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輝瑞致力於開發新的治療方法,期能大幅改善世界各地人們的生活。若您與我們有志一同,必定不難發現,選擇在輝瑞展開職涯並持續學習,會是您最正確的決定。

科學精神是本公司的基礎。正因如此,本公司的研究人員皆是世界頂尖的菁英份子。我們為他們提供所需的資源、技術及設備,協助他們解決世上最複雜的醫療難題。因此,毫無疑問地,全球懷有高度抱負的研究人員大多選擇進入輝瑞,從事他們畢生最熱愛的工作。

您會發現,輝瑞是力求兼顧內部企業文化與業界聲譽的企業。公司的 OWNIT! Culture(OWNIT! 文化)強調「Ownership」的精神,讓每位同仁在追求正向業務成果的同時,也能發展個人職涯。OWNIT! Culture(OWNIT! 文化)強調當責和全面的領導力、成長與學習,以及機會和創新。

加入我們的行列,與擁有多元背景和能力的同事共事 - 他們自藥品研發、行銷、技術、以至銷售等方面皆各有貢獻。

若您致力於開發新的治療方法、透過最新科技以實踐治療方法、或只是單純希望改善人們的生活,請加入輝瑞團隊與我們共同攜手努力。

Join the Pfizer Talent community to stay informed of new openings, recruiting events, and news & information on Pfizer careers. To learn more visit Pfizer Talent Community 

搜尋職位

About Pfizer Careers

  • 輝瑞大藥廠:共同打造更健康的世界

    輝瑞運用科學研究與全球資源,致力為人們提供治療方法,以大幅改善人們生活。我們全心探索、研發及製造醫療保健產品,致力為品質、安全和價值設立標準。我們的全球產品組合包括藥品與疫苗,以及許多全球知名的消費者保健產品。每一天,輝瑞員工在已開發和新興市場中竭盡心力,致力於提升人們的健康福址、促進預防與治療,並與當今最令人恐懼的棘手疾病抗衡。肩負全球頂尖生物製藥公司的責任與實現製藥創新的理想,我們與醫療保健機構、政府和各地社區合作,為更多需要的人提供可靠且經濟實惠的醫療保健產品。超過 150 年來,輝瑞始終惦記那些對我們寄予厚望的人,致力為他們開創不一樣的未來。

    我們的使命:成為最佳的生物製藥公司。

    我們的目標:透過創新為病患提供各種大幅改善生活品質之治療方式。

    我們的價值觀

    • 客戶導向
    • 社會責任
    • 尊重個人
    • 績效
    • 團隊合作領導
    • 誠信
    • 品質
    • 創新
  • 我們重視同仁的成長與發展

    輝瑞的領導者與主管在培養同仁方面扮演著積極的角色,協助同仁達成職涯目標:

    • 個人發展計畫:同仁與主管合作,通盤考量同仁的興趣與期望,以及輝瑞的業務需求,進而擬定詳細的職涯「藍圖」。
    • 指導機制:輝瑞透過 Mentor Match 線上工具積極推廣指導機制,該工具可讓您自願擔任導師角色,或是找到符合特定條件的導師人選,輕鬆又迅速。
    • 內部晉升:同仁可自由尋找及申請輝瑞的職缺。
    • 以輔導為重心的績效管理程序:輝瑞鼓勵主管經常進行有效的績效輔導討論會議,而非只是將員工貼上既定標籤,籠統地總結一整年的績效。
    • 短中期體驗機會:透過工作輪調、體驗行動專案及短期專案等活動,為同仁提供各種短期與中期的職涯發展機會。
    • 學習與發展機會:同仁可善用各種學習與發展機會,從中探討數百種主題,包括領導力與管理技巧、業界與工作相關的學習方式,以及一般的商業、製造、財務與技術方面的技能。
  • 輝瑞依據同仁之前的工作經驗、工作地點及人才供需情形等因素,提供具競爭力的薪酬與福利:

