1.2k+ Happy Hires
Medtech QOP’s recruitment approach is built for Medical Technology operators who have already delivered in regulated, uptime critical environments: medical devices and diagnostics, connected devices, and regulated clinical software. We prioritize audit ready execution, disciplined change control, and teams that can stabilize installs, integrations, and service performance while meeting utilization, throughput, and reliability targets as quality expectations tighten and cybersecurity and interoperability demands increase.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High touch means staying close to how work actually gets done in Medical Technology: operating within a quality system, managing change control, supporting clinical and hospital workflows, and protecting the install base through dependable service and support. We translate the real constraints behind the title, including QMSR transition pressure, validation and documentation rigor, integration requirements, and field performance expectations, into clear role reality and early fit risk flags to reduce mismatches and interview waste.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Medical Technology sector
average time to hire, from intake call to top candidate accepting an offer.
Before we can find you the perfect candidate, it’s essential to set a clear foundation for an effective recruitment campaign. We, at Medtech QOP, start by learning your business, the role’s true requirements, and the operating context—especially quality system expectations and how work moves across teams—so the fit is defined accurately from the start.
Using the information you provide, we conduct targeted research on candidate availability across comparable MedTech and HealthTech environments. We use what we find to shape a focused campaign that reflects how the work is actually done, so strong candidates engage for the right reasons and mismatches drop early.
Once targeting is set, we reach out directly to build a qualified talent pool rather than relying on generic applicants. Candidates are then screened and vetted against the realities that matter here—execution in regulated settings, deployment handoffs, and service accountability—so only genuinely aligned people move forward quickly.
Working closely with each qualified candidate, we guide them through every interview round with clear communication, scheduling support, and practical preparation. We keep expectations aligned on both sides through to the offer stage, then support a smooth transition by confirming scope, pace, and success measures upfront.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in medical technology, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within medical technology. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day-to-day ancillary hiring and higher-level leadership needs within the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
