The work, with the numbers attached.
How a search actually ran: the brief, what made it hard, how the team approached it and what happened. We publish a case study only when the client agrees to the detail, which is why some are anonymous.
Growth-stage DME company · Durable Medical Equipment
Hiring a Head of DME Business Unit to build a division from zero
A growth-stage durable medical equipment company needed a senior director to launch its direct-billing DME business. It was the company's first hire of this kind, so FloodGate helped define the profile while running the search.
- 52
- days to accepted offer
- 8
- candidates presented
- 75%
- advanced to interview
MedTech manufacturer · Field sales expansion
Standing up a 75-person field organization in fifteen weeks
A manufacturer needed four regional sales managers and seventy-one sellers hired and ramped in time for its National Sales Meeting. The request landed on May 2. The meeting was August 16.
- 60+
- hires in under 50 days
- 100%
- of manager seats filled
Growth-stage DME company · Compliance and data privacy
Bringing privacy and compliance in-house for the first time
A durable medical equipment company had always outsourced privacy and compliance. Moving it in-house meant hiring a function that had never existed inside the business, in one metro area, from a pool that mostly maintains compliance programs rather than builds them.
- 65
- days to accepted offer
- 10
- candidates presented
Endovascular robotics company at commercial launch · Peripheral Vascular and Endovascular
Hiring the first sales leader for a robotics launch
A company bringing an endovascular robotics platform to market needed someone to build the commercial side from nothing: no reps, no infrastructure, no market adoption to inherit. The hire came out of a Talent Director's own network and was in post within five weeks.
- 35
- days to accepted offer
- 49
- candidates in the pipeline
Early-growth peripheral vascular company · Peripheral Vascular and Endovascular
One hire out of 280 for a national VP of Sales
A company launching a breakthrough arterial product needed a national sales leader to build a hybrid sales organization. The pipeline ran to 280 candidates and produced exactly one hire, which is what a genuinely narrow brief looks like when it's screened honestly.
- 280
- candidates in the pipeline
- 53
- days to accepted offer
Cardiac monitoring company · Regulatory and Quality
The first regulatory and quality leader a company ever hired
A cardiac monitoring company moving into its own proprietary hardware, with three devices in the pipeline, needed someone to build a quality management system from nothing and own regulatory alongside it, alone. The budget was also below market, which the search had to resolve before it could close.
- 66
- days to accepted offer
- 133
- candidates targeted
Capital equipment company scaling its field organization · Commercial expansion
Scaling a field organization 2.5x without lowering the bar
A capital equipment company backed by institutional capital set out to grow its field sales organization roughly two and a half times. The hard part wasn't the volume. It was that every candidate had to clear a character and values bar as well as a technical one, while the most obvious source of talent in the market was off-limits.
Want one closer to your specialty or role level? The Talent Directors can walk you through comparable searches on a call, including the ones clients have asked us not to publish. Meet the Talent Directors.
Every case study is measured the same way.
Search is usually judged on whether the seat got filled. We track the things that tell you whether it was filled well.
Days to accepted offer
Counted from kickoff, not from the first interview. It includes the time spent sharpening the profile.
Candidates presented
Only people screened against the brief and put in front of the hiring manager. Not resumes sent.
Presented to interview
The share of presented candidates the client chose to meet. It's the clearest read on whether the brief was understood.
Traditional search is built to reward transactions, not outcomes.
Have a search you want run like this?
Tell us what you're trying to fill and what it needs to make possible. We'll scope it with you.