Talk about diversity, equity, and inclusion in the pharmaceutical industry; what should companies be doing to continue making progress?
When recruiting for clinical trials, it’s essential that the sample population accurately reflects the patients living with those disease states. Providing equitable access to medications is vital; every patient should have the same opportunity to receive the treatments they need no matter the costs. To achieve this, companies should invest in dedicated teams focused on developing solutions for patients with limited income and those in marginalized communities.
Written by Caleb Roberson, PharmD Candidate (Class of 2027) Fall 2025 IPhO Virtual Intern | Director of National Engagement, IPhO-University of Georgia College of Pharmacy Chapter
Every drug tells a story of how it travels through the body and how the body responds. Pharmacokinetics and Pharmacodynamics (PK/PD) is the science that translates that story, forming the backbone of drug development. For Doctor of Pharmacy (PharmD) students, PK/PD fellowships offer a unique opportunity to build expertise in pharmacometrics, translational pharmacology, and clinical development. These programs connect quantitative modeling with real-world applications, training fellows to turn data into strategies for dosing, formulation, trial design, and regulatory approval. (1) With clinical pharmacology playing a growing role in drug development, specialized PK/PD training is becoming an invaluable career path.
Two members of the Industry Pharmacists Organization (IPhO) National Fellows Council (NFC) Publications Committee, Izzabella Christian and Jenifer Pham, attended and presented a poster, “Analysis of 2024 PharmD Industry Fellowship Outcomes” at the 2025 ASHP Midyear Clinical Meeting.
This poster highlighted two of the outcomes that were analyzed in the corresponding publication—First Position Title and Fellow Retention. The outcomes showed that the most common First Position Title for 2024 Fellowship Alumni was "Manager" but widely varied from Associate to Director and Senior Medical Science Liaison (MSL). 62% of 2024 Fellowship Alumni were retained by their Fellowship Sponsors. These results show an overall positive outcome for Industry Fellows post-Fellowship.
Failing to secure a competitive industry fellowship can feel like a setback, but it is absolutely not the end of your career path to the pharmaceutical industry. This moment requires a strategic pivot: applying directly for entry-level roles as a PharmD.
If you did not receive a fellowship offer, it is crucial to understand the distinct hiring timelines between fellowship recruiting and applying for direct-to-industry positions. The fellowship recruitment process is unique, often starting in late August and concluding with offers made in late December through January for fellowships that begin July 1st. This up to six-month gap between acceptance and start date is not the standard for direct-to-industry positions. Direct-to-industry positions operate on a typical two-month timeline from posting to hiring. Therefore, students should resist the urge to immediately start applying for jobs in January as this will result in your likely frustration. Focus on graduating and plan to execute your direct-to-industry job search in March to align with actual posting dates.
Here are my recommendations for maximizing success and pivoting into industry upon graduation without a fellowship.
As ASHP Midyear draws to an end, industry fellowship programs are beginning to extend offers to candidates—some of you may even receive verbal offers during the meeting. If you are one of the fortunate candidates to receive an early or multiple offers, this is a huge accomplishment that initiates a time-sensitive, strategic decision-making process. The goal is to secure the best fit for your career while handling all communication with professionalism and courtesy.
We are quickly approaching the ASHP Midyear Clinical Meeting! For fellowship candidates, this is a career flashpoint, and the industry fellowship receptions are high-stakes networking events. Unlike formal interviews, these receptions are your chance to make a personal and professional impression. They are fast-paced and crowded. The largest is the Rutgers Pharmaceutical Industry Fellowship (RPIF) reception as it represents a huge consortium of top companies—often over a dozen in attendance. It requires a targeted, highly efficient strategy.
1. Hyper-Target Your Research
With 10+ companies present, you cannot treat them all equally. You need to narrow your focus based on your application and interview status.
Prioritize Existing Interviews: If you have PPS interviews scheduled with any Rutgers partner companies, those groups should be your first priority at the reception. Many candidates have already completed an initial phone screen and perhaps even one or two rounds of online interviews. Use the reception not just to introduce yourself, but to leverage those prior conversations and reinforce your interest. Connecting with current Fellows or Preceptors in this informal setting allows you to reference a topic discussed in your earlier interview, demonstrating continuity and genuine enthusiasm for their program, which can significantly boost your standing before the on-site interviews begin.
Alvina Okafor, PharmD Sanofi/HUPIF Global Regulatory Affairs Labeling Postdoctoral Fellow
Talk about diversity, equity, and inclusion in the pharmaceutical industry; what should companies be doing to continue making progress?
Diversity, equity, and inclusion in the pharmaceutical industry are essential for fostering innovation and ensuring that therapies meet the needs of diverse patient populations. To continue making progress, companies should invest in regions with high disease burdens, deeply study how those conditions affect local populations, and use those insights to develop more effective, equitable interventions.
As a career coach, I'm constantly asked this key question: What is the real difference between interview preparation and a mock interview?
