How Pharma uses MSP to attract and hire contingent talent

The pharmaceutical industry continues to evolve its workforce strategies to meet the demands of a faster, more globalised market. Agility, scalability, and access to specialist talent have become essential as companies work to accelerate innovation and streamline operations. In 2025, contingent labour is no longer a short-term fix. It is a strategic asset for attracting and keeping high-performing talent in an increasingly competitive landscape.

Pharma’s traditional workforce model

Historically, pharmaceutical companies relied heavily on full-time employees embedded in long-term research and development programmes. Workforce planning followed predictable cycles, often tied to physical office locations or lab-based workflows. While this model supported internal stability and regulatory compliance, it lacked the adaptability needed to manage rapid shifts in demand or access global ability.

Hiring cycles were long, and in-person collaboration was the norm across manufacturing, clinical trials, and commercial operations. Cross-border recruitment and remote work options were limited, leaving gaps in coverage and delays in execution when projects required speed and specialisation.

New pressures require new approaches

In recent years, a range of internal and external pressures have challenged the industry to become more agile and digitally enabled. Global competition, complex supply chains, and the push for faster development timelines have driven pharmaceutical companies to rethink how they access and manage talent.

To meet project demands with greater flexibility, many organisations now embrace contract-based roles and project-based services, global sourcing, and digital workflows. Functions such as clinical trial management, regulatory documentation, medical writing, and pharmacovigilance are increasingly staffed with contingent professionals. These roles allow companies to scale quickly and secure niche ability for short-term initiatives.

From temporary solution to core strategy

Contingent labour has become an integral part of the modern pharmaceutical workforce strategy. Employers are moving beyond short-term fixes and treating flexible staffing as a long-term approach to attract specialist talent, reduce time to hire, and manage costs.

This shift has also increased adoption of Managed Service Provider (MSP) models and Services Procuremen t frameworks. These approaches streamline hiring, centralise compliance, and improve visibility across complex workforce operations. As a result, pharmaceutical organisations can better align their workforce models with broader strategic goals.

Rise of the contingent workforce

Contingent workforce in pharma is growing rapidly, encompassing contractors, freelancers, consultants, and gig workers. This trend is not new, but it has accelerated significantly due to the post-pandemic emphasis on cost control, scalability, and operational flexibility. The contingent workforce in pharma now plays a leading role in pharmaceutical contract staffing strategies. This aligns with broader pharma workforce flexibility trends.

Life sciences companies are now using external workforce for specialised, project-based roles that require niche ability or short-term availability. Contract workers are now essential in areas such as:

Clinical trial support
Regulatory affairs
R&D and data analytics
Medical device manufacturing

The need to hit critical project timelines, access global talent, and adapt quickly to shifting markets fuels this trend. As research and development cycles compress and digital transformation becomes a core focus, contingent workers are being used across everything from data analytics and artificial intelligence (AI) to regulatory intelligence.

This model allows companies to attract and keep top talent for specialised projects without long-term commitments, while also improving responsiveness to market shifts.

Benefits and challenges of hiring contingent workers in pharma

The benefits of hiring contingent workers are large. Companies gain access to highly skilled and qualified candidates without the long-term financial commitments associated with permanent hires. This model allows for faster ramp-ups, cost containment, and increased agility. For example, during vaccine rollout phases, pharmaceutical giants quickly assembled temporary teams for distribution logistics, digital patient support, and data collection.

Benefits

Flexibility: Rapidly scale teams to meet evolving project needs.
Cost efficiency: Reduce overhead while supporting access to qualified candidates.
Specialised expertise: Tap into a global talent pool with niche skills in research and development.
Scalable support: Enable outsourcing to trusted service vendors for flexible, on-demand capacity.

Challenges

Onboarding and integration: Ensuring new team members are quickly and effectively brought into the work environment.
Compliance risk: Managing labour laws and data security across districts.
Visibility: Tracking performance and spend across a dispersed workforce.

Managing a contingent workforce requires rethinking traditional HR models and working arrangements. Issues such as onboarding, data access, project integration, and team cohesion must be addressed with intentional processes. Additionally, there can be legal and compliance risks if labour classifications are mishandled or if there is ambiguity about worker status.

Effective hiring solutions for pharma must account for integration, compliance, and collaboration among contract and permanent workers.

Regulatory and compliance considerations

In highly regulated environments like pharma, compliance is non-negotiable. Whether managing full-time employees or contingent workers, companies must ensure adherence to industry standards, including data protection, ethical conduct, and audit readiness. This is especially critical when collaborating with global teams or across the United States and Europe.

