The Med-Tech Talent Lab

The average merit increase year over year historically has been hovering around 2-3%. Yet there are those vastly underpaid against the market rate for their particular scope of expertise, but most don't know how to ask for a raise and GET IT.If you'd like to learn from pro, veteran Headhunters as to tactful and tactical ways you can negotiate your next raise, you won't want to miss this live episode of The Med-Tech Talent Lab.Some highlights of what we discussed:-Why tenure is not a bonified reason (alone) to command a raise-When you should negotiate-What research you should complete before negotiation-How to maximize the probability of obtaining your raise...and so much more!Did you know The Med-Tech Talent Lab goes live every Thursday at 11am Pacific/2pm Eastern on LinkedIn? Make sure to connect with, or follow, Mitch Robbins on LinkedIn to be notified each time the show goes live!https://www.linkedin.com/in/mitchrobbins/

Over 90%+ of Med-Tech professionals have at least some version of a LinkedIn profile. Yet, is yours actually doing what it should for you?Are you attracting the right recruiters to view your profile?What about prospective hiring managers?What about ideal networking opportunities?If you believe that there is room to improve upon the layout & content of your current LinkedIn profile, this live episode of The Med-Tech Talent Lab is for you.Some highlights of what we discussed:-What the Name & Title section really should be used for-Why your About section is the most important piece of real estate on your profile-How your LI profile should sync with your resume-Strategies for boosting your reach on LinkedIn AND your credibility...and so much more!Did you know The Med-Tech Talent Lab goes live each Thursday at 11am Pacific/2pm Eastern on LinkedIn with a new talent topic each week? Simply connect with, or follow, Mitch Robbins on LinkedIn so that you get notified each time the show goes live! https://www.linkedin.com/in/mitchrobbins/

Have you ever joined an organization that turned out to be vastly different than what was portrayed during the interview?During this live episode of The Med-Tech Talent Lab, we discussed ways you can properly vet prospective employers dramatically improving the odds that who they say they are, really is who they are when you show up for work!Some of the highlights discussed:-How to vet 'culture' properly to avoid the "bait and switch"-How to properly vet the hiring manager, aka your prospective boss-The questions you are afraid to ask are the ones you NEED to ask-How to slow down the hiring process to speed it up...and so much more!Did you know The Med-Tech Talent Lab goes live each week on LinkedIn at 11am Pacific/2pm Eastern? Each week we tackle a new talent topic. To be notified each time the show goes live, follow Mitch Robbins on LinkedIn. linkedin.com/in/mitchrobbins

During this live episode of The Med-Tech Talent Lab, we discussed some of the most costly mistakes candidates make during their interviews.With over 50+ years of combined recruitment experience, Adam Saupe, Nick Zweig, and Mitch Robbins share these top mistakes and what you can do to avoid them in your next interview!Some of the highlights include:-Questions that you DO or DON'T ask-Navigating questions around compensation-How to properly address behavioral based questions in a way that sets you apart-How to wrap up the interview with confidence...and so much more!Did you know The Med-Tech Talent Lab goes live every week on LinkedIn at 11am Pacific/2pm Eastern? Each week we take on a new talent topic.To be notified every time the show goes live, follow Mitch Robbins on LinkedIn.https://www.linkedin.com/in/mitchrobbins/

If the last 6-8 months haven't demonstrated that no one's job is "safe" I don't know what will. You could have the best job ever, but it doesn't mean you'll have it forever even if you WANT to.So, how do you build a bullet-proof career strategy, keeping your career destiny in your own hands.That is exactly the premise of this episode.Some of the highlights we discussed:-How to create proactive strategies to ensure you're not flat footed if you get the surprising news you're job is "gone". -How to create a "career inventory" and use it to your advantage with recruiters-Criteria to consider when deciding the future direction of your career-Actionable strategies you can leverage immediately on LinkedIn to proactively network and keep yourself top of mind with important contacts...and so much more!

Since the pandemic, there has been the ongoing debates, controversies, and heck, even conspiracy theories surrounding the topic of work environments. When we say work environments we are referring to remote, hybrid, or onsite.Fast forward to today, there is most certainly a huge push from corporate leadership teams to have their employees return back to the office in some capacity. Most are leaning towards a "hybrid" model which in of itself is a confusing term. Is it one day a week in the office? 3 days? What exactly does hybrid mean as it changes from company to company.There are those shouting from the hilltops that Remote working is just not effective, while the opposing view says that it's the most flexible, productive set up you can put busy professionals in.During this live episode of The Med-Tech Talent Lab we dive deep into this topic and share our own opinions based on the specific trends we are seeing in real-time happening within the Med-Tech industry.Check it out!

As a HR or TA professional, one of your biggest headaches, yet also biggest assets is your relationships with 3rd party search agencies, aka Headhunters. Yet, with so many agencies constantly vying for your time and touting how great they are, how exactly do you choose who to spend time with? More importantly, how do you decipher who can deliver the value and results you absolutely need?Joining me for this episode of The Med-Tech Talent Lab was Ms. Katherine Bush, a veteran recruiter who currently serves as the Talent Acquisition Manager at Stimlabs. Katherine received her Bachelors Degree from the University of Georgia in both Psychology and Business, and over the last 7+ years, she has built a successful career in Recruitment first working in 3rd party search and then moving to the "inside".If you haven't heard of Stimlabs, the company is on a mission to be the World's most trusted and effective Regenerative medicine company. The organization's pioneer products are derived from placental tissue which has been explored in the Wound Care space for over 100 years due to the inherent characteristics of the tissue.Some of the highlights we discussed:-Biggest frustrations TA pros have with Headhunters prospecting them-How Katherine's 3rd party search background helps qualify agencies she works with-How to evaluate the effectiveness of a Agency in meeting your TA needs...and so much more!PS Did you know that The Med-Tech Talent Lab podcast goes live on Wednesdays at 11am Pacific/2pm Eastern on LinkedIn? Simply follow and/or connect with Mitch Robbins to be notified each time the show goes live!https://www.linkedin.com/in/mitchrobbins/Katherine Bush on LinkedIn: https://www.linkedin.com/in/kmorellok/StimLabs on the web: www.stimlabs.com

