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:
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:
These hires need support — not micromanagement, but active coaching.
Your front-line managers should:
A strong manager can turn a raw rep into a revenue driver. A weak one can waste both potential and payroll.
In the digital age, there's no reason to rely on static decks or outdated manuals.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:
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:
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:
|
Option |
Total Cost |
Team Size |
Risk Profile |
|
One experienced rep |
$180K OTE |
1 person |
High cost, high expectation |
|
Two high-potential reps |
$90K OTE each |
2 people |
Lower cost, higher scalability |
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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