Market access and pricing

ISCO-08 2413, 2421, 2631

Market access manager, HEOR manager, Pricing and reimbursement manager, Health economist, Value and access lead, Market access director

AI exposure54%

Headcount need, in FTE

Exposure range

Your current headcount

FTE

Need in 203089 FTE-11 FTE (-11%)

Need in 203579 FTE-21 FTE (-21%)

How AI is used on these tasks today

Automation 36%Augmentation 64%

In AI conversations about this job's tasks: the AI does the task itself (automation) or helps the person do it (augmentation).Anthropic Economic Index, April and May 2026. Occupations: Economists, Financial and Investment Analysts. AEI

1. Exposure 54%Average automation potential of the job's tasks. Range for this family: 36 to 68%.ILO occupations used: Financial Analysts (62%), Management and Organization Analysts (46%), Economists (55%). ILO data

2. Strategic ceiling 100%Your call: how much of this potential do you want to capture? Nobody can set it for you.

3. Adoption speed midpoint 2030

Inherits your company stance, adjustable for this family.

4. Conversion to headcount sensitive 40%Default 40%: Each launch and reassessment calls for stronger evidence and more negotiation, so saved time goes into dossier quality and country coverage.

Target AI skills

level 1 to 4

Foundation

Use AI assistants every day

Frame and phrase a request

Check and challenge AI outputs

Protect data and respect the rules

Applied

Rethink one's process with AI

Analyse data with AI

Produce content with AI

Delegate to and supervise AI agents

Job skills

Growing in value

Negotiating with pricing committees and payers
Building the value case for HTA bodies
Challenging AI-built health economic models
Anticipating payer objections by country

Losing value

Drafting standard sections of HTA dossiers
Manual systematic literature reviews
Adapting global value dossiers country by country
Building international price benchmarks

How the job will change

Market access teams produce large written and quantitative files: global value dossiers, HTA submissions, systematic literature reviews, cost-effectiveness and budget impact models, international price benchmarks. AI absorbs much of this production. It screens the literature, adapts a global dossier to a national template, updates a budget impact model with new inputs and drafts the first answer to an HTA body's questions.

The value of the job concentrates in strategy and negotiation: choosing the comparator, framing the population where the product makes a difference, defending the price in front of a committee that has its own budget constraint. A good access manager tomorrow can take apart a model they did not build, and knows the people and the doctrine of the payer opposite.

2026-2027: Literature reviews and dossier adaptations largely AI-assisted.
2028-2030: European joint clinical assessments and AI-built models reshape dossier work.
2031+: Leaner production teams; senior negotiators and strategists remain scarce.

Watch out

Senior negotiators who know payers and HTA doctrine are few, and many are close to retirement. Automating dossier work must not remove the junior roles where that judgement is learned. See the seniority outlook below.

What if you hired fewer juniors?

Your 2036 seniors are the juniors you hire today.

Seniors available in 2036-5%2 FTE short

Gap above 5% from2036

Your seniority mix today

Juniors (0 to 3 yrs in the profession)25%Seniors (10+ yrs)30%

Mid-level (3 to 10 yrs in the profession, the remainder)45%

Cut in junior hiring -40%

For

Advanced settings

Juniors promoted each year25%Juniors leaving each year12%Senior gap filled by external hiring0%If every company makes the same bet, senior profiles will be scarce and expensive.

Seniority mix, % of today's headcount

Juniors25%Mid-level42%Seniors28%

2026 2036

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AI Impact Diagnostic: 6 to 8 weeks, your data in albert, three costed scenarios and the projected seniority mix for each job family.

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How the numbers are built

Every headcount figure combines four assumptions. Three come pre-filled from public research and job family defaults. The strategic ceiling is yours to set.

Public researchExposureAverage automation potential of the job's tasks, from the ILO's 2025 task-level scores.

Your decisionStrategic ceilingHow much of that potential you choose to capture. Your decision, not ours.

Your companyAdoption speedHow fast your company moves, set once for the whole company.

Job family defaultConversion to headcountHow much of the productivity gain becomes fewer people rather than more output.

Headcount effect

Seniority outlook

A flow model with three levels of experience in the profession. Promotion and exit rates are set so that today's mix stays stable when hiring does not change: any gap you see comes from the junior hiring cut alone.