Health economics is a specialist niche with a small professional community. Qualified health economists are concentrated in pharmaceutical companies, HEOR consultancies, HTA bodies, and academia, and they do not reliably respond to postings on general job boards. The most direct channel for reaching active health economist job seekers is a specialist platform built for this audience.<\/p>\n\n\n\n
Health economics roles in HEOR, HTA, market access, real-world evidence, and value and access require a specific combination of technical skills and domain expertise. The candidate pool is narrow. Most health economists do not monitor mainstream job boards such as Indeed or Glassdoor for opportunities, and those that do are rarely the senior or specialist profiles employers need.<\/p>\n\n\n\n
EuropeanHealthEconomics.com is a job board exclusively for health economists. The platform receives over 46,000 visits per year from health economists (human visitors only; bots and scrapers excluded, verified analytics). The home page alone receives over 7,000 views per month. The weekly Health Economics Jobs Newsletter has over 2,600 subscribers. Job ads are posted at a flat rate of \u20ac179 per listing (excl. EU VAT) and remain live for 30 days. New ads are placed at the top of the board for the first seven days and featured in the next newsletter edition.<\/p>\n\n\n\n
Post a health economics job ad on EuropeanHealthEconomics.com<\/a><\/strong><\/p>\n\n\n\n Most health economists have a LinkedIn profile, but many do not use it to search for jobs. Pay-per-click costs for niche senior roles in Europe range from \u20ac1.50 to \u20ac6.00 per click. A campaign for a specialist health economics role can quickly reach \u20ac500 or more per job.<\/p>\n\n\n\n Platforms such as Indeed and Glassdoor reach large general audiences. Sponsored campaigns for specialist roles typically start from \u20ac500 per job. Applicant quality for health economics roles is low; volume of irrelevant applications is high.<\/p>\n\n\n\n General job boards sell access to their candidate databases. Few health economists maintain active profiles on these platforms, and those that exist are often out of date. Access costs approximately \u20ac2,500 per user per year.<\/p>\n\n\n\n Existing employees may refer candidates from their professional networks. Many pharmaceutical companies offer referral bonuses of \u20ac3,000 to \u20ac5,000 per role. Reach is limited to the employer’s existing workforce network.<\/p>\n\n\n\n Specialist recruitment agencies can source candidates directly. Agency fees are typically 20 to 30% of the candidate’s total annual salary and bonus. For a health economist manager with a total package of \u20ac100,000, this represents a fee of approximately \u20ac25,000 per hire.<\/p>\n\n\n\n Advertising on your own career page carries no direct cost but provides limited reach. Most health economists do not actively monitor company career pages, even those of large international pharmaceutical employers.<\/p>\n\n\n\nLinkedIn Lavoro<\/h3>\n\n\n\n
Bacheche di offerte di lavoro generali<\/h3>\n\n\n\n
Database di CV<\/h3>\n\n\n\n
Segnalazioni interne<\/h3>\n\n\n\n
Agenzie di collocamento<\/h3>\n\n\n\n
Pagine Lavora con noi aziendali<\/h3>\n\n\n\n
Recruitment Channel Comparison<\/h2>\n\n\n\n