The difference between interview preparation and conducting mock interviews is primarily the distinction between knowledge acquisition and performance simulation.
Think of it as learning the strategy of interviewing and understanding what industry employers are looking for in candidates and how that needs to connect with your responses, while mock interviews allow you to practice using these interviewing strategies.
This time of year, as I coach fellowship candidates during their interview process, one of the most frequent questions I get is whether to use the STAR (Situation, Task, Action, Result) method for responding to behavioral interview questions. While its structured format offers significant advantages, relying too heavily on it can create pitfalls. A successful approach lies in understanding its pros and cons, and using it as a guide, not a script.
THE POWER OF STAR
This method is highly effective because it ensures your answer is complete, coherent, and relevant to the interviewer's needs.
Clarity and Structure: It forces candidates to organize their thoughts logically. Instead of rambling, you deliver a concise narrative that clearly defines the problem, your personal contribution, and the measurable outcome. This makes it easy for the interviewer to follow and score.
Demonstrates Competencies: It moves beyond simply describing skills (e.g., "I'm a great problem-solver") to proving them with real-world examples (e.g., "Here is a time I solved a problem...").
Focuses on the Candidate's Role: The "Action" step demands that the candidate use "I" statements, preventing them from generalizing or deflecting credit to a team. It clearly highlights individual contribution and decision-making under pressure.
Quantifiable Results: The "Result" section encourages candidates to include metrics, data, or measurable outcomes. This turns subjective stories into objective evidence of success.
Our very own IPhO Coach Jerry recently sat down for an interview with Drug Topics to share his perspective on a topic of ongoing and critical importance to pharmacists—job satisfaction and burnout!
A recent study on the prevalence and risk factors of burnout among 412 community pharmacists, published in JAPhA (2) showed that 74.9% of respondents experienced burnout. Of those, 68.9% attributed their burnout to emotional exhaustion, followed by depersonalization (50.4%), and reduced personal accomplishment (30.7%).
Landing an industry fellowship is incredibly competitive. With limited spots and a high volume of applicants, relying on just a few applications can be a high-risk strategy.
If you are one of the exceptionally prepared few—with an outstanding CV and excellent industry and clinical experiences—you may feel comfortable applying to just a few positions. However, if you are like most solidly prepared candidates (who may be wondering if they are exceptional), I recommend that you avoid under-applying.
As the fellowship application process is moving forward beyond initial interview screens, one of the critical steps during your interviews can frequently be overlooked. You’ve researched the company, polished your elevator pitch, and nailed the behavioral questions. You’ve demonstrated your skills and proven your fit. But as the interview winds down and the interviewer asks, “Do you have any final questions for me?” a crucial opportunity arises—one that many candidates miss. This is the moment to transition from being a qualified applicant to demonstrating your desire to join their team!
It’s time to ask for the position.
Many candidates hesitate, fearing it sounds too aggressive or presumptuous. The reality is, a confident and comfortable well-phrased “ask” demonstrates genuine enthusiasm, strong initiative, and the self-awareness to know you have earned the right by responding credibly to the interviewer’s questions. The interviewing technique of “asking for the business” (AFTB) with a professional close distinguishes you as a top-tier candidate.
Here are three practical, powerful tips to make “The Final Ask” effectively:
Rene Rabaza, PharmD AbbVie, Inc. Associate Director, US Regulatory Affairs Advertising and Promotion
What was your motivation to pursue the pharmaceutical industry as a career path?
During my fourth year of pharmacy school, I completed a rotation at a pharmaceutical company, which became a pivotal moment in my career. I was fascinated by the vast opportunities available to pharmacists within the industry and the variety of roles where we can apply our skills and training. During this rotation, I had the chance to shadow someone in Regulatory Affairs Advertising and Promotion (Ad Promo) at a meeting commonly referred to as collab, promotional review committee (PRC), or Medical Regulatory and Promotional review (MRP)—where representatives from Marketing, Medical, Regulatory, and sometimes Legal and Compliance gather to discuss promotional materials. With my background in both dance and pharmacy, I was instantly drawn to these discussions because they struck the perfect balance between science and creativity. After attending just one meeting, I knew Ad Promo was the area I wanted to pursue—and the rest is history.
Talk about diversity, equity, and inclusion in the pharmaceutical industry; what should companies be doing to continue making progress?
The pharmaceutical industry should continue to cultivate safe and inclusive environments where all employees can thrive. I believe that it is essential to celebrate and support employee resource groups, as they often provide a sense of community in the workplace. Fostering an environment that encourages open exchange of ideas enables employees to learn more about one another and appreciate different cultures. Listening with the intent to understand, rather than simply to respond, further strengthens these connections. Embracing diversity of both people and perspectives sparks new ideas and drives innovation, laying the foundation for effective collaboration. When a company can prioritize diversity through its culture with diversity, equity and inclusion (DEI) initiatives, it can lead to higher employee retention rate, increased engagement, and enhanced business performance. Leadership can also play a role. When leadership embraces and shows their commitment to DEI, such as building into the company's strategic objectives, they set a positive tone for the entire organization.
