hiring

Last year, I was contacted by the VP of R&D of a medical device company who was growing his team and was looking for recruiting assistance.  After discussions and due diligence, he decided to work with us on an exclusive basis.

If you're a hiring manager and have ever needed hard-to-find talent, chances are you have worked with a recruiter, and if you have -- I sincerely hope it has been a good experience.

I've heard anecdotes from my clients about experiences with recruiters ranging from stellar to disastrous. If you are one of the unfortunate people to have had a bad experience, or you just want to be proactive and ensure your recruiting success, well, this post is for you.

Resumes paint the picture that the candidate wants to convey – highlighting successes and accomplishments over their career.  A résumé doesn’t tell you about the bad stuff - about their mistake that helped get their company an FDA warning letter, or the miscalculation that delayed a project by months.

A friend of mine got invited to Tiger Jam, a Tiger Woods Foundation fundraiser held in Las Vegas.  He told me about getting to meet some celebrities and even sitting down with Tiger to talk golf and life.  Then he told me something that struck me as odd.  As he was passing through the casino one day, he saw Dr.

In this series, we're discussing key aspects of building an effective recruiting process that can give your organization a sustained competitive advantage.  For part two, we'll focus on a few fundamental philosophies and mindsets that are critical to your success in recruiting.  

Commit to Hiring the Best Talent and Fit

Why do some companies thrive, while others fail? One word: Talent. Hiring the wrong person can cost a company millions of dollars, and hiring the right people is essential for enabling a company’s success. Recruiting top talent in the medical device industry is highly competitive, and there are wide ranging philosophies on the best way to do this and develop a best in class organization.