AI Talent Hiring Shortage

Cracking the Code: How Life Sciences Hiring Managers Are Adapting to the AI Talent Shortage

Artificial intelligence is no longer a future aspiration in life sciences—it’s here, reshaping everything from drug discovery and clinical trial design to diagnostics and digital health. Investment is flowing at speed, but the talent needed to fuel these innovations is in dangerously short supply.

To better understand the pinch points, Skills Alliance ran a series of LinkedIn polls with hiring managers, R&D leaders, and digital health innovators. The results highlight not only the toughest roles to hire for, but also the real barriers organisations face—and how they’re adapting.

Poll Insights

1. The hardest AI roles to hire

When asked which AI-related roles are most difficult to fill, Data Scientists and AI Researchers topped the list at 35%. Close behind, Regulatory and Compliance Advisors with AI experience scored 30%, reflecting the growing complexity of ensuring AI tools meet FDA, EMA, and other global requirements. AI Product Managers (27%) were another challenge, highlighting the need for talent that bridges technical expertise with commercial and clinical application. Surprisingly, ML Engineers/MLOps specialists were cited as hardest by only 8%—suggesting some supply is emerging in this field.

2. Barriers to hiring AI-skilled talent

It isn’t just about demand—it’s about fit. The biggest barrier was a lack of life sciences industry experience (41%), followed by an internal knowledge gap to assess candidates (29%). A small talent pool (24%) also limits choice, while compensation expectations (6%) appear less of a challenge than often assumed.

3. Beyond the code: the most important skills

AI technical expertise remains king, but only narrowly. 38% ranked it as most important, while 23% cited regulatory and clinical frameworks, and 21% prioritised the ability to innovate with limited data. Interestingly, 18% highlighted communication and stakeholder alignment—a reminder that the ability to explain AI outcomes in regulated, high-stakes environments is just as critical as building the models themselves.

4. Market momentum: demand is rising

The majority of respondents confirmed AI vacancies are increasing. 37% said significantly, 22% moderately—meaning nearly 60% of companies are hiring more AI roles today than a year ago. Only 7% are reducing headcount, underscoring that AI is one of the most resilient talent categories in life sciences.

5. A shift toward contractors

How are companies filling the gap? By getting flexible. 33% already hire AI contractors, and 44% are open to it. Only 22% firmly prefer permanent hires or avoid contractors due to risk/IP concerns. This shift signals a broader trend toward contingent hiring and fractional workforce models.

Implications for Hiring Managers

These insights point to three major takeaways for leaders:

• Re-evaluating role definitions and salary bands: The scarcity of cross-trained talent means traditional job specs no longer work. Employers need to rethink expectations, blending technical skills with regulatory or clinical acumen.
• Partnering with specialists: Specialist recruitment companies with life sciences expertise can bridge internal knowledge gaps by sourcing and evaluating AI talent effectively.
• Adopting flexible models: Contractors and interim hires are becoming essential for filling urgent skill gaps without long-term risk or overhead.

Recommendations for Action

1. Attract cross-industry AI talent – Compete with Big Tech by positioning life sciences roles as purpose-driven, mission-led, and impactful for human health.
2. Onboard faster with contractors – Fractional or project-based hires can accelerate timelines, especially in regulatory-heavy or R&D environments.
3. Balance compliance with innovation – Build roles that integrate technical excellence with regulatory oversight, avoiding the risk of compliance failures slowing innovation.

How to fill the gap

The AI talent crunch in life sciences isn’t easing anytime soon—but organisations that embrace agility, rethink role design, and partner with the right recruiters will be best placed to thrive. The future of AI hiring lies in building flexible, forward-looking teams that combine permanent hires with specialist contract talent.

At Skills Alliance, we help life sciences companies secure the AI experts they need—whether it’s data scientists, regulatory advisors, or product managers who understand the nuances of healthcare innovation. By leveraging our specialist networks, industry knowledge, and speed of delivery, our clients are able to overcome hiring bottlenecks, access scarce skills, and keep innovation moving forward.