Every pipeline, from a Phase II protocol to a hospital pharmacy formulary, runs on licensed people. Right now those people are hard to find. ManpowerGroup’s 2026 Talent Shortage Survey, which covered more than 39,000 employers in 41 countries, found that 72% of employers worldwide report difficulty filling roles.
Pharma leaders tend to treat this as an HR headache. It’s not. A missing research coordinator delays enrollment, a short-staffed pharmacy slows dispensing, and an unfilled quality role can hold up a batch release. The cost lands in timelines and revenue, which makes staffing an operations question.
This piece looks at where the gaps hurt most across pharmacies, trial sites and manufacturing, and at the staffing models that let teams respond without slowing down.
Why Flexible, Credentialed Staffing Matters
Traditional hiring takes months, and a lot can go wrong in that window. Pharma and clinical sites need licensed nurses, pharmacists and technicians who can start fast, and who arrive with verified credentials rather than a pile of paperwork to chase.
That’s why flexible staffing has moved from a stopgap to a planning tool. A healthcare job marketplace lets a facility post open shifts and match them with vetted professionals, which can close short-term gaps much faster than a standard agency request. It’s one option among several; internal float pools and traditional agencies still have a role, and each suits different needs. A research site covering a surge in screening visits has different needs from a hospital pharmacy covering a leave of absence.
Nursing is a good example of why this matters. We’ve covered the role nurses play in pharma, from trial support to patient education, and few of those functions can wait through a six-month vacancy.
The tradeoff is real. Per-shift staff know less about your site than permanent employees do, so onboarding checklists and clear protocols matter more, not less.
Pharmacy: Demand Outpaces the Pipeline

Pharmacy shows the squeeze in hard numbers. The U.S. Bureau of Labor Statistics reports that about 325,200 pharmacists were employed in 2025, with employment projected to grow 5% from 2025 to 2035. It also expects roughly 12,500 openings each year once retirements and career changes are counted.
Those figures look modest until you consider who’s absorbing the demand. Pharmacists don’t only work behind retail counters. They run hospital medication programs, support clinical trials, and advise manufacturers. When demand grows in every one of those settings at once, a slow-growth profession can’t keep pace through hiring alone.
Technician shortages compound the problem, because pharmacists end up spending hours on tasks a technician would normally handle. The practical fix is rarely a single hire. It’s a mix of cross-training, predictable coverage for peak periods, and a reliable way to bring in credentialed help when someone calls out.
Clinical Trials: Where Staffing Gaps Delay Science

Trial sites feel staffing gaps sooner than almost anyone. PharmaVoice reported in February 2024 that clinical research associate retention had improved from about 73% to about 80%, but that research nurse and coordinator shortages were still creating enrollment backlogs. The same report noted that more than 100,000 nurses had left healthcare in recent years, shrinking the pool that sites draw from.
The consequences are concrete. When a site can’t screen and consent patients on schedule, enrollment slips, timelines stretch, and sponsors pay for the delay. Burnout makes it worse, since the remaining coordinators absorb the extra visits and paperwork. We’ve looked before at what motivates pharma employees, and workload ranks high among the factors that push people out.
Sites that plan for this rather than react to it tend to keep a short list of pre-vetted nurses and coordinators who already know the protocol, so a departure doesn’t stall a study.
Building a Resilient Staffing Plan

Compliance-heavy pharma roles need verified credentials before day one
Manufacturing and quality teams face the same pressure with tighter compliance rules, so the plan has to cover them too. A workable approach has five parts:
- Build a float pool of cross-trained staff who can cover several functions.
- Keep a roster of per-diem or fractional professionals for predictable peaks.
- Verify licenses and training records before anyone’s first day, not after.
- Invest in retention, including tuition support and remote options where the role allows.
- Track time-to-fill and open-shift coverage rates, and review them monthly.
None of this is exotic. What separates resilient sites is that they treat staffing as infrastructure. It sits alongside the thinking in our piece on operational resilience across facilities, where people are a risk factor as real as equipment or supply.
Conclusion
Workforce planning belongs in the same meeting as capacity, supply and compliance. The shortage won’t ease soon, and BLS projections suggest that even steady growth won’t close it.
The facilities that cope best will be the ones that decided early how they’d flex: who’s in the float pool, which credentialed professionals they can call, and how fast they can onboard them. Build that capacity before the next vacancy, because it’s far cheaper than explaining a delayed trial.















