IQVIA
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IQVIA Career Growth & Development
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's career growth & development like at IQVIA?
Strengths in challenging, regulated client work and visible internal-mobility infrastructure are accompanied by risks that delivery pressure, narrow role scope, and promotion opacity can dilute how consistently development is experienced. Together, these dynamics suggest career growth can be substantial when roles provide ownership and exposure, but outcomes remain highly dependent on team context and an individual’s ability to secure visibility and movement.
Positive Themes About IQVIA
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Challenging Assignments: Challenging, complex work is described as coming from operating at the intersection of life sciences, data/analytics, technology, and clinical operations in regulated environments. This steep learning curve can accelerate growth for people who enjoy translating data into decisions under real constraints.
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Internal Mobility: Internal movement is described as being enabled by the company’s scale, breadth of job families, and an internal talent marketplace (“Career Connections”) that surfaces roles, projects, mentorship, and networking. This structure can support building a portfolio career across teams without leaving the company.
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Training & Education Access: Training and education access is described through large-scale learning platforms, structured programs, and leadership tracks alongside formal onboarding and role-specific academies. These resources can help employees upskill/reskill and prepare for broader scope roles when paired with applied opportunities.
Considerations About IQVIA
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Neglect of Development: Development time is described as being squeezed when client-delivery timelines are tight, pushing growth toward reactive “learn by doing” with less room for experimentation and deliberate feedback. This can reduce the practical benefit of formal programs if utilization pressure dominates day-to-day work.
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Unchallenging Work: Some roles are described as narrow and process-driven (e.g., repetitive QC, report production, or operations support), which can limit strategic problem-solving reps. This can create a plateau unless employees proactively secure higher-complexity assignments.
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Opaque Promotions: Advancement is described as sometimes depending on visible scope, stakeholder alignment, internal postings, and budget/headcount cycles rather than skill alone. Promotion criteria and cadence can feel inconsistent across business units, increasing the need for intentional visibility and sponsorship.
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