In today's MedTech landscape, where technological breakthroughs are redefining what's possible in inpatient care, it's easy to focus solely on the machines, data, and devices driving that change.

But behind every innovation - whether it's a surgical robot, a smart implant, or a predictive algorithm - are the people who imagine, build, and continuously improve them. It's this human engine of progress that often determines whether innovation scales, sustains, and ultimately succeeds.

At a time when competition for talent is intensifying and industries face increasing disruption, how we develop, support, and continuously upskill our people is no longer a 'nice to have' - it is a defining strategy.

Ireland's MedTech leadership has always been grounded in talent, but today, the challenge is evolving. This demands a shift in how we think about talent. It's no longer enough to hire for existing roles. Instead, it is vital to build adaptable and diverse workforces capable of evolving with new tools, technologies, and expectations.

Diverse pathways into MedTech

Creating a future-ready workforce starts with opening up multiple, accessible routes into the sector, regardless of someone's background, education, or starting point. Not everyone follows a traditional path into a career, which is why flexibility and inclusivity in attracting and developing talent are so important.

Apprenticeship models are a powerful example. They offer individuals, including school leavers, career changers, and those re-entering the workforce, the opportunity to gain formal qualifications while contributing directly to real-world projects. At Stryker, we've seen apprentices progress into engineering, operations, and leadership roles. This is proof that talent can emerge from many directions when given the right support and structure.

Our programme enables participants to pursue degrees in manufacturing engineering while rotating between academic study and on-site learning. It's not just about gaining a qualification - it's about reshaping career trajectories and unlocking potential that might otherwise go untapped.

Equally important are graduate entry pathways, which bring fresh energy and new perspectives into the organisation. Each year, we welcome graduates from a range of disciplines to our nine sites across the island of Ireland. Stryker's graduate programme rotates participants across engineering, finance, and other core functions, giving them exposure to the breadth of the business. It's not just an onboarding tool - it's a way to build a pipeline of future leaders who bring curiosity, adaptability, and cross-functional collaboration to their roles.

Together, these pathways - whether through apprenticeships, graduate programmes, or internal mobility - reflect a broader commitment to inclusive growth. By creating multiple entry points into MedTech, including for those coming straight from school or those seeking a new direction mid-career, organisations can tap into a wider talent pool, foster diversity of thought, and build teams that are equipped to lead the future of healthcare.

A learning culture

Offering training and upskilling opportunities is one thing; embedding a culture of continuous learning is another. That means creating systems, time, and initiatives that make development part of the everyday.

Our Training Centre of Excellence in Tullagreen, developed in partnership with IDA Ireland, has been designed to make upskilling a key aspect of transformation.

The three-year training initiative, developed with the support of IDA Ireland, will equip employees at Stryker's Tullagreen facility with the agility and skills for the future of work, promote innovative thinking, and embed a culture of continuous improvement, and advance sustainability.

But it also reflects something more fundamental: when people feel supported to grow, they stay engaged, motivated, and committed.

That support extends beyond formal programmes. Every employee in Stryker Ir...