Katherine (King) Bush
Director, HR Practice
- Based in
- Atlanta Metropolitan Area
- At FloodGate since
- 2026
- Years in MedTech
- 5
“Of course Katherine is skilled in Human Resources, but more importantly she is skilled with people. She has great instincts and can see around corners to anticipate what others might overlook. Katherine is a technology wizard who can build efficient processes that other people could never dream of. She is one of my favorite HR partners and I hope to have the privilege to work together again.”
The path here
Fills most often
- Regulatory, quality and clinical affairs
- R&D and engineering
- Operations, service and supply chain
Coverage. Also fills territory sales, marketing and product, and executive roles. Primarily the Atlanta area, with placements across the US.
Director, HR PracticeNow
2026 to presentFloodGate Medical
Leads FloodGate's HR practice.
Associate Director, HR
Mar 2025 to Nov 2025StimLabs
Promoted from Talent Acquisition Manager to lead broader people strategy alongside recruiting, expanding into organizational design, compensation and executive-level HR partnership.
Talent Acquisition Manager
Aug 2021 to May 2024StimLabs
Built the in-house recruiting function from nothing, recruiting across R&D, sales, quality, manufacturing, executive, administrative, HR and operations roles.
Technical Recruiter to Recruiting Manager
Feb 2016 to Feb 2021Applied Resource Group
Six roles in five years: Technical Recruiter, Account Executive, Senior Account Executive, Senior Recruiter, Lead Recruiter for ERP, then Recruiting Manager leading a team. Recruitment, business development and account management for IT, accounting, ERP and administrative roles.
Sales and Marketing Manager
Nov 2014 to Feb 2016SUMEC NA
Sales and marketing management.
Sales and Marketing Project Coordinator, then Marketing Manager
Apr 2012 to Oct 2014Techtronic Industries
Two roles across the sales and marketing organization.
The runner-up who became one of the company's best hires
I interviewed a candidate for one role and knew she would be an outstanding fit for the company. The hiring manager went with the other top candidate, but I was able to present her to another department where her skills transferred. They hired her, she was promoted more than twice in the three years we worked together, and I believe she is still there today. She was one of the best hires the company made: a strong culture fit, highly engaged, and she lifted the team's morale tremendously.
Katherine’s corner of MedTech.
- The difference between regrettable and non-regrettable attrition, and why it should change how you handle an exit
- When to tell a good employee it might be time to look elsewhere, and how to do it without losing them as an advocate
- What changes in HR when a company grows faster than its own infrastructure
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.
- Certified
SPHR
HRCI
2024
- Certified
PHR
HRCI
2024
- Degree
B.S. Psychology
University of Georgia
2012
- Degree
B.A. Marketing
University of Georgia
2012
- Program
The Sandler Selling System
Sandler
Last reviewed by Katherine (King) Bush on .
The purpose of a talent strategy isn't a perfect score. It's to build the organization required to accomplish the company's most important objectives.