An MSP in pharma industry contexts can help ensure compliance across global labour laws and mitigate co-employment risks. Partnering with agencies that understand local labour laws can reduce risk while supporting flexibility. Technology platforms that automate compliance tracking and documentation are vital tools for HR teams managing large volumes of contingent labour.

Strategic talent acquisition

Life sciences companies are blending traditional hiring with flexible staffing solutions to create a hybrid model that supports innovation and speed. The goal is to develop a dynamic workforce that aligns with business cycles, regulatory timelines, and emerging therapeutic areas. To remain competitive, pharma companies must evolve their recruiting process and workforce strategy. Key actions include:

Adopting hybrid models that blend permanent and contingent roles.
Automating onboarding to reduce time-to-productivity and ensure compliance.
Using data analytics to forecast talent needs and optimise sourcing.
Partnering with MSPs to centralise workforce management and reduce risk.

Successful organisations prioritise workforce planning as a strategic lever, not just an operational function. This means understanding when and where to deploy contingent talent, finding roles best suited for contract engagement, and supporting a steady pipeline of pre-vetted professionals who can step in as needed.

Role of technology in managing a flexible workforce

Digital transformation is playing a pivotal role in how pharmaceutical companies manage contingent talent. Technologies such as cloud-based talent platforms, AI-driven analytics, and workforce automation are streamlining the recruiting process, compliance, and project integration. The integration of technology enables pharma companies to adopt flexible workforce models that combine full-time, freelance, and remote contract workers. Artificial intelligence (AI), automation, and VMS platforms are transforming how pharma companies manage their workforce. These tools enable:

Real-time visibility into workforce metrics
Predictive analytics for workforce planning
Seamless integration of remote and on-site team members

Vendor Management Systems (VMS) help HR and procurement teams' source, track, and evaluate contingent workers at scale. These platforms also enable real-time visibility into spending, performance, and risk management. AI-powered tools can match roles to candidates more efficiently, enhancing time-to-fill and helping companies keep top talent. The integration of technology enables pharma companies to adopt flexible workforce models that combine full-time, freelance, and remote contract workers.

Building an agile talent strategy

Agile strategies prioritise the ability to scale up or down quickly while supporting compliance and team cohesion. This includes mapping future skill needs, building diverse and inclusive talent pipelines, and aligning HR with business objectives. Training programmes that support internal mobility also help reduce dependency on external hires. To build a future-ready workforce, pharma companies should:

Invest in technology for sourcing, onboarding, and compliance.
Diversify talent sources to include freelancers, contractors, and Services Procurement vendors.
Measure performance using real-time analytics.
Foster partnerships with MSPs and staffing agencies

Strategic takeaways

Pharma companies that embrace contingent labour not as a temporary fix but as a core part of workforce strategy will be better positioned to compete in a fast-moving market. An effective life sciences workforce strategy considers internal mobility, skills forecasting, and external talent engagement. By optimising working arrangements, leveraging technology, and offering flexibility, organisations can enhance their ability to attract and keep qualified candidates in an increasingly global and dynamic labour market.

Curious how Pontoon can help your organisation build a future-ready workforce? Explore our MSP and Services Procurement solutions, and download our Service Procurement Guide.

FAQ: Contingent workforce in Pharma

What is the difference between contingent and full-time workforce in pharma?

A full-time workforce consists of permanent employees who typically receive benefits and long-term contracts. In contrast, a contingent workforce includes contract workers, freelancers, and consultants hired for specific projects or timeframes. Contingent roles offer flexibility and are often used in areas like clinical trials, regulatory affairs, and R&D.

How can pharma companies ensure compliance when using contingent workers?

Compliance can be maintained by:

Partnering with a Managed Service Provider (MSP)
Using Vendor Management Systems (VMS) for oversight
Standardising onboarding and training
Ensuring all workers meet regulatory and ethical standards

Learn how Pontoon supports compliance in contingent workforce programmes.

What are the cost implications of shifting to a contingent workforce model?

While contingent labour may have higher hourly rates, it often reduces long-term costs by:

Lowering benefit and overhead expenses
Allowing for project-based budgeting
Reducing time-to-fill for critical roles

This model also improves ROI by enabling faster innovation and operational agility.

How do contingent workforce strategies vary by region or regulatory landscape?

In the United States, labour laws are more flexible, allowing broader use of contingent labour. In contrast, European countries like Germany and France have stricter co-employment and classification rules. Regional strategies must align with local compliance, tax, and labour regulations.

What technologies support the management of a flexible workforce in life sciences?

Key technologies include:

Vendor Management Systems (VMS) for visibility and control
Artificial Intelligence (AI) for talent matching and forecasting
Onboarding automation tools for compliance and speed
Analytics platforms for performance tracking