Danny Syring
Sr. Talent Director
- Based in
- Tampa, FL
- At FloodGate since
- 2020
- Years in MedTech
- 6
I get to work with some of the best and brightest people in the world, at FloodGate and at our clients, all working toward improving lives for patients.
There is also nothing better than helping someone find meaningful work and build a career around it.
“Danny assisted with two of my last hires with our organization. He is prompt, attentive, listens and flat out executes. His communication is like no other. Do yourself a favor and allow this young man to work for you.”
The path here
Fills most often
- Territory and field sales
- Sales leadership (RSM, director, VP)
- Executive and C-suite
Coverage. Nationwide, across the entire United States.
Sr. Talent DirectorNow
2023 to presentFloodGate Medical
I lead a team of three talent advisors responsible for 150+ searches a year, exclusively in MedTech, from associate level to the C-suite. I also consult with MedTech companies on talent acquisition, retention and development strategy. The team works across 10+ MedTech verticals and 30+ role types.
Talent Director
2021 to 2023FloodGate Medical
Executed, managed or oversaw 150+ searches, exclusively in MedTech, from associate level to C-level.
Talent Advisor
2020 to 2021FloodGate Medical
Executed 50+ searches, exclusively in MedTech, from associate to director level.
Sales Representative
2017 to 2020Tom James Company
Direct sales role selling high-ticket clothing to executives across the Tampa Bay area.
A confidential CCO search, filled in 60 days
A family-owned company more than a hundred years old, based outside the US, was changing its commercial strategy and needed a Chief Commercial Officer to lead it. The opening was sensitive, so the search had to run confidentially, and because the business was family owned and operated the budget was tight for the calibre of person they wanted. We helped them refine the hiring profile, agreed a realistic budget for the role, and filled it in 60 days. Rather than volume, we used our network to put forward a small, targeted group of six highly qualified candidates. One of them was hired and has helped reshape the business over the 18 months since.
Danny’s corner of MedTech.
- What most MedTech startups get wrong about talent
- The impact of hiring A players
- Building a MedTech talent acquisition, development and retention strategy
- How to interview an executive for a MedTech role
- Startup trends in MedTech
Trained, and certified for it.
- Certified
Hiring for Attitude
Mark Murphy
2022
- Certified
PRECISE Selling
2023
- Certified
Admired Leadership
2023
- Degree
Bachelor of Arts
University of Tampa
2017
What most people get wrong
The belief
Paying a premium for A+ talent is not worth it.
The reality
Paying 20% above market will almost always return five to ten times that, provided you have the right person.
The belief
Everyone wants to work at our company.
The reality
The best talent still has to be sold on the opportunity and the company.
The belief
Hiring can be reactive and still land top-quality talent quickly.
The reality
It can take 60 to 90 days to fully engage a market and build real interest in a high-calibre position.
The questions that come up every week
Put any of these to Danny directly and you'll get a straight answer.
Where do I start when looking for a job?
How do I know if a candidate is going to be the right fit?
How much should I be paying for this role?
How realistic is it that I find the type of candidate I am looking for?
Which non-negotiables should I remove from my candidate requirements?
Where to hear more
- Article · The Armchair Analyst · 2026Medical Device Playbook: From FDA Clearance to Commercial SuccessRead or watch
- Article · LinkedIn · 2026Hire Slow, Fire Fast. Hire Fast, Fire Faster. None of it matters without this.Read or watch
- Article · LinkedIn · 2026The costs of under-hiring vs over-hiringRead or watch
- Article · LinkedIn · 2026Hire Like a College Coach Recruits, Not Like a Company Fills a SeatRead or watch
- Article · LinkedIn · 2026The Best Candidates Suck at Job Searching. Here is the Playbook I would Use If I Started Today.Read or watch
- Article · LinkedIn · 2025Retaining Sales Talent in MedTech When the Market Gets UncomfortableRead or watch
- Interview · MedTech World · 2026Interview on talent trendsRead or watch
- Interview · MedTech World · 2026Best talent partner, interview after the winRead or watch
FloodGate video and Buzz Reports
Video
What Your First 90 Days in MedTech Actually Look Like
Buzz Report
MedTech World 2026 Buzz Report
Leadership Live
Leadership Live with John Joyoprayitno, President, CEO and Co-Founder at Alafair BioSciences
Hiring video
How To Prepare For The Hiring Process
Hiring video
How to Run Your Interviews
Hiring video
Top Ten Time Wasters During Your Hiring Process
IMPROVING.Live
Interview Like a Pro
Video
The Power of Adaptability
Away from work
Originally from New Jersey. Played golf in college and still plays recreationally.
Last reviewed by Danny Syring on .
Most companies spend far more time planning their financial, commercial and product strategies than their talent strategy.