10.09.2025
Julia Walton and Maz Reive, who together form our healthcare communications team, have written a report on the UK healthcare communications agency market based on hundreds of client conversations and candidate interviews.
Pandemic – present
Although the healthcare comms industry stayed busy throughout Covid, the pandemic brought a slowdown in junior hiring and investment. Add to that the number of people who left the sector altogether, and it’s no surprise we’re now seeing a real shortage of mid-level talent. AMs, SAMs and Senior Writers are proving harder than ever to find. And with graduate vacancies across the UK economy reportedly down by 30%, are we heading for an even deeper talent crunch in the years to come?
Stop-start market
Internal pharma teams are being squeezed or cut, and from our healthcare communication agency clients we are hearing anecdotally that while opportunities are out there, pitch processes are often delayed and drawn-out and budgets are still under pressure. It has meant a frustrating first half of the year for many agency leaders. The volatility of the market can also have a knock-on effect throughout the ranks affecting the morale of the whole team.
What candidates are saying
We meet candidates across all levels on a daily basis and so far this year the general vibe has been uncertain and unsettled. Many have stayed put at businesses longer than they would have done in a normal market until things settle, and with pay and promotion freezes in several agencies, many are feeling, frankly, fed up. Mergers, consolidations and restructures in the industry have all had an effect too.
Retaining top talent
After a period of uncertainty, we’re finally seeing more roles appear on the healthcare communications market, and candidates are taking notice. As activity picks up, many will be weighing up their options and considering a move in the second half of the year. For agencies, now’s the time to take stock: are your current teams feeling supported, valued and fairly rewarded? Retaining top talent is just as important as attracting it, and a little forward thinking now can make all the difference later.
Hybrid working tensions
Increasingly agencies are nudging teams back into the office, but candidates still value flexibility. This mismatch is slowing down some hires – worth bearing in mind when planning your next brief. Talk to us about how you can make coming back to the office more attractive.
If you are a hiring manager or agency leader and any of the issues covered resonate, why don’t you get in touch for a free no-strings consultancy with our specialist team?
Article by Maz Reive, Senior Recruitment Consultant and Julia Walton, Director
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