    • 以績效導向的薪酬管理哲學與做法:輝瑞訂立的薪酬政策與辦法是獎勵同仁對於營運成果的貢獻。
    • 維護與促進健康福址:輝瑞會根據特定國家習俗與法律,為同仁提供健康福址計畫,協助同仁維持及達到最佳的健康狀態,包含健康與殘障保險、預防性健康方案、醫療篩檢、免費或優惠的疫苗接種服務、輝瑞產品優惠折扣,以及營養與體適能諮商。
    • 協助同仁達成財務目標:輝瑞會依據當地的習俗與做法,為同仁提供不同的福利制度,以協助他們達成財務目標,包含同仁自主規劃的退休基金、公司提撥的退休金、壽險,以及財務規劃教育。
  • 確保履行企業責任

    確保履行企業責任:Pfizer 價值和承諾

    在現實世界中,我們如何在繁榮年代與艱苦歲月之中,確保優先考量公司的經營理念,並將其落實到企業的各個層面?

    我們深信,營經理念有助於達成我們改善全球人們健康的使命,並為我們多元化的利害關係人創造價值。我們不僅專注於我們所做的事情,更在乎實際的執行方式。換句話說,我們持續檢討及更新管理政策與相關程序,以反映科學、技術及利害關係人期望等方面的變遷。我們用心聆聽,虛心學習。舉例來說,2006 年至 2007 年期間,我們檢討及修改公司的臨床試驗政策與廣告實務做法,並將輝瑞行為準則翻譯成 36 種語言。

    利害關係人是本公司企業責任主要關照的對象,他們影響了我們的業務行為,同時也受這些業務行為所影響。這些利害關係人包括病患、醫師、主管機關、客戶、員工、投資人、商業夥伴,以及我們工作和生活的社區。

    我們共同擁有一個至高目標,亦即以合理成本提升所有人的健康。為協助落實這項責任,以下列出涵蓋本公司主要層面的具體政策與程序,全球各地的員工均須遵循。

    輝瑞員工政策主要確保下列企業責任獲得履行:

    進一步瞭解輝瑞內部的企業責任

    閱讀輝瑞在企業治理與董事會政策的相關資訊。

    深入瞭解輝瑞在從事商業活動之所有國家對當地法規的法規遵循標準。

    瞭解我們如何在公司各個層面中體現多元化與包容性。

    瞭解我們如何維持安全且對環境無害的營運模式,並尋求創新方式進一步降低我們對環境所造成的影響。

  • 無論處於職涯的任何階段,輝瑞都能提供您機會以達成目標、實踐夢想。

    無論是應屆畢業生、經驗豐富的專業人士、技術精湛的技術人員、期待進入職場的新鮮人,或是期望能有進一步發展、曾任職於製藥產業,以及對其他產業或組織有深入瞭解及經驗者,我們都能提供各種合適機會。

    至於科學、研究、醫療照護與藥物、財務、法務、技術、公關、法規遵循、行銷、業務、製造等領域,我們也有相關職缺。

    常見問題解答

    應徵時,您的履歷將儲存至我們的電子履歷資料庫。所有輝瑞招募人員皆可存取此資料庫,從中持續搜尋最符合目前職缺的履歷。

    我們會挑選最符合職缺要求的應徵者安排面試。面試可能包含電話面試、視訊面試,或在職缺部門主管方便的地點進行面對面面試。

    • 我有意進入輝瑞工作。我該如何遞交履歷?
      歡迎遞交履歷,應徵本網站公告之職缺。我們要求所有應徵者遞交電子履歷。請依照各職缺的相關指示遞交履歷。您必須建立個人檔案,才能上傳履歷或求職信。若要維護上述文件,請瀏覽「我的申請」區塊。

      您的個人檔案將儲存至人才招募資料庫,所有人力資源人員皆可線上存取此資料庫。如果您的條件符合我們的招募需求,我們可能會直接與您聯絡。

    • 如果此網站目前有公告職缺,是否表示職缺仍開放應徵?
      是的。如果職缺仍公告於本網站上,通常表示該職缺仍未找到合適人選。

    • Pfizer.com 上的職缺多久更新一次?
      網站上列出的職缺每小時更新一次。

    • 目前沒有我感興趣的職缺。我是否仍可向輝瑞遞交履歷?
      是的。建議您建立個人檔案、儲存搜尋結果,然後按通知選項,以便日後職缺開放時收到通知。

    • 輝瑞會如何處理我的履歷?

