In this episode of The Med-Tech Talent Lab, we dive into the complex world of Laboratory Developed Tests (LDTs) with Julie Ballard, a clinical laboratory expert with over 25 years of experience in operations, quality systems, and regulatory compliance. Julie shares her journey from working at Stanford Health Care to leading roles in startups like GRAIL, Genomic Health, and Guardant.We unpack the implications of the FDA's groundbreaking LDT ruling, discussing its potential impact on patient care, lab operations, and the broader industry. Julie explains the distinctions between LDTs and FDA-approved tests, the challenges labs face in adapting to the new regulations, and the critical steps they should take now to stay compliant.Julie also sheds light on how these changes create opportunities for talent in regulatory, quality, and consulting roles, offering insights into how labs can navigate this regulatory rollercoaster.Don’t miss this expert analysis on one of the hottest topics in clinical labs today!Connect with Julie: https://www.linkedin.com/in/julieballardcarrotclinical/Learn more about Carrot Clinical: https://www.carrotclinical.com/

In this episode, we talk with Talent Acquisition professional, Allie Patterson, about how job seekers can stand out in today’s ultra-competitive, employer-driven market. Allie shares her own journey, tips on building a strong personal brand, and the importance of networking and targeted outreach. Her advice is essential for those navigating an intense hiring landscape.Allie has a background in recruitment across multiple industries (Med-Tech, Renewables, etc.) She holds a bachelor’s degree in Human Resources Management and has honed her expertise through diverse industry roles. Allie also runs Elevate and Bloom Consulting, where she supports nonprofits with recruitment and marketing services.Key Takeaways:Are you leveraging LinkedIn to its fullest potential? You won’t believe the impact a tailored approach can have, especially when it comes to outreach and standing out in applications. Plus, we explore the power of personal branding and how storytelling can transform your connections with hiring managers. With resilience being key in a competitive market, are you ready to adapt? Tune in for actionable tips and insights to elevate your career.Allie Patterson on LinkedIn:https://www.linkedin.com/in/alliesheley/

In this jam-packed episode, Mitch Robbins sits down with Dr. Greg Critchfield, a titan in molecular diagnostics and biotech. This is a leader who’s done it all—from spearheading Myriad Genetics into global prominence to raising over $300 million for groundbreaking women’s health innovations. But that’s just scratching the surface!🔬 Why You Need to Tune In: Dr. Critchfield shares how his early passion for diagnostics was sparked by his father, a physician, who once said: “The hardest part is the diagnosis.” Since then, Greg has led pioneering efforts in genomics, transforming the landscape of molecular diagnostics and helping shape the future of personalized medicine.🌟 The Ultimate CEO Insights: What does it take to build powerhouse teams? How do you scale a company from a biotech hopeful to a market leader with 54% annual growth for 12 years? Dr. Critchfield shares priceless advice on surrounding yourself with relentless problem solvers and the importance of challenging the status quo. His Formula 1 analogy on biotech performance sums it all up.💡 Challenges and Triumphs: Taking a company public? Greg did it virtually during the pandemic and shares the inside scoop on how they pulled off a successful IPO without a single in-person meeting. Plus, hear about the toughest decisions he’s made as a CEO—when loyalty to long-serving employees meets the harsh realities of growth.🌊 Bonus: Passionate about the environment? Greg’s work with Bear Lake Watch will inspire you to think about conservation in a whole new way.This episode is a masterclass in leadership, biotech innovation, and building lasting impact—don’t miss it!🎙️ Hit play now to dive into a world where diagnosis meets data and biotech pushes the boundaries of what’s possible.

In this episode of The MedTech Talent Lab, host Mitch Robbins sits down with Mike Winterling, Chief Operating Officer at Junkosha USA. Mike shares his journey from spending nearly three decades at WL Gore & Associates to making the leap into a leadership role at a much smaller company, Junkosha.He discusses the challenges of transitioning from a well-established corporate environment to a more agile, fast-growing organization, and offers valuable insights for leaders navigating similar changes. Whether you’re scaling a team or managing cultural differences in a global company, Mike’s experience offers a blueprint for building a high-performing team in a lean environment.Tune in to hear about the importance of company culture, the impact of hiring right, and the adjustments needed when leading a small, dynamic team in today’s competitive marketplace.

