Europe's research landscape is at a crossroads, grappling with persistent challenges in retaining and attracting top global talent. A recent survey by CESAER, the Conference of European Schools for Advanced Engineering and Research, has spotlighted critical issues in research careers that contribute to brain drain, urging targeted policies to make the continent a more competitive destination for scientists and engineers.

The organization, representing over two dozen leading universities focused on science, technology, and engineering, conducted a comprehensive 2024 survey across 24 member institutions. This initiative reveals stark disparities in employment stability, career progression, and overall attractiveness of European research positions compared to global rivals like the United States.

Understanding the CESAER Survey: Methodology and Scope

The CESAER Research Careers Survey targeted researchers at levels R2 to R4—first post-PhD positions through senior researchers—excluding PhD candidates (R1). Data was gathered from 24 universities, primarily engineering and science-focused, spanning various European countries. This included quantitative metrics on contract types, durations, and trends from 2019 to 2024, complemented by in-depth case studies from institutions like Instituto Superior Técnico (IST) in Lisbon, University of Twente in the Netherlands, and University of Bergen in Norway.

Responses highlighted institutional efforts to balance temporary and permanent contracts, with anonymized data ensuring candid insights. The survey underscores a growing research workforce—R2 numbers up 8-9.6%, R3 by 8-9%, R4 by 12% since 2019—but one plagued by precarity.

Precarious Contracts: The Core Challenge in European Research Careers

A defining feature of the survey is the high reliance on temporary contracts. Across respondents, 11-47% of R2-R4 researchers were on fixed-term deals, with three institutions exceeding 50% and one at 77%. Durations were predominantly short: 0-1 years or 2-4 years, rarely extending beyond 7 years due to national laws like Germany's.

This project-based funding model, driven by short-term grants, fosters instability. While 79% of institutions deem their balance 'appropriate,' early-career researchers report stress, mental health strains, and frequent job hunting, deterring long-term commitment.

• Temporary contracts often tied to grant cycles, limiting strategic planning.
• Short durations hinder deep research impact and team building.
• Legal caps exacerbate turnover in countries with strict rules.

Evidence of Brain Drain: Europe's Talent Exodus

Europe's research brain drain is well-documented, with net outflows primarily to the US, peaking 2-3 years post-PhD. Despite a 45% rise in researchers since 2012 (over 2 million in 2022), poor job quality drives departures, especially from southern and eastern Europe.

Recent data shows Europe training more AI talent per capita than the US (30% more) yet losing it due to better opportunities abroad. Trump's 2026 US science cuts—40% NIH budget slash—could reverse this, but Europe must act swiftly.

Stakeholders note a 'self-reinforcing cycle': precarity repels talent, weakening competitiveness further. CESAER aims for brain gain by 2035 via positive early-career inflows.

Gender Disparities Amplifying the Crisis

Women face steeper hurdles, with EU averages showing 10 percentage point gaps in permanent contracts favoring men. In non-widening countries, gaps reach 15-25 points. Yet progress emerges: Germany's junior professorships hit 51% female by 2023, matching PhD shares.

Initiatives like TU Wien's women's networks and IST Lisbon's merit promotions (female R4 from 12.5% to 21.1%) show pathways forward, but systemic reform is needed.Read the full CESAER article.

Spotlight on Success: Case Studies from Leading Universities

IST Lisbon's strategic recruitment filled 218 faculty spots (2016-2023) via internal funds, boosting R3-R4 ratios. Collaborative Labs created 200 jobs, retaining 60 PhDs.

University of Twente's Talent Development Map 2.0 and leadership frameworks align with DORA/COARA, reducing confusion. University of Bergen's Momentum program boasts 92% academic retention, 100% permanent for TMF grantees.

EU's Response: The Choose Europe for Science Initiative

The European Commission launched Choose Europe for Science in 2025 with €900M (2025-27), now backing 101 national/regional schemes totaling €1B+. Highlights: €240M ERA Chairs, €51M MSCA call 2027. EURAXESS centralizes access.

Germany's Global Minds (166 hires), France's Safe Place (60 researchers), Austria's APART-USA (25 fellowships) show momentum. ERC applications from non-EU quadrupled.EU Choose Europe details.

National Policies and University Innovations

Countries vary: Portugal's co-funding via national funds, Norway's permanent conversions for long grants. Universities innovate with tenure tracks (TU Delft: permanent after 12-18 months), industry centres (Strathclyde: 71% permanent R2).

Calls for visa simplification, salary boosts to 3% GDP R&D, Seal of Excellence funding.

Overcoming Barriers: Funding, Visas, and Assessment Reform

Short-term funding dominates; solutions include co-funding extensions, decoupling contracts from projects. Visa hurdles persist—EU's new strategy aims to ease. Research assessment must prioritize stability per COARA/DORA.

• Observatory for monitoring careers data.
• MSCA 'Choose Europe' pilot: 2-3 year postdoc extensions.
• Public-private ecosystems for jobs.

Future Outlook: Towards Brain Circulation

With US uncertainties, Europe could flip to brain gain. CESAER's priorities—Observatory, assessment reform, co-funding—align with ERA Agenda 2025-27. Universities must empower early-career voices, foster transitions.

Success metrics: reduced temporariness below 33%, gender parity, net inflows by 2030. For researchers eyeing Europe, platforms like AcademicJobs research positions offer gateways.

Photo by Ben Garratt on Unsplash

Implications for European Higher Education Institutions

Universities face imperatives: transparent pathways, bias-free recruitment, alliances for joint hires. Precarity erodes prestige; stable careers boost rankings, innovation. Explore Europe university jobs for opportunities.

Stakeholder views: Policymakers stress 'fifth freedom' for knowledge; academics call for well-being integration.CESAER 2024 Report.