You've landed the big fish in the boat! That high caliber talent you've feverishly sought out has decided to join your company. Don't blow it with a poor onboarding experience!Your recruitment process doesn't end once a candidate accepts your offer. Rather, then is the time to turn up the "courting" experience.Who is keeping in touch with them between acceptance and start date to ensure they don't get caught up in accepting the big, bad counter-offer?Or, just as bad, an offer last minute from another employer.Who is responsible for ensuring that the new employee's tech arrives on time?What about first day logistics (who, what, where, etc.)The onboarding process is a time to absolutely WOW your new hire, not to disappoint them.Join us as we take you through strategies for how to build your own White Glove Candidate OnBoarding Experience.PS Did you know that The Med-Tech Talent Lab podcast goes live each Wednesday on LinkedIn at 11am Pacific/2pm Eastern? Join us by simply following Mitch Robbins as you'll then be notified each time the show goes live!https://www.linkedin.com/in/mitchrobbins/

The current state of the Med-Tech employment market is one that is certainly for the books. On one hand you've got organizations pulling hard on the reins and slowing all hiring, some to a complete halt. On the other hand you've got organizations who can't seem to hire fast enough against their "full steam ahead" initiatives. All of this happening under the same Macroeconomy. During this live episode of The Med-Tech Talent Lab we discussed historic reasons and use cases for why organizations choose to leverage the help of Contractors aka a Contingent Workforce. Joining us was our good friends Nick Zweig, the Director of Talent Acquisition at Collegium Pharmaceuticals as well as Shandon Hayes, a veteran Talent Acquisition leader in her own right. Between the four of our perspectives, we discussed key decision points as to how organizations choose to go about pulling the trigger to engage contract help and the nuances of doing so.Did you know that The Med-Tech Talent Lab podcast is live on LinkedIn on Wednesdays at 11am Pacific/2pm Eastern?Follow Mitch Robbins on LinkedIn to be sure to receive notification every time the show goes live!https://www.linkedin.com/in/mitchrobbins/

Med-Tech Talent has, and will always have, options as to where they choose to work. Just because a candidate is qualified doesn't necessarily mean you should move them through the interview process at lightning speed for fear of someone else making this person an offer. Rather, slow down to speed up. Do you know what motivates this person? Do you know what career growth looks like to them? Do you know why they chose to speak with you in the first place? Identifying what's important to the candidate early will help you customize your interview process thereafter. It's not a one way street where you decide if someone is qualified and therefore send them along for further interviews. You MUST capture their interest during that initial conversation. Join us for this live episode of The Med-Tech Talent Lab where we breakdown exactly how to do just that.Did you know The Med-Tech Talent Lab is live on LinkedIn on Wednesday at 11am Pacific/2pm EST? Connect with Mitch Robbins on LinkedIn to follow every time the show goes live!https://www.linkedin.com/in/mitchrobbins/

Are you struggling to understand what your hiring manager truly wants in a candidate? Are your hard-won recruits being rejected for interviews with little explanation? In this episode, we are going to help you get exactly what you need at the front end of the hiring process by mastering the art of conducting search intake calls with hiring managers.Joining me for this episode was Mr. Charles Tragesser, the Talent Acquisition Manager at a Med-Tech organization called Tasso. Charles has over 20 years of Talent Acquisition/Recruitment experience across Agency, Corporate & Professional Services environments. For the last year+, Charles has been helping Tasso build out its Talent Acquisition function. Tasso is revolutionizing the way blood is collected for blood tests, clinical studies, and research. The company's service model ships the device directly to the patient, facilitates the shipment of the samples to the lab, and then delivers the results to the provider or researcher. Some highlights of what we discussed:-How "reign in" hiring managers to properly set expectations for their “ideal candidate” -Helping the hiring manager create an irresistible Employer Value Proposition to reach candidates with-How to set accountability parameters for both the recruiter AND the hiring manager post-intake session-Creating visibility & transparency into the recruitment process...and so much more!PS Did you know The Med-Tech Talent Lab goes live on Wednesdays at 11am Pacific/2pm Eastern on LinkedIn, each week with a new talent topic? Join us!

I think most of us know what the role of Talent Acquisition is within a company, but do you know the difference between a Talent Acquisition professional and a true Talent Advisor? Joining me for this episode was Ms. Haley Burrow, The Talent Acquisition Manager for the Americas at Cochlear, the world's leading hearing implant Med-Tech organization.Haley got her start in recruitment just about 20 years ago having had the opportunity to work for organizations like Lakeshore Learning, Sports Authority, and DirecTV prior to joining Cochlear. Haley also had the opportunity to gain valuable 3rd party, search experience by leading a team of recruiters at a search firm in the suburbs of Denver, CO.With the market as topsy turvy as it is so many talented Recruiters & Talent Acquisition professionals are finding themselves victims to layoffs on the daily....but are organizations being shortsighted by continuing this vicious cycle that is so prevalent in this functional area of a business (hire, layoff, hire layoff).During this episode Haley & I discussed:-The differences between Talent Acquisition & Talent Advisory-How a true Talent Advisor can have massive, positive impact on a business' overarching sustaining, growth, & retention strategies-What Executives should be asking themselves before they decide to layoff Recruiting or TA staff...and so much more! I really enjoyed this conversation and hope you find value from it as well. Did you know we do a live version of The Med-Tech Talent Lab each week?Join us live on LinkedIn on Wednesdays at 11am Pacific/2pm Eastern!