How do you successfully recruit top-tier engineers in a location no one’s heard of?Summary: In this episode, Mitch Robbins dives deep with Julia Campbell, Talent Acquisition Manager at Terumo Medical Corporation, to explore the art of recruiting technical talent in the MedTech space. Julia shares her journey from falling into recruitment by chance to becoming an integral part of Terumo’s hiring strategy. They discuss the unique challenges of hiring for highly specialized roles, managing hiring manager expectations, and Julia's secrets for identifying top candidates. With over 14 years of experience, Julia offers invaluable insights into building teams that propel innovation and growth.🎧 Why You Should Listen: If you're involved with recruiting for technical roles, or you're a candidate in a technical role, this episode is packed with actionable advice. Julia’s strategic approach to building trust with hiring managers and candidates alike will leave you rethinking your own recruitment processes.

Joining us for episode #109 was Ms. Kathy Jeffery, the Chief People Officer at Element Science. Kathy comes to the show with over 20 years experience as a Senior leader overseeing People Operations, Talent Acquisition, Organizational Development. She’s had the opportunity to scale five start-ups across industries, including Pear Therapeutics in the Digital Health space. She holds her Bachelors in Human Resources from DePaul University in Chicago & her Masters in Managerial Communication from Northwestern University.For those unfamiliar with Element Science, the company is a Medical Device & Digital Health start-up that leverages data science & machine learning to develop lifesaving wearable solutions designed to deliver an outstanding experience.Some highlights:-What exactly is culture & how do you define it?-In a rapidly scaling organization, how do you balance culture while ensuring you retain core vision & values-How Kathy & Element Science are attracting sought-after Med-Tech Talent in one of the most competitive hot beds, the San Francisco Bay area-How to keep the focus on employee development as the organization continues to scale-How start-ups can support internal Diversity, Equity & Inclusion....and so much more!Kathy Jeffery on LinkedIn:https://www.linkedin.com/in/kathyjeffery/Element Science on the web:www.elementscience.com

Joining Mitch for episode #108 was Ms. Jana Melamut, the Senior Manager of Talent Acquisition at NeoGenomics Laboratories. Jana comes to the show with over 24 years of recruitment & staffing experience. She's worked in both the 3rd party agency world & of course on the corporate side of talent acquisition. Companies like Veeva Systems, Alcon, & The Medical Affairs Company have all been graced by her talents. She received her Bachelors Degree in Business Administration from The University of Florida. NeoGenomics Laboratories is a premier cancer diagnostics, pharma services & information services organization serving oncologists, pathologists, pharmaceutical companies & academic centers in their pursuit of providing better futures for people living with cancer.Some highlights from what we discussed:-The importance of, & how to, of building relationships with hiring managers-How to establish trust with them-The importance of strong intake meetings & Jana's process for conducting them-Setting up a search plan & interview expectations-Iterating on those expectations when results just aren't happening...and so much more!Jana Melamut on LinkedIn:https://www.linkedin.com/in/janamelamut/NeoGenomics Laboratories on the web:www.neogenomcs.com

Joining us for episode #107 was Mr. Jason Kroh, the Chief Technology Officer at Strados Labs.Jason comes to the show with over 25 years of experience in Med-Tech. At the front end of his career he held positions in both Product & Electrical Engineering and began to work his way into Executive leadership roles overseeing R&D, Engineering & eventually becoming a CTO. He’s worked for companies like Vero Biotech, CardioMEMS, & Cybersonics to name a few.Jason has simultaneously been a Panel Reviewer for the National Science Foundation reviewing both Phase I and II SBIR & STTR grant applications. Jason holds his Bachelors of Science in Biomedical Engineering & his Masters of Science in Electrical Engineering. Since 2018 Jason has been the CTO at Strados Labs. For those unfamiliar with the organization, Strados is home to the world’s only FDA-cleared device called the RESP Biosensor which is clinically validated to capture lung sounds including coughing, wheezing, rhonci & other adventitious breathing sounds over time without requiring episodic patient intervention. This leads to a stronger understanding of treatment response & earlier insight into exacerbations to prevent uncessary hospitalizations…especially for people suffering from chronic respiratory diseases such as COPD & Ashtma.Some highlights of what we discussed:-How Jason got into Med-Tech-The roles & responsibilities that were pivotal for propelling his career to the Executive level-Making the transition from contributor to leader-How Jason manages the stress of Executive responsibilities & balances with other aspects of life-The difference between average & top performance, especially in Engineering-The future of Cybersecurity in the Medical Device industry...and so much more!

