The Med-Tech Talent Lab: Recent Episodes

Mitch Robbins

Welcome to the Med-Tech Talent Lab the #1 catalyst for advancing careers and building high performing teams. Sponsored by The Anthony Michael Group…helping companies secure in demand talent in Regulatory Affairs, Quality, Clinical, Engineering, R&D and other areas for Medical Device, Digital Health, Diagnostics and other organizations across the US Life Sciences sector.

In this episode, Mitch sits down with Travis Christman, a respected operations, regulatory, and quality leader in the orthopedic manufacturing world. Travis has spent his career across Zimmer, Medartis, Nextremity, and now Priority Medical, an end-to-end engineering services organization operating from the orthopedic capital of the world — Warsaw, Indiana.

Travis shares details on a major industry event launching December 18th: The “Made Here” Manufacturing Showcase — a first-of-its-kind, hands-on demonstration of the full orthopedic supply chain ecosystem that exists in northern Indiana.

You'll hear:

Why Warsaw remains the global epicenter of orthopedic innovation
What OEMs don’t see — but need to know — about today’s supply chain pressures
How contract manufacturers can accelerate lead times, nearshoring, and production readiness
Where the biggest growth trends are emerging (AI, robotics, navigation, additive, pre-op planning, and more)
How Priority Medical is serving as a connector across surgeons, OEMs, contract manufacturers, and local talent

This is a must-listen if you’re involved in: orthopedic product development, contract manufacturing, supply chain, engineering services, regulatory/quality, or OEM commercialization planning.

Guest Bio — Who is Travis Christman?

Operations & Quality Leader at Priority Medical
Former leader at Zimmer, Medartis, and Nextremity Solutions
U.S. Army National Guard Captain (10+ years of service)
Board member at KEDCO (Kosciusko Economic Development Corporation)
Deep expertise in engineering services, supply chain partnerships, regulatory/quality systems, and commercialization for orthopedic products

What We Cover

The vision behind the Made Here Manufacturing Showcase
Why OEMs are struggling with today’s longer lead times
How Warsaw’s supply chain ecosystem drives speed, cost, and quality
Nearshoring trends and why U.S. manufacturing is surging
The rise of robotics, navigation, pre-op planning, and AI in orthopedics
What contract manufacturers must do to stay competitive
The new economy emerging around CDMOs and orthopedic innovation hubs
How Priority Medical is helping OEMs innovate faster and more efficiently

In this episode of The Med-Tech Talent Lab, host Mitch Robbins sits down with Jim Belmonte, Senior Talent Acquisition Manager at Cirtec Medical, who brings more than 25 years of experience in recruiting and TA leadership. Jim shares his journey from agency recruiter to leading internal talent acquisition teams at organizations like Cardiovascular Systems (later acquired by Abbott) and now in the fast-paced world of contract manufacturing.

Together, Mitch and Jim explore:

✅ How chance encounters and curiosity can launch lifelong careers in recruiting

✅ The evolution of talent acquisition from faxed resumes to AI-driven tools—and why the fundamentals haven’t changed

✅ The impact (and pitfalls) of candidates relying too heavily on AI for resumes, cover letters, and even interviews

✅ Why authentic human connection and probing conversations still set great recruiters apart ✅ The importance of intake meetings, setting expectations with hiring managers, and creating safe space for recruiters to push back

✅ What junior recruiters should develop if they aspire to lead TA teams

✅ How talent acquisition shapes company culture more than most realize

Jim also gives an inside look at why he’s energized by the contract manufacturing space and the exciting opportunities at Cirtec Medical, where innovation and growth are constant.

Whether you’re a recruiter, TA leader, hiring manager, or candidate navigating today’s job market, this conversation offers sharp insights into the realities, challenges, and opportunities shaping the future of talent acquisition.

Jim Belmonte on LinkedIn:

https://www.linkedin.com/in/jimbelmonte/

Cirtec Medical on the web:

https://www.cirtecmed.com/

In this episode of The Med-Tech Talent Lab, I sat down with Caleb Polley, founder & CEO of Cubby Beds, to talk about how he's bringing empathy and engineering together to create safer, smarter sleep solutions for kids with special needs.

We covered:

The personal journey that sparked the Cubby Beds mission
How to build products that truly serve underrepresented populations
Balancing speed, scale, and regulatory rigor as a MedTech startup
What it means to lead with empathy and how it shapes hiring and culture
Key lessons for any founder building mission-first, market-ready solutions

If you're a founder, product leader, or operator in MedTech (or beyond) looking for perspective on how to build with both precision and purpose Caleb delivers the blueprint.

Caleb Polley on LinkedIn: https://www.linkedin.com/in/calebpolley/

Cubby Beds on the web: https://cubbybeds.com/

In this episode we sit down with Adam Foresman, co-founder and CEO of Ryden.ai, a groundbreaking startup that’s redefining how MedTech companies approach compliance.

After nearly two decades in quality and regulatory leadership—including roles at Dentsply, Midmark, and Vidya Health—Adam saw firsthand how overwhelming it had become to stay audit-ready across constantly shifting global regulations. So he built the tool he wished he had.

Ryden.ai leverages AI to continuously scan a company’s QMS, identify compliance gaps, and recommend updates based on global regulatory standards (FDA, ISO, EUMDR, Health Canada, and more). And it doesn’t stop there—it’s expanding to assess records, not just procedures, ensuring companies can demonstrate execution, not just intention.

In this conversation, Adam shares:

Why AI won’t replace quality pros—but will make their jobs a lot easier

The biggest concerns companies have about using AI in GxP environments (and how Ryden addresses them)

What the FDA’s own shift to AI tools means for regulatory strategy

How both startups and enterprise MedTech teams are using Ryden to stay ahead

A real-world win preparing a company for Health Canada with zero major findings

Whether you're a startup with limited resources or an enterprise with global sites to manage, Adam makes a compelling case: AI won’t take your job—but it might save your sanity.

Adam Foresman on LinkedIn: https://www.linkedin.com/in/adamforesman/

Ryden.ai on the web: ryden.ai

In this episode of The Med-Tech Talent Lab, we sit down with Eric Steuben, Senior Vice President of Operations at Calyxo, a fast-growing company disrupting the treatment of kidney stones with its proprietary C-VAC system.

Eric brings over 30 years of experience in MedTech, having held leadership roles at Varian, Align Technology, Procept BioRobotics, and more. He shares his journey from early career rotations in engineering to scaling operations from 13 employees to over 1,500 across five countries.

Together, Mitch and Eric dive into:

How a strong foundation in people and culture shaped Eric’s leadership approach
The leap from individual contributor to first-time manager—and how to get it right
Lessons from scaling Align Technology during its hypergrowth phase
Why he believes no one should stay in a role longer than 3–4 years
How to hire for where you’re going, not just what you need today
The critical role of mentorship and choosing the right people to follow
What makes Calyxo’s stone removal technology a potential game-changer in urology

Whether you're building a team, scaling a startup, or aiming for executive leadership, Eric’s wisdom and experience offer valuable insights for professionals across the MedTech ecosystem.