      您的履歷將儲存至我們的電子履歷資料庫。所有人力資源招募人員皆可存取此資料庫,從中持續搜尋最符合目前職缺的履歷。不論您是對特定職缺感興趣,或只是想瞭解是否有與您條件相符的職缺,我們都會審閱您的履歷。

      如果您想從系統中移除履歷,只要未應徵任何職缺,都能自由移除。如果您已應徵職缺,我們必須聯絡招募人員,才能進一步處理此要求。

      如果應徵職缺的履歷已進入「已申請」階段之後的流程,您將無法從系統中刪除履歷。

    • 收到我的履歷後是否會寄發確認信?
      若在美國或波多黎各申請,會收到線上申請系統的電子郵件回覆。不過,我們不會確認已收到您的履歷。如果您的履歷符合基本資格,當地的招募人員會在您應徵職缺後與您聯絡。

    • 應徵職缺時,我並未收到電子郵件確認信。如何確認輝瑞已收到我的應徵資料?
      您可以登入個人檔案,檢視「我的申請」下方的資訊,確認已完成應徵職缺的程序。

    • 我最近遞交履歷。如何查看應徵狀態?
      由於我們收到的履歷數量龐大,因此我們不會聯絡個別應徵者告知應徵進度的最新狀態,或通知我們是否安排與您面試。

    • 如果目前輝瑞正考慮聘僱我,我要如何從此職位的招募流程中退出?
      請登入您的個人檔案,找到您想退出的職位,然後點選退出按鈕。招募人員會看到此職位上顯示的退出資訊。

    • 由於我行動不便,需要使用無障礙設施才能透過線上系統應徵,我該怎麼做?

      輝瑞會在應徵過程中,為符合資格的身心障礙人士與退伍軍人提供合理的無障礙設施。如果您因行動不便而無法透過線上應徵流程遞交申請,可透過下列其他方式與我們聯絡,告知您有意應徵輝瑞的職缺。

      電子郵件: [email protected]

      通訊地址:
      Pfizer Inc.
      Global Talent Acquisition
      235 E 42nd Street
      NYO-235-16-01
      New York, NY 10017

    輝瑞面試訣竅

    行為面試法主要是根據過去的行為表現,預測未來的行為表現。由於績效表現是實際行為所導致的結果,因此我們可以深入瞭解或評估應徵者過去的行為,預測其未來的績效表現。

    行為面試法旨在根據職位所需的標準職能,評估應徵者的相關能力。職能是指個人在職位上產生有效績效的重要特質,通常融合了技巧、能力、動機與專業知識。

    行為面試法會如何進行?

    行為面試法是有架構可循的面試模式,由需要評估職能相關的特定問題組成。面試官會請您從過去的行為表現中舉例說明,以證明您擁有職缺所需的能力,所有應徵相同職位的應徵者都將回答相同的問題。問題通常會以「請描述您在某種情況下...」或「請舉例說明...」開頭。面試官每問一個問題,會接著提出一系列有助於深入瞭解的相關問題,以收集所有必要資訊,判定應徵者是否具備所需職能。

    如何準備行為面試

    既然您已大致瞭解行為面試法及其進行方式,便可開始準備及練習。

    然而,我們無法透露面試時將確切評估的行為或能力。不過,您應該能想到過去工作上的相關經歷,能向我們展示您的確具備職缺所需的特質。請著重描述您的確切成就,並將其與面試問題及評估的職能加以連結。

    「S.B.O.」是準備及回答職能評估相關問題的實用 技巧。這個口訣可提醒您如何安排回答的架構。

    • 情況 (Situation):所舉例子當時的情境/狀況為何?
    • 行為 (Behavior):您當時必須達成什麼目的/目標/挑戰? 您採取了哪些行動?
    • 結果 (Outcome):實際進展/採取行動的結果為何?