Indeed, Monster, LinkedIn, all were going to change recruitment forever, right? Well, in a way they did. But nothing, literally nothing, will change the recruitment game more than Artificial Intelligence is and will in short order.The way we write job descriptionsHow we source and screen applicants and candidatesHow we interact and interview candidatesHow we move candidates through an interview processHow we evaluate candidates ...the list is endlessDuring this live episode of The Med-Tech Talent Lab we scratch the surface of some of the ways AI is being used as of today and touch on just a few ideas of where it is going to be, or how it can be, leveraged in the near future. The rate at which AI is evolving is nothing short of remarkable.Tune in and let us know how you see AI disrupting, or should I say revolutionizing, the game of recruitment!The Med-Tech Talent Lab is live each and every week on Wednesdays at 11am Pacific, 2pm Eastern on LinkedIn. Join us!

Let's talk ResumesShall we? What exactly is a "good" resume?What does it look like? Who's in position to say it's "good" or "bad" anyway? Adam Saupe & I (two veteran headhunters) share as many tips, tricks and strategies as we can that we've picked up over the last 15+ years when it comes to drafting a strong resume that Hiring Managers, HR, Talent Acquisition & Headhunters can't help but notice. Check it out!Did you know The Med-Tech Talent Lab goes live each Wednesday at 11am Pacific/2pm Eastern on LinkedIn? Each week we discuss a new topic centered around all-things talent in Med-Tech.

One of the biggest candidate complaints, if not THE biggest, is that of a lack of feedback.Either candidates get very vague feedback, or worse, NONE at all when moving through interview processes.In this case, the saying "any press is good press" is simply not the case.Really ask yourself, how do you want talent to talk about, and think about, your organization in the general marketplace?Because believe me, they talk.So why is it that so many organizations fall into this trap of not providing candidates with tangible feedback?There are many...Often it's the HR or Talent Acquisition function that is responsible for liaising with the candidate, right?Well, these folks may:-Not have genuine feedback from the hiring manager-Have feedback they don't know "how" to share-May be worried about any legal implications from what they share-May be so darn busy across different reqs in the company that they just don't know how to make the time to deliver feedback, especially to those not moving forward.During this live episode of The Med-Tech Talent Lab we dig into all of this ...and so much more!Did you know that we run a live version of this show?Each Wednesday at 11am Pacific/2pm Eastern on LinkedIn! Join us live and get your Q&A right there and then!

An Applicant Tracking System is a vital component to an organization's recruitment process. ATS options range from as simple as an excel spreadsheet to the finest platform with all the technology bells and whistles.Joining us, like so many times before, was Ms. Shandon Hayes, Talent Acquisition Consultant & Mr. Nick Zweig, Director of Talent Acquisition at Collegium Pharmaceuticals.We leveraged Nick & Shandon's expertise for this topic as we discussed:-The criteria absolutely necessary to consider when selecting an ATS-How to improve user engagement internally (from recruiters to hiring managers)-Why some ATS tools seem great on the surface, but actually turn out to unnecessarily overcomplicate things-How combining a solid ATS with a CRM is the one two punch...and so much more!Did you know The Med-Tech Talent Lab goes live every Wednesday at 11am Pacific/2pm Eastern on LinkedIn? Be sure to join us! A new talent topic each week.

On this live episode of The Med-Tech Talent Lab, we tackle one of the trickier instances in one’s job search. Let’s say an organization has just made you an offer, but you have two other organizations whom you are still in the interview process with.What do you do? You don’t want to lose the offer, but you don’t want to accept without seeing the other interviews through?How do you balance this scenario and land with an outcome in your best interest?Tune in as we share:-Language tracks you can use to communicate with these prospective employers-The thought process you should be using to make crucial decisions at this point in the process-Why declining the offer may be your best bet..and so much more!Join us live on LinkedIn, Wednesdays at 11am Pacific/2pm Eastern as we tackle a different Talent topic each week.

What really is networking? How do you do it the "right" way? Moreover, how do you leverage the power of networking to land your next dream job.During this live episode of The Med-Tech Talent Lab, we pull out all the stops and share actionable strategies (including Scripts!) you can implement straight away to:-Reach out to hiring managers in a way that will spark interest & start conversations-Warm-up connections that have gone cold-Leverage former colleague & supervisor relationships-Get the most from LinkedIn...and so much more!Join us live on LinkedIn, Wednesdays at 11am Pacific/2pm Eastern, each week tackling a new Talent topic

We were so grateful to have Mr. Karandeep Singh-Badwal, host of The MedTech podcast, and Founder of QRA Medical a consulting organization helping Medical Device companies around the world to achieve Regulatory approval and maintain Quality compliance.Karandeep has been in the RA/QA space for over 9 years working for companies like Nature's Bounty & Abbott amongst others prior to starting his firm.Together, we discussed RA/QA from a talent perspective, my favorite!Some highlights:-State of the Union from Karandeep within RA/QA-How US market entry vs EU market entry strategies are rapidly changing-Karandeep's opinion on remote vs in-office Reg Affairs working environments-How you should structure your technical documentation strategy-Karandeep's advice on how to transition into Regulatory or Quality from other functional areas...and much more!Karandeep on LinkedIn: https://www.linkedin.com/in/karandeepbadwal/

During this live episode we bring to you a real-time "State of the Union" on the climate of the current Med-Tech Talent Market.We begin by explaining what the latest salary data tells us with a special thanks to our regularly featured guest, Mr. Nick Zweig, Director of Talent Acquisition at Collegium Pharmaceuticals.We then dig into explaining (to the best of our ability) the state of the talent market.It certainly is one with several mixed messages.Listen in as we give you our opinions on where the market is going and how you can best prepare both as an employer trying to hire talent and as a candidate gearing up to explore new opportunities.Tune in each Wednesday at 11am Pacific/2pm Eastern on LinkedIn where we broadcast the show live!

