Why administration feels different heading into 2026
Administration and business support roles are often the first to feel change in a business. New systems, new leaders, new regulations, new priorities. In pharma and medtech, that pace of change is only increasing.
As we move into 2026, administration is no longer just about keeping things organised. It is about enabling teams to operate effectively in complex, regulated, and hybrid environments. The businesses that recognise this are building stronger, more resilient operations as a result.
Administration is becoming a core operational function
Across pharma and medtech, admin professionals now sit at the centre of day-to-day execution. They support sales teams, medical teams, finance, marketing, and leadership while often acting as the glue between functions.
In conversations I have daily with clients and candidates, the strongest admin teams are not defined by headcount. They are defined by clarity, capability, and structure. Where those three things exist, productivity and morale tend to follow.
Key forces shaping admin roles in 2026
Operational complexity continues to grow Businesses are managing more stakeholders, more data, and more compliance requirements. Admin professionals who can manage detail without losing sight of priorities are increasingly valued.
Hybrid work is now embedded Hybrid work is no longer a perk or experiment. It is the default. This has elevated the importance of communication, handovers, and systems discipline. Admin professionals are often the ones who make hybrid work sustainable.
Technology is enhancing admin roles Automation, collaboration tools, and AI-enabled support are becoming part of everyday workflows. Rather than reducing the need for admin roles, these tools are changing the skills required. Employers value people who can use technology confidently while applying sound judgement and discretion.
Candidate expectations are more deliberate Candidates are more selective. They want clarity around scope, flexibility, leadership support, and development. Employers who articulate this clearly are seeing better engagement and retention.
What this means for role design and remuneration
In 2026, job titles matter far less than scope. Two roles with the same title can look very different depending on stakeholder exposure, systems ownership, and decision-making responsibility.
Across reception, administration, sales support, finance admin, medical administration, and EA roles, employers are increasingly paying for:
accountability and ownership
confidence with systems and reporting
stakeholder management capability
discretion and trust
the ability to prioritise under pressure
Well-structured roles with realistic workloads continue to attract strong candidates, even in competitive conditions.
How employers can stand out in 2026
Be explicit about what success looks like - Clear job ads that outline priorities, stakeholders, and outcomes attract higher-quality applicants and reduce misalignment later.
Hire for judgement and adaptability - Years of experience matter, but the ability to think, communicate clearly, and adapt to change often matters more.
Design flexibility properly - Hybrid work works best when expectations are clear. Predictability, structure, and respect for focus time all contribute to retention.
Invest in systems and support - Admin professionals perform best when they are set up to succeed. Training, tools, and documented processes reduce errors and burnout.
Use contract and temp support strategically - Short-term hires during peak periods, system changes, or leave cover can stabilise teams and often lead to excellent long-term hires.
Why this matters now
In 2026, administration and business support should be viewed as a value-enabling function, not a cost centre. Businesses that invest thoughtfully in these roles move faster, communicate better, and operate with greater confidence in complex environments.