Europe's research landscape is undergoing a transformation, driven by collaborative efforts among leading science and technology universities. At the forefront is CESAER, the Cluster of European Research Universities, which has long championed the cause of advancing research careers through innovative initiatives and strategic partnerships. With a new report released today, titled 'Advancing research careers across Europe,' CESAER showcases practical case studies from its member institutions, highlighting actionable steps to bolster career stability, recruitment, and support for early-career researchers.
This latest publication builds directly on the foundational 2024 survey report, 'Research careers: A critical choice for Europe,' which gathered data from 24 CESAER member universities plus one external institution. That survey painted a stark picture of persistent challenges: temporary contracts comprising 40-50% on average for R2-R4 researchers (post-PhD to senior levels), short-term project funding as the primary culprit (59% of respondents), and a troubling brain drain, especially to the United States, where more stable conditions lure Europe's top talent.
Understanding CESAER's Role in European Higher Education
CESAER, founded in 1990, represents over 50 leading universities of science and technology spanning 25 countries. These institutions, including powerhouses like ETH Zurich in Switzerland, KU Leuven in Belgium, Delft University of Technology in the Netherlands, Chalmers University of Technology in Sweden, Aalto University in Finland, the Norwegian University of Science and Technology (NTNU), Technical University of Munich in Germany, KTH Royal Institute of Technology in Sweden, and Politecnico di Milano in Italy, form a united voice advocating for the European Research Area (ERA), European Education Area (EEA), and the European Strategy for Universities. Their collective mission is to foster excellence in research and innovation, ensuring Europe remains competitive globally.
Research careers have been a priority for CESAER, especially amid growing concerns over researcher precarity. The European Framework for Research Careers (EFRC) defines four levels—R1 (first-stage, PhD), R2 (postdoc), R3 (experienced), R4 (senior)—but implementation varies widely. Temporary contracts, often tied to project grants lasting 0-4 years, create a 'treadmill' effect: constant job hunting, relocations, and stress, particularly affecting early-career researchers under 44 (68% of R1/R2). Gender gaps persist, with women less likely to secure permanent roles (10% EU average disparity).
From 2019 to 2024, researcher numbers grew—R2 by 8% (to 12,113 FTE), R3 by 9% (to 10,661), R4 by 12% (to 6,464)—yet 52% of institutions reported stable temporary fractions, 31% a decrease, signaling incremental progress but underscoring the need for systemic change.
Key Findings from the 2024 CESAER Survey
The survey revealed institutional self-assessments: 70% deemed their temporary-to-permanent balance 'about right,' but outliers showed 57-77% temporaries. Legislative barriers (32%) and funding structures exacerbate issues, with engineering faculties often more project-reliant. Trends indicate a push toward stability, with 46% forecasting decreases in temporaries. Mental health strains, family impacts, and limited autonomy plague early-career stages, while intra-European mobility remains project-bound rather than circulation-driven.
🎓 Case Studies: Universities Leading the Way
CESAER's 2026 report dives into real-world examples, demonstrating how member universities are innovating. Take Delft University of Technology (TU Delft): Their Academic Career Track, evolved from a 2012 tenure track, offers permanent contracts after 12-18 months, achieving over 70% tenure rates. By 2023, 432 researchers were on track, reducing uncertainty and attracting international talent.
At Instituto Superior Técnico (IST Lisbon, Portugal), a Strategic Recruitment Programme (2014-2023) used 3.2% of HR budget for 218 faculty openings in fields like bioengineering. Combined with Portugal's National Programme on Scientific Employment, it yielded 124 recruitments and 202 progressions, boosting associate professors from 198 to 255 and full professors from 96 to 129. Nine industry collaborative labs created 194 jobs, including 60 for doctoral researchers. Read the full CESAER report for more details.
The University of Twente (Netherlands) employs a Talent Development Map 2.0, aligning roles with impact criteria per COARA/DORA principles. Startup packages (€120k-€265k) for assistant professors, Talent Motivation Analysis tools, and a Young Academy foster leadership. Notably, 40% of new professors come from outside the system, countering insularity.
