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She wanted more. We found it.

Daniela had been working for her current company for 10 years when she decided to start considering her options. It was the company she had joined shortly after finishing her studies, and she had slowly worked her way up from regulatory engineer to finally becoming a manager of a small team of 3 people. Working for a mid-sized company, she was reporting directly to the CEO which gave her a lot of exposure to leadership. She slowly became disillusioned with the mindset that compliance was a hindrance to the business, not a facilitator. She wanted to work for a company with a strong culture of quality.

Daniela was a problem solver, adaptable, efficient and able to think outside the box. Speaking to her, we discovered that because she had only had 1 small salary increment during her time, she was not only fantastic, but she was drastically underpaid for her level of experience. She wasn’t money motivated, for her, it was all about the company.

We matched her with one of the best corporations to work for in Medtech, with a real strong culture of quality. She hadn’t really interviewed in a long time, but with some coaching and professional branding,she built up her confidence and technique to go and really aced the interview and got the job. 5 years on,and she is still there, working with a powerful team of regulatory professionals, whose voice is heard!She’s been promoted twice and has doubled her salary, boosted her confidence and improved her happiness at work.

Turning experience into opportunity. 

Marcus wasn’t looking when we first approached him. In fact, he “didn’t like recruiters”. But he was interested in joining our free MDR group to keep updated on the new Medical Device Regulation. Over time, we built trust. One day he said, “you know, I have over 20 years of experience in industry. I would love to be a consultant but I’m not good at sales and I don’t want to be self-employed”.

We introduced him to one of the best niche consultancies in medical devices. They weren’t looking to hire at the time, but because of the value Marcus could bring, they decided to create a custom permanent role just for him. Marcus had access to an opportunity that never would have been advertised, and he didn’t even know this was an option for him at the time. Today, he is a senior director and heads a brand new division within this consultancy that is about to go global.

Matching skills, not matching keywords.

At 9pm at night, over a very static telephone line, we got a call from Jean. He was based in Australia and had heard about Elemed through one of his friends in France. After having lived for the last 5 years working at the TGA focusing on medical devices, he decided it was time to go back to Europe. What’s more, he wanted to switch to industry.

He had made lots of job applications but was getting zero response from any of the HR at the Medtech Companies he was directly applying to. He had had a number of rejections from some of the biggest generalist recruitment companies and couldn’t understand why he was so often rejected.

The problem: this experience was unique, meaning he ranked low and didn’t match on keyword searches.We were able to see the huge value his regulator experience would bring to a manufacturer. We proactively reached out to our network of VPs and CEOs in European medical device companies. Within two weeks, he had 5 interview requests, and 3 offers. Today he is happily living back in Europe, working for a leading implant manufacturer and heading their vigilance division.

Discreetly finding her perfect match.

Natasha was a rising star in her company where she had been for 5 years. During her time, she had built a multilayered team of 20, handled a big remediation project, and begun the transition to the new Medical Device Regulation. But she had hit a glass ceiling. There were no internal options left for her. Frustrated, she didn’t feel she was reaching her full potential. She reached out to us to help her find a senior director role. Natasha was very well known in the industry, and finding a great role, whilst remaining discreet was extremely important.

In this case, instead of shortlisting lots of candidates for one role, we flipped the classic job search model. We shortlisted a number of roles and companies for one candidate. Natasha was able to strategically select who she was most interested in, and together we were able to confidentially target the right employer for her.

However, she didn’t fit all the requirements in the job description, but she knew she could add huge value to the company if she was given a chance. With some interview coaching, speaking to the company and the right positioning, it was a success. Today, you’ll find Natasha heading the whole region of regulatory affairs in EMEA for one of the world’s leading medical device corporations.

Helping rediscover his quality of life.

Thomas had a big role in a notified body for 8 years. He was overworked and his team was understaffed. Working sometimes 14 hours a day, it started to take a toll on his personal life and well being. He knew he needed to make a change, but he didn’t have the time to dedicate to researching companies, sending out applications, and chasing for feedback.

Thomas went through our talent management process. After an initial consultation call, we learnt what he wanted and were able to come up with some unique options he hadn’t even thought about. He got insights into different company cultures. We took care of the application process and organising interviews, so he could carry on with his busy day job. With a direct line to the key decision maker, we provided him with timely, actionable feedback. He got the job and now he works from home (or on a beach) anywhere he wants in the world.