Eric Steuben on LinkedIn: https://www.linkedin.com/in/esteuben/

Calyxo on the web: calyxoinc.com

In this episode, we sit down with Gary Thomas, Senior Vice President of Manufacturing and Product Development at Onkos Surgical, a company delivering breakthrough innovations for musculoskeletal oncology. With over 30 years of experience in MedTech—much of it in the ortho-spine space—Gary shares his remarkable leadership journey, beginning in aerospace and culminating in the fight against cancer-related infections.

We cover:

How discipline, fitness, and early morning rituals drive high performance
His transition from aerospace into MedTech—and why he still recruits from that world
Lessons from launching high-stakes products under pressure
The moment his career accelerated and the mindset that got him there
The key differences between directors and VPs—and why some don’t make the leap
How he evaluates leadership potential in technical professionals
Why culture isn’t just a buzzword—and how high-performing teams self-correct
What makes Onkos Surgical’s NanoSap™ technology a game-changer for infection prevention

Gary’s practical insights on leadership, talent development, and execution make this a can’t-miss episode for anyone aspiring to lead at the highest levels in MedTech.

Gary on LinkedIn: https://www.linkedin.com/in/gary-thomas-00a8a533/

Onkos Surgical on the web: https://onkossurgical.com/

In this episode, host Mitch Robbins welcomes Terry Van Epps, Global Head of Talent Acquisition at Sirtex Medical, a commercial-stage medtech company focused on minimally invasive cancer therapies. With over 20 years of experience leading talent acquisition efforts at global organizations—including Xerox, Bausch & Lomb, Panasonic, and growth-stage biotech firms—Terry brings a grounded, systems-minded approach to transforming hiring functions from the inside out.

Terry shares how he approached his first months at Sirtex, where he discovered $1.3M in unchecked agency spend despite having an internal TA team—and what he did next to fix it.

They also unpack:

How Terry rebuilt credibility with hiring managers who had gone rogue
His clear criteria for choosing (and keeping) agency partners
How Sirtex slashed agency fees by 90% in 2 years without slowing down hiring
Why the best TA leaders still “work the desk”—and what that teaches
A grounded take on AI in recruiting—what’s hype, what’s helpful

Plus, his take on the one thing too many teams still overlook: tune in to find out!.

Whether you lead a TA function or support one, this episode is packed with takeaways on how to be a better partner, a smarter operator, and a more trusted hiring voice.

In this episode of The MedTech Talent Lab, Mitch Robbins sits down with Elena Mack, Chief Quality Officer at Sanisure, to discuss her career journey and insights into the world of quality and regulatory leadership in the medical device industry. With over 25 years of experience, Elena has held key executive roles at companies like Olympus, BD, and Teva Pharmaceuticals. Now, as part of Sanisher, she is leading the charge to build and maintain a world-class quality program for the bioprocessing and biomanufacturing sectors.

Elena shares her early career experiences, including her shift from medical technology to microbiology and how she got started at Wyeth in a regulatory compliance role. She reflects on pivotal moments in her career, including taking on a leadership role as a director at ACUPAC and the invaluable lessons she learned about leadership, delegation, and the importance of empowering her team.

Throughout the conversation, Elena also delves into the challenges of being a quality executive, emphasizing the responsibility of ensuring that quality is a shared value across all levels of an organization. She highlights the critical importance of having a robust quality system and talks about the ongoing efforts at Sanisher to move from ISO 9001 to ISO 13485, aiming to meet the highest standards of quality required by their customers.

With her unique perspective on quality as a critical but often underappreciated function in the industry, Elena offers valuable insights into the role of quality professionals and how they can drive real impact within their organizations.

Key Takeaways:

The importance of leadership by example and empowering teams.
The challenges and rewards of stepping into executive roles and delegating responsibilities.
The need for robust quality systems in bioprocessing and biomanufacturing, especially in meeting regulatory standards.
Elena’s personal connection to quality through her experiences with her son’s health challenges.

Links:

Elena on Linkedin https://www.linkedin.com/in/elena-mack-bb57855/
Sanisure Website www.sanisure.com

In this episode of The Med-Tech Talent Lab podcast, host Mitch Robbins interviews Mary McNamara-Cullinane, Vice President of Regulatory Affairs at ClearPoint Neuro, about her 25+ year journey in the medical device regulatory space.

Key Highlights:

Mary shares her background as the youngest of eight children and how her early work ethic shaped her career path
Learn how Mary transitioned from research to regulatory affairs through roles at Brigham and Women's, CRBARD, and a 17-year consulting career
Discover what makes an outstanding regulatory professional in today's environment
Understand the challenges regulatory executives face when balancing company goals with regulatory requirements

Practical Takeaways:

Why proactive research and understanding the "why" behind regulations separates exceptional regulatory professionals
The importance of managing leadership expectations around FDA timelines
Why submitting complete FDA submissions is more efficient than rushing deficient ones
Thoughts on remote work effectiveness in regulatory roles

Mary also discusses ClearPoint Neuro's exciting work with gene therapy companies and their recent partnership with PTC Therapeutics to address rare diseases in children.

Whether you're a regulatory professional looking to advance your career or an executive trying to better understand the regulatory landscape, this conversation offers valuable insights from a seasoned industry leader.

Mary McNamara-Cullinane on LinkedIn: https://www.linkedin.com/in/marymcnamaracullinane/

ClearPoint Neuro on the web:

https://www.clearpointneuro.com/

In this episode of The MedTech Talent Lab, host Mitch Robbins sits down with Carolyn Twomey, Global VP of Medical Affairs and Research at Iramax Corporation. Carolyn’s career path is nothing short of remarkable—from starting as an OR nurse and cardiac cath lab director to leading global clinical services and now shaping medical affairs strategy in the medical device industry.

She shares her personal and professional transformation, including:

How an early passion for music unexpectedly led her to nursing.

The pivotal career shifts that took her from clinical practice to corporate leadership.

The emotional impact of battling cancer while simultaneously losing her sister to the disease—and how it shaped her leadership and perspective.

The critical role medical affairs plays in bridging science, clinical practice, and commercial success in MedTech.

Lessons on resilience, adaptability, and building a meaningful career in the industry.

Why You Should Listen:

🎧 Gain insights into career growth strategies in MedTech and medical affairs.

🎧 Learn how to leverage clinical experience for leadership roles in the industry.

🎧 Hear an inspiring story of overcoming adversity and thriving in healthcare leadership.

🎧 Understand the evolving role of medical affairs in innovation and patient impact.

Don't miss this engaging and deeply personal conversation with a leader who’s making a difference in MedTech!

In this episode, host Mitch Robbins interviews Mickey Brown, Vice President of Access and Reimbursement at Cerapedics, discussing his 30+ year career journey and insights on healthcare market access.

