Most candidates already employed: the challenge of talent hunting
One of the key findings of this study concerns the professional situation of candidates at the time of recruitment. Of the 255 professionals recruited, 200 were already employed, representing nearly 78% of the panel. Only 55 candidates, representing 22% of the workforce, were available immediately upon hiring.
This observation illustrates a reality well known to recruitment professionals: the talent they seek is often already employed. These individuals are not actively looking for a new job and do not necessarily consult traditional job listings. This is precisely where the expertise of a specialized recruitment firm comes into its own, and one of the reasons why our clients under-utilize our services.
Our ability to identify, approach, and convince these candidates who are already employed is a decisive added value for our clients who are looking for rare and specialized skills.
A marked feminization of recruitment
Analysis of the gender breakdown reveals a notable trend: 58% of candidates recruited are women, compared to 42% men. This feminization of recruitment probably reflects the composition of the sectors in which we operate.
The pharmaceutical, biotechnology, and medical device industries, as well as healthcare institutions, traditionally employ a significant proportion of women, particularly in regulatory, quality, medical affairs, clinical research, marketing, and sales roles. In production and R&D, however, we see a commendable effort within executive committees to achieve gender balance.
This data also demonstrates the commitment of the companies we support to diversity and professional equality. It confirms that skills and expertise take precedence over all other criteria in the recruitment processes we conduct.
The dynamics of the life sciences job market
Medical devices lead the way in terms of recruitment at CDG Conseil in terms of volume, but in terms of value, the pharmaceutical industry is on a par, mainly due to higher salaries.
The breakdown by sector highlights the dynamics of the life sciences job market. The medical devices sector leads the way with 95 recruitments, representing 37% of the panel. This top ranking can be explained by the sustained growth of this sector, with major French companies operating in our region, driven by technological innovation and an aging population.
The pharmaceutical and biotechnology industry follows with 61 recruitments, representing 24% of the total, and is on the rise at CDG Conseil. The medical-social sector, which is undergoing rapid change, accounts for 42 recruitments (16%), while cosmetics and chemicals account for a total of 35 placements (14%). Finally, 22 recruitments (9%) relate to other related sectors.
This breakdown confirms the relevance of CDG Conseil’s positioning across the entire industrial value chain, from healthcare research institutions to the marketing of health and wellness products.
A national presence with two major hubs
A geographical analysis of the candidates recruited reveals a map of France with two main hubs. The Auvergne-Rhône-Alpes region comes out on top with 80 candidates (31%), followed closely by Île-de-France with 79 recruits (31%). These two regions thus account for more than 62% of placements made.
This distribution corresponds to the location of the main life sciences ecosystems in France: the Lyon cluster, which is particularly dynamic in medical devices and biotechnology, and the Paris basin, which is home to the headquarters of many pharmaceutical laboratories and companies in the sector.
The Provence-Alpes-Côte d’Azur region accounts for 19 recruitments (7%), Occitanie 17 (7%), while the other regions account for a total of 60 placements (24%). This geographical dispersion demonstrates our ability to operate throughout the country.
Sources of applications: Headhunting, the primary recruitment lever
The study of application sources provides valuable insight into the methods used to identify the most suitable profiles. Headhunting, or direct approach, is by far the leading channel with 117 recruitments, or 46% of the total. This predominance confirms the importance of a proactive approach in a tight job market where qualified candidates are in high demand.
Job advertisements represent the second channel with 73 recruitments (29%). Among these, LinkedIn stands out as the dominant platform with 34 successful applications, ahead of CDG Conseil (17), APEC (11), Cadremploi (6), Leem (2), and Indeed (2).
Our internal database enabled us to finalize 53 recruitments (21%), demonstrating the value of cultivating a pool of qualified candidates over time. Finally, referrals by our clients accounted for 12 recruitments (5%), a channel that reflects the trust placed in us by the companies we support.
Experienced and highly qualified profiles
Analysis of professional experience reveals that CDG Conseil mainly recruits experienced candidates. The 11-20 years of experience bracket dominates with 83 candidates (33%), followed by profiles with more than 20 years of experience (63 candidates, or 25%) and 6-10 years of experience (61 candidates, or 24%).
Less experienced profiles are less represented: 30 candidates have between 3 and 5 years of experience (12%), 15 have between 1 and 2 years of experience (6%), and only 3 recent graduates were recruited (1%). This distribution reflects the needs of our clients, who are generally looking for experts who can quickly become operational in positions of responsibility.
The level of education confirms this focus on highly qualified profiles. With 177 candidates holding a master’s degree or higher, representing 69% of the panel, high-level graduates are the core of our recruitment. This high proportion corresponds to the requirements of regulated life sciences sectors, where positions frequently require advanced scientific or technical training.
There were 34 candidates (13%) with a three-year degree, 24 (9%) with a two-year degree, 11 (4%) with a four-year degree, and 9 candidates (4%) with other levels of education.
Conclusion: a pool of talent driving innovation in healthcare
This statistical study paints a picture of a diverse, experienced, and highly qualified talent pool. The 255 professionals recruited by CDG Conseil between 2022 and 2025 embody excellence in the life sciences sectors: seasoned experts, most of whom are currently employed, who have chosen to take on new professional challenges.
These data also confirm the relevance of our multi-channel approach, combining headhunting, targeted advertising, and the use of our database.
In a job market where talent is a precious resource, this proven methodology enables us to effectively support our clients in their recruitment challenges.
In summary
Trends in client requests at CDG Conseil
- More assignments with SMEs/mid-cap companies
- Strong competition from talent acquisition teams for large groups (globalization, overseas-based recruiters)
- Complicated start-up/VC environment for the past 1.5 years
- Higher job levels at CDG Conseil
- International business has driven CDG Conseil’s growth (via our INRALS network)
- Mainly recruitment services, but also assessment/coaching/outsourcing/interim management
Market trends over the past 1-2 years and 2026 and beyond
- Unstable international context (taxes, costs, etc.)
- Unstable French context (budget not voted, etc.)
- Impact of regulatory standards in Europe
- Impact of prices/reimbursement levels in France
- Significant fundraising (larger amounts/fewer instances)
- Driven by technological innovations/AI
- Therapeutic niches (rare diseases, personalized medicine, etc.)
- New modes of care