Joining me for episode #106 was Mr. Naveen Agarwal, the Founder at Creative Analytics Solutions.If you’re in Med-Tech, & you browse LinkedIn, chances are you’ve seen some of Naveen’s content, especially centered around Risk.Naveen comes to the show with over 25 years industry experience. He’s worked for well known organizations like Kimberly-Clark as a Research Scientist and for J&J in Business Analytics & Quality Management.Over the last 7 years or so he has led Creative Analytics which is a consulting firm providing Quality Systems expertise to Medical Device organizations through it’s trademarked platform called Exceed Innovative Quality Solutions Platform across 4 broad areas (Customer Experience, Regulatory compliance, Risk Management & Quality Culture)Some of the highlights we discussed:-Biggest pitfalls when it comes to device manufacturers risk management programs-What are some low hanging fruit teams can go after when it comes to improving risk management safeguards?-Regarding the new QMSR , from a risk perspective, what will be the biggest challenges for companies when it comes to implementation ?...and so much more!Naveen Agarwal on LinkedIn:https://www.linkedin.com/in/naveenagarwal/Naveen's Substack:https://naveenagarwalphd.substack.com/aboutCreative Analytics Solutions:https://www.linkedin.com/company/exeedqm/

Mitch Robbins had the pleasure of hosting Mr. Jason Gorman, the Vice President of Regulatory, Quality & Compliance at Propeller Health for episode #105. Jason comes to us today with over 25 years of experience across the Med-Tech industry. He has a proven track record for developing & implementing Quality Management Systems, Risk Management strategies & Regulatory Compliance processes to meet the highest standards of excellence in customer satisfaction. Prior to working for Propeller Health, Jason spent over a decade working for Accuracy. For those unfamiliar with Propeller Health, now owned by Resmed, it's a precision digital health company on a mission to uplift every person living with chronic disease so they can take control of their health and live a better life. The Propeller Platform includes FDA-cleared & CE Marked medical devices, consumer apps support & coaching and secure access to clinical data for provider monitoring.Some highlights:-Jason's journey into Quality & Regulatory-The evolution of his interest & responsibilities related to privacy & security-Cybersecurity's disruption to Med-Tech in relation MDR & QMSR changes-Jason's prediction for the evolution of Reg Affairs & Quality roles with regards to Cybesecurity-The relationship between Quality Management Systems & Information Security Management Systems-Cybersecurity vs AI....what is the common thread?...and so much more!Jason Gorman on LinkedIn:https://www.linkedin.com/in/jason-c-gorman/Propeller Health on the web:www.propellerhealth.com

For this episode, I had the pleasure of hosting Ms. Jennifer Mascioli-Tudor, Founder & Principal of JMT Compliance Consulting. In this episode, we discussed:-Jennifer's transition from corporate to consulting-The challenges and rewards of consulting-The importance of community, and the need for vulnerability and connection in the industry....and so much more!TakeawaysTransitioning from corporate to consulting requires a willingness to embrace uncertainty and risk.Building a community and fostering connections is essential for success in consulting.Being vulnerable and taking risks in reaching out to others can lead to valuable connections and opportunities in the industry.About Jennifer Mascioli-Tudor:Jennifer comes to the show today with over 23 years experience in Med-Tech Regulatory & Quality. Having worked in a variety of different capacities for many organizations…. Companies like J&J, Medtronic, Boston Scientific, Outset Medical & GE Healthcare have all been graced by her talents.She’s currently an instructor at UC San Diego & simultaneously runs her consulting practice. Jennifer holds her bachelors of science degree in Physiology/Chemistry & French from Eastern Michigan University & her MBA from the University of Phoenixhttps://www.linkedin.com/in/jennifermascioli/About JMT Compliance Consulting:JMT Compliance Consulting helps organizations navigate the quality and regulatory landscape providing coaching, mentoring & foundational business support. Where appropriate the team also provides COO & CQRO leadership to support growing businesses.www.jmtcompliance.com

Mitch Robbins had the opportunity to host Mr. Garth Conrad, the VP of Quality for Flex Health Solutions. Garth shares his career journey and insights on leadership and building a strong company culture. He emphasizes the importance of relationships, curiosity, and drive in achieving success. Conrad also highlights the role of mentors and coaches in career development. He discusses the differences between individual contributor and managerial roles, as well as the qualities that separate top performers from the average. Conrad stresses the significance of aligning values, beliefs, and behaviors to create a positive company culture. He encourages professionals to gain experience in different functional areas and to actively solve problems. Near the end of the show Garth humanly shares the vision for the legacy he hopes to leave behind.TakeawaysBuild strong relationships and value the people you work withCultivate curiosity and a drive to understand the 'why' behind thingsDevelop leadership skills by managing yourself, then a small teamEstablish a network of mentors and coaches for guidance and supportFocus on making your people successful as a leaderCreate a positive company culture by aligning values, beliefs, and behaviorsGain experience in different functional areas to broaden your skillsBe proactive in solving problems and taking initiativeBuild leaders within the organization and help others succeed in their careersAbout Garth Conrad:Mr. Garth Conrad comes to The Med-Tech Talent Lab with almost 25 years of industry experience across Med-Tech. He's worked for a variety of the large strategics like Medtronic, J&J, BD, etc. Garth holds a bachelors of science degree in materials engineering, an MBA, and he is also a Lean Six Sigma Black Belt. Garth on LinkedIn:https://www.linkedin.com/in/garth-conrad-38b3835/About Flex & Flex Health Solutions:Flex Health Solutions is a division of Flex which is a $30 billion dollar organization with about 170,000 employees worldwide. The company is a global supply chain and manufacturing solutions provider.https://flex.com/resources/flex-health-solutions