Key Highlights:

Mickey shares his transition from 15 years on the payer side (Blue Cross, United Healthcare) to manufacturer roles at Medtronic, Cochlear, and now Cerapedics
Learn how stepping outside his comfort zone at critical moments propelled his career forward
Discover the biggest challenges facing market access professionals in 2025
Understand common reimbursement strategy mistakes companies make and how to avoid them

Practical Takeaways:

Why waiting too long to develop reimbursement strategy hurts product launches
The key differences between director and VP-level thinking
What makes an outstanding market access professional
How to effectively engage with increasingly inaccessible payers

Whether you're in medical device sales, reimbursement, or aspiring to leadership roles in healthcare, this conversation offers valuable insights from both sides of the healthcare ecosystem.

In this episode of The Med-Tech Talent Lab, host Mitch Robbins sits down with Erica Logan, Director of Talent Acquisition at Sequel Med Tech, to discuss the biggest hiring pitfalls companies face—and how to fix them.

With nearly two decades in staffing and corporate recruiting, Erica has seen it all. From hiring at fast-scaling startups to navigating high-volume recruitment in MedTech, she shares hard-hitting insights on what separates a great hiring process from a broken one.

In this episode, we cover:

✔️ The most common hiring mistakes companies make (and why they keep happening)

✔️ How bad candidate experiences damage employer branding & long-term success

✔️ Why hiring managers need coaching—and how TA leaders should step up

✔️ The truth about AI in hiring and how it’s actually being used behind the scenes

Whether you’re in talent acquisition, HR, or leading a team, this conversation is packed with actionable takeaways that will help you attract, hire, and retain top talent in today’s market.

🎧 Tune in now to level up your hiring strategy!

Hiring #TalentAcquisition #Recruitment #MedTech #Leadership

In this episode of The MedTech Talent Lab, host Mitch Robbins sits down with April Spillane, VP of Market Access & Reimbursement at Intrinsic Therapeutics. With over 15 years in the industry—10 of those dedicated to spine—April shares her unique career trajectory, from clinical and business development to leading market access strategies at a high level.

She opens up about the challenges of balancing a demanding career with motherhood, the leadership lessons she’s learned along the way, and what it truly takes to thrive in market access and reimbursement. April also discusses the evolving healthcare landscape, the complexities of payer policies, and why persistence is key in the fight for patient access to cutting-edge technologies.

Whether you’re a MedTech leader, aspiring executive, or just curious about the behind-the-scenes battles to bring life-changing medical innovations to market, this episode is packed with valuable insights.

Listen now to hear how April is shaping the future of MedTech access and advocacy!

"There will be two types of recruiters: those who use AI, and those who don’t have jobs." 🤯

In this episode of The MedTech Talent Lab, I sit down with Noor Manji, Director of Talent Acquisition at Hearing Life, to unpack the realities of recruiting, job searching, and how AI is reshaping the hiring landscape. Noor brings over 20 years of experience across agency and corporate recruiting, and he’s got strong opinions on what works (and what’s broken) in talent acquisition today.

We cover:

✅ The truth about online applications—and why referrals win 80% of the time

✅ How top candidates bypass the black hole of job boards and command attention

✅ The biggest mistakes hiring managers make that cost them top talent

✅ Why AI won’t replace recruiters—but those who don’t adapt will get left behind

✅ What it really takes to move from recruiter to talent acquisition leader

If you're a recruiter, hiring manager, or job seeker looking for real, no-BS insights, this episode is a must-listen.

Noor on LinkedIn:

https://www.linkedin.com/in/noormanji/

Hearing Life on the web:

www.hearinglife.com

Jason Bilobram, VP of Regulatory & Quality at Sekisui Diagnostics comes to The Med-Tech Talent Lab with over 20 years experience working across Regualtory& Quality in both Medical Device and Pharma. He has worked for companies like AstraZeneca, Smith & Nephew, and for the last 9 years Sekisui working his way up into the VP slot. Jason holds his bachelors of science in molecular biology & organic chemistry and a masters of science in biological & biomedical sciences.

Some highlights from what we discussed:

✅ How his early career pivots shaped his path into RA/QA

✅ The biggest misconceptions about regulatory and quality professionals

✅ What separates those who reach VP/C-suite roles from those who don’t

✅ The evolving landscape of AI, cybersecurity, and regulatory challenges in 2025

One thing that stood out? The best leaders take risks, put themselves in uncomfortable situations, and always find ways to stay relevant.

Jason Bilobram on LinkedIn:

https://www.linkedin.com/in/jason-bilobram-39288883/

Sekisui Diagnostics on the web:

https://sekisuidiagnostics.com/

In this episode of the Med-Tech Talent Lab podcast, host Mitch Robbins interviews Jeff Gensler, the Vice President of Quality at Kindeva Drug Delivery, about the innovative 'Frame by Frame' approach to manufacturing processes. Jeff's background spans over 20+ years of experience in Med-Tech Regulatory & Quality having held prominent positions with companies like Dentsply, Zimmer Biomet, and others prior to joining Kindeva. Jeff explains how this method revolutionizes process development by breaking down procedures into micro-steps and utilizing AI for risk assessment and training. The conversation covers the origins of this approach, its implementation in aseptic processing, and the significant time and cost savings it offers. Jeff also discusses the impact on roles within the industry, the feedback received from peers, and his personal journey in quality assurance.

Tune in to learn about this revolutionary way of developing & implementing processes. Your views & approach will be forever changed....for the better!

Jeff Gensler on LinkedIn:

https://www.linkedin.com/in/jeff-gensler-67a54a1a/

Kindeva Drug Delivery on the web:

https://www.kindevadd.com/

In this episode of the MedTech Talent Lab podcast, host Mitch Robbins interviews Garrett Johnson, the new CEO of Quantus Cardiovascular. Garrett shares his journey from a mechanical tinkerer in his youth to a leader in the medical device industry, having had experiences leading R&D programs for companies like Edwards Lifesciences, Foldax and inQB8 Medical Technologies. He discusses his early influences, the transition from medicine to medical devices, and the importance of hands-on experience in R&D.

Garrett reflects on his leadership evolution, the challenges of building a strong team, and the risks associated with career growth. He also shares insights on balancing work and family life, the exciting developments at Quantus, and the value of mentorship and continuous learning.

Tune in for all of Garrett's nuggets of wisdom!

Garrett Johnson on LinkedIn:

https://www.linkedin.com/in/garrett-johnson-medtech/

Quants Cardiosvascular on the web:

https://www.quantuscardio.org/home

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/

Creative 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!

Takeaways

Transitioning 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 Phoenix

https://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.

Takeaways

Build strong relationships and value the people you work with
Cultivate curiosity and a drive to understand the 'why' behind things
Develop leadership skills by managing yourself, then a small team
Establish a network of mentors and coaches for guidance and support
Focus on making your people successful as a leader
Create a positive company culture by aligning values, beliefs, and behaviors
Gain experience in different functional areas to broaden your skills
Be proactive in solving problems and taking initiative
Build leaders within the organization and help others succeed in their careers

About 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.

