Experienced Doesn’t Always Mean Effective: Rethinking Sales Hiring in Diagnostics

 By Tony Bishop, President – Connexis Search Group

In diagnostics and life sciences, building a high-performing sales team is both essential and expensive. Many companies default to hiring experienced reps — assuming they’ll deliver faster results. But the truth is:

Experience doesn’t always equal effectiveness.

And in some cases, it can even hold your sales organization back.

The Hidden Cost of Experience

Experienced medical sales reps often demand high six-figure compensation packages. While that may feel like the safest bet, the results don’t always justify the cost.

Some seasoned hires arrive with rigid habits, resistance to change, or a sense of entitlement. They expect high pay and low oversight — but don’t always bring the hunger or hustle that early-stage or growing companies need.

When these reps underperform, the impact goes beyond lost revenue. You lose momentum, morale, and valuable time.

A Smarter Hiring Framework: Desire > Resume

We’ve seen it repeatedly in the diagnostics and life sciences space:
The reps who thrive aren’t always the ones with the longest resumes. They’re often individuals from nontraditional backgrounds — former athletes, educators, customer service professionals — who possess:

• 🔥 Strong internal drive
• 🧠 Quick learning ability
• 🎯 Focus and grit
• 💡 Coachability and curiosity

What they need isn’t more experience. It’s structure, mentorship, and a system that helps them perform.

Two Keys to Making This Work

Hiring for potential only works if your organization provides the leadership and tools needed to develop talent. Two elements are essential:

1. Strong Front-Line Sales Managers

These hires need support — not micromanagement, but active coaching.

Your front-line managers should:

• Model high-performance behavior
• Join reps in the field or on virtual calls
• Offer structured feedback and clear expectations
• Foster a learning-focused, accountability-driven culture

A strong manager can turn a raw rep into a revenue driver. A weak one can waste both potential and payroll.

2. A Real Training Program — Not Just PDFs

In the digital age, there's no reason to rely on static decks or outdated manuals.

Companies should invest in scalable, on-demand training that includes:

• Product and competitor education
• Territory planning and objection handling
• Embedded chatbots or AI tools for real-time answers
• Input from senior sales leaders and marketing teams

At Connexis, we’ve implemented a similar model internally for recruiter onboarding. What used to take weeks of 1:1 training is now delivered via an e-learning platform that lets people learn at their own pace — even evenings or weekends — supported by chatbot Q&A.

If a boutique firm can do it, so can your commercial team.

Some Companies Are Already Doing This — Exceptionally Well

This isn’t hypothetical — it’s already working at scale.

Companies like Boston Scientific and Stryker are widely respected for their ability to develop top-performing sales talent from the ground up.

They hire for potential and invest in rigorous onboarding, hands-on coaching, and structured development. The result? Reps who are:

• More adaptable
• More aligned with company goals
• More invested in their long-term success

Even if your company doesn’t have their size, you can adopt the same approach — starting with better leadership and modern training.

Rethink the Math

Consider this:

With the right support structure, two driven, coachable hires can outperform one expensive veteran — in both results and retention.

It’s not about cutting corners. It’s about multiplying impact.

Final Thought

Hiring experienced reps isn’t inherently wrong. The best ones are worth every penny. But CEOs and sales leaders should be strategic:

Don’t pay for experience if you’re not getting energy, adaptability, and execution.

By hiring for attitude, training with purpose, and promoting from within, diagnostics and life sciences companies can scale faster, leaner, and with more control over their culture.

About the Author

Tony Bishop is the President of Connexis Search Group, a recruiting firm specializing in diagnostics and life sciences. With 24+ years of industry expertise, he helps companies across the U.S. hire critical technical and commercial talent with confidence and speed.

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