In this episode, we talk with Mr. Mark Rhein, the Head of talent & Learning at Glaukos Corporation. Mark shares his experience in building a learning and development program at Glaukos, focusing on middle-level leadership development. He emphasizes the importance of prioritization and designing programs that provide the biggest value to employees. Mark also discusses the company's unique approach to performance management, which involves regular check-ins and feedback conversations. He shares insights on workforce planning and the need for flexibility in a rapidly growing organization. Overall, Mark highlights the importance of continuous learning and adapting to meet the needs of the business.TakeawaysPrioritize learning and development programs that provide the biggest value to employees.Design leadership development programs that focus on middle-level leaders, who have a direct impact on the majority of employees.Implement regular check-ins and feedback conversations as an alternative to traditional performance management.Streamline workforce planning and focus on critical roles and areas of expertise.Chapters00:00Introduction and Background01:12Building a Learning and Development Program at Glaukos Corporation05:01Focusing on Middle-Level Leadership Development07:23Designing and Implementing Leadership Development Programs09:16Expanding Learning Activities and Classes11:15Balancing Time Constraints with Learning and Development20:34Providing Feedback and Recognizing Achievements22:09Streamlining Workforce Planning32:27Lessons Learned and Advice for Building a Learning and Development Program35:27Exciting Innovations at Glaukos CorporationAbout Mark Rhein:https://www.linkedin.com/in/mark-rhein-7b3944/Mark has built a storied career over the last 25+ years building Learning & Development programs across industries. Deloitte, Sprint, Abbott, & now Glaukos are just some of the fine organizations Mark has contributed to. Mark’s expertise, which I know we are going to dig into today, lies in the areas of Organizational Development, Performance Management, Leadership Development across all levels & project Management. Mark Holds his Bachelors degree in Enviornmental Design from the University of Missouri-Columbia & his Masters Degree in Executive Leadership & Organizational Change from Northwestern University.About Glaukos:www.glaukos.comGlaukos Corporation is a ophthalmic medical technology & pharmaceutical company based out of Southern California that is focused on novel therapies for the treatment of glaucoma, corneal disorders & retinal disease.

SummaryIn this episode, Mitch Robbins interviews Mark Rhein, The Head of Talent & Learning at Glaukos Corporation. Mark shares his experience in building a learning and development program at Glaukos focusing on middle-level leadership development. He emphasizes the importance of prioritization and designing programs that provide the biggest value to employees. Mark also discusses the company's unique approach to performance management, which involves regular check-ins and feedback conversations. He shares insights on workforce planning and the need for flexibility in a rapidly growing organization. Overall, Mark highlights the importance of continuous learning and adapting to meet the needs of the business.TakeawaysPrioritize learning and development programs that provide the biggest value to employees.Design leadership development programs that focus on middle-level leaders, who have a direct impact on the majority of employees.Implement regular check-ins and feedback conversations as an alternative to traditional performance management.Streamline workforce planning and focus on critical roles and areas of expertise.Chapters00:00Introduction and Background01:12Building a Learning and Development Program at Glauco's Corporation05:01Focusing on Middle-Level Leadership Development07:23Designing and Implementing Leadership Development Programs09:16Expanding Learning Activities and Classes11:15Balancing Time Constraints with Learning and Development20:34Providing Feedback and Recognizing Achievements22:09Streamlining Workforce Planning32:27Lessons Learned and Advice for Building a Learning and Development Program35:27Exciting Innovations at Glauco's CorporationAbout Mark:Mark has built a storied career over the last 25+ years building Learning & Development programs across industries. Deloitte, Sprint, Abbott, & now Glaukos are just some of the fine organizations Mark has contributed to. Mark’s expertise, which I know we are going to dig into today, lies in the areas of Organizational Development, Performance Management, Leadership Development across all levels & project Management. Mark Holds his Bachelors degree in Enviornmental Design from the University of Missouri-Columbia & his Masters Degree in Executive Leadership & Organizational Change from Northwestern University.https://www.linkedin.com/in/mark-rhein-7b3944/About Glaukos:Glaukos Corporation is a ophthalmic medical technology & pharmaceutical company based out of Southern California that is focused on novel therapies for the treatment of glaucoma, corneal disorders & retinal disease.www.glaukos.com

