If you’re a hiring manager, talent acquisition specialist, procurement lead, project manager, or site leader, this is for you.
The life sciences industry is entering a phase of significant change. Shifts in investment, technology, and talent are reshaping how businesses operate.
While major greenfield projects are slowing, investment in digital transformation and process automation is accelerating. Rising costs, evolving skill sets, and the need for adaptability will transform how companies plan, hire, and deliver projects.
Our Managing Director, Kieran Coughlan, shares his outlook and practical advice based on trends we’re seeing across our client base. From attracting multidisciplinary talent to managing cost pressures and embracing value-driven solutions, these insights are there to help you make informed decisions and succeed in a changing market.
What do you think the market will look like in in 2026?
It’s going to be a more challenging environment. Existing sites will continue to see investment in upgrades, optimisation and new product introductions. There’s no danger of companies leaving, these organisations are here for a reason, and those reasons haven’t disappeared. The products are still required, the markets still exist. Ireland will continue to be key player in bringing new pharmaceutical products to market.
There is significant investment happening in digital transformation. Every company is looking at how business process automation and AI can improve efficiencies. However, these initiatives are very much driven by the need for a fast ROI. To get projects approved, companies must demonstrate a quick return.
Where we are seeing challenges is in attracting new investment. We won’t see any major new greenfield projects in Ireland in 2026, and while there are still a number of large projects running, we are not seeing any major projects in the pipeline. It was interesting to see the major Eli Lilly project announced for the Netherlands. From an Irish perspective, the competitive landscape for securing significant new investment is challenging. Global investment levels have dropped, not just in Ireland or Europe, but outside of the U.S. investment in new facilities worldwide has declined.
What are some of the biggest challenges our clients are facing now, and what do you expect into 2026 and beyond?
Cost pressures are everywhere. There have been significant increases in the cost of doing business in Ireland over the last number of years. The drop in the dollar, in addition to tariffs, means supplying into the US is more difficult, additionally the sector as a whole is facing more pricing pressure from governments and healthcare providers. So, cost challenges will continue to impact facilities here.
The Digital revolution will continue to bring challenges, particularly in finding people with the right skills. These projects require individuals who understand not only the sector, the process, the product or the equipment but who also have the ability to reimagine how these processes can be delivered digitally while re-enforcing product integrity, patient safety and regulatory compliance.
The market is not expanding as it was, so we don’t expect we’ll see the same major skill shortages that we experienced in recent years. However, there are exceptions, particularly in anything related to digital.
The acceleration in the pace of change, leading to greater levels of automation and the use of AI is bringing new challenges. With less administration on everyone’s desk, decision making is becoming key for everyone. Everyone is using AI somewhere in their communication, but this is leading to noise, floods of emails and WhatsApp messages. Increasing levels of communications means that emotional intelligence will remain key. However, we see adaptability being the skill set that will be most talked about in 2026. The ability to change what you do, how you do it, and how you look at it. The requirement to focus not on what you do, but on how to deliver outcomes will be the biggest challenge.
What do clients need to consider for workforce planning or resourcing in 2026?
The biggest challenge will be identifying who can do the roles that exist, rather than searching for candidates who don’t exist. Projects, particularly those in digital transformation require skill sets that are highly multidisciplinary. It’s not just IT, automation, or process engineering, it’s a combination of these, plus the ability to reimagine processes and bring people along on the journey.
Clients are no longer looking for unicorns, they’re looking for two-headed unicorns! They are looking for teams and individuals with multiple skill sets, which often exist in very small populations. So, the challenge is to rethink how the project is going to be delivered. Bringing in people with strong project management skills and a solid foundation in one area, then developing the other skills.
The pace of change means the challenge isn’t finding people with all the skills (because they don’t exist) but finding people with the ability to develop those skills and deliver results. Strong project management and adaptability will be key, along with people management and emotional intelligence.
Do you have any final advice for clients going into 2026?
Stay focused on outcomes. Many years ago I was told the secret to good management was getting good people. That remains true with the added point of the need to develop and retain good people. Hiring and developing people to see them leave after 23 months or at the end of a project may not give the business the best outcomes.
How do you find solutions that support the overall business and deliver the greatest value? It may not always be about cost alone.
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If you would like to find out more about how we can support you with your resourcing requirements in 2026, please get in touch.