Compensation has always been one of the clearest factors driving career decisions. And while competitive pay will always matter, conversations with Animal Health professionals are increasingly telling us that salary is only one piece of the equation. In 2026, candidates are looking more closely at the complete employment experience: How much flexibility will I have? Is there a clear path for advancement? Do I trust the leadership team? Will my work feel meaningful? And will this organization continue to invest in me? We Animal Health recruiters see these questions come up regularly when we speak with professionals about their next career move. The strongest opportunities are not simply the ones offering the highest salary; they are the ones offering a compelling reason to stay.
Flexibility has become an expectation rather than a perk. That does not necessarily mean every Animal Health professional wants to work remotely. For many roles, particularly those involving field work, laboratories, manufacturing, production, clinical settings, or customer-facing responsibilities, remote work may not be practical. In those instances, flexibility can mean something like: autonomy over scheduling, reasonable travel expectations, hybrid options where possible, or an employer that recognizes the importance of life outside of work. LinkedIn’s 2025 candidate research found that work-life balance and flexible work arrangements ranked immediately behind compensation and benefits among candidates’ top priorities. EY’s 2025 U.S. Generation Survey similarly found that 42% of professionals considered some form of hybrid work among their top priorities when accepting a new role. For Animal Health employers, flexibility should be considered broadly and thoughtfully rather than reduced to simply offering remote work.
Career advancement and strong leadership are equally important parts of the equation. Talented professionals want to know where a position can take them, not just what the position requires today. They want managers who communicate clearly, provide meaningful feedback, recognize accomplishments, and help them develop toward their next opportunity. Recent Animal Health workforce research found that workplace concerns include overwork, communication, and management or leadership issues, while career mobility has been increasing. More broadly, SHRM’s 2025 research identified leadership and manager development as the top HR priority among surveyed organizations, reinforcing that effective leadership is becoming a critical part of the employee experience, not simply a management responsibility.
Purpose matters, too. Animal Health professionals are often drawn to the industry because they want their work to have an impact, whether that means improving animal welfare, advancing veterinary medicine, supporting producers, developing new diagnostics or therapeutics, improving nutrition, or helping pets live healthier lives. Candidates increasingly want to understand how their individual contribution connects to that larger purpose. LinkedIn reported that working for a company whose values align with their own was one of the fastest-growing candidate priorities in 2025. That doesn’t mean every company needs a dramatic mission statement. It means employers need to clearly communicate why the work matters and give employees opportunities to see the results of what they do.
Professionals want to know that they will continue learning. In a rapidly changing industry, staying current is essential. New technologies, diagnostics, therapies, data tools, regulations, and business models are continually changing the skills employers need. Candidates increasingly view professional development as part of the value of a position, whether that comes through formal training, mentorship, certifications, conferences, stretch assignments, or exposure to new areas of the business. EY found that only 36% of professionals surveyed felt their employer was investing in their professional growth and development, while LinkedIn’s 2025 Workplace Learning Report highlighted leadership training as one of the most common career-development practices among organizations with mature development programs. For employers competing for specialized Animal Health talent, demonstrating a genuine commitment to development can be a meaningful differentiator.
Our Boaz Partners Animal Health recruiters know that the best recruiting conversations go way beyond asking, “What salary range are you looking to land in?” Compensation remains important, but understanding what motivates someone to make a move and what will keep them engaged once they arrive is where the real value lies. For employers, that means looking at the entire employee proposition: flexibility, leadership, advancement, purpose, and development alongside compensation. For professionals, it means evaluating an opportunity based on the career you are building, not just the paycheck you are accepting. In 2026, the organizations that understand this broader definition of career value will be better positioned to attract and retain the specialized talent that keeps the Animal Health industry moving forward.
Are you looking for top talent in the Specialty Chemical, Advanced Materials, or Animal Health industry?
Contact us to discuss how we can bring top leadership talent to your team. Boaz Partners is a premier executive search firm focused on the direct recruitment of executives and professionals for the specialty chemicals and animal health space. We are your partner, and our focus is on custom recruiting solutions. Follow the link to learn more about how our animal health recruiters can help you.
Sources
- LinkedIn. “New Data: What Candidates Want in 2025.” LinkedIn Talent Solutions, 26 June 2025.
- EY. “2025 EY US Generation Survey.” EY US, 2025.
- SHRM. “CHRO Priorities and Perspectives: February 2025 EN:Insights Forum.” Society for Human Resource Management, 2025.
- LinkedIn Learning. “2025 Workplace Learning Report.” LinkedIn Learning, 2025.
- The VET Recruiter. “The VET Recruiter’s Third Annual Workplace/Workforce Survey.” 2025.