SummaryIn this episode, Mitch Robbins interviews Alan Beckman, the Vice President of Market Access at Blue Wind Medical. They discuss Alan's background, his transition from sales to market access, and the challenges and rewards of working in market access. Alan shares his insights on interviewing and hiring, the qualities of a successful market access professional, and the changes in market dynamics post-pandemic. He also talks about managing stress and maintaining a routine, his desired legacy, and the exciting developments at Blue Wind Medical.TakeawaysMarket access is a complex and challenging field that requires a focus on patients and a willingness to navigate the intricacies of coding, coverage, and payment.Honesty and transparency are crucial in the interview process, both from the employer and the candidate.Building a strong network and seeking guidance from experienced professionals in market access can be invaluable for career growth.The gratification of helping patients and improving access to therapies is a rewarding aspect of working in market access.The post-pandemic healthcare landscape has presented new challenges for market access, including the need to partner with healthcare systems and address delayed procedures.Managing stress in market access involves maintaining a routine, focusing on family and patients, and finding ways to stay active and mindful.Success in market access requires tenacity, a patient-focused mindset, and the ability to navigate rejection and overcome obstacles.Blue Wind Medical is experiencing exciting growth and is poised to make a significant impact in the UUI space.About Alan:Alan received his Bachelors in Economics from Rutgers University & MBA from Fairleigh Dickinson University & comes to us today with almost 30 years of experience across Med-Tech & the greater LifeSciences having held positions in sales, progressive roles in sales leadership and for the last 14 years leadership roles overseeing Reimbursement, Market Access & Healthcare economics. Back in the day he worked for companies like Cephalon and Abbott Labs. More recently he was a Senior Director of Healthcare Economics & Reimbursement for LivaNova before joining BlueWind Medical in 2022 as the VP.https://www.linkedin.com/in/alan-beckman-mba-abb5986/About BlueWind Medical:Bluewind Medical, is introducing a transformative new treatment for urgent bladder leaks. The company’s product, Revi, is a miniature device implanted near the ankle that sends signals up through the nerves to the bladder to help manage symptoms. With up to 95% patient satisfaction, Revi is a long-term solution designed to help calm and control your bladder symptoms. https://bluewindmedical.com/

Joining us for this episode was Mr. Ken Mariash, the CEO at Sinaptica Therapeutics. For over 20 years Ken has been leading & growing new business ventures on both the 'Buy Side' and the 'Build Side.' He started his career in management consulting at Charles River Associates then jumped to industry at CLS, then Baxter BioScience (acquired by Takeda) and then Boston Scientific with leadership roles in marketing, strategy & corporate development. Ken holds degrees in both Biochemistry & Business Economics from Brown University.Today, Ken is leading the team at Sinaptica to advance their personalized closed-loop neuromodulation therapy for Alzheimers which has generated unprecedented Phase 2 sham-controlled clinical data that was recently published in the Oxford journal, 'Brain.' Sinaptica has FDA Breakthrough status for its novel proprietary approach which combines rTMS, EEG, and Neuronavigation with a sophisticated ML-derived personalization engine based on a novel brain target--the precuneus, the central hub of the Default Mode Network, a brain network involved in episodic memory. The company has completed all clinicals to date with non-dilutive funding and is now in-process of obtaining financing to complete the clinical product (SinaptiStim-AD) ** and prepare to initiate a pivotal study in one year's time.Some of the major highlights we discussed:-How Ken's upbringing shaped his early & future career days-Pivotal roles that were instrumental in Ken's career development to becoming a CEO-How Ken manages stress, especially during difficult times-Ken's perspective on the toughest part of being a CEO-Career advice for others coming up behind him...and so much moreKey Takeaways:Early interests and experiences can provide clues to future career paths.Pivotal roles and responsibilities can shape a career and provide valuable skills and experiences.Opportunities and the belief of others can play a significant role in career progression.Being a MedTech CEO requires managing time and maintaining focus amidst numerous demands. Maintaining focus is crucial for productivity. Techniques like taking short walks, facing the sun, and prioritizing tasks can help regenerate focus.Managing stress involves letting go of outcomes, maintaining an optimistic outlook, and imagining a future where goals are achieved.Establishing a daily routine that includes meditation, setting intentions, exercise, and prioritizing sleep can contribute to mental and physical well-being.Building a high-performance team requires individuals with an all-in mentality, personal responsibility, and a focus on winning together.Culture is a system of unspoken values that determine the behaviors that get rewarded. Leaders must actively shape and reinforce the desired culture.Leadership involves pushing others to achieve their best, providing honest feedback, and being open to personal growth.Career and life advice includes becoming excellent in your area of focus, being curious and hungry to learn about other areas, and seeking new opportunities.The future of Synaptic and their work in Alzheimer's therapy is exciting, with promising data showing the potential for significant impact.Find Ken Mariash on LinkedIn:https://www.linkedin.com/in/kenmariash/Sinaptica Therapeutics on the web:https://sinapticatx.com/Note: (SinaptiStim is a trade mark of Sinaptica Therapeutics)