Takeaways

Prioritize 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.

Chapters

00:00Introduction and Background

01:12Building a Learning and Development Program at Glaukos Corporation

05:01Focusing on Middle-Level Leadership Development

07:23Designing and Implementing Leadership Development Programs

09:16Expanding Learning Activities and Classes

11:15Balancing Time Constraints with Learning and Development

20:34Providing Feedback and Recognizing Achievements

22:09Streamlining Workforce Planning

32:27Lessons Learned and Advice for Building a Learning and Development Program

35:27Exciting Innovations at Glaukos Corporation

About 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.com

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.

Summary

In 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.

Takeaways

Market 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 more

Key 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.

Takeaways

Treating 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.

Chapters

00:00Introduction and Background

01:16Importance of Candidate Experience

05:49Streamlining the Application Process

06:36Engaging Candidates Throughout the Process

09:32Managing the Hiring Manager's Role

12:14Delivering Tough Feedback to Candidates

Anthony Incontro on LinkedIn:

https://www.linkedin.com/in/aincontro/

Vertos Medical on the web:

vertosmed.com

About 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.

Takeaways

Soft 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/

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/

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 & Cynosure

Tim 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=E66DEJ

The 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=E66DEJ

Our 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. C

Companies 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=E66DEJ

Patrick 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 pedastals

Why 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 process

The types of questions you should be asking during your debriefs with hiring managers

Why 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

Today a gentleman I am very fond of and have known for quite some time and feel like he’s got a lot of value to offer to our show. It’s Mr. Joe Bertulli, the Director of Talent Acquisition at Anika Therapeutics. Now Joe’s 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. Joe 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.

Now if you aren’t familiar with Anika, it’s a global joint preservation company committed to delivering meaningful advancements in early intervention orthopedic care. Including osteo arthritis pain management, regenerative solutions, soft tissue repair and bone preserving joint technology, so without further adew Joe, welcome to the show.

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 Candidate feedback received Why are you creating it the way you are? What tells you it’s the right direction to go with it? -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 are you guys doing in terms of the “post-interview” phase of the candidate experience?

https://www.linkedin.com/in/joe-bertulli-331141a/

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 LinkedIn

https://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 LinkedIn

https://www.linkedin.com/in/allenchilson/

Danaher

www.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!

The traditional job search is broken...plain and simple

Further, there's never been an easier time to gain direct access to decision makers given the digital world we live in.

While some of the strategies we share in this episode may seem unorthodox to many

they are cutting edge and what we, as Headhunters, would do immediately if we lost our jobs tomorrow.

In this session you'll learn:

The importance of personal branding and what that means

The power of creating value for others & how it translates into exploratory meetings

Leveraging LinkedIn's platform and power to your advantage

...and so much more!

If you have anything to do with the Digital Health/SaMD sector of Med-Tech you'll probably recognize the name Vivek Thakkar. Vivek is a Regulatory Affairs expert, especially as it relates to SaMD (software as a medical device) products. He has spent the last 13+ years building a storied career across several Medical Device and Digital Health organizations the likes of Abbott Vascular, Cardinal Health, and Genentech/Roche to name a few.

Currently he serves as VP of Regulatory Affairs & Quality for Idoven. Idoven, has developed the world’s first cardiology-as-a-service platform powered by artificial intelligence that augments a clinician’s ability to identify, triage and diagnose patients at scale.

Simultaneously, Vivek, as Principal of RegSpace, LLC, provides Regulatory Affairs Consulting to numerous organizations across the industry.

Some of the highlights we covered during our episode together:

-Digital Health sector update

-Trials and Tribulations for getting Digital Health products approved and onto the market

-How he broke into Digital Health without previous experience and how you can too

...and so much more!

Burnout is a serious, often overlooked, issue in the workplace. It affects our mood, our performance at work, but most importantly our relationships and overall mental health.

Joining me for this very important episode was Mr. Manny Hernandez, the VP of Community & Partnerships at Thrivable. With a Masters in Engineering, Manny has Led a storied career working for the likes of Procter and Gamble Full Sail and the Diabetes Hans Foundation earlier on his career and having helped build culture and teams at great companies like Livongo (now known to the market as Teledoc) and Tidepool.

He is passionate about the Diabetes community and regularly serves as an Advocate, Public Speaker, and Consultant in this space.

In 2021 Manny made the decision to take a Sabbatical until just recently when he began serving as the VP of Community & Partnerships for a company called Thrivable which is a real-time market research platform.

The organization helps patients and solution-makers work together to create the next generation of products and services.

During his Sabbatical he ready over 80 books and discovered a variety of things about life and about himself that I’m sure he will share insights into during our conversation!

Some highlights of what we discussed:

-What were some lessons learned during your time away?

-What would you say to those who would love to do the same, but can’t afford to financially? Alternatives for similar effect?

-If you had to do if over, would you do it again? Anything differently?

-How did you know it was time to come back to FT work?

....and so much more!

On one hand it can be enticing to take off a few days of work to attend industry-related conferences, but on the other it can be a bit stressful to leave your "day job's" responsibilities behind during that time. Is it worth it to do so? That's what this episode is all about!

Some of the highlights:

-The #1 reason why you should attend in-person

-The secret to getting the absolute most out of your attendance

-When you absolutely should not attend

...and so much more!

Often, we let conscious and sub-conscious bias cloud our judgement while we interview candidates and ultimately trust our gut to make hiring decisions.

While "gut feel" is important, relying on it as the overarching decision maker as to whether you should pull the trigger to hire someone is very detrimental to your overall hiring process.

In this episode, Mitch Robbins and Adam Saupe break this topic down piece by piece and offer up more objective solutions to implement into your hiring process that will ultimately drive stronger, longer-lasting hires for your organization.

Some of the highlights covered:

-Why hiring with your "gut" is detrimental

-How various bias are at play during our decision making processes and what to do about it

-The importance of creating a homogenized screening process

-What an interview matrix is and how to utilize it effectively

-Leveraging scorecards for interviewing

...and so much more!

Have you ever had a role to fill that just seemed downright impossible? Not enough talent to interview yet no one ready to step up internally. Talk about frustrating!

Joining me on for this episode was Dr Acacia Parks, the Chief Behavioral Health Officer at a company called Found which is an organization dedicated to improving people’s overall wellbeing by making evidence based weight loss accessible & affordable for all.

Dr Parks, with her PhD in Psychology from the University of Pennsylvania, has an extensive background in research and behavior change strategy both as a professor and as a business leader regarding both mental and physical health conditions.

Prior to joining Found, Acacia spent over 10 years with the Digital Health company, Happify Health, as an instrumental leader overseeing the program of research evaluating the effectiveness of Happify’s digital therapeutics.

Some of the highlights we discussed:

-Qualities she looks for when determining if someone is ready to be promoted

-Her thought process behind deciding whether to recruit from the outside or try and promote from within

-Advice/roadmap for other leaders caught in the dilemma of too much work and no one immediately available to hire or step up right away

..and so much more!

