A guide to executing your next company expansion. Any talent request of five to seventy-plus new hires in a three-month period is an expansion, whether you're moving into new territories, building out a sales force or staffing a new product.

Planning phase

Step 1. Determine the profile and compensation

To avoid under-budgeting and the need for adjustments or higher compensation requests later on, it’s crucial to align your target candidate profile and budget from the start. By implementing these measures, you can streamline the hiring process, ensure transparency, and secure top talent effectively.

• Begin with a market analysis using the annually updated MedTech Compensation Guide.
• Set and approve pre-defined offer compensation ranges to determine your flexibility during the offer stage, preventing candidate loss due to delays.

Step 2. Determine territories and candidate locations

Step 3. Designate an interview scheduling workflow

• Appoint an internal champion who will drive the process and maintain a seamless flow. This designated point of contact coordinates a well-organized, efficient hiring process that maximizes productivity and minimizes disruption.
• Grant them access to interviewers’ calendars for easy coordination.
• Pre-set calendar blocks for interviews to simplify scheduling.

Execution phase

Step 4. Create an SOP

Data shows that the majority of new hires take over 55 days. By following a structured approach, you can navigate the hiring timeline efficiently and secure the best candidates without unnecessary delays or missed opportunities.

• Set an interview process.
• Set a timeline.
• Determine the interviewers for each step.
• Send the SOP out to the hiring teams.
• Use a Gantt chart to organize it: discovery, sourcing, screening, presenting candidates, phone interview, face-to-face rounds, references, background check and onboarding.

Step 5. Train the team on how to hire

67% of hiring managers lack formal interviewing and hiring training. To make sure they're prepared, and to give candidates a positive experience:

• Establish a training program for hiring managers covering planning, partnering, interviewing, follow-up, feedback and offer extensions.
• Use the Post Final Interview Q and A after the final interview to avoid surprises and increase confidence that the candidate will accept.
• Explore Employer Resources for the checklists, scorecards and videos on candidate search best practices.

Target and activate phase

Step 6. Prime the market

These marketing steps build your brand presence, attract passive candidates, and generate interest in your company and new product launches.

• Invest in targeted advertising to increase visibility and reach your target audience.
• Establish a strong presence on LinkedIn and other social platforms to engage potential candidates and show your company culture.
• Create landing pages that highlight your organization’s unique value proposition.
• Push out engaging, informative marketing collateral every week to stay top of mind with your target audience.

Step 7. Target and activate the market

• Aim to target a minimum of 100 to 200 candidates for each role, to widen the pool and increase your chances of finding the right fit.
• Engage A+ candidates at least five times across multiple channels, such as LinkedIn Recruiter, Med Reps, chatbots, email and calls.
• Prioritize quick response times by simplifying the application and engagement process.

Step 8. Excite and vet top talent

On average, hiring managers spend 40+ hours on recruiting and admin work. Let them focus on the business by setting the process up for success.

• Assign someone to vet the 50+ interested candidates and identify the top two or three for the hiring manager’s interviews.
• Prepare a compelling talking track that presents your company’s story, brand, value and culture.
• Prioritize talent that aligns with your vision and culture by assessing attitude and soft skills, and use consistent scorecards to compare candidates objectively and decide faster.