Medical Device Recruiting -
Executive Search for Class II, Class III & Implantable Devices

Covering surgical, cardiovascular, orthopedic, neurological, and implantable device companies — from venture-backed startups to global manufacturers.

We focus on the searches where regulatory class, clinical workflow, and commercial channel separate strong candidates from average ones.

Companies developing surgical instruments, energy-based devices, minimally invasive platforms, and interventional technologies.

We recruit across R&D, regulatory, clinical affairs, manufacturing, and the commercial teams that sell into surgeons, OR staff, and hospital purchasing.

Class III implantables, structural heart, electrophysiology, and vascular intervention companies.

We recruit engineering, regulatory (PMA), clinical, and commercial leaders for companies where the regulatory bar is high and the clinical adoption cycle is long.

Implantable neurostimulators, neurosurgical devices, and neurological diagnostic platforms.

We recruit for companies operating in one of the most technically demanding and regulatory-heavy segments of medical device.

Joint replacement, trauma, spine, sports medicine, and extremities companies.

We recruit across product development, regulatory, manufacturing, and the specialized commercial teams selling into orthopedic and spine surgeons.

Imaging systems, surgical robotics, diagnostic platforms, and other high-value capital equipment sold into hospitals, surgical centers, and specialty practices.

We recruit capital sales leaders, applications specialists, field service engineering, and the executive teams that scale capital equipment businesses

Medical device hiring is driven by three factors that don't apply the same way in any other industry.

‍Regulatory class drives the candidate profile more than any single other variable — a Class II company on the 510(k) pathway and a Class III company running a PMA submission need fundamentally different regulatory, clinical, and commercial profiles, even when the device categories look adjacent.

Submitting Class II candidates for Class III roles assumes a regulatory and clinical fluency that rarely transfers, and the cost of getting it wrong — measured in trial timelines and FDA submissions — is among the highest in healthcare.
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The clinical buyer dictates the commercial profile in ways generalist recruiters consistently underestimate. Surgeon-facing sales, hospital administrative sales, capital equipment committee sales, and specialty physician sales are different disciplines requiring different credibility, different call patterns, and different daily work.

A candidate who's sold capital equipment to hospital administrators rarely transitions cleanly into a surgeon-facing role; a strong orthopedic rep rarely transitions cleanly into electrophysiology. Candidates who look right on paper across specialties often underperform in the territory.
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Candidate access is the third factor — and the one most often missed. The strongest medical device candidates aren't applying to job postings. They're employed, often with significant equity or deferred compensation, and they take calls from recruiters they know.

A search led by a specialist works because the recruiter is already three steps into the relationship before the search starts. A search led by a generalist usually fails not because the candidates don't exist, but because the candidates don't take the call.

Most medical device searches identify a viable shortlist within 4-6 weeks and reach an offer within 8-12 weeks when handled by a specialist.

Executive roles, Class III regulatory and clinical affairs roles, and highly specialized engineering roles typically run longer.

We recruit across the medical device industry — surgical instruments, cardiovascular and structural heart, orthopedic and spine, neurological and neuromodulation, and combination products.

We work with companies at all stages, from venture-backed pre-commercial startups to established global manufacturers and PE-backed portfolio companies.

Yes.
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Specialty-specific commercial searches are a core part of our practice.

We understand that surgeon-facing sales, hospital administrative sales, and specialty physician sales are different disciplines requiring different candidate profiles, and we screen for the right specialty experience.

Yes.

PMA-experienced regulatory affairs and clinical affairs candidates are core to our medical device practice.

We screen for hands-on submission experience rather than tangential exposure — particularly important at Class III, where regulatory mis-hires can delay clinical trials and FDA submissions by months or years.

Specialized executive search for the diagnostics, pathology, and life science industries since 2001.