The Med-Tech Talent Lab

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!

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