During this episode, Mitch Robbins and Adam Saupe tackle the challenges many are presented with as employers require their employees to begin transitioning back to an in-office working environment.

Some highlights covered:

-The questions you can ask about safety protocols

-How to still maintain the benefits/flexibility of remote work even when transitioning back to the office

-The hidden benefits to being back in the office that you haven't thought of

...and so much more!

When it comes to interviewing, candidates more often than not fail to ask this question. As a result, they walk away from the interview not knowing how they "performed", or what will happen next, if anything.

During this episode, Mitch Robbins and Adam Saupe share the exact question and psychology behind the importance of asking it so that you can:

-Give yourself a 67% chance of establishing closure to the interview

-Give yourself a "second-chance" (more on this in the show)

-Leave the interview with confidence

Tune in to hear the exact question you need to ask during your next interview!

The idea of this work-life in a way is a myth. Why? Because work and life are part of the same continuum. The definition of balance is 50-50 which is impossible when it comes to the idea of having "life" and "work" separately.

During this episode, Mitch Robbins and Adam Saupe take this topic head-on and propose an alternative definition, that of "Work-Life Integration".

Some highlights covered:

-Work-life balance (aka integration) means something different to everyone

-How to vet organizations'' cultures to ensure it aligns with your view points on this topic

-How to set expectations and hold your employer accountable for work-life integration that works for you

..and much more!

During this episode of the Med-Tech Talent Lab podcast, Adam Saupe and Mitch Robbins discuss mindset and strategies to consider if you are ever in a position where you were up for promotion but got passed over.

Some highlights covered:

-Before you decide it's over and time to move on from the organization, consider critical intel necessary to make this decision

-The importance of being proactive to solicit feedback why you didn't get the promotion

-Thereafter, do you know what the roadmap to promotion looks like internally?

-Growth lies outside of our comfort zone

-Cultural fit in promotions vs skillset

..and much more!

During this episode Adam Saupe and Mitch Robbins share a real-time market update as it relates to available Med-Tech Regulatory & Quality opportunities.

In an employment market as fierce as the one we are experiencing right now, it's commonplace for candidates to receive multiple offers...very similar to many housing markets across the US these days.

But, as a candidate, receiving multiple offers can add an additional layer of stress.

How in the world do you choose, let along make the RIGHT decision for yourself?

Let us help you with the action plan we've devised for you!

Some highlights of what Adam Saupe and I cover during this episode:

-Making the decision as logical/objective as possible by way of the job-offer matrix

before adding in your intuition or "gut feeling"

-Caliber of your prospective mentor

-Tenure of the team

-What the opportunity means to the trajectory of your career

-Be as honest as possible with yourself of what you really want

...and so much more!

In an employment market as fierce as the one we are experiencing right now, it's commonplace for candidates to receive multiple offers...very similar to many housing markets across the US these days.

But, as a candidate, receiving multiple offers can add an additional layer of stress.

How in the world do you choose, let along make the RIGHT decision for yourself?

Let us help you with the action plan we've devised for you!

Some highlights of what Adam Saupe and I cover during this episode:

-Making the decision as logical/objective as possible by way of the job-offer matrix

before adding in your intuition or "gut feeling"

-Caliber of your prospective mentor

-Tenure of the team

-What the opportunity means to the trajectory of your career

-Be as honest as possible with yourself of what you really want

...and so much more!

Not all interview questions are treated equally, not by a long shot. The worst is getting caught flat-footed with the facial expression of a dear in headlights as a result of not being prepared for the tough ones.

During this episode, Adam Saupe and I share tips, tricks, and strategies to ensure you thrive and nail these questions!

Some highlights (interview questions) of what we cover:

-Why are you interested in working here?

-Tell me about your greatest weakness

-What negative experiences have you had with previous supervisors?

-Why should we hire you?

...and much more!

During this episode, Adam Saupe & I share an announcement that has been years in the making. This idea is near and dear to our hearts and we hope by the execution of it that it truly generates immense value for Med-Tech Reg Affairs Specialists across the US and beyond.

We announced the opening of #BRASS, or Bold Regulatory Affairs Specialist Society.

An exclusive, peer-to-peer platform dedicated specifically to Med-Tech RA Specialists, Sr RA Specialists & Principal RA Specialists.

What's the advantage of being in the group?

-Access to colleagues from across the industry challenged by the same issues as you.

-Tips, tricks, and strategies for career progression

-Access to expert RA 'mentors in residence' available 5 days a week to answer your questions

-Virtual happy hours for networking

-Live panels of RA Execs discussing how they got to where they are, what they would do differently, what they look for when promoting and/or hiring

...and so much more!

The best part? IT"S NO-COST TO JOIN.

mitch@theanthonymichaelgroup for details on how to get your login info.

It's a known fact that the employment market is most certainly a candidate-driven market. That is an understatement when it comes to the Regulatory Affairs space.

In a way, RA Talent are like A-list Celebs where everyone is trying to court them and capture their attention. Hiring managers, HR & Talent Acquisition, and Headhunters alike.

Some of the highlights we covered:

-While Reg Affairs Talent is in the driver's seat, it's important not to abuse that position of power. You just never know when the market may turn. Be respectful. Don't ghost.

-The grass isn't always greener when it comes to new opportunities

-Don't get overwhelmed by feeling pressue to interview for every opportunity that comes your way. Be steadfast in the criteria important to you.

-The power of great Headhunter relationships, especially when gainfully employed.

-"Make hay while the sun shines"...NOW is the TIME to have conversations

.-How to strategically position yourself for a raise when you know you want to stay

...and so much more

So you just passed over a valued employee and chose to promote someone else.

How do you do immediate damage control to not lose this person?

How do you "comfort" them and give them hope for their future internally?

Adam Saupe and I take this head on and provide you with real-world, actionable strategies you can implement straight away.

Some highlights we covered:

-The power of empathy and validation

-Clearly explain why they didn't get the promotion, but what they need to do next to keep moving forward

-Double-down on engagement with them

-Reinforce your willingness to continue to provide them with mentorship

...and so much more

Many have labeled our guest today as a Talent Acquisition Visionary. Most recently he was recognized by CIO Views Magazine as one of the most influential leaders in the Talent Acquisition industry in 2022.

I'm referring to Mr. Doug Fauth, the Sr Director of Global Talent Acquisition & Development at Microvention.

MicroVention, founded in 1997, has pioneered the development of catheter-based, minimally invasive, neuroendovascular technologies. Doug joined the company in 2016 after working for companies like Ernst & Young, Broadcom Corporation, Activision-Blizzard, Life Technologies, and Southern California Edison (SCE).

At the start of his career, which now spans over 25+ years, Doug worked in a College & University setting where he was involved in career counseling and bringing companies on-campus to interview and hire current students, later transitioning to internal talent acquisition for organizations.

