Top Reasons to Read This Medical Science Liaisons Report
Learn how top pharma companies demonstrate medical science liaisons’ value: MSL teams still struggle to prove value to upper management. While team leaders may prefer qualitative descriptions of their MSLs’ activities, quantitative metrics are still the focus for many senior-level executives. This report provides key performance indicators that MSL managers use to communicate their teams’ impact.
Right-size your MSL teams and strengthen cross-team communication: Use the benchmarks in this study to improve your MSL team organization and territory sizing models. Our report includes detailed staffing breakdowns for therapeutic areas and countries. By improving structure, companies can also enhance scientific expertise and facilitate cross-team communication. Communication among different medical science liaisons is essential for MSLs to share best practices and overcome challenges.
Guide your MSL hiring and compensation policies to attract and keep the best talent: Companies typically hire medical science liaisons based on a mixture of experience, knowledge and ambition. For many surveyed teams, however, passion for the medical field is the differentiating factor between otherwise equally skilled candidates. To attract top talent, companies need to not only offer challenging positions aligned with MSL experience, but also compensate liaisons accordingly. This study includes best practices for hiring and compensating medical sciene liaisons, including salary benchmarks for liaisons with 0, 2 or 5+ years of industry experience.
Key Questions That This Study Answers About Medical Science Liaisons
- What metrics and best practices should MSL teams use to prove their value to upper management?
- How many KOL relationships should each MSL manage?
- How many medical science liaisons do top 10, top 25, top 50 and small drug companies have on staff?
- What are the typical MSL budgets at top 10, top 25, top 50 and small drug companies?
- How are medical science liaisons compensated and what are appropriate salary levels based on their experience levels?
|Publication Date||January 2015|
|Charts / Graphics||203|