MedTech is the only industry we recruit in.
One industry, since 2001. Every Talent Director on this team works a therapeutic vertical, not a territory of whatever came in this week.
- MedTech only, since 2001
- 25+ yearsMedTech only, since 2001
- Placements made
- 3,500+Placements made
- Client companies
- 235+Client companies
- Therapeutic verticals
- 40Therapeutic verticals
A wrong hire doesn't show up on day one.
A wrong hire in MedTech doesn't announce itself. Day one looks fine. It shows up eighteen months later as a region that never ramped, a launch that slipped a quarter, or a team quietly working around someone.
By then the cost isn't the fee. It's the year of territory revenue, the competitor who got there first, and a second search you're now running under pressure.
The seat isn't the objective. The business outcome is.
Six things a generalist firm cannot give you.
Not because they're worse at recruiting. Because they're learning your market on your search, and we learned it over 25+ years.
Specialists, by therapeutic vertical
We search across 40 therapeutic verticals, and the Talent Director who runs your search works yours. They know the companies, the call points and who has actually carried the bag in your space.
See the specialtiesA network, not a job posting
The people you want are employed, performing and not reading job boards. Our Talent Portal holds 205,000+ MedTech professionals, most of them passive, built over years of relationships rather than bought as a list.
How a search runsWe make the case for your opportunity
A passive candidate needs a reason to take the call. We build one with you: a branded landing page for the role, interviews with your leaders, and a market story a strong performer would leave a good job for.
See a client spotlightYour hiring managers get our tools
The scorecards, question guides, reference templates and closing checklists our Talent Directors work from are published in full, free, whether or not you ever run a search with us.
Open Employer ResourcesHow we treat the people we don't place
Most candidates in any search don't get the job. They talk about how they were treated, and it's your name on the opportunity. We track that experience deliberately, because your employer brand is on loan to us for the length of the search.
Meet the Talent DirectorsA percentage of revenue goes back out
The FloodGate Foundation gives a share of top line revenue to charity, and the team volunteers together every month. It isn't a marketing line. It's where part of what you pay us ends up.
The FloodGate Foundation
Tell us what you're trying to accomplish, not just which seat is open.
Half our first conversations end with a scope that's different from the one the client arrived with. That's the point of having it.
Four steps, and you always know where you stand.
No search is a black box. You get a named Talent Director, a written assessment on every candidate and a standing communication rhythm from brief to start date.
- 01
Define
A Talent Director who knows your specialty scopes the role, what it has to deliver and the profile that actually wins in your market.
- 02
Search & vet
We reach passive candidates others can't, then screen for skill, culture fit and motivation before you see a single resume.
- 03
Present
Three to five qualified, interested candidates with our written assessment. Interviews are coordinated for you.
- 04
Close & onboard
Offer strategy, counter-offer prep and a 90-day check-in so great hires become long-term ones.
40 verticals, 14 Talent Directors.
Your search is led by the person who works your therapeutic area, with a Talent Advisor running it alongside them.
We would rather say no early than bill you slowly.
This is what we're built for
- You're hiring in medical devices, diagnostics or health technology.
- The role is commercial, clinical, technical or leadership, from a field seat to the C-suite.
- The people who could do it well are employed somewhere good right now.
- You would rather see four candidates you would hire than forty resumes.
And this is when to call someone else
- You want a stack of resumes by Friday and will sort it out yourself.
- The role sits outside MedTech, where our network is no better than anyone's.
- The problem isn't really the opening, in which case we'll say so and point you at the conversation that is.
More than a recruitment firm.
“FloodGate’s strength is the investment they make before any opportunity is identified. … Their expertise in navigating the complexities of the medical device industry is invaluable to us.”
Scott VanderMeerPresident“What truly sets FloodGate Medical apart is their commitment to understanding our unique organizational culture and the specific requirements for each position we seek to fill.”
Shane KellyCEO“Compared to other firms I’ve used in the past, they are readily available and always make you feel like you are their top client. I would highly recommend them for any medtech organization.”
Michael MagnaniPresident“They operate as an extension of our internal team to help drive the success of our hiring strategy. We work as partners to get it right and that’s the key difference.”
“Danny took the time to truly understand the types of candidates I was looking for, from both an experience and personality standpoint. Each time, I was impressed with the quality of the candidates and how easy he makes the process.”
“They took the time to thoroughly understand our company culture, values and specific hiring needs, ensuring every candidate presented was not only technically proficient but also aligned to our organizational ethos.”
Adam MilliganVice President of Sales“It is not hard to find talent but it is very hard to find the right person with talent to fit the company needs. That is where FloodGate Medical has saved me many times over the years.”
Joel PickeringVP Marketing“FloodGate Medical has a great reputation in the space and is very innovative in how they approach the market. They feel like more than a recruitment firm and provide more value than just candidate searches.”
Ralph DiazVP of Sales, Surgical“They take the time to understand what we need in each market and that fitting our culture is a key to our success. … It isn’t just about filling a role for them or us, and that shared vision has allowed us to continue to build a great team.”
Andrew BollhoeferVP Sales“From beginning to end the whole process was very easy and seamless … She understood me and what I was looking for so well, that she became an extension of me.”
Mark EndreszlVP Sales & Marketing“They first took the time to understand our culture and the type of individuals we wanted on the team, and then did the due diligence to understand the position and what we were looking for in role. … In the end filled all our positions using FloodGate’s help.”
Scott McDadeCEO“The best thing I can say about Joe McClung and his team at FloodGate is that they take the time to understand our business, our culture and our needs. As a result, they have found us excellent talent and we keep working with them.”
Marc ZemelCEOWhat 25+ years in one industry adds up to
A network you can't buy, a placement record across every function in MedTech, and a client list that runs from first commercial hire to established strategic.
MedTech network
Professionals in our Talent Portal, most of them passive and unreachable through job boards.
Placements made
Across sales, clinical, marketing, regulatory and leadership roles in MedTech.
Client companies
From emerging startups to established strategics, across the country.
Hiring a Head of DME Business Unit to build a division from zero
Talent problems are usually recognized only after they begin affecting the business.
Tell us the role, or tell us the problem behind it.
Either way the first call is the same: what are you trying to accomplish, and what does the team have to look like to get there.