The power of creating content and posting it on LinkedIn is undeniably powerful and tremendously advantageous to a company's overall recruitment strategy.Why?Well, l0ok no further than the core fundamentals of marketing...the Know, Like, & Trust factors. Before we buy anything, we do our best to ensure we know, like and trust who we are buying from and what we are buying, right?Same with recruiting talent to your organization. The more you can help candidates Know, Like, & Trust you and the organization the easier it will be to attract them into your talent pipeline.To help demonstrate how powerful posting content can be when it comes to accomplishing this very goal (KLT) I had the pleasure of hosting Ms. Jennifer Abrahamson, the Sr Corporate Recruiter at Saluda Medical.Jennifer has had tremendous success with driving candidates into her pipeline from her content, and following, on LinkedIn. During the show, she illustrates her exact strategies for posting content and busts the #1 myth out there about posting content (hint: developing and posting content is nowhere near as hard as you think it may be!)Tune in to learn how you can begin, or refine, your content strategy immediately!Jennifer Abrahamson on LinkedIn: https://www.linkedin.com/in/jabrahamsonrsr/Saluda Medical on the web: www.saludamedical.com

Did you know that at the time of writing this some organizations are getting up to 500 applications for a single job? Tens of thousands of layoffs happening across the Country.What are you going to do differently to be seen and heard? More importantly, what strategies other than applying on line (spray your resume and pray the right person gets it) to land your dream job?Join us as we'll share actionable strategies you can implement straight away!Some of highlights of what we discussed:-The #1 thing you need to do FIRST if you've been laid-off-The importance of video-How to leverage the power of LinkedIn to reach decision makers-Why 3rd party recruiters (aka Headhunters) can be such a great resource to talk with-What to do when you feel like you're being "ghosted" by a recruiter or company...and so many more tips, tricks, and strategies for taking massive action and landing your dream job!

So much of hiring happens in reactive vs proactive fashion. It just is what it is...the nature of the beast. However, there are many opportunities to consistently build your pipelines AHEAD of time so that you don't feel so "behind the 8-ball or flat-footed" each time you need to initiate a search.In this episode we discuss:-How to build a process, a system if you will, to you can leverage time and again when it comes time to quickly access talent data-What is one of your biggest assets in recruitment right under your nose?-How to build authority, credibility and influence amongst talent you are trying to attract all while delivering maximum value to them!-How to build awareness and rise above all the noise in The Med-Tech industry so that your message actually resonates with prospective talent...and so much more!

Are you still on track with those New Year's resolutions that you told yourself were so important to commit to? If you need a little "boost" or a nudge to get back on, or stay on track for that matter, check out this episode with Ms. Heather Thompson!Heather is the Senior Manager, Regulatory Affairs at Sysmex Inostics, Inc., a business unit of Sysmex Corporation focused on molecular diagnostics. Her 25-year career has spanned regulated product manufacturing, clinical and analytical laboratory Quality, Regulatory Affairs, Regulatory Compliance, and third party authority oversight, including acting as Quality Director for a Medical Device Single Audit Program (MDSAP) Auditing Organization acting as an FDA third-party inspectorate.Heather will be speaking at the 16th Annual IVD Clinical and Regulatory Affairs Conference in San Diego this February.Some highlights of what we discussed:-To be our best, we need to prioritize health and wellness yet so often it takes a backseat to work, daily "responsibilities", etc. Why do you think that is?-How did you decide/commit to the importance of health being a priority?-Have you fallen off track but were able to get back on?-Advice for others who recognize the importance, but having a hard time staying committed to it?...and so much more!Heather Thompson on LinkedIn: https://www.linkedin.com/in/heatherithompson/

Joining me for this episode was a tenured, recruiting veteran in her own right, Ms. Lesley Hackett. Lesley is a Sr Talent Acquisition Partner for Relievant Medsystems, a privately held medical device company with headquarters in Minneapolis, MN.Based on two decades of research the company has developed the Intracept Procedure — a minimally invasive procedure that targets the basivertebral nerve for the relief of chronic vertebrogenic low back pain.Lesley has been in the recruitment and staffing profession for over 15 years, the majority of which has been by way of performing as a contractor.During this episode Lesley shared so many great insights related to:-How to get into Contract Recruiting-Why someone would want to work as a Contract Recruiter-What pitfalls to watch out for when beginning your Contract Recruiting journey-What some of the downsides of working as a Contractor are....and so much more!Lesley Hackett on LinkedIn: https://www.linkedin.com/in/lesleyhackett/Relievant Medsystems on the web: https://www.relievant.com/

How do you know when and if it's the right time to make a career move?We do a deep-dive into this very topic on this episode featuring our friend and colleague Nick Zweig, the Director of Talent Acquisition at Collegium Pharmaceuticals.