As you prepare for the fellowship application and interviewing process in today's competitive market, your first impression will not be a handshake, but most likely a scheduled call or a login link. Companies are increasingly using phone screens to vet candidates!
Think of the phone screen as the rapid-fire checkpoint. It’s typically short—often 15 minutes—and is usually conducted by a current industry fellow. The primary goal for the company is efficient, high-volume screening.
Congratulations to student pharmacists at the University of Puerto Rico Medical Sciences Campus, the newest addition to our growing student chapter network. IPhO now connects them to a national network of 100+ chapters and thousands of industry-minded student pharmacists with similar interests, as well as a national network of hundreds of industry fellows and thousands of industry pharmacists.
During the Saturday session of this year’s IPhO Annual Meeting (IAM), we were proud to recognize the top five IPhO student chapters nationwide for their outstanding dedication and impact. These chapters stood out across these major scoring categories of our Recognition of Chapter Annual Program (ReCAP): membership recruitment, social media engagement, professional development, VIP Case Competition participation, fundraising, and community service.
This year’s top performing chapters are:
Virginia Commonwealth University (VCU) School of Pharmacy (First Place)
Rutgers University Ernest Mario School of Pharmacy (Second Place)
Temple University School of Pharmacy (Third Place)
University of Maryland School of Pharmacy (Fourth Place)
Albany College of Pharmacy and Health Sciences and Saint Joseph’s University Philadelphia College of Pharmacy (Tied for Fifth Place)
Ridhi Sharma, PharmD Gilead Sciences Global Medical Strategic Operations, Medical Information
What was your motivation to pursue the pharmaceutical industry as a career path?
My motivation to pursue a career in the pharmaceutical industry stems from a desire to drive transformative healthcare innovations that directly advance global health equity, inspired by my experiences volunteering in clinical settings and witnessing the impact of access to life-saving medications. I am passionate about combining my clinical expertise as a pharmacist with the opportunity to contribute to groundbreaking therapies and strategic initiatives that improve patient outcomes on a global scale. The dynamic, collaborative environment and focus on scientific innovation within the industry align perfectly with my commitment to making a meaningful difference in patient care and public health.
Talk about diversity, equity, and inclusion in the pharmaceutical industry; what should companies be doing to continue making progress?
Pharmaceutical companies should drive meaningful progress in diversity, equity, and inclusion by embedding DEI accountability into leadership, setting measurable goals for diverse representation at every level, and fostering inclusive company cultures where all employees and patients feel valued. To advance health equity, companies must prioritize inclusive clinical trial recruitment, partner with communities, and transparently report outcomes to ensure treatments work safely across populations. Sustained commitment—from flexible hiring and ongoing education to innovation in outreach and unbiased advancement opportunities—will empower the industry to better serve global health needs and unlock greater innovation.
What was your motivation to pursue the pharmaceutical industry as a career path?
My motivation to pursue a career in the pharmaceutical industry came from wanting to combine my pharmacy training with opportunities to improve patient outcomes on a broader scale. I was drawn to the idea of shaping strategy, education, and access in ways that influence healthcare beyond the individual level.
Talk about diversity, equity, and inclusion in the pharmaceutical industry; what should companies be doing to continue making progress?
Companies should continue embedding diversity, equity, and inclusion into recruitment, leadership development, and clinical trial design. It’s also important to create fair growth opportunities and foster an environment where different perspectives are not only represented but also actively valued in decision-making.
Samia Baig, PharmD, MPH Senior Data Scientist Johnson and Johnson Innovative Medicine LinkedIn Profile
I’m a Senior Data Scientist (Data Engineer) in an R&D Data Science and Digital Health team, where I implement pipelines to extract data from various sources to develop data solutions for clinical trial teams and ML/AI use-cases. My role blends subject matter expertise from my pharmacy and public health background and technical skills in data science and software development that I have gained over the years through prior roles in hospital pharmacy, public health and academia.
We're diving into a fundamental skill that underpins success in any field but is particularly crucial when navigating the dynamic and highly competitive landscape of the pharmaceutical industry: goal setting and achievement.
Whether you're a recent graduate eyeing your first role in the pharmaceutical industry or an experienced pharmacist considering a transition into this health care segment, having a clear roadmap and the strategies to reach your destination is paramount.
The pharmaceutical industry thrives on innovation, precision, and a long-term vision. Your career pursuit should mirror these principles. Simply having a vague aspiration to enter industry isn't enough. You need to move beyond generalities and cultivate specific goals that can be monitored, measured, and achievable within a reasonable timeframe. For example, your goal may be to secure a fellowship in medical affairs (MA) this coming fall application cycle.