Some highlights of what we covered:

-Rising above the noise to get a company's message in front of talent and have it make them take action

-Doug's philosophy on Talent Branding and why it's so different from most

-Leveraging job postings as valued real-estate and breaking away from worn-out ways of writing them that don't work anymore

-An innovative way of communicating with your employees

-Doug's take on Employee Value Propositions and how to create one so that candidates will take note and want to speak with you!

...and so much more

Joining me on this episode was the VP of Quality Systems & Compliance at Roche Molecular Solutions, Ms. Michaela Hart. Michaela is a leader I personally have a lot of respect for. With her no BS style, she's led teams for the better part of 30 years for a variety of organizations, but primarily at Roche. She likes to go fast in business and in life being an avid race car driver!

She really works her butt off to empower teams while holding them accountable.

To help inspire other leaders, she wrote a book in 2015, "Let them Lead"..How to Command Less & Accomplish More (available on Amazon).

She's also in the process of writing a brand new book which we discuss during the episode as well.

-Hiring givers & firing takers

-Performance management, what exactly does this truly mean?

-Managing across multi-generational workforces and the key differences

-The importance of having a personal 'board of advisors'

-Michaela's upcoming book, "Let them leave"

...and much more!

Joining me for this episode was Mr. Tim Marjenin, VP of Neurology Regulatory Affairs at MCRA, the leading Medical Device, Diagnostics, and Biologics CRO with Integrated Clinical, Regulatory, Reimbursement, Compliance, & Quality services.

Prior joining MCRA, Tim worked for the FDA for 16 years as a Scientific Reviewer and then as a Assistant Director (Branch Chief) over the Neurostimulation Devices branch.

During this epsiode, Tim and I discussed:

-What he would want to ask prospective Consulting partners if he were the one choosing the Consultant

-What Tim thinks start-ups often get wrong when it comes to the timing of engaging a Regulatory Consultant

-How important is fee consideration when companies choose a Consultant

-The #1 factor that should be considered when choosing a Consultant or Consultancy Firm?

...and so much more!

I was so excited to host Duane Mancini, the Founder & CEO of Project Med-Tech, primarily because Duane and his team are adding so much value to the industry at large by way of the fantastic content they put out on a regular basis.

Duane hosts the Project MedTech podcast where he interviews leading experts in the Medical Device industry on a variety of topics related to major successes, pitfalls, and trends.

Recently, Project MedTech has morphed into a full-blown business of resources for Med-Tech startups at any phase the company is working through.

For over 10+ years, Duane has held a variety of roles in the Med-Tech industry (Chemist, Sr Technical Advisor, and multiple Business Development roles with companies like NAMSA and LabCor.

Duane holds his Bachelors and Masters degrees in Medicinal and Biological Chemistry from the University of Toldeo.

Some of the highlights we discussing during this episode:

-How Project Medtech support Startups and the resources they can provide

-How crucial it is to understand Regulatory, Reimbursement, & Commercialization and how each affects business decisions

-The most surprising feedback Duane has received from an Investor's point of view

...and so much more!

My special guest for this episode was Mr. Peman Montazemi, the Director of Engineering at the Medical Device company called Diality.

Peman is no stranger to formal education! He earned his Mechanical and Aeorspace Engineering degrees from the University of Virginia, his Masters in Biomedical Engineering from USC, and he is currently pursuing his Executive MBA from UC Irvine.

Over the last 15+ years, Peman has been earning his stripes working for various medical device companies like Advanced Bionics, Smith & Nephew, and others.

As I mentioned, today he is the Director of Engineering for Diality where he is responsible for building, traning, and leading a brand new team from the ground up.

Diality is a privately held, series B-stage medical device company with a mission to develop solutions that help improve the care and lives of patients with kidney disease. The company's vision is a future where its technology enables all patients and partners to control kidney disease.

Key highlights of what we discussed:

Rapid growth = the necessity for rapid new skill development, or in other words, rapid professional development

Layer 1 (A culture that is driven by leadership)

-Expectations, vision, goals, miletones, targets, etc.

Layer 2 (What do the individual teams need to accomplish?)

-Tools necessary, internal vs external resources, project criticality, etc.

Layer 3 (Personal skill gap)

-Why parts of Peman's formal education has helped him the most on the business front?

-What is he most excited about in the Internet of Medical Things space?

...and so much more!

I was honored to host Ms. Topaz Kirlew, a Vice President of Regulatory Affairs at Integra LifeSciences, and formerly at Apyx Medical.

Topaz has over 25+ years experience in Quality and Regulatory Affairs across Biologics, Drugs, Medical Devices and Tissue/Cell Based Products. She's had the opportunity to work for a diverse range of businesses from very larger corporations like Danaher, specifically with Beckman Coulter, to small, yet rapidly growing organizations like Apyx Medical.

During this episode, we discussed various situations of Adversity that Topaz remarkably overcame to be the successful female Executive leader she is today.

Today, Topaz serves as a Vice President of Regulatory Affairs at Integra LifeSciences where she is responsible for developing and implementing Integra's regulatory strategy while providing leadership over submissions, compliance, advertising and promotional review as well as product registrations across the product portfolio for all of Integra's products.

We discussed:

-Her early, formative years. Where she grew up, her family life, etc.

-How she got into the LifeSciences, and specifically Regulatory Affairs

-The challenges she faced rising up through the ranks as a woman of color

-Her perspective on the role and responsibilities of both a mentor and a mentee

...and so much more!

I was joined by Jameil or as many in the industry know him as “Jay” Pendleton, who is a Medical Device Sales leader with over 18 years experience in relationship sales and territory management.

After crushing his own personal sales goals year over year as a high-performing intra-operative sales rep, he was promoted into management having built out a team of Regional Managers in the competitive Western US on behalf of Medtronic.

Holding his bachelor’s degree in business with a minor in psychology Today he serves as Medtronic’s Director of Strategy & Talent for the Brain and Spine Therapies divisions. What exactly is a Director of Strategy & Talent you ask? Great question and I’m glad you asked because that’s a significant part of what we dug into with Jay.

We also discussed the new YouTube podcast that Jay hosts called Sultans of Sales where he interviews a variety of Sales leaders and Surgeons all designed to connect people together in MedTech and other industries while improving people's lives through connections and storytelling.

Some other key highlights we discussed:

How he became the Director of Strategy and Talent.

How did he come up with the idea for the role?

With all of the momentum in the last few months that he has gained with the content that he puts out on social media, what's the purpose of it all and why does he think it is getting the attention that it is?

What advice would he have for those Hiring Managers, Talent Acquisition Professionals, and HR folks who see the value in these types of strategies to build brand awareness and attract talent, but are nervous to get started?

...and so much more!

I was joined by Mr. Michael Katz, Director of Quality for Viz.ai

Michael has a Bachelors of Science in Human Biology from Boise State and Masters Degree in Regulatory Science from John Hopkins.

His career is off to an impressive start having joined the Med-Tech industry in 2016 as a Regulatory Affairs Analyst.