In this final, 2022 episode of The Med-Tech Talent Lab podcast we went around the room sharing stories of candidate/company placements that stood out this year.Stories of candidates who had no idea they would embark on their dream job just 45 days after meeting the recruiter to those who decided to leave their organization after a decade plus of service to their current employer.Each story had it's only unique set of details that we hope gives you inspiration for your own career path or for those tough searches you are trying to fill!See you in 2023 with all new episodes here on The Med-Tech Talent Lab where we discuss all things talent-related in the Med-Tech industry.Have you joined the interactive Med-Tech Talent Lab Community?Each Wednesday we are live with another topic on all things talent in the Community.Join here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

You're fairly confident you're ready to hire someone in January 2023 or ready to make a career/job change, but you are starting from ground zero with no momentum?On this episode of the live sessions of the Med-Tech Talent Lab we outline a few must-use strategies that will help you go from zero to full-on momentum right through the holidays. Take some effort on your part? Of course, but the dividends will be exponentially worth it.Some highlights of what we discussed:-How to leverage LinkedIn messaging, video, and new LinkedIn connections to set yourself up with a talent pipeline going into January '23 (even if you haven't started yet!)-How to leverage your current LinkedIn network to book exploratory meetings with new prospective hiring managers after the turn of the new year-Why LinkedIn selfie-video, or audio messages, are so powerful both from a candidate and recruitment perspective helping each to rise above the noise and stand-out for their target audience...and so much more!Have you joined the interactive Med-Tech Talent Lab Community?Each Wednesday we are live with another topic on all things talent in the Community.Join here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

During this live session of the Med-Tech Talent Lab we discussed the rapid enhancements happening in Artificial Intelligence and what it's use, and place, may be in recruitment as it stands today and as we embark on the future.Some highlights of what we discussed:-Amazon's current use case for Artificial Intelligence & our take on it for the recruitment industry at large-What AI is great for in recruiting-What AI will NEVER be able to replace-Future forecast of how the recruitment process could be shaped based on advances in AI...and so much more!Have you joined the interactive Med-Tech Talent Lab Community?Each Wednesday we are live with another topic on all things talent in the Community.Join here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

For the 3rd and final part of this mini-series, I was honored to be joined by Mr. Tim Harrah, the Vice President of R&D at Cynosure.Tim is no stranger to formal education having earned a BS degree from John Hopkins in Chemical Engineering and a PhD in Biomedical Engineering from Tufts University.Tim worked for many years, approximately 13, at Boston Scientific rising up through the ranks from Scientist to Manager of R&D, and then Director of R&D.For those unfamiliar with Cynosure, it is an innovator and developer of energy-based aesthetic and medical treatment systems. Cynosure develops and manufactures a diverse range of leading treatment applications for hair removal, skin revitalization, gynecological health, scar reduction, body contouring and so much more.In similar fashion to our episodes with Patrick Stephens & Brad Carlson at Shockwave Medical and Livanova respectively, here are some of the highlights of what Tim & I discussed:-Why did you get into Med-Tech in the first place?-What was your childhood/early years like? What held your interest?-Looking over the course of your career to date, what are some of the pivotal moments that you think really helped you move up in the leadership ranks to get to where you are today?-What do you enjoy most about leadership?-How do you spot top performers? What do you look for?Is there a theme you can point to?- What career/life advice would you give to someone who is driven to become an R&D Exec like yourself...and much more!Feel free to discover more about Tim & CynosureTim Harrah on LinkedIn: https://www.linkedin.com/in/tharrah/Cynosure on the web: www.cynosure.com

In this episode, as a part of our Wednesday live sessions that we host each week at 11am Pacific/2pm EST, we broke down a recent article posted by Forbes on the major talent trends to watch for in 2023.Some highlights of what we discussed:-What does the future of remote work look like?-Managing Security & Accountability in a remote workforce environment-Online collaboration vs full-on Metaverse/Virtual Reality-Flexible work environments & the idea of a 4-day workweek...and much more!Have you joined the interactive Med-Tech Talent Lab Community?Each Wednesday we are live with another topic on all things talent in the Community.Join here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJThe Forbes article we reference:https://www.forbes.com/sites/bernardmarr/2022/11/28/future-of-work-the-4-biggest-workplace-trends-in-2023/?sh=27e81c5d2e2f

For part 2 of this mini-series, I was honored to be joined by Mr. Brad Carlson, the General Manager & Global R&D leader at LivaNova.Brad has spent the last 12+ years in the Med-Tech industry holding roles like VP of Engineering, VP of R&D, VP of Innovation Strategy, and General Manager from some of the world’s leading Med-Tech companies like Danaher, Envista Holdings, and now LivaNova.For those unfamiliar with LivaNova, it is a global med tech organization with a diverse product portfolio with therapies for the head and the heart.The company has a presence in more than 100 countries and employs approximately 3,000 people.In similar fashion to our episode with Patrick Stephens at Shockwave Medical, here are some of the highlights of what Brad & I discussed:-Why did you get into Med-Tech in the first place?-What was your childhood/early years like? What held your interest?-Looking over the course of your career to date, what are some of the pivotal moments that you think really helped you move up in the leadership ranks to get to where you are today?-What do you enjoy most about leadership?-How do you spot top performers? What do you look for?Is there a theme you can point to?- What career/life advice would you give to someone who is driven to become an R&D Exec like yourself...and much more!Feel free to discover more about Brad & LivaNova:Brad Carlson on LinkedIn: https://www.linkedin.com/in/drbradleyscarlson/LivaNova on the web: https://www.livanova.com/en-us

