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Choosing the right workforce model: A practical guide for growing biotech's

As your organisation moves through different stages of growth, your operational needs evolve fast. Early teams stretch themselves across multiple functions and rely heavily on outsourced partners to keep studies moving. As you expand, you want more control over programmes without taking on the cost or complexity of building large permanent teams whilst also finding value and global reach.

This is where the terminology can create confusion. FSP, MSP, outsourced projects, consultancy models; they are often used interchangeably, yet they produce very different outcomes. Understanding these differences helps you select the model that supports your goals, your structure and your stage of growth.

What is an FSP?

An FSP, or Functional Service Provider, gives you targeted expertise without requiring full operational outsourcing. Instead of handing an entire clinical study to a CRO, you can bring in a defined function such as biometrics, regulatory affairs, medical writing or pharmacovigilance. You keep ownership of deliverables while shifting administrative and operational load to a provider. For growing biotech's, this creates a practical middle ground between full outsourcing and building complete internal teams.

Where FSPs fit in the broader workforce landscape

You will usually choose between three main workforce models:

MSP (managed service provider)

A provider manages contractors across multiple verticals and oversees the talent flow into your organisation.

Staffing led FSP

The provider sources and manages specialists while you retain oversight of outcomes. This removes administrative burden and helps you scale quickly without expanding permanent headcount whilst allowing access to global talent. size biotechs. The provider sources and manages specialists while you retain oversight of outcomes. This removes administrative burden and helps you scale quickly without expanding permanent headcount.

Outsourced projects

Typically run within a CRO. It may look similar to an FSP on the surface but is fundamentally different. The consultancy owns deliverables, manages the work and carries accountability for results.bound work rather than ongoing functional needs.

A key challenge many biotech's face is knowing which model they are being offered. Misalignment leads to unnecessary cost and delays. Clarity at the outset protects your budget and your timelines.

Why staffing led FSPs are growing in popularity

In the early and mid-stages, many biotech's outsource almost everything through CROs or specialist consultancies because internal capacity is limited. As you grow and bring in senior leadership, you want more ownership of programme direction without absorbing the operational burden that comes with building full teams.

A staffing led FSP gives you that balance. You can:

• Build an internal leadership team without dozens of direct reports

• Scale up or down with project needs

• Access global talent without building global recruitment infrastructure

• Maintain scientific and operational control

This model is designed for flexibility. You might begin with a small group of biometrics specialists and expand to a full function as your pipeline grows. You may need short support for a single study or long-term continuity as your portfolio evolves. Everything adapts to your stage and strategy.

The power of global reach

One of the biggest strengths of a staffing led FSP is access to talent across markets. While your internal talent acquisition teams may be based in the UK or US, a global life sciences recruiter working as an FSP can operate across Europe, the US, South Africa and APAC. This gives you a wider pool of candidates and reduces the time spent searching in competitive or limited markets.

Understanding your journey through an FSP engagement

Because every organisation’s needs are different, an effective FSP model starts with understanding your context. Building the right solution involves:

• Mapping your current outsourcing structure

• Understanding your upcoming studies and timelines

• Identifying where you need leadership, delivery support or both

• Assessing your geographic requirements

• Determining the mix of permanent, contract or fractional expertise

Rollout is tailored to your needs. If you require a large team, the ramp up often happens gradually. You might begin with ten specialists in the first three months, followed by additional onboarding as your programme builds and providers with deep talent pools and specialist recruiters can move quickly, helping you meet milestones without compromising quality.

If your requirement is smaller, a different approach may be more effective. If you only need high-level strategic oversight, a fractional consultant may be a better fit than a full FSP and it’s one of the 7 hiring trends we’ve been seeing over the past year. These individuals support multiple organisations and can guide your regulatory or clinical direction without the cost of a full-time hire.

Where the real differentiator lies

The life sciences workforce market is crowded. Many organisations offer MSP, FSP and consultancy models. The real differentiators are practical:

• Reliable delivery

• Strong, transparent relationships

• Deep specialist knowledge

• The ability to scale quickly and globally

• A track record of placing the right people in complex roles

You will gain the most value from a partner who helps you understand which model you need rather than selling the same structure to every organisation.

Is an FSP right for your biotech organisation?

You do not need every workforce model. You need the one that fits your stage of growth and the outcomes you are targeting. As your organisation evolves, you want increasing ownership of your scientific direction without carrying the burden of full operational teams. Staffing led FSPs offer that flexibility, scalability and control. They help you move with confidence while protecting your resources, budgets and timelines.

The future of workforce support in life sciences will be shaped by partners who listen first, diagnose accurately and tailor solutions that grow with you. When you choose a model built around your needs, you position your organisation to scale smoothly and sustainably.