    面試官會請您提供確定案例並詳述當時狀況。透過這種面試過程,面試官能大致瞭解當時的情況,但您所舉的例子仍應著重於您的行為,亦即您在該狀況下的言行與反應。回想曾經面對的挑戰與問題、克服的方法,以及從中獲得的收穫,也是不錯的思考方向。

    透過這種回答方式,您可以幫助面試官深入瞭解您的經歷與實際行為。

    面試訣竅

    • 做自己:舉止自然,面試官想認識真正的您。
    • 從容整理思緒,開口回答前,請仔細回想最適合回應問題的例子。
    • 歡迎提問:請記住,面試是雙向的對話。
    • 您也可以請面試官再複誦一次問題,或者向面試官釐清他想詢問的內容。
    • 如果您不確定所舉例子是否符合面試官的預期,回答完畢後,可向面試官確認是否已回答到他的問題。

Our Hiring & Recruiting Process

Wherever you are on your career path, Pfizer has opportunities to help you fulfill your goals and reach your destination.

Opportunities suitable for new graduates. For experienced professionals. For skilled technicians. For those looking to begin their careers and for those looking to advance theirs. For people who have been employed in the biopharmaceutical industry and for people who can offer insight and experience gained in other industries or with other organizations.

We have opportunities for people who seek a career in science, research, health care and medicine, finance, law, technology, communications, compliance, marketing, sales, manufacturing and much more.

If you’re an applicant with visual impairments or other accessibility needs, we encourage you to explore our page on GettingHired to learn how you can join our global talent community. Using assistive technology or seeking information about accommodation requests? Click here

    • This employer participates in E-Verify: English | Spanish
    • Right to Work Poster: English | Spanish
    • Equal Opportunity Policy: English
    • Discrimination, Harassment and Retaliation Prevention Policy: English
    • EEO is the Law Poster: English | Spanish
    • EEO is the Law Poster Supplement: English
    • Pfizer’s Affirmative Action Policy: English | Spanish
    • Pay Transparency Policy Statement: English
    • Americans with Disabilities Act Accommodation Policy: English
    • Religious Accommodation Guidance: English

    Beware of scams from individuals, organizations and Internet sites claiming to represent Pfizer in recruitment activities. A formal Pfizer recruitment process is required for all authorized positions posted by Pfizer prior to issuing an offer of employment. This Pfizer process includes an interview and never requires payment or fees from job applicants. If you receive a suspicious email message or phone call about recruiting on behalf of Pfizer, do not provide any personal information or pay any fees. Interested candidates should apply to current openings through this Pfizer website. Pfizer accepts no responsibility for any costs or charges incurred as a result of fraudulent activity.
    Notice to Agency and Search Firm Representatives:

    Pfizer does not accept unsolicited resumes from agencies and/or search firms for any job posted on this or a referring site. Without a valid signed search agreement in place for the position listed, Pfizer will not pay a fee to the agency or search firm in the event that a candidate is hired for a position as a result of an unsolicited agency or search firm referral.

    HIRING BASED ON FACTS, NOT BIAS

    We’re led by science. So, we’re always keen to explore anything which will ensure our processes are free from bias when we’re hiring and interviewing.

    That’s why we’ve incorporated HireVue into our hiring process. It’s an AI-driven platform which helps us consider more applicants, drive consistency, reduce any unconscious bias and make better decisions.

    It fits neatly into our current process. Once you apply, our recruiters will review your resumé to see how it fits what we’re looking for. If that’s successful, you’ll be sent a link to complete the HireVue assessment. That result will then be shared with the hiring manager for review and subsequent interviews.

    The HireVue assessment consists of an online interview, and a gamification component which measures problem solving and cognitive thinking. The assessment competencies are aligned to our core values of Equity, Excellence, Courage & Joy so we know you’ll be the right fit for us, and us for you.

    It leads to a fairer process all around and will help ensure a better experience for hiring managers, recruiters and candidates alike.

