Recipharm Pharmaservices is part of Recipharm, a leading contract development and manufacturing organization (CDMO) in the pharmaceutical services industry. Headquartered in Stockholm, Sweden, the company offers drug development, formulation, clinica...
"I enjoy the hands-on technical work and the lab teams are supportive," says one senior scientist. Another long-tenured operator notes, "You will find colleagues who care about quality and patient outcomes — that keeps you motivated." Entry-level employees often praise the structured onboarding: "They walked me through processes, and I felt welcomed." Some staff mention the pace can be intense during campaigns, but many add that teams rally together when deadlines approach. If you search for working at Recipharm Pharmaservices you will frequently read about teamwork and practical problem-solving in day-to-day posts.
The company culture at Recipharm Pharmaservices leans toward operational excellence and compliance, with an emphasis on quality and safety. Collaboration is encouraged across functional teams, although some employees describe the environment as slightly hierarchical — decisions often flow from quality and project leads. There is a strong sense of mission around delivering medicines, and many employees say that purpose-driven work contributes positively to morale. Overall, the company culture at Recipharm Pharmaservices is professional, safety-oriented, and team-focused, with room for more grassroots innovation.
People talk about work-life balance at Recipharm Pharmaservices in realistic terms. Manufacturing roles often require shift work or occasional overtime, which can make schedules demanding for some families. Office-based and R&D roles generally offer more predictable hours and easier ability to plan personal time. Several employees appreciate flexible scheduling options when available, and some sites offer compressed workweeks or flexible start times. If balancing family and career is a top priority, it will be helpful to discuss specific site expectations during interviews because experiences vary by department and location.
Job security is generally stable, particularly for employees in critical manufacturing and quality roles. The demand for contract manufacturing and pharmaceutical services tends to buffer the company against short-term market swings. There have been periodic reorganizations aligned with mergers, acquisitions, or site consolidations; however, the company typically provides notice and transition support. Employees in highly specialized positions or in regions with smaller facilities may experience more uncertainty. Overall, employees can expect reasonable job security if they maintain performance and compliance with regulatory standards.
Leadership emphasizes quality, regulatory compliance, and customer delivery. Senior leaders communicate strategic priorities and place a strong focus on meeting client commitments. Management styles vary across sites; some managers are very hands-on and accessible, while others adhere closely to process and documentation. Performance metrics and regulatory obligations shape many managerial decisions. The leadership team invests in standardization and operational efficiency, and there is a consistent message about continuous improvement.
Managers are commonly rated as competent and detail-oriented. Many employees appreciate managers who advocate for their teams during resource discussions. Constructive feedback is available but may be formalized through performance review cycles rather than continuous coaching in some locations. Those who work under proactive managers report higher job satisfaction, while teams with process-focused managers sometimes feel constrained when trying to implement new ideas. Overall, manager reviews reflect a mix of practical support and process-driven expectations.
Training is taken seriously, particularly around GMP, safety, and technical skills. New hires receive structured onboarding, and ongoing training is available through internal programs and external courses. There are opportunities for cross-training between shifts and departments on manufacturing sites. Professional development paths exist for technical contributors and managers, though access to advanced leadership programs may vary by site and budget. Employees who take initiative and align training with business needs will find more visible learning opportunities.
Promotions are available, especially for employees who demonstrate technical excellence, leadership potential, and regulatory compliance. Career ladders are more explicit in functions like quality control, production, and project management. Movement across sites or into client-facing roles can accelerate progression. Advancement may be slower in smaller facilities where roles are limited. Employees who network internally and take on stretch assignments will increase their chances for promotion.
Salary ranges are generally competitive within the contract manufacturing and pharma services market. Entry-level technician roles typically start at market median; experienced scientists, engineers, and quality professionals command higher salaries in line with specialization. Salaries vary significantly by country, site, and role. Compensation generally reflects qualifications, years of experience, and criticality of the position. It is advisable to research local salary benchmarks and to discuss total compensation — including benefits — during the hiring process.
Bonus structures are commonly tied to site performance, quality targets, and individual goals. Some employees receive annual performance bonuses, while others benefit from site-wide productivity or safety incentives. Sales and client-facing roles may have commission or project-based incentives. The company does not always publish uniform bonus schemes company-wide; incentives can be localized by business unit or geography.
Health and insurance benefits are typically comprehensive and align with industry norms. Standard packages include medical coverage, dental, and vision in many regions, as well as life and disability insurance. Benefits vary by country and local statutes. Employees in full-time roles usually qualify for the core benefits, while eligibility for premium plans or supplemental coverage may depend on tenure and location.
Employee engagement initiatives include town halls, safety days, and recognition programs. Sites often run local events such as team-building exercises, employee award nights, and wellness initiatives. Engagement tends to be stronger where site leadership is proactive and invests in people programs. Corporate-level events occur periodically and are used to share strategic updates and celebrate milestones.
Remote work support is role-dependent. Office and corporate functions may have hybrid or fully remote arrangements where tasks permit, with IT support and collaboration tools in place. Manufacturing and lab roles require on-site presence; remote options are not applicable for those positions. The company provides the necessary digital tools for remote collaboration in eligible roles.
Average working hours vary by role. Office roles typically observe a standard 37–40 hour workweek, with flexibility for occasional overtime. Manufacturing shifts commonly follow 8- or 12-hour rotations, with weekend coverage depending on production needs. Peak production periods or project closings can increase hours temporarily.
Attrition rates are moderate and in line with industry averages. Turnover is higher in entry-level operational roles due to shift work and physical demands. The company has implemented retention measures at many sites, which has helped stabilize turnover. Layoffs are infrequent but have occurred in connection with site restructuring or strategic changes. When reductions happen, they are typically communicated with notice and support for affected employees.
Overall, Recipharm Pharmaservices scores well for operational focus, regulatory rigor, and team collaboration. Strengths include solid training programs, a mission-oriented culture, and stable job opportunities in core functions. Areas for improvement include more consistent career development paths across sites and clearer, standardized incentive programs. On a scale of 1 to 5, the company rating is 3.8 out of 5, reflecting a reliable employer in the pharmaceutical services sector with room to enhance employee experience and internal mobility.
Read authentic experiences from current and former employees at Recipharm Pharmaservices
Interesting portfolio of projects and exposure to global clients. Colleagues are knowledgeable and there are opportunities to develop project management skills.
Salary for contractors was below market and promotion paths are unclear. Decision-making can be slow and bureaucracy sometimes stalls progress.
Hands-on work and clear safety standards. Team was friendly and there were steady shifts. Good learning on GMP and manufacturing equipment.
Shift patterns could be tiring, pay progression was slow and management sometimes prioritized targets over people's schedules.
Supportive management, clear quality standards, excellent training programs and a collaborative team. Good work-life balance with flexible hybrid days.
Some internal processes are paperwork-heavy and cross-site communication can be slow at times.