On this live session of The MedTech Talent Lab podcast we discussed how hiring, or as a candidate interviewing, right through the holidays can be your very best competitive advantage.While others are slowing down and packing it in early, you have a great opportunity to keep your hiring processes moving, hire top-tier talent, and get them onboarded ready to go right after the first of the year.While these people will hit the ground running for your team, other organizations will just begin dusting off their recruitment hats only to find that they are months behind.The same goes for you as a candidate. While most wait til after the new year to begin the "New Year, New Me" process of interviewing for new opportunities, now through the holidays is your very best opportunity to shine and stand-out. If you truly want to begin in a new role in a new company next year, now is the time to start interviewing.Some highlights of what we discussed:-The #1 time to gain a competitive advantage in recruiting and/or interviewing-Why onboarding during the holidays can be such a great thing-How to keep your teams collaborating thru the holidays for both interviews as well as offer negotiations (even when they are on vacation)...and so much more!Have you joined The MedTech Talent Lab Community?Each Wednesday we are live with another topic on all things talent in the Community.Join here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJOur special guest was Jim Tillman, a tenured Med-Tech Regulatory & Quality leader.James Tillman on LinkedIn:https://www.linkedin.com/in/jamestillmanrac/

So you want to know what it takes to become the "top dog" of your functional area?I had the opportunity to run a 3-part series with 3 well-respected R&D Executives, the first being Mr. Patrick Stephens, the Vice President of R&D for Shockwave Medical.For the last 20+ years Pat has worked across the design and development of novel medical devices for both start ups and established companies alike. CCompanies like Boston Scientific, Medtronic Cardiovascular, Trivascular, which is now known as Endologix to name a few.Pat received his bachelors degree in mechanical engineering from the University of Colorado, Boulder and his masters degree in the same specialty from the University of Arizona.As I mentioned, today he serves as the Vice President of R&D for Shockwave Medical and for those unfamiliar with the organization, it is a cardiovascular medical device company changing how calcified cardiovascular disease is treated with intravascular lithotripsy.Some highlights of what we discussed:Why/how Patrick got into Med-Tech in the first place-What his childhood/early years like-Pivotal moments really helped him move up in the leadership ranks to get to where he is today-His perspective/philosophy on leadership-How Patrick spots top performance-Career/life advice for those driven to become an Executive...and so much more!Have you joined The MedTech Talent Lab interactive community yet? Tips, tricks, and strategies shared by peers from across the industry all in one place!Join for free here: https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJPatrick on LinkedIn:https://www.linkedin.com/in/patrick-stephens-59b7ab38/Shockwave Medical on the web:https://shockwavemedical.com/

Bruce McKean a 25+ year veteran of Regulatory Affairs & Quality within the Med-Tech space. Bruce spent much of his career focusing on Quality Management & Regulatory Compliance with Federal and International Regulations for Electromechanical, Implantable, and Software as a Medical Device products. He spent the vast majority of his career with Philips, starting as a Quality Engineer but rising up the ranks quickly and ultimately becoming one of the Directors of Quality & Regulatory.Today, Bruce serves as the Director of Regulatory for Rimsys. Rimsys provides world-leading Regulatory Information Software for medical technology companies that digitizes, automates, and creates regulatory order. The company makes it easy to navigate the pillars of Regulatory Affairs including product registrations, standards management, essential principles, and regulatory intelligence.Some highlights of what we covered:-How Bruce ended up moving from Quality to Regulatory and how you can get into Reg Affairs yourself-Learnings from M&A work (systems, culture, etc.) as it relates to RA/QA-Exciting things happening at Rimsys that are making it easier for the RA/QA community at large within the Med-Tech space...and so much more!Bruce McKean on LinkedIn: https://www.linkedin.com/in/bruce-mckean-15106535/Rimsys on the web: https://www.rimsys.io/

When we talk about insightful feedback/actionable feedback from your hiring teams we are referring to feedback from the hiring manager or interview panel that you can leverage to move forward one way or the other.Interested in candidate A? Why...Not interested in candidate B? Why...Rather than taking the yes/no feedback at face value, it's important to dig, dig, and dig some more.Why? So that you can create actions based on what's really below the surface in these decision points.It's important that HR & Talent Acquisition professionals play devil's advocate for the hiring manager so that collectively, the team can make sound decisions along the hiring journey.Some highlights of what we covered:Why hiring managers don't belong on pedastalsWhy initial "positive feedback" isn't necessarily a green light to move the process forward, and similarly, why "negative feedback" isn't a sure fire reason to stop the processThe types of questions you should be asking during your debriefs with hiring managersWhy Email is the demise of a constructive hiring process...and so much more!Like this episode? Join us live each week within the Med-Tech Talent Lab Community! A peer-to-peer platform providing tips, tricks, strategies and insights for Med-Tech professionals at large related to all things talent.Join here: https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

Mr. Joe Bertulli is the Director of Talent Acquisition at Anika Therapeutics. Joe has been in the recruiting and talent acquisition world for at least the last 14 ½ years both on the agency side as well as obviously from a corporate standpoint. He has had the opportunity to work for companies like Monster, Adele EMC, Perkin Elmer in our industry and of course for the last few years, Anika Therapeutics.If you aren’t familiar with Anika, it’s a global joint preservation company committed to delivering meaningful advancements in early intervention orthopedic care inncluding osteoarthritis, pain management, regenerative solutions, soft tissue repair and bone preserving joint technology. Some highlights of what we covered:Candidate experience is the latest “buzz phrase” and the new, trendy thing to talk about. However, that’s not to undermine the significance and importance of what candidate experience really is. Where has Anika been, where is Anika now, and where is it going in terms of creating and executing Candidate Experience? Lessons learned from the market Why are you creating the Candidate Experience the way you are? Is there a difference between Candidate Experience and Talent Attraction?One of the biggest complaints we hear about all the time from candidates is the lack of feedback or follow up post-interview, especially when they aren’t selected for either further rounds or to receive the offer. What is Anika doing in terms of the “post-interview” phase of the candidate experience?...and so much more!Joe Bertulli on LinkedIn:https://www.linkedin.com/in/joe-bertulli-331141a/Anika Therapeutics on the web:https://anika.com/

