The Med-Tech Talent Lab

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

Mr. Joe Bertulli is the Director of Talent Acquisition at Anika Therapeutics.

Joe has been in the recruiting and talent acquisition world for at least the last 14 ½ years both on the agency side as well as obviously from a corporate standpoint.

He has had the opportunity to work for companies like Monster, Adele EMC, Perkin Elmer in our industry and of course for the last few years, Anika Therapeutics.

If you aren’t familiar with Anika, it’s a global joint preservation company committed to delivering meaningful advancements in early intervention orthopedic care inncluding osteoarthritis, pain management, regenerative solutions, soft tissue repair and bone preserving joint technology.

Some highlights of what we covered:

Candidate experience is the latest “buzz phrase” and the new, trendy thing to talk about. However, that’s not to undermine the significance and importance of what candidate experience really is.

Where has Anika been, where is Anika now, and where is it going in terms of creating and executing Candidate Experience?

Lessons learned from the market

Why are you creating the Candidate Experience the way you are?

Is there a difference between Candidate Experience and Talent Attraction?

One of the biggest complaints we hear about all the time from candidates is the lack of feedback or follow up post-interview, especially when they aren’t selected for either further rounds or to receive the offer.

What is Anika doing in terms of the “post-interview” phase of the candidate experience?

...and so much more!

Joe Bertulli on LinkedIn:

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

Anika Therapeutics on the web:

https://anika.com/