Switzerland is renowned for its leadership in the life sciences sector, yet it faces significant workforce challenges as the industry undergoes transformation. As talent shortages and demographic shifts threaten the nation’s competitive edge, it’s essential for Swiss companies to rethink how they attract, develop, and retain specialized talent to maintain their position as a global innovation hub.

The European life sciences sector is currently navigating numerous challenges—geopolitical uncertainty, aging populations, inflation, and digital transformation—all of which are reshaping the workforce landscape. According to recent research by Gi Group Holding and Lightcast, the sector continues to drive innovation and economic growth. However, an ongoing talent shortage, especially in key roles, could undermine its future success if these issues are not addressed proactively.

The State of Life Sciences in Europe

Europe’s life sciences industry contributes over €585 billion annually to the economy, with key sectors like biopharma and MedTech expanding rapidly. Despite this growth, the industry’s progress is uneven. While Western hubs like Germany, France, and Switzerland remain dominant, countries in Eastern Europe—such as Bulgaria, Hungary, and Latvia—are emerging as cost-effective alternatives, offering fresh talent pools and attractive business conditions.

The talent gap is widening, with demand for specific skills like neurodiagnostic technicians and medical device specialists far outstripping supply. Between 2022 and 2024, over 250,000 life sciences job postings were made across Europe, yet a shortage of qualified candidates remains a pressing concern. Additionally, rising inflation is driving up wage expectations, making it even harder for companies to attract and retain top talent.

Balancing Technical and Human-Centric Skills

As life sciences continues to evolve, the need for a mix of technical and soft skills is growing. While traditional technical expertise—such as proficiency in data analysis, laboratory techniques, and regulatory knowledge—remains critical, employers are placing increasing emphasis on qualities like adaptability, collaboration, and problem-solving. These skills are vital for navigating the complexities of interdisciplinary research and rapidly changing regulatory environments. The ability to manage cross-functional teams and communicate across departments is becoming just as important as technical proficiency in many roles.

Stéphane Miras, Director Life Sciences at Gi Group Switzerland, highlights the challenge: “As Western populations age, demand for specialized skills in areas like orthopaedics and diabetes management is surging. At the same time, employers are grappling with the disruption caused by AI and automation. Talent shortages are a reality, with many workers needing to reskill in the coming years. External recruitment expertise is essential to address these shifts and maintain competitiveness.”

Switzerland: A High-Performance Sector Under Pressure

Switzerland is a leader in life sciences, particularly in biopharma, where it contributes the highest GDP output in the sector across Europe. The MedTech workforce is also the second-largest in the region, and Switzerland remains a top hub for research and development. However, the country is experiencing signs of strain. Life sciences employment has plateaued, and restructuring in middle management is leading to job reductions. Additionally, the workforce is aging, and younger professionals are increasingly scarce, putting future growth at risk.

To counter these challenges, Switzerland must focus on three key priorities:

1. Revitalizing the Talent Pipeline: The country’s youth participation in the life sciences sector is alarmingly low, with just 5.8% of young people in the industry as of 2023. Companies need to reinvest in partnerships with universities, apprenticeships, and STEM programs to attract younger professionals into biopharma and MedTech. Targeted initiatives aimed at drawing in fresh talent are crucial for ensuring long-term sustainability.
2. Retaining Senior Talent: While an aging workforce presents challenges, it also brings invaluable experience. Older workers hold critical institutional knowledge and mentorship potential. Strategies like phased retirement, advisory roles, and reskilling opportunities will help tap into the “longevity dividend” and maintain continuity across complex operations.
3. Upskilling for Digital Transformation: The life sciences sector is rapidly evolving towards AI-driven drug development, real-time diagnostics, and efficient production methods. Switzerland’s success depends on retraining the existing workforce in key areas such as data analysis, automation, and compliance. While traditional roles like lab technicians and research managers will remain vital, emerging fields in digital health and tech integration are becoming increasingly important.

Leveraging Switzerland’s Strengths

Switzerland’s reputation for high productivity, global R&D leadership, and quality-focused culture gives it a competitive advantage. However, staying ahead of the curve will require a balanced approach. Swiss companies must deepen their specialization in core sectors like biopharma, while also adapting to new challenges through flexible recruitment and workforce innovation.

One key opportunity is Switzerland’s multilingual workforce, which offers access to global markets. By expanding their search beyond national borders, Swiss companies can attract specialized talent for roles in regulatory affairs, clinical trials, and quality systems, particularly in multinational contexts.

What Leading Companies Are Doing Differently

Some forward-thinking life sciences companies are already adopting hybrid workforce models, combining internal skill development with external recruitment solutions. By partnering with recruitment process outsourcing (RPO) firms or managed service providers (MSPs), these companies can remain agile and scale quickly in response to industry demands.

According to Stéphane Miras, “Companies no longer just want ‘candidates’; they want workforce partners who understand the nuances of life sciences hiring. Whether it’s sourcing a data-savvy quality control analyst for a biotech firm in Basel or assembling a multilingual MedTech team in French-speaking Switzerland, local knowledge and sector expertise are crucial.”

Staying Competitive Through Workforce Transformation

Switzerland’s life sciences sector has unparalleled capabilities, but it’s at a pivotal moment. To maintain its leadership, the country must embrace a workforce transformation that includes training new talent, empowering experienced professionals, and partnering with experts who understand the unique demands of the life sciences industry. By doing so, Switzerland can continue to drive innovation and sustain its competitive edge on the global stage.