In 2018 he had the opportunity to make his way into the exploding Software as a Medical Device sector today and serves as the Director of Quality for a company called Viz.ai

For those unfamiliar, Viz.Ai the company was inspired by a patient who underwent a successful brain surgery but yet died because the surgery came too late. Dr. Chris Mansi, at Stanford Business School, joined forces with machine learning post-doc Dr David Golan and together they founded Viz.Ai with a goal of using artificial intelligence to make healthcare work faster and smarter. Not just to change, but to radically transform it. In essence, the organization uses AI to synchronize stroke care, reducing systemic delays that stand between patients and life-saving treatments.

Some key highlights we discussed:

-How did he get into the RA/QA space to begin with?

-So many want to get into SaMD and are frustrated by the catch 22 of needing experience to gain experience. How did he land his role with Viz.ai?

It begs the question, are companies overlooking talent that very well could be successful and do a great job for the organization just because they haven't worked in a SaMD environment before?

-What learning curve has he been going through as it relates to SaMD specifically?

-Has he hired folks from outside the SaMD space? Did they face similar learning curves, or other challenges that he hadn't thought of prior to hiring them?

-What has he found different, if anything about building a Quality (and Regulatory) program in a SaMD environment vs. a traditional Medical Device Company?

I was joined by Mr. Ed Nathanson, Vice President of Talent and Talent Branding at EQRx.

Over the last 30 plus years Ed has built a storied career holding multiple different types of roles within recruiting, human resources, talent acquisition and the talent branding space. From 2014 until 2020 he built an organization called Red Pill Talent which as a company had the singular mission to help companies be awesome at hiring. Ed and his team helped clients build world class internal recruiting and employment branding functions to attract and hire the best possible talent.

Ed’s been featured multiple times both as a featured speaker or as the keynote speaker with companies like Linked In, Glass Door and Mass Bio just to name a few. In his current role as the Vice President of Talent and Talent Branding at EQRx, he’s building and leading a team that is responsible for executing cutting edge talent attraction and retention strategies as EQRx continues to scale.

For those of you unfamiliar with the company, EQRx is really at the forefront of a revolution. The company is working to make medicines more affordable for people who need them, working to make drug pricing transparent, and reinstating the trust between the pharmaceutical industry and its patients.

During our conversation, Ed and I discussed how the market of Talent Branding/Recruiting has evolved and how his passion turned into creating a business consulting to others.

Some key highlights we discussed:

How he ended up creating a business consulting to others, etc.

-How he would define what Talent Branding is.

-How has the market changed over the last 18 months with respect to how companies need to be engaging with talent and how talent is (or isn’t responding)

-How does he see the game of recruiting/branding continuing to evolve

-Do job descriptions have their place? How should they be best utilized

-Tools he's been having his team utilize to engage with talent

-How does he monitor his team’s performance? Is there a metric for putting out content, or engaging with other’s content, etc.?

I was joined by Susan Andrews, Recruiting Manager for a company called Penumbra. Susan is a recruitment enthusiast and candidate experience Manager with over 15 plus years of full life cycle recruiting experience across a variety of disciplines and environments including agency, corporate and professional services firms throughout the United States.

She's got relevant experience as it relates to ATS Integrations whether that’s UAT, remediation, end user training and she has a variety of experience developing and implementing a best sourcing and recruitment practices and a variety of processes and recruitment techniques all while designing and facilitating training classes across different functional areas.

Susan earned her bachelor’s degree from the University of Texas at Austin and she’s currently one of the recruiting managers at a company called Penumbra. If your not familiar with Penumbra, it is a global medical device organization headquartered in Alameda, CA, that designs, develops, manufacturers and markets novel products that address challenging medical conditions in markets with significant unmet need in both the neuro and vascular space.

During our conversation, Susan and I discussed her role as an Internal Recruiter from responsibilities of an internal recruiter, to favorite social media platforms that she uses for recruiting.

Some key highlights we discussed:

-As a Corporate Recruiter, she constantly has a significant work load on her desk. How does she stay organized?

-What is one thing she thinks Hiring Managers misunderstand about an Internal Recruiter’s role & responsibilities?

-What social media platforms is she using these days for recruiting?

-Which seem to be the most effective for engaging prospective candidates?

-Are job postings giving the ROI they are meant to give? At all levels, or just lower level positions?

-What is one of the most common mistakes she sees candidates making?

...and so much more

I was joined by Dave Nazzaro, the Sr Director of Hardware Engineering and Advanced Technologies at Insulet Corporation.

Dave holds his Bachelor’s of Science degree in Mechanical Engineering from the University of Massachusetts at Lowell and for the last 17 years he has progressively risen through the ranks having worked for a variety of organizations including Fluident, Apple and of course Insulet.

Dave was actually on the product design engineering team that was responsible for the development and launch of the first generation Apple watch. For those of you unfamiliar with Insulet Corporation, it is an innovative medical device company based in Acton Massachusetts. The company was founded in 2000 with the mission of improving the lives of people with diabetes. Specifically through the use of the revolutionary OmniPod Insulet Management System which delivers without any tubing in an automated fashion virtually pain free and it has two straight forward parts that communicate wirelessly. Insulet now also leverages the unique design of it’s pod by tailoring it’s Omnipod technology platform for the delivery of non insulin substantious drugs across therapeutic areas.

During our conversation, Dave and I discussed both hiring and promoting practices.

Some key highlights that we discussed:

-When he hires, what are the core foundational attributes he looks for and how does he measure them ?

-Does he value a technical skillset or a soft skillset more?

-He himself, has successfully been promoted time and again…how has he put himself in position for these promotions? How did he go about figuring out what was necessary to accomplish to be put in position for promotion?

...and so much more

I was joined by Mr. David Pudwill, a Regulatory Affairs expert for both medical devices as well as combination products.

David holds a Bachelor's Degree in Biomedical Engineering and his Masters in Mechanical Engineering. David actually spent 9 years of his career working directly for the FDA as a lead medical device reviewer. After that he spent several years with a med-tech organization called Convatec where he was responsible for developing and growing Global Regulatory and Quality teams as large as a hundred people worldwide, while developing new ways of thinking about Regulatory Affairs for both in market support as well as new product development and a digital transformation.

David currently runs a consulting/educational based firm called Mr. Regulatory. The organization really started as an educational platform primarily discussing all things regulatory, guidance documents, things like that on his Youtube channel. He is in the process of growing the content on that channel, but he is also providing consulting services to a variety of start up organizations across the med-tech space when it comes to Regulatory strategy and he is really helping organizations primarily who don’t yet have a regulatory in house force be able to define the right path and gain access to the market.

During our conversation, David and I discussed his experiences with the FDA as well as how he decided to start his own show vs working for another organization.

Some key highlights we discussed:

-What did working for the FDA teach him that was beneficial for working in-industry

-What mistakes did he make as a leader that he learned from and is better off because of

-What do companies get wrong about Regulatory Affairs? (timing, importance of the function, submission documentation, etc)

-What mistakes does he see up and comers, who are striving to be promoted, making along their journey?