In this episode, we were joined by Mr. Anthony Incontro, the Talent Acquisition Manager for Vertos Medical. We discussed the importance of creating a best-in-class candidate experience and how to streamline the application process. We also explored the challenges of collaborating with hiring managers and delivering tough feedback to candidates. Anthony shares insights into the growth and culture at Vertos Medical, a company focused on developing innovative treatments for lumbar spinal stenosis.TakeawaysTreating candidates with respect and transparency is key to creating a best-in-class candidate experience.Streamlining the application process by eliminating unnecessary steps can improve the candidate experience.Engaging candidates throughout the process and providing regular updates can help alleviate their anxiety and maintain their interest.Hiring managers should understand that hiring is a two-way street and that candidates have choices. Treating candidates with respect and valuing their time is crucial.Delivering tough feedback to candidates requires empathy and clear communication. It is important to provide constructive feedback that can help candidates improve.Company growth and culture play a significant role in attracting and retaining top talent.Chapters00:00Introduction and Background01:16Importance of Candidate Experience05:49Streamlining the Application Process06:36Engaging Candidates Throughout the Process09:32Managing the Hiring Manager's Role12:14Delivering Tough Feedback to CandidatesAnthony Incontro on LinkedIn:https://www.linkedin.com/in/aincontro/Vertos Medical on the web:vertosmed.comAbout Anthony Incontro:Anthony received his bachelor’s degree from Rutgers University in Labor Relations & Human Resources Management, and since 2005, he has been building his career in Talent Acquisition. Anthony’s had the opportunity to work across the LifeSciences ecosystem in both Pharma & Medical Device having worked for various organizations like Johnson & Johnson, Novo Nordisk, Alcon, Integra LifeSciences & Acadia Pharmaceuticals to name a few. Today, as I mentioned, he leads Talent Acquisition for Vertos Medical.

Joining us for this episode was Mr. Michael Tutera, the Vice President of Market Access at Nalu Medical. Michael came to the show today with almost 25 years of experience across the Medical Device, Biopharma & Pharma sectors. Michael got his start in the industry by way of Sales and over the years has continued to take on progressive amounts of responsibility in Sales leadership and then of course both Reimbursement & Market Access leadership. He’s worked for companies like Forest Laboratories which many of you now know it as Allergan, Mallinckrodt Pharmaceuticals, Intersect ENT which is now part of Medtronic, and of course now now, Nalu Medical.For those unfamiliar with Nalu, it has been repeatedly recognized for its revolutionary technology & innovation including being named as one of the top 100 new products in the world by R&D Magazine. The company was also the gold winner of the 2021 Medical Design Excellence Award and winner of MedTech Visionaries Award for Best MedTech Company & Best Medical Device in the field of neurology. The Nalu Neurostimulation System gives patients more options for managing intractable, chronic pain. Some of the highlights we covered:-How Mike's upbringing shaped the early beginnings of his career-Mike's take on high performance, especially in Market Access -Why some make it to the top of their pyramid & others don't-Toughest challenges in 2024 for Med-Device organizations to achieve market access -How Mike handles stress as a leader with many varying personal & professional responsiblities...and so much more!

Joining us for this episode was Mr. Anthony Watson, the Vice President of Regulatory & Quality at Windgap Medical. Tony comes to the show today with almost 30 years of experience in the greater LifeSciences industry. Prior to working on the industry side, he spent almost 20 years working for the FDA where prior to resigning, he was the Director for the Division of Anesthesiology, General Hospital, Infection Control & Dental Services. If you can’t tell already, Tony has a tremendous breadth of experience working for companies like  Sanofi, Biogen, Pear Therapeutics and of course now Windgap Medical. He has been at the forefront of the development of FDA emerging technology global regulatory schemes affecting the evolution of regulated combination products, SaMD products & human factors and he is an expert when it comes to building new Regulatory teams, defining problems & finding optimal solutions. He holds his BS in Engineering from the United States Naval Academy & both his Masters in Management Information Systems & MBA from the University of Maryland.Some of the highlights we discussed:-How his formative years shaped his career trajectory-His transition from FDA to the industry side of the business-His take on leadership & lessons learned from his Military experience-What separates top performers from the average in RA and/or QA-Advice for those aspiring to lead the entire RA and/or QA functions..and so much more!Find Tony on LinkedIn:https://www.linkedin.com/in/anthony-w-77abaa3/Learn more about Windgap Medical:https://windgapmedical.com/