According to a recent KPMG study, 91% of CEOs expect a recession in 2023. Further, according to Intuit. over 80% of large US corporations plan to increase flexible workforce with approximately 40% being comprised of contingent workers.In this episode, which was part of the weekly live sessions of the Med-Tech Talent Lab, we dove into the pros & cons of contract/interim/contingent staffing for companies as well as for those considering becoming a Contractor themselves.Each Wednesday we are live with another topic on all things talent in The Med-Tech Talent Lab Community.Join here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

Ever so often you meet someone who simply stands out from the rest. For me, recently, it was Mr. David Alsop, the Vice President of Human Resources at Ultradent.If you read any of the content David puts out, especially on LinkedIn, or you look back to past interviews or speaking engagements David has done, you'll see that he truly is all about authenticity. I'm so excited to release this episode for your benefit and enjoyment.David spent the better part of 13+ years with the Kraft-Heinz company starting off in Sales and quickly working his way in and up the ranks of HR leadership.He joined Ultradent in 2017 and today serves as the organization's Vice President of Human Resources. David is a contributor and council member for Forbes, and he is also the Founder of an organization called Jump Spark. Jump Spark was a cause born to build a community of leaders who inspire the future of human experience in the workplace and beyond.Ultradent is a company dedicated to improving Oral health globally through science, creativity, and education. The company was recognized in 2021 by Fortune Magazine as a Best Workplace in Manufacturing & Production.Some highlights of what we covered:-Why the rules of Talent Acquisition need to be thrown out in order to actually hire the best people and help them succeed-How underdog stories lend themselves to great hires-Why seeking out the "excluded" is like seeking out diamonds in the ruff when it comes to hiring-Why hiring highly experienced and highly educated people may actually be a detriment to your overall company goals...and so much more!David Alsop on LinkedIn https://www.linkedin.com/in/davidalsop/Ultradent on the Web www.ultradent.com

As a HR or Talent Acquisition professional....If you've ever been frustrated by hiring managers rejecting candidates you thought were qualified, or being unresponsive to your request to interview your candidates this episode is for you.Similarly, if you are a hiring manager who has been frustrated with a HR/TA team who just doesn't seem to get what you are looking for, this episode is most certainly for you as well.In this episode we uncover:-The upfront commitments that need to be made between hiring team partners-The exact line of questioning that you need to ask hiring managers to confirm exactly what he/she is recruiting for-The exact line of questioning to sniff out whether or not this is a true requisition that should be recruited for-The one question/answer that will relieve recruitment headaches for both parties for good...and so much more!Special Note: This episode was recorded during a live session that occurs every Wednesday at 11am Pacific/2pm Eastern. It is hosted for professionals in the Med-Tech industry who are looking to gain a competitive hiring and/or career advantage. Feel free to join us on the next live session inside the Med-Tech Talent Lab community here:https://app.heartbeat.chat/medtechtalentlab/invitation?code=E66DEJ

I was pleased to be joined by Mary Brogan, the Head of Talent Sourcing at Intuitive Surgical for this episode. Mary comes to the show with over 20+ years of talent acquisition, recruitment, and staffing experience. She has had the opportunity to work for a variety of companies across many industries. The likes of Fidelity Investments, ADP, & Northrop Grumman to name a few all hold places on her resume.Since 1995, Intuitive Surgical has advanced minimally invasive care through advanced robotic systems, end-to-end learning and value-added services. The company is a pioneer of robotic-assisted surgery via the DaVinci Surgical System and is used today by surgeons to deliver a less-invasive approach to a variety of surgeries. In 2021, over 10 million procedures were performed through Intuitive Surgical's DaVinci Systems.Some highlights of what we discussed:-What is Intuitive's Employer Value Proposition-How is the EVP leveraged when courting/recruiting candidates-Real-time candidate insights....Themes of what goes into their decision making process. Criteria that important to them, etc.-Sourcing techniques that are working in 2022...and so much more!Mary Brogan on LinkedIn- https://www.linkedin.com/in/mary-brogan-sphr-5145b2/Intuitive Surgical on the web- https://www.intuitive.com/en-us

When we talk about branding and the importance of branding for recruitment purposes I think many often confuse Corporate Branding with Personal Branding.In essence, Corporate branding is what you think of when we talk about fancy brochures or expensively produced videos with corporate logos and possibly green screens, etc.On the flipside, personal branding is authentic, bare bones content about one’s self, their personal or professional career journey, days in the life, trials and tribulations, personal wins or offerings they can provide others, etc. This can be put out in video form, written form, audio form, however.What's more important to your recruitment success, personal branding or corporate branding? 100% it's the personal brand.It’s the personal branding that people connect with the most. People want to work with those they can and do connect with.Personal branding on social media platforms like linkedin rapidly expedites that opportunity for connection and helps build following. So important when it comes to recruiting and building talent pipelines.Some highlights of what we covered:-Who has a personal brand?-Examples of how to build a personal brand-Who should be building a personal brand?-What to do first when building personal brand?...and so much more!

How do you know if you've been successful in building trust with candidates?How do you go about building this trust early and often throughout your interview process, or even before they enter into your process for that matter?In today's dog eat dog world where talent has choice, especially in Med-Tech it's critical to build this trust to that you can leverage it when it comes time to make offers and gain acceptances.More often than not those organizations that are successful in building this trust are those that will be crossing the finish line with offer acceptances.Tune in for detailed outline of the how and why!