...and so much more

I was joined by Ms. Arvita Tripati, the Head of Quality, Regulatory Affairs and Privacy for a company called Luminostics (Clip Health).

Arvita has built a storied career over the last 13 plus years in Regulatory, Quality and Compliance. She’s spent time with recognizable organizations like Coopervision, Accurate, Alivecor and a variety of other companies.

Arvita holds her Bachelor’s of Science focused in European Intellectual History and her Masters in Business Administration with a concentration in Marketing

Luminostics leverages a patented technology platform which allows for rapid, accurate, infectious disease testing and other health monitoring at the point of care and soon at some point by consumers in their own homes. The unique technology uses a consumer smart phone optics paired with an adapter and the combination of signal processing A/I to detect or measure viruses, bacteria, hormones and proteins with high sensitivity and specificity from samples including swabs, blood, urine and saliva.

During our conversation, Arvita and I discussed her leadership philosophies and her views on performance management.

Some key highlights we discussed:

-What she sees as her responsibility as the leader vs her staff’s responsibility for their professional development

-Ideas for performance plans/roadmaps to help staff get where they want to go

-How does she strategically identify projects against the professional goals of her staff? (aligning goals to opportunities affording relevant experience)

...and so much more!

Over the course 14+ years, Mr. Ankur Kaushal has worked in Regulatory Affairs for a variety of the "big players" in the Med-Tech industry like Abbott, Roche, Johnson & Johnson, and Medtronic . He has gained a variety of experience across class II and III medical devices, invitro-diagnostics and digital therapeutics, and he holds his Bachelors Degree in Engineering and Masters Degree in Biomedical Engineering & Regulatory Affairs.

Ankur joined me to discuss the key similarities and differences working with very large organizations vs smaller/mid-sized companies.

We started off by understanding Ankur's childhood and upbringing and transitioned into understanding how he got involved in the Life Sciences and Regulatory Affairs specifically.

Ankur shared so many great insights and make sure to listen to the episode in its entirety, especially if you are one of the "rising stars" trying to climb the leadership ranks in similar fashion to that of Ankur.

Ankur Kaushal's LinkedIn Profile:

https://www.linkedin.com/in/ankurkaushal/

Big Health Website:

www.bighealth.com

Joining me for this episode was Mr. Nick Zweig, the Associate Director of Talent Acquisition at Beta Bionics based on Concord, MA. Nick eats and breathes Talent Acquisition. It's by no means just a job for him. He is so passionate and enthusiastic about recruitment and helping companies build high performing teams.

Nick has been in recruitment, both on the 3rd party search side as well as being the internal champion for several organizations over the last 16+ years. He has worked for major organizations like Fresenius Medical Care as the Manager of Talent Acquisition for the Manufacturing, Quality, and Supply Chain functions.

Currently, he is helping Beta Bionics to scale the organization at rapid pace.

Beta Bionics is a MA public benefit corporation, and the team is developing a Bionic Pancreas called the Eyelet which is a fully-integrated medical device that is designed to reduce the burden and costs of Diabetes care by automatically and autonomously managing blood sugar levels 24/7 in people with Type 1 Diabetes.

During the show, Nick and I discussed the idea of a "Talent Acquisition Experience"

Some highlights covered:

-When should "Acquisition of Talent" begin? Hint: Before you have an open position

-What Place do Job Descriptions Have in 2021?

-Employer Value Proposition vs Performance Profile

-What is Employer DNA?

-Tactical vs Strategic Talent Acquisition (Brand Awareness)

Nick Zweig on LinkedIn:

https://www.linkedin.com/in/nickzweig/

Beta Bionics on the web:

www.betabionics.com

Mr. Lee Lisemby, the Vice President at Revlar Labs, joins me to discuss his own personal and professional journey overcoming may challenges that would have caused many others to simply throw in the towel and give up. Growing up Lee faced three challenges, a speech impediment, ADHD, and Dislexia. Rather than getting down on himself, like so many others unfortunately would, he faced his challenges head on and is thriving as a accomplished leader as a direct result.

Lee spent 8 years as an enlisted member of the United States Navy. He earned a Bachelors degree in International Business and holds his Lean Six Sigma Black Belt Certification.

Over the last 12+ years Lee has held various leadership roles across multiple sectors (including Med-Tech) and even led the Quality efforts for the implementation of a new space suit for NASA used on a Lunar and in a Mars environment. His core competencies are in Supply Chain & Procurement and Operations Strategy utilizing his servant leadership to deliver superior performance and negotiate mutually beneficial vendor relationships.

Listen in on Lee's story and the advice he'd share for others facing adversity and wanting more for themselves for their greater future.

It was a pleasure to host this conversation with Dina Justice, the Vice President of Regulatory Affairs at Terumo Medical. Dina is the epitome of a strong woman in the workforce, but more specifically within the Life Sciences community. During this episode we discuss some of the trials and tribulations Dina endured and overcame both as a single mother and as a female leader who has continued to progress her career to the level of Vice President. She shares some amazing perspective and great insights for women who are trying to find the balance between family and work.

Marcelo Trevnio, the VP of Regulatory & Quality at Agendia has built a storied career for himself. He earned his Bachelors Degree in Industrial & Systems Engineer and a Masters Degree in Business Administration. Marcelo also has his Certification in Regulatory Affairs Management and he is a Master Medical Device Auditor through Exemplar Global and is also known as a Biomedical Auditor through ASQ. Over the years, Marcelo has worked his way up the ladder holding various progressive leadership roles at organizations like Medtronic, Nihon Kohden, Applied Medical, and now Agendia.

Agendia is the only Molecular Diagnostics company focused solely on breast cancer. The organization uses groundbreaking genomic testing to generate reliable and meaningful clinical data about the unique biology of a woman's breast cancer.

During our conversation, Marcelo and I discuss pivotal moments and experiences during his own career journey to-date that helped him achieve his level of success. We also discuss what he looks for when building high performing teams, and several recommendations he has to those aspiring to climb the rungs of leadership themselves.

Marcelo Trevino on LinkedIn:

https://www.linkedin.com/in/marcelo-trevino-0015921/

Agendia:

https://agendia.com/

Dr Leon Eisen joins us on the very first episode of the Med-Tech Talent Lab to discuss the common pitfalls and mistakes Founders and leaders of start-ups often make.

Dr Eisen is the Founder and CEO of Oxitone Medical. Leon has a storied background having successfully launched several Israeli start-ups and is the gentleman who invented the first Wrist Sensor Pulse Oximetry monitor. At his current organization, Dr. Eisen and his team have established a new model of care known as digital continuous care which incorporates modern wearable medical technology and modern AI predictive analytics as a natural evolution of remote patient monitoring.

On this first episode of the Med-Tech Talent Lab, we discuss top 5 mistakes start-ups make when organizing AND scaling.

Dr. Leon Eisen on LinkedIn:

https://www.linkedin.com/in/leoneisen/

Oxitone Medical:

https://www.oxitone.com/