    EEO1 REPORT DISCLOSURE

    Pfizer is publicly disclosing the 2020 EEO-1 Report in the interest of serving greater transparency.  We also will disclose future EEO-1 Reports, as they are filed with the Equal Employment Opportunity Commission (EEOC).  The data in the report is based on the last company pay period of the 2020 calendar year (December 21-28, 2020) and reflects Pfizer’s U.S. workforce as of that period.  The broad job categories by which the data is portrayed are dictated by EEOC requirements and do not necessarily match the job categories by which Pfizer evaluates its diversity and inclusion data. (Please refer to https://eeocdata.org/eeo1/howto/instructionbooklet#categories for a description of each of the EEOC’s job categories.) Thus, meaningful comparisons between EEO-1 Report data and other descriptions of Pfizer’s diversity statistics and disclosures may not be possible. 

    We remain fully committed to our diversity, equity and inclusion efforts, our opportunity parity goals and our ongoing efforts to make Pfizer a great place to work for all.  For a further discussion of Pfizer’s Human Capital efforts, including diversity, equity and inclusion efforts, please refer to the “Bold Moves – Unleash the Power of Our People” section of the ESG report found at https://annualreview.pfizer.com/files/Pfizer-ESG-Report-2020_2021-03-10.pdf.      

    2020 EEO1 Report

  • Upon application, your résumé will be entered into our electronic resume database. All Pfizer recruiters have access to this database and continually search for résumés that most closely match our current job opportunities.

    Individuals who most closely meet the requirements of the job may be selected to interview. Interviews may consist of telephone calls, video conferencing or face-to-face interviews at a location convenient to the hiring manager.

    • I am interested in working at Pfizer. How do I submit a résumé?
      We welcome and encourage submission of a résumé in response to postings detailed on this Website. We require that all applicants submit a résumé electronically. Please follow the résumé submission instructions associated with each posting. You will need to create a profile in order to upload a resume or cover letter. In order to maintain these documents, you will need to navigate to ‘My Applications’ section.

      Your profile will be entered into our recruiting database, where it will be electronically accessible to all our People Experience professionals. If there is a potential match between our hiring needs and your qualifications, we may contact you directly.

    • If a job is posted at this web site, does this mean it is still open?
      Yes. If a position is visible on the web site it generally means the position has not yet been filled.

    • How often do you update your job openings on Pfizer.com?
      The job openings listed on our web site are updated every hour.

    • There are no jobs currently posted that match my interests. Should I submit my résumé to Pfizer anyway?
      Yes. We encourage you to create a profile, save the search and click on the notification option so that you can be notified of future openings.

    • What will happen to my résumé?

      Your résumé will be entered into our electronic résumé database. All People Experience recruiters have access to this database and continually search for résumés that most closely match our current job opportunities. Whether you are interested in a specific position, or you simply want to be considered for any positions that match your background, we can review your résumé.

      If you would like to remove your resume from the system, you can do so if you have not applied to any positions. If you have, you will need to contact the recruiter to facilitate this request.

      You are not able to delete a resume from the system if it’s being used for a position which your status is higher than ‘Applied’.

    • Will you confirm that you received my résumé?
      Receipt of online applications is acknowledged within the US or Puerto Rico with an email response. However, there is no confirmation that we received your resume. A local recruiter will contact you after having applied to a specific position if your resume meets basic qualifications.

    • I did not receive an email acknowledgement when I applied to a job. How can I verify my application was received?
      You can verify the jobs you have applied for by logging into your profile and viewing this information under ‘My Applications”.

    • I recently submitted my résumé. How will I know the status of it?
      Due to the volume of résumés we receive, we do not personally contact everyone who sends a résumé, either for a status update, or to let you know whether you will be asked to interview with us

    • How can I withdraw from the recruiting process for a position which I am currently being considered?
      Log in to your profile and click on the withdraw button for the position for which you would like to withdraw. The recruiter will see this reflected on the position.