DenaRae Walter is currently the Vice President of Talent Management at Cynosure, LLC.She brings to this episode over 20 years of experience building engaged teams who drive big results. DenaRae has had the opportunity to work across many sectors of Healthcare including Pharma, for companies like Sonovion Pharmaceuticals, Med-Tech with companies like Insulet, Payers like Blue Cross Blue Shield and even in the Employee Wellness space with companies like Provant Health.Cynosure is a company that creates energy-based aesthetic and medical treatment systems. The company develops and manufactures a diverse range of leading treatment applications for hair removal, skin revitalization, scar reduction, gynecological health, body countouring, and more.Some highlights of what we covered:-DenaRae's definition of culture-Who should own the idea of building culture within a company?-Challenges DenaRae and Cynosure encountered culturally as a result of M&A activity and lessons learned-Culture building strategies that are working in 2022..and so much more!If you are looking for unique insights to help you build, strengthen, and sustain your organization's culture this is an episode you won't want to miss!DenaRae Walter on LinkedInhttps://www.linkedin.com/in/denaraewalter/Cynosure on the web:https://www.cynosure.com/

Let's face it. We all have had our fair share of tough conversations. They're never easy nor are they fun to have. Yet, they are absolutely critical especially when it comes to not losing talent during an interview process.During his episode of the MedTech Talent Lab we discuss tips, tricks, and strategies you can utilize straight away to make these tough conversations a bit easier and much more effective.It's so important that hiring teams (hiring managers, HR/TA, and interview panelists) are in sync with one another. The market continues to move at an epically fast pace. Those teams that aren't on the same page as one another will be at a significant disadvantage to competitors who are when it comes to landing talent.Some highlights of what we covered:-The importance of setting expectations and building in mutual accountability-Scripts for how and what to say when one party doesn't fulfill their responsibilities-The importance of confidence-Recognizing the value that Talent Acquisition professionals bring to an organization's overall company success...and os much more!

Allen Chilson is the Talent Acquisition Leader over Vendor Management for Danaher.Allen has spent over 18 years in the Staffing, Recruitment, and Talent Acquisition space, both in agency and corporate settings. He's had great success building high-performing recruitment teams for many organizations like BASF and AstraZeneca to name a few. Allen now serves as the leader of programs and he is responsible for strategy and leadership of vendor programs delivering full-time and Contingent/Temporary Workforce to Danaher's family of more than 20 Operating companies. Allen also serves as a Board Member for an organization called TALK (Talent Acquisition Key Notes) the world's largest society for Talent Acquisition professionals.The Danaher organization is a Fortune 500 Science & Technology innovator helping solve complex challenges and improving the quality of life across its diverse portfolio of Med-Tech organizations.Some highlights of what we covered:-What common mistakes Allen sees organizations making when it comes to strategy for leveraging search firms- Pitfalls when building vendor relationships and lessons learned-How to effectively partner with the RIGHT search firms that fit into your Company’s ways of working with search firms-How to prioritize the right staffing firms supporting your contingent workforce program...and so much more!Allen Chilson on LinkedInhttps://www.linkedin.com/in/allenchilson/Danaherwww.danaher.com

We all know the market is moving fast. We all know top-talent is significantly in demand. Yet, when it comes to our recruitment processes we act as if "they'll wait for us" or that they "need us". It's just not true.Imagine the effort your sales organization puts in to courting and retaining clients and customers.That same, best-in-class effort needs to be dedicated to your recruitment process.Top Talent does not need your job. We can't stress it enough.If you could build a one of a kind candidate experience/recruitment process what would you do differently?This, amongst many other highlights is what we dig into here in this episode.

You’re excited to recruit for your newly approved role.The value proposition is strong Candidates should be thrilled to hear about the opportunity.BuT….how do you get your message in front of the right audience?OR ….You’re excited to explore new roles You know you have tons of value to offer your prospective new employer.You know there are tons of companies out there who you’d love to work for.Yet, how do you identify them?After all, it doesn't matter how talented you are or how great your role/company is if the right people don't receive the message you need them to receive.In this episode we explain exactly how to get your message to stand out from the amazing amount of white noise we all encounter on a daily basis.The right message, the right time HEARD by the right audience.

The use of video job descriptions is working incredibly well. So much that our firm, The Anthony Michael Group, is getting 70% open rates and 30% reply rates on average which is 5x the national average.However, when we say Video Job Descriptions we don't mean simply taking your written JD and translating the same thing into video format.We are simply referring to a 1-2 min video explaining exactly what's in it for the candidate to join your organization.What are they going to get to do in the new role?What projects will they get to work on?What does success look like?If they are successful, what's in it for them in terms of career growth opportunities?What's it like working for you as the hiring manager? What's your leadership philosophy and/or style?Video JD's help humanize the process. Afterall, people want to work with people they know, like, and trust.Listen in as we explain the importance and value of utilizing this recruitment strategy and the simplicity of how you can get started today!

Every 3 minutes someone is hired off of LinkedIn these days! Your LinkedIn profile is most certainly an investment property paying dividends in spades if utilized properly.The truth is that most grossly under-utilize LinkedIn and the power the platform can provide you and your career, even when you aren't "actively looking" for a new opportunity.Some highlights of what we discussed:-Why & how to optimize your LinkedIn Profile-How to create content that drives your visbility without having to be a content expert or "influencer" in less than 10 min per day-Why engaging with others content pays massive dividends for your exposure on LinkedIn-How to have your LinkedIn profile driving inbound attention and inbound career opportunities even when you're sleeping...and so much more!