Joining us for this episode was Mr. Philip MacDonald, a Market Access Executive who has helped 100s of thousands gained access to proper care. He's worked for strategics like Medtronic, Abbott & Siemens. He's also worked for start-ups like Vertos Medical. He holds a Doctorate in Health Economics & a Masters in Healthcare Administration.Some of the highlights we discussed:-What separates top performers from the average in market access-Primary challenges manufacturers & sponsors face in 2024 to gaining market access for medical devices-A look back on what he would do differently if he could go back in time-Advice for those aspiring to lead the Market Access function..and so much more!Philip on LinkedIn:https://www.linkedin.com/in/philipmacdonald/

SummaryIn this episode, Mitch Robbins interviews Melanie Leibovitz, a regulatory and quality executive with over 25 years of experience in the medical device and digital health sectors. Melanie shares her journey from growing up in New Jersey to falling into the regulatory and quality field. She emphasizes the importance of soft skills for executive roles and offers advice on developing these skills. Melanie also discusses the role of AI in regulatory and quality and encourages professionals in the field to adapt and learn new skills. She concludes by sharing her hope of leaving a legacy in the industry.TakeawaysSoft skills, such as communication and problem-solving, are crucial for regulatory and quality professionals to excel in executive roles.Building a strong network and finding mentors who can provide guidance and support is essential for career growth.AI has the potential to enhance regulatory intelligence and make the work of regulatory professionals more efficient.Regulatory and quality professionals should embrace challenges and persevere in order to make a difference in the industry.Tune in for this and so much more!

Joining us for this episode of The Med-Tech Talent Lab was Mr. Kevin Bentley, the Vice President of Regulatory Affairs & Quality at Zoll Respircardia.Kevin is a 30 year veteran in the fields of medical device quality and regulatory. Since 2017, Kevin has served as the Vice President of Regulatory Affairs and Quality for a company called Zoll Respircardia, which is a leader in innovative technologies that address the unmet needs of people with central fleet apnea.Kevin and his team are responsible for driving regulatory strategy. For successful commercialization and maintaining commercialized status across a portfolio of novel class two and class three products. Prior to this, Kevin served in a variety of RAQA leadership roles for companies like Angiotech, Angel medical systems, LSI solutions, and others.Simultaneously over the years, Kevin has maintained a vibrant consulting practice called Acumen regulatory and quality consultants. Where he and his team assist MedTech startups with creating and executing regulatory strategies for novel devices, which includes meeting with the FDA, Health Canada, and notified bodies to determine the least burdensome path to device approval.Some of the highlights we discussed:-His formative years and how they helped shape his interests-Pivotal career moments that helped him get to his VP spot today-Tips of what to look for when interviewing candidates-How does he spot top performance compared to 'average'?...and so much more!

The Med-Tech Talent Lab kicks off its 3rd season with a guest who is no stranger to the show! Mitch Robbins sat down with Michelle Lott, Founder of Lean RA/QA, a consulting firm helping Med-Tech startups across the US with all things Regulatory & Quality to discuss when exactly is the right time to hire your first full-time RA/QA employee.During the episode Mitch & Michelle discussed:-Indicators for when it's time to hire a full time RA/QA professional-How fractional help makes the most sense early-The scope of responsiblity this RA/QA 1st FTE usually takes on-Where Med-Tech start-ups get it wrong in the beginning with their Regulatory strategy...and so much more!Check out Michelle Lott & Lean RA/QA here:https://www.linkedin.com/in/michellelottraqa/and Lean RA/QA here:https://leanraqa.com/

During this final episode of The Med-Tech Talent lab, 2023 Mitch Robbins & Adam Saupe reflect on what's been a topsy turvy year in the employment market for Med-Tech. They share their learnings, insights, and forecasts for what is to come in 2024.Thanks to all our loyal listeners and newcomers alike! Excited to bring you a brand new season of The Med-Tech Talent Lab podcast in 2024!

