Medical Technology · Executive search
MedTech hiring, done right.
Where regulatory timelines, clinical credibility, and hardware reality all matter at once.
Grant's record in MedTech
- Placements
- 324
- Avg savings/hire
- ~$85K
- Typical base
- $240–420K
- Y1 retention
- 92%
The view from 30 years
How MedTech hiring is genuinely different.
MedTech leaders operate on 5–10 year cycles. They need patience for FDA pathways, fluency with QA/QMS, and the credibility to present clinical evidence to skeptical physicians. Grant has placed leaders across surgical robotics, diagnostic devices, and digital therapeutics — including five candidates who later became founders.
Three signals
What we screen for that generalists miss.
Regulatory pathway expertise is binary
Either the candidate has filed a 510(k) (or De Novo, or PMA) — or they haven't. We don't accept 'familiar with the process' as a substitute for direct experience.
Clinical-vs-commercial DNA is the real fork
MedTech leaders bifurcate hard at the clinical/commercial boundary. We've seen brilliant clinical leaders flame out as VP Sales, and vice versa. We probe this in the phone screen.
Reimbursement is a hidden disqualifier
A VP Product who doesn't understand CPT codes, prior auth, or payer dynamics will design the wrong product. We treat reimbursement literacy as a must-have for product/commercial roles.
The pattern we see most often
Hiring for the next round, not the next regulatory milestone
Series A medtech startups often hire for 'Series B leadership' — they want a candidate who can scale 0–1 commercial. But the next 18 months is actually a Phase II clinical study and a regulatory submission. The right hire is operationally narrower and clinically deeper than the org chart suggests.
Does the candidate know the difference between Class II and Class III pathways without prompting? If yes, they've actually shipped a regulated product. If no, they've worked adjacent to one.
The signal we look for
Recent placements
Anonymized — but real.
Every placement in the last 18 months. Client names and personal details withheld; structure and timeline are exact.
Where we source
The companies we mine for MedTech leaders.
Primary feeders supply roughly 60% of our shortlists. Adjacent industries fill the rest — Grant's pattern recognition tells us which non-obvious feeders punch above their weight for this vertical.
Primary feeders
Adjacent industries
- Biotech
- Pharmaceuticals
- Hospital Systems
MedTech executive search
Your next MedTech hire, without the recruiter premium.
Tell us about the role. You'll get Grant's MedTech playbook, applied to your company, in under 10 minutes.