Morgan Mills
Senior Talent Director
- Based in
- Tampa, FL
- At FloodGate since
- 2019
- Years in MedTech
- 15
I love the executives I get to work with in this space. They are incredibly smart, sharp and innovative, and I learn something from them every day. Cardiovascular and vascular MedTech sits at the intersection of real patient need and some of medicine’s most meaningful, complex innovation right now. As a former ICU nurse, I find purpose in indirectly helping patients access better treatment options and technologies that can change their outcomes. Beyond search, the most interesting part of this work is knowing where the right people, capital, and talent need to intersect across the cardiovascular ecosystem, and being positioned to make that happen.
A long-standing client would say she knows this space better than most people inside it, pushes back when your thinking is off, and does not stop until she finds the right person. She is not transactional. Because she recruits across every function that shapes company growth, from commercial and clinical to regulatory, engineering and beyond, she brings a holistic view of what a team actually needs and how the pieces fit together.
“Morgan is an all-star recruiter. Having worked with many recruiters in the past, the most noticeable difference with Morgan is that she knows how to listen, she is responsive (even when she was out of the country on vacation) and, most importantly, when it comes to matchmaking she represents her candidates and clients with their best interests in mind, ensuring mutual success for all parties. Working with Morgan was an absolute pleasure and I sincerely look forward to working with her again.”
“Morgan is an amazing consultant to work with. She distinguishes herself from others by showing her passion for connecting people with the right skills and talents to the right career opportunity. She is genuinely passionate about what she does, and her sense of achievement in helping professionals find their dream job is contagious. I highly recommend Morgan to everyone looking for career opportunities.”
The path here
Fills most often
- Sales leadership (RSM, director, VP)
- Marketing and product management
- Regulatory, quality and clinical affairs
- R&D and engineering
- Territory and field sales
- Clinical specialists and education
- Executive and C-suite
Coverage. Full US search coverage.
Morgan spent five years as an ICU nurse before moving into MedTech recruiting in 2019, when she joined FloodGate Medical as a Talent Director. Over the six and a half years since she has grown into a Senior Talent Director role, leading and working searches across every function in MedTech, including commercial, clinical affairs, medical affairs, regulatory and quality, engineering, marketing, market access and executive leadership, from entry level through the C-suite, with a deep specialization in cardiovascular and vascular MedTech.
A VP of Sales for a launch with no sales team behind it
One of my proudest placements was a VP of Sales search for an early-stage peripheral vascular company launching a breakthrough arterial product with no existing sales infrastructure. What made it incredibly hard was finding a top-tier peripheral vascular leader willing to walk away from an established role to build from the ground up, in one of the most competitive and talent-scarce markets in MedTech, while another recruiter was actively trying to win the client. We worked our personal network deep, ran a pipeline of 280 candidates, and closed the right person 53 days from first outreach to accepted offer. The search had been open for seven to eight months in total.
Morgan’s corner of cardiovascular and vascular MedTech.
- Why peripheral vascular companies keep hiring for relationships over ability, and what the best-athlete hiring model looks like in practice
- How total compensation in peripheral vascular MedTech has shifted over the past three years, and what the numbers mean for how companies should build their teams now
- Why clinical validation is now a commercial strategy decision in cardiovascular and peripheral vascular MedTech, and what happens to adoption when it is treated as an afterthought
- What actually drives EV/EBITDA multiples in cardiovascular and vascular MedTech, and why most founders and operators optimize for the wrong things before a raise or exit
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.
- Program
PRECISE Selling Training
PRECISE Selling
2024
- Program
Hiring for Attitude
Leadership IQ
2022
- Certified
Medical Sales Certification
Trek Collegiate Partners
2019
- Licensed
Registered Nurse (RN), license now expired
Florida Department of Health
2015
What most people get wrong
The belief
The most experienced candidate in the therapy area is the safest hire.
The reality
Most companies default to the most experienced candidate, assuming experience equals execution. Early-stage and growth-stage MedTech needs builders, not maintainers, and those are rarely the same person.
The belief
A clinical role is a clinical role, whatever stage the company is at.
The reality
Companies consistently misscope clinical roles, either over-hiring seniority they do not need yet or under-hiring and creating support gaps as the product scales. Tiering clinical talent to where you actually are in your commercial lifecycle is something most hiring managers have never been taught to think about.
The belief
The compensation we paid at our last hire is still competitive.
The reality
Total compensation in peripheral vascular and cardiovascular MedTech has shifted dramatically in the last three years, and companies still anchoring to outdated benchmarks are losing candidates late in the process without understanding why. Benchmarking against what the market pays today, not what it paid at your last hire, is the difference between a competitive offer and a declined one.
The questions that come up every week
Put any of these to Morgan directly and you'll get a straight answer.
What are compensation averages and benchmarks for cardiovascular and vascular reps?
What is the market telling you, and what should we do about a tough territory or to grow the business?
Where to hear more
Clients who come back
- Every cardiovascular and peripheral vascular client has come back to me multiple times. Twenty-three current clients have repeat orders.
Away from work
Originally from South Georgia, earned her RN license in Connecticut, and calls Tampa home. Outside work you will find her at Solidcore, running, swimming, cooking, reading, or out walking, kayaking and running with her German Shepherd mix, Duke. She recently hit 50 feet on her first deep free dive, plans to add free diving and spearfishing to the list, and is training for her second marathon.
Last reviewed by Morgan Mills on .
The effectiveness of a talent program can be measured, tracked, improved and deliberately managed.