While job descriptions can certainly be helpful they can also backfire and deter would-be qualified candidates from moving forward and applying.During this episode of The Med-Tech Talent Lab podcast we discuss how to leverage (or disregard) the contents of a job description in an effort to best position yourself for response to your inquiry.The advice as to what to do regarding your experience vs what the job description says varies depending on a variety of circumstances which we dive into during this discussion.Some highlights:Job Requirements Dilemma: The episode opens with a debate on the necessity for candidates to meet every criterion listed in job descriptions, considering the varied perspectives of different organizations, especially those with strict compliance requirements.Balancing Requirements with Candidate Potential: The experts share anecdotes and experiences where job descriptions were modified to accommodate outstanding candidates lacking specific formal qualifications. This highlights the dynamic nature of job requirements and the flexibility that some organizations may exercise.Strategy for Applicants: There's a consensus on the frustration candidates face when their applications go unanswered. The advice leans towards applying to roles closely aligned with one’s qualifications and using professional networks for support and advocacy.Insights on Hiring Manager’s Perspective: The discussion sheds light on the responsibilities of internal HR and the need for setting realistic job expectations, emphasizing the crucial role of clarity in job descriptions.Emphasis on Networking: The significance of networking is underscored, advocating for its use as a tool for candidates, especially when their qualifications don’t exactly match job requirements.Final Takeaways: The podcast wraps up with a general agreement that while job requirements are essential, there’s room for maneuver, suggesting a balanced approach for candidates. It encourages understanding the hiring environment's nuances and leveraging personal and professional networks....tune in for so much more!

In this episode of "The MedTech Talent Lab" podcast, host Mitch Robbins is joined by Talent Acquisition veteran Nick Zweig. They discuss the benefits of recruiting and job searching during the holiday season. Despite the common preference for a fresh start in January, the hosts argue that starting the recruiting process during the holiday season can actually be more advantageous. They point out that new budgets are approved in January, making it a busy time for recruiters. They encourage companies and candidates to take advantage of the holiday season to begin their job search or open up new searches. An "against the grain" approach to why it's actually advantageous to recruit and job search going right up into the holidays vs waiting until all industry competition gets after it in the New Year.

If you've ever experienced a significant relationship that came to a close, you'd probably agree with the similarities to that of getting laid-off.Usually, depending on circumstances, there's:-A period of grief-A period of reflection-An opportunity to learn, grow and move FORWARDDuring this live episode of The Med-Tech Talent Lab podcast we discuss how to leverage the unfortunate event of getting laid-off to your advantage.

When was the last time you were truly proactive about a career move?It usually goes something like this:-I've been laid-off: Time to hit the job boards and talk to recruiters-I'm unhappy-Time to hit the job boards and talk to recruitersRather, what I want you to take from this episode is the idea of a well-thought-out, strategic approach to your career, your career journey, and your next career move.During this live episode of The Med-Tech Talent Lab we share strategies and ideas you can put into action to do just that...create a strategic approach to your career!Some highlights of what we discussed:-Defining criteria-Ranking said criteria-Leveraging this criteria to create proactive outreach...and so much more!Did you know The Med-Tech Talent Lab podcast goes live each Thursday at 11am Pacific/2pm Eastern on Thursdays on LinkedIn? Simply connect or follow Mitch Robbins on LinkedIn to be notified every time the show goes live.https://www.linkedin.com/in/mitchrobbins/

Let's be real....When it comes to following-up after an interview, most simply just don't know what to do. It usually goes something like this:-Send thank you notes to the interviewers (and most don't even do this).-The thank you notes are usually very generic and light on any substance-If no response after that, usually another "any news" or "hoping to hear" from you type of communication goes out.During this live episode of The Med-Tech Talent Lab, we dig deep into tips and tricks you, as the candidate, can leverage to garner a response from your interview in order to either move the offer process forward or cut ties and professionally move on with some closure.Tune in to learn:-The how and what for post-interview follow-up like a pro-Why it's so important and how you can help yourself quickly stand out from the rest of your candidate competition by leveraging these straight-forward strategiesDid you know The Med-Tech Talent Lab goes live each Thursday on LinkedIn at 11am Pacific/2pm Eastern? Follow Mitch Robbins on LinkedIn to be notified each time the show goes live! https://www.linkedin.com/in/mitchrobbins/

A staggering 59% of professionals don't attempt to negotiate their salaries when presented with an offer by a prospective employer! Yep, you read that right.....On this live episode of The Med-Tech Talent Lab we dig into:-Why it's important to negotiate-The items above & beyond base salary that can be negotiated..and most importantly the "how to" for preparing & executing your negotiationCheck it out!Did you know The Med-Tech Talent Lab goes live on Thursdays on LinkedIn at 11am Pacific/2pm Eastern? Follow Mitch Robbins to be notified every time the show goes live! https://www.linkedin.com/in/mitchrobbins/

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/