Jill Girard
Talent Advisor
- Based in
- Raleigh, NC
- At FloodGate since
- 2018
- Years in MedTech
- 25
I really enjoy connecting with people and helping them find the right opportunity, but I also love the challenge of finding the person a hiring manager has been struggling to find.
I think clients would say I genuinely care and get invested. One hiring manager told me recently that I wear my emotions on my sleeve, which is probably true. I care about getting it right.
“Jill is the quintessential professional, and it has been a pleasure working with her. She carefully examines the needs of her clients, both as individuals and as commercial entities, and works tirelessly to ensure reliable solutions. She is most certainly an industry leader, and demonstrates the very best in recruitment services.”
The path here
Coverage. Northeast, Southwest, Great Lakes, Central and Midwest.
Talent AdvisorNow
2018 to presentFloodGate Medical
Executive recruiting for medical device companies, primarily commercial and clinical talent.
Director of Business Development
2014 to 2018Enable Me
Led business development and growth for a rehabilitation and medical equipment company.
Director of Sales
2008 to 2014MSL Associates
Led sales, key accounts, contracts, product training and incentive programs across a 23-state rehabilitation and DME sales organization.
Director of Sleep & Respiratory
2006 to 2008MSL Associates
Led the sleep and respiratory business, working with clinicians, providers and manufacturers to drive product adoption.
Manufacturer Representative
2004 to 2006MSL Associates
Represented rehabilitation and DME manufacturers, building clinician and provider relationships.
A nine-month search, and the patience it took
One of my proudest placements came from a nine-month search for a very selective medical device client. I identified a strong candidate early, but he had legitimate concerns about the market, the compensation and walking away from significant earnings with his current company. I stayed close without pushing, helped him work through the opportunity, and kept both sides engaged even when he initially decided the timing was not right. The client was eventually able to accommodate his timing, he accepted the role, and months later he reached out to thank me for my patience and tell me how glad he was that he made the move.
Jill’s corner of MedTech.
- Breaking into medical device sales without prior device experience
- Preparing for a medical device sales interview beyond basic company research
- How to stand out when several candidates have similar backgrounds
- What medical device hiring managers are really looking for beyond the resume
Trained, and certified for it.
Each one is a named program with a named awarding body, so it can be checked rather than taken on trust.
- Degree
B.S. Business Administration, Management and Marketing
College of Charleston
- Certified
Hiring for Attitude
Leadership IQ
2022
- Certified
Continuing Education Presenter
The ROHO Group
2013 to 2018
- Program
Executive Peer Advisory Group
Vistage Tampa
2015 to 2018
- Program
Executive Peer Advisory Group
C12
2019 to 2021
What most people get wrong
The belief
The best candidate has the perfect resume.
The reality
Some of the best candidates I have worked with did not check every box, but they had a track record of success, were coachable, worked hard and really wanted the opportunity. You can teach someone a product and an industry. It is much harder to teach drive, attitude and the ability to connect with people.
The questions that come up every week
Put any of these to Jill directly and you'll get a straight answer.
What is the hiring manager looking for in a candidate?
How can I set myself apart in the interview process?
Do you think I meet the criteria the hiring manager is looking for?
Where to hear more
FloodGate video and Buzz Reports
Clients who come back
- A hiring manager I have worked with for about eight years reached a crossroads in his own career and called me for advice. That mattered to me, because it showed he trusted me beyond filling positions.
- Another hiring manager referred his wife to me when she was considering a career change outside the industry. There was nothing in it for me from a recruiting standpoint. He simply trusted me to help her.
Away from work
Happiest spending time with family, especially being GiGi to her grandchildren. Loves to travel, stays active, and is always up for trying something new, currently golf, line dancing and mahjong. Involved in her small community in North Carolina.
Last reviewed by Jill Girard on .
Turnover isn't inherently bad and retention isn't inherently good. The meaningful question is who is leaving and who is staying.