For years, pharmaceutical companies have relied heavily on in-house talent acquisition teams. The logic was clear: in a highly regulated and specialized industry, no one understands the hiring needs better than those embedded within the organization. But today’s reality is far more complex, due to margin pressures, regulatory uncertainty and unpredictable product approvals now require faster hiring, deeper expertise and scalable support.

The COVID catalyst

The COVID-19 pandemic triggered an unprecedented surge in demand for pharma talent. In response, many internal TA teams turned to contractors and on-demand recruiters to quickly fill roles. While this helped plug short-term gaps, it also introduced inconsistencies in candidate experience, damaging employer brands and stretching internal teams to the limit.

A perfect storm: tariffs, tight margins, and the urgency to hire

Three years on, the pressure hasn’t eased. Instead, new challenges have emerged. The reintroduction of Trump-era tariffs on Chinese APIs and active ingredients has put further pressure on pharma companies, especially those operating in generics or high-volume product categories where margins are already slim.

As a result, two urgent imperatives have emerged:

1. Speed to market—to launch products and generate returns quickly
2. Domestic manufacturing build-outs—to reduce reliance on tariff-heavy imports

These pressures have intensified the demand for talent in two key areas:

• Commercial teams (e.g., sales, marketing, market access)
• Manufacturing and operations, especially in new facilities being built across the U.S. and Europe

TA leaders are being asked to hire faster, in unfamiliar markets, and often without growing internal teams. The cost of delay? Missed revenue, compromised launch windows, and strategic risk

The shift toward hybrid recruitment models

To meet these demands, pharma organizations are rethinking their approach to recruitment. Increasingly, they’re embracing hybrid models, project-based outsourcing, and strategic recruitment partnerships.

Some are outsourcing full recruitment cycles in high-demand areas like commercial hiring. Others are handing off specific components—such as sourcing, administration, or talent pipelining—to trusted partners. These models give internal teams flexible access to deep recruitment and industry expertise, without the fixed overheads of growing headcount.

The benefits are clear:

• Faster time-to-hire
• Access to niche talent
• Consistent, high-quality candidate experience across markets
• Scalable support tied to business needs
• Delivery to agreed outcomes and SLAs

It’s an approach that’s working—64% of AMS’s pharma clients have adopted this model to support agility, scale, and talent quality. Its enabled them to meet their hiring objectives while reducing their time to hire by, on average, 33% and reducing cost to hire by an average of 36%.

Introducing PharmaFlexRPO by AMS

To support this shift, AMS has launched PharmaFlexRPO—a solution designed specifically to help pharma companies fast-track commercial hiring to meet product launch deadlines with confidence. With no long-term commitments or heavy internal oversight

• Mobilization within 48 hours
• Guaranteed outcomes with SLA commitments
• Global reach across 140+ countries
• Access to the latest sourcing tools and sector expertise
• Provided project Talent Pool which can be utilised for future hires

Here’s how it works:

• We define the project scope (e.g., 90 – 1000 hires) and agree on timeframes and SLAs for delivery.
• Our teams manage the project entirely within AMS systems, providing daily productivity and progress reports.
• We go to market as your brand, ensuring a seamless candidate experience.
• Upon completion, all data including talent-pooled candidates is returned to you for future hiring needs.

With PharmaFlex, you’re not just getting support you’re getting guaranteed results, delivered at speed, and backed by industry expertise.

Want to learn more? Click here to explore PharmaFlex .

Pharma organizations are embracing hybrid models, project-based outsourcing, and strategic recruitment partnerships.