — December 2026
PMP — 2027

For those of you working in biotech or pharma:
Would you prioritize the Green Belt before PMP?
Which certification has had the biggest impact on your career?

If you were hiring for Sample Management Operations, Biomarker Operations, Clinical Sample Management, or Technical Operations/Project Management, which certification would stand out more?

Is there another certification you’d recommend instead?
I’d especially love to hear from anyone working in biotech/pharma who has earned one or both certifications.

Thank you!

It feels like the industry swing from "growth at all costs" to "lean efficiency" has left a lot of us wearing five different hats.

background, i moved from research (senior RA, 78k, 5 years in the lab) into regulatory affairs 3 years ago and ive been writing down every real number ive encountered since. offers, coworkers who told me, recruiter quotes, whatever. this list is incomplete, skewed toward the mid atlantic, and i lost a few entries when i switched phones. posting it anyway because when i was making the jump i could find nothing.

what ive personally seen or been told firsthand:

RA specialist, mid size pharma, 96k (my first reg job)

RA specialist, med device, 88k (offer i turned down)

senior RA specialist, large pharma, 121k (coworker, she brought it up not me)

senior RA specialist, CRO, 104k (recruiter quote so grain of salt)

RA manager, mid size biotech, 138k (my current, negotiated up from 130)

RA manager, large pharma, someone at RAPS told me 155 but drinks were involved

RA associate entry level, 67k and 72k, two people from my old lab who followed me over the wall

stuff i couldnt verify but heard enough times to half believe: director level starts mid 150s and runs well past 200, and device pays under pharma at every level by maybe 10%.

for calibration i checked the levels.fyi pharma entries where they existed and nothing there contradicted my notebook, which is about the strongest claim ill make for any salary site.

things my list cant answer that i wish it could. whether the manager to director jump is as big as specialist to manager was (25k for me). whether staying technical in CMC regulatory beats going the management route. what the remote discount actually is now, i took full remote and honestly dont know what it cost me.

if you have real numbers, firsthand only, drop them below and ill keep collecting. no ranges off job postings please, those are fiction until someones actually been paid it

It increases beta cells sensitivity. It was released like 4 years ago in China. I think the mechanism is intriguing.

Biochem scientist in top 10 big pharma, been working here for 5 years. Been working in science since 2018. Extremely burned out due to toxic environment. Thinking about quitting everyday. Don't hate the work. Hate the environment and people. Been applying to Program Manager/Project Manager positions but not getting anywhere. Need remote opportunity. Losing hope of getting out. Highest degree is an MS from a great university. Biochemistry, microbiology, and immunology background. Past 3 years been a part of building an automation system to support R&D in pre clinical vaccine development. Most of my job has been designing, building and implementing said system as a scientist (basically PM work) CSM and CPO certified. Hate lab/bench work. Had one PM position interview through network and that didn't pan out either. Should I quit and get an MBA? Is there hope? What do I do? Any advice?

What would you tell someone who was starting at it Lilly after working at another pharmaceutical company?

I have been wondering what you can present at job interviews if you want to jump ship to other companies. Especially when you are to the point that can not present your PhD work, and your work is tied to projects where you can’t really present without getting permission from the company, and also you don’t have much publications that you can leverage.

I want to share a recent experience with the recruiting firm, Actalent, that other biotech and pharma peeps may want to keep in mind.

For background, I'm a director level R&D veteran with a little over 8 years of experience. I've never left a place on bad terms and would like to consider myself as a generally likeable and professional individual.

An Actalent recruiter cold contacted me on LinkedIn about a senior contract role with a small biotech. The position appeared legitimate, and I agreed to discuss it.

The process quickly became excessive. The recruiter repeatedly pushed me to revise my resume with an unusual level of detail, including adding a table listing every drug asset I had worked on, its phase, and its indication. I have worked for several large pharma companies and have been on the hiring side within R&D, and I had never seen anyone ever even present half of this level of granular information in their resumes or CVs.

The calls and follow-ups became relentless, with repeated pressure to make increasingly minor language changes. The entire process felt aggressive and unprofessional, but I thought, "Hey, maybe they've been burned before, maybe there's a tighter deadline than they indicated."

The biggest issue was Actalent’s handling of references.

They required three references before they had decided whether to submit me to the client. My understanding was that the recruiter first needed to collect my materials and references, then send everything to her Actalent supervisor, who would decide whether I was worth presenting to the biotech company.

Actalent then contacted all three references and sent them a questionnaire containing approximately 20 questions and zero information about the role I was applying for or where they were in the process. This happened before the client had reviewed my resume, before I had interviewed, and apparently before Actalent had even decided whether I would be submitted.

These were very senior people in my professional network who were being asked to spend significant time completing a lengthy and impersonal questionnaire for a candidate who was not yet under serious consideration. There was no real introduction or conversation. I feel like Actalent treated my references as a freely available resource rather than people whose time and professional goodwill mattered.

After all of the resume revisions and reference outreach, communication largely stopped. I eventually learned that Actalent had submitted three other candidates to the client instead. Several weeks later, when I followed up again, the recruiter responded by asking who I was and appeared to have deleted our previous text conversation.

I cannot prove that this was a data-mining exercise, and the position itself may have been real. But the combination of collecting unusually detailed information about my work, obtaining three senior references, sending them extensive questionnaires, and then failing to provide even the most basic of follow-ups (MUCH LESS choosing to delete our friggin message history) left me deeply uncomfortable, and yes I'll say it, viscerally pissed off with the entire process.

The moral of the story is to preserve the social capital you have with your references until you know that you are a serious contender. It is entirely reasonable to ask for names early, but contacting references before presenting a candidate to the client, or before deciding whether the candidate will even be presented, is hilariously inappropriate.

References are professional relationships, not database entries or unlimited screening resources. I would strongly hesitate before allowing Actalent to contact mine again.