    • As an applicant for employment within the United States or Puerto Rico, how can I request a religious accommodation in order to participate in Pfizer’s recruiting process?
      An applicant for employment in the United States or Puerto Rico who is seeking a religious accommodation in order to participate in the recruiting process should bring the request to Talent Acquisition. By email: [email protected]

    • I cannot use the online system due to a disability and require an accommodation to apply for a job — What can I do?

      Pfizer provides reasonable accommodation in job application procedures for qualified individuals with disabilities and disabled veterans. If you have a disability that inhibits your ability to apply for a position through our online application process, you may use the alternative methods described below to contact us about your interest in Pfizer.

      By Email: [email protected]

      By Mail:
      Pfizer Inc.
      Global Talent Acquisition
      235 E 42nd Street
      NYO-235-16-01
      New York, NY 10017

  • Behavior-based interviewing is driven by the philosophy that past performance predicts future performance. Since performance is a result of how we behave, we can predict a candidate’s future performance by probing into, or assessing, past behaviors.
    Behavioral-based interviews are designed to assess a candidate against a standard set of competencies required for the role.  Competencies are the attributes of an individual that are important for effective performance in a role and are usually a mixture of skills, ability, motivation and knowledge.

    HOW ARE BEHAVIOR-BASED INTERVIEWS CONDUCTED?

    A behavior-based interview is a structured interview made up of specific questions relating to each competency area that is to be assessed.  The interviewer will be asking you for specific examples of your past behavior which demonstrate evidence against each competency, and all candidates applying for the same role will be asked the same questions.  Questions often begin with "Tell me about a time when…" or "Give me an example of…" For each question, the interviewer will ask you a question and then follow this up with a series of probing questions to gather all of the information they need for each competency area.

    HOW TO PREPARE FOR A BEHAVIOR-BASED INTERVIEW

    Now that you have some insight into what a behavior-based interview is and how it will be conducted, you can begin to prepare and practice for one.

    Unfortunately, we cannot tell you exactly which behaviors or competencies we are assessing at the interview.  However you should be able to think of situations you have been in that demonstrate to us that you have the qualities we are looking for. Draw on your specific accomplishments and relate them to questions being asked and skills being assessed.

    A useful technique to use when preparing for and answering competency based questions is the ‘S.B.O.’ technique. This acronym acts as a reminder to you as to how to structure your response.

    • Situation – what was the context / situation of the example?
    • Behavior – what was required of you in terms of aims / objectives / challenges? What actions did you take?
    • Outcome – what happened / what was the outcome of your actions?

    You will be asked to provide specific examples with detail.  When using this format it is useful to give the interviewer a little bit of the Situation but the bulk of your example should consist of your Behavior – what you did and said in this situation. It is always a good idea to also think about challenges and problems that you faced and how you overcame them as well as what you learned from your experiences.

    By following this format, you will give the interviewer a good understanding of your experience and behavior.

    TIPS FOR THE INTERVIEW

    • Be yourself - act naturally, the interviewer wants to get to know you.
    • Don't be afraid to take time to collect your thoughts and think of your best example to fit the question before speaking
    • It's OK to ask questions – remember it's a two-way conversation.
    • It's also OK to ask the interviewer to repeat a question, or clarify your understanding of what you are being asked.
    • If you are unsure about whether your example is what the interviewer was looking for, at the end of your response check with the interviewer that you have answered their question.

     

At Pfizer, we want to do our best to support the needs of all our colleagues. Applicants with visual impairments and other accessibility needs are encouraged to explore our inclusive hiring partner GettingHired to learn how they can join our global community.

Learn More

Pfizer provides reasonable accommodation in job application procedures for qualified individuals with disabilities, disabled veterans and applicants requiring an accommodation related to pregnancy, childbirth, or related medical conditions, including the need to express breast milk. If you have a disability that inhibits your ability to apply for a position through our online application process, you may use the alternative methods described below to contact us about your interest in Pfizer. If you require an accommodation during the application/interview process, you may also use the addresses below or speak with your recruiter.

By Email: [email protected]

By Mail:
Pfizer Inc.
Global Talent Acquisition
235 E 42nd Street
NYO-235-18
New York, NY 10017