How to hire a clinical pharmacologist

How to hire a clinical pharmacologist, step by step

Here's a step-by-step clinical pharmacologist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a clinical pharmacologist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new clinical pharmacologist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your clinical pharmacologist job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a clinical pharmacologist for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A clinical pharmacologist's background is also an important factor in determining whether they'll be a good fit for the position. For example, clinical pharmacologists from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of clinical pharmacologist salaries for various roles:

   Type of Clinical Pharmacologist	Description	Hourly rate
   Clinical Pharmacologist	Medical scientists conduct research aimed at improving overall human health. They often use clinical trials and other investigative methods to reach their findings.	$37-80
   Researcher	A researcher is responsible for collating, organizing, and verifying necessary information for a specific subject. Researchers' duties include analyzing data, gathering and comparing resources, ensuring facts, sharing findings with the whole research team, adhering to required methodologies, performing fieldwork as needed, and keeping critical information confidential... Show more	$17-57
   Fellow	A fellow's responsibility will depend on the organization or industry where one belongs. However, most of the time, a fellow's duty will revolve around conducting research and analysis, presiding discussions and attending dialogues, handle lectures while complying with the guidelines or tasks set by supervisors, and assist in various projects and activities... Show more	$22-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Analysis
   • Development Programs
   • NDA
   • Clinical Study Reports
   • Clinical Pharmacology
   • ADME
   • Cros
   • Biomarkers
   • FDA
   • Drug Applications

   Responsibilities:

   • Manage clinical monitors in successful completion of large international hypertension study.
   • Develop and implement cardiopulmonary rehabilitation program.
   • Develop and implement cardiopulmonary rehabilitation program.

3. Make a budget

   Including a salary range in the clinical pharmacologist job description is a good way to get more applicants. A clinical pharmacologist salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a clinical pharmacologist in Iowa may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level clinical pharmacologist. Additionally, a clinical pharmacologist with lots of experience in the field may command a higher salary as a result.

   Average clinical pharmacologist salary

   $115,180yearly

   $55.38 hourly rate

   ---

   Entry-level clinical pharmacologist salary

   $79,000 yearly salary

   Updated December 24, 2025

   Average clinical pharmacologist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Connecticut	$138,439	$67
   2	California	$129,740	$62
   3	Massachusetts	$122,691	$59
   4	Maryland	$118,625	$57
   5	Washington	$115,305	$55
   6	Illinois	$114,364	$55
   7	Arizona	$104,303	$50
   8	Colorado	$96,524	$46
   9	New York	$91,439	$44

   Average clinical pharmacologist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Doshi Diagnostic	$149,470	$71.86
   2	Vertex Pharmaceuticals	$132,151	$63.53	4
   3	Horizon Pharma USA, Inc.	$131,821	$63.38
   4	Regeneron	$131,260	$63.11	21
   5	AstraZeneca	$130,922	$62.94	12
   6	AbbVie	$127,697	$61.39	64
   7	Gilead Sciences	$127,032	$61.07	31
   8	Takeda Pharmaceuticals U.S.A., Inc.	$125,565	$60.37	26
   9	Seagen	$125,308	$60.24
   10	Intercept Pharmaceuticals	$123,885	$59.56
   11	Pfizer	$116,093	$55.81	57
   12	SmithKline Beecham Holdings Corporation	$115,966	$55.75
   13	Medimmune	$110,113	$52.94
   14	Otsuka Pharmaceuticals	$107,055	$51.47	97
   15	Digital Prospectors	$105,256	$50.60
   16	Glaxosmithkline	$101,733	$48.91
   17	Medpace	$99,703	$47.93	11
   18	Takeda Development Center Americas Inc	$99,415	$47.80
   19	Arrowhead Pharmaceuticals	$96,033	$46.17	5
   20	Deciphera Pharmaceuticals	$94,694	$45.53

4. Writing a clinical pharmacologist job description

   A good clinical pharmacologist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a clinical pharmacologist job description:

   Clinical pharmacologist job description example

   We are looking for a Clinical Pharmacologist. This individual will plan, design, implement and analyze in-vivo and in-vitro pharmacokinetic & pharmacodynamic studies working with CP, QP, PPK-PD, Toxicology, Bioanalytical, Therapeutic Focus Areas and Clinical Development / Regulatory
   Affairs.
   
   We expect this individual to contribute to the scientific understanding of PK/PD for assigned projects, based on quantitative evaluation of the pharmacokinetic and pharmacodynamic profile for research programs, through the application of pharmacokinetics and pharmacodynamics.
   
   A day in the life of a Principal Clinical Pharmacologist may look like:
   
   * Plans, designs, implements and analyzes routine PMx studies to advance scientific knowledge, in collaboration with other team members.
   * Performs analyses such as NCA, compartmental modeling, PopPK, translational modelling, disease modelling, Pop PK/PD, E-R analyses.
   * Works to prepare TFLs to support IND/CTA, PK WSs, Tox WS, Pharm WS, CSRs, DSURs, IB and other documents. Collaborates with Scientific Writing (and where appropriate with PMx Stats Programming team) to ensure TFLs for PMx reports are complete.
   
   Works in conjunction with Scientific Writing, QC and QAA (as required) to issue study reports in support of IND/CTA submissions and other regulatory documents.
   
   * With close supervision from senior PMx staff, supports preparation of material to be used in regulatory interactions. Preparation of PMx materials for regulatory background packages, e.g. for pre-IND, EOP2, and pre-BLA meetings is also in scope. Performs additional analyses as required to support regulatory interactions.
   * Participates in technical working groups, providing support for process improvement initiatives.
   * Actively publishes work in scientific literature
   
   In order to be considered qualified for this role you must:
   
   Have a minimum of a PhD and experience with PMx concepts and techniques. We expect this experience to include advanced pharmacokinetics, advanced pharmacological principles, non-compartmental analysis methods. Experience in Exposure-Response analysis methods, translational modelling/pharmacology, Nonlinear Mixed Effects modeling, logistic regression, survival analysis, Bayesian approaches, disease modelling/QSP are also advantageous.
   
   Does this sound like you? Apply now to take your first steps toward living the Regeneron Way! We have an inclusive and diverse culture that provides amazing benefits including health and wellness programs, fitness centers and stock for employees at all levels!
   
   Regeneron is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, nationality, national or ethnic origin, civil status, age, citizenship status, membership of the Traveler community, sexual orientation, disability, genetic information, familial status, marital or registered civil partnership status, pregnancy or parental status, gender identity, gender reassignment, military or veteran status, or any other protected characteristic in accordance with applicable laws and regulations. We will ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application process. Please contact us to discuss any accommodations you think you may need.
   
   #LI-Hybrid

   Copy this example

   

5. Post your job

   To find clinical pharmacologists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any clinical pharmacologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level clinical pharmacologists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your clinical pharmacologist job on Zippia to find and recruit clinical pharmacologist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting clinical pharmacologists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new clinical pharmacologist

   Once you've found the clinical pharmacologist candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new clinical pharmacologist. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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