Norway's University of Bergen exemplifies an 'inverted pyramid' with permanent R3/R4 cores. The TMF Starting Grant saw 78% of 37 completers secure permanent UiB roles (59% full professors); Momentum Program placed 100% of 60 in relevant permanents (92% academia). External funding grew 38% over a decade, with ERC success rates doubling averages.
- TU Wien (Austria): Faculty women's networks host symposia and trainings, visibly retaining women without quotas.
- KU Leuven (Belgium): YouReCa supports 6,000 researchers with IDPs; 70% report positive supervisor wellbeing discussions.
- NovaUCD (Ireland): Incubation hub secured €1.3B equity since 2003 for deep-tech startups.
- University of Strathclyde (UK): 71% of R2 in knowledge exchange on permanents vs. 11% research staff.
University Collaborations and Industry Partnerships
Cross-university and public-private collaborations are pivotal. CESAER members co-create ecosystems: IST's labs blend academia-industry for job creation; Twente's frameworks encourage sectoral transitions. These partnerships decouple contracts from single projects, sharing risks and guaranteeing research freedom. For instance, collaborative labs employ doctorate holders in innovative roles, fostering brain circulation.
Beyond members, CESAER engages EU bodies, influencing Horizon Europe (FP10) amendments for talent and careers. Joint statements with partners push Erasmus+ synergies and Competitiveness Fund interfaces. Such alliances amplify impact, aligning national efforts with ERA goals.
Policy Recommendations and the 'Choose Europe' Initiative
CESAER's reports outline targeted actions across stakeholders:
- European Commission: Launch Research Careers Observatory (data 2025+), pilot 'Choose Europe' via MSCA COFUND (fellowship extensions 2-3 years to 4-6 total, tied to permanent jobs), simplify visas, enforce knowledge 'fifth freedom.'
- Member States: Competitive salaries, auto-residency for graduates, 3% GDP R&D via co-funding.
- Universities: Transparent pathways, project decoupling, COARA adoption, bias-combating equity policies.
The 'Choose Europe for a research career' pilot, advocated since 2024, began in 2025 under MSCA, extending postdoc support for 2-3 years post-PhD. By 2026, it's gaining traction, with over 100 national schemes complementing it. EU plans €51M in 2027 double the pilot budget. Explore Choose Europe opportunities.
Addressing Brain Drain and Building Brain Gain
Europe loses talent post-PhD due to instability; CESAER targets reversal by 2035 via gain/circulation. Positive inflows hinge on competitiveness: US offers stability, but Europe counters with quality life, networks. Initiatives like tenure tracks and observatories provide evidence for reforms, per Draghi/Letta reports.
Stakeholder views: Manuel Heitor, CESAER Envoy (2023-2025), urges expert-led governance; Zita Martins (IST) co-chairs dual-use groups. Recent appointments like Lea Zwimpfer (ETH Zürich) for Talent Task Force signal momentum.
Future Outlook: Toward Sustainable Research Ecosystems
Looking ahead, CESAER eyes FP10, ERA governance, and 2025-2027 Horizon plans. Conferences like Research Careers 2025 built consensus; 2026 sees observatory rollout and expanded co-funding. Challenges remain—funding consistency, assessment reform—but case studies prove viability.
For early-career researchers: Seek CESAER universities for structured paths; leverage YouReCa-like programs; build portfolios beyond metrics (COARA). Administrators: Invest in permanents, industry ties. Europe can magnetize global minds, securing innovation leadership.
Download the 2026 Advancing report.
Actionable Insights for Aspiring Researchers
Step-by-step: 1) Align with EFRC levels via EURAXESS jobs. 2) Target CESAER tenure tracks (e.g., TU Delft). 3) Apply 'Choose Europe' pilots. 4) Network via Young Academies. 5) Diversify via incubators like NovaUCD. Statistics show 70-100% success in featured programs—proof of potential.
Regional context: Northern Europe leads stability (Norway's permanents); South innovates recruitment (Portugal). Balanced views: Progress uneven, but collaborations bridge gaps.
Broader Impacts on European Higher Education
Stable careers enhance retention (e.g., Bergen's 92%), ERC wins (25% vs. 14%), spin-offs (NORCE 450+ FTE). For universities, they boost rankings, industry ties, societal impact. Europe-wide: Meets 3% R&D, counters China/US, supports green/digital transitions.
