Your medtech recruitment specialists
Nexus IT Group is your trusted recruiting partner for MedTech hiring, connecting medical device, diagnostics, digital health and connected care companies with the engineers, regulatory specialists and product leaders who build technology that keeps patients safe. MedTech sits at the intersection of software engineering, hardware development and stringent regulatory compliance, which means the candidate pool is genuinely specialized. Engineers who can build to FDA Class II or Class III standards, who understand IEC 62304 and ISO 13485, who can navigate HIPAA and work cleanly within validated environments are some of the hardest to find in technology. Our MedTech recruiters know how to identify, engage and evaluate this niche talent, building relationships with passive candidates so that when we present a role, it lands with credibility.
Why MedTech talent is so difficult to hire
Building technology for healthcare carries a level of consequence that most software environments don’t share. A defect in a consumer app is an inconvenience, while a defect in an infusion pump or a diagnostic imaging algorithm can affect patient outcomes. The engineers who excel in this environment are wired differently. They tolerate rigorous documentation, embrace verification and validation cycles, and understand that regulatory filings shape the product roadmap as much as customer feedback does. Adding to the challenge, MedTech companies often compete for talent against well-funded consumer tech firms offering higher base salaries plus richer equity packages. Our staffing services help you craft a value proposition that resonates with MedTech talent, emphasizing the mission, the engineering rigor and the long-term durability of the work rather than just the compensation.
How Nexus solves MedTech hiring challenges
The vocabulary alone in MedTech can defeat generic IT recruiters. There is a meaningful difference between an embedded engineer who has shipped a 510(k) device and one who has only worked on consumer wearables. There is a meaningful difference between a regulatory affairs specialist focused on FDA pre-market submissions and one focused on EU MDR. Our MedTech recruiters know these distinctions and can quickly assess whether a candidate’s specific experience maps to your specific role. We coach hiring teams on how to structure interview loops that test for both technical skill and regulatory fluency, and we coach candidates through the unique aspects of MedTech hiring including discussions of design history files, risk management, post-market surveillance plus the cadence of release cycles in validated environments.
Whether you’re a hiring manager with a difficult MedTech role to fill or a professional considering a career shift, we would love to chat about your needs and how Nexus can help. Similar to technology roles across industries, the MedTech sector is evolving quickly, and having an experienced professional on your side can help you successfully navigate this changing landscape. Even if you just want some insights into how our recruiters help connect talent with MedTech opportunities, we hope you’ll reach out so we can share our expertise and help your company or career continue to move forward.
Join the many companies that staff their roles with our medtech talent
Nexus IT Group will quickly staff your open medtech roles with high-quality committed candidates
81%
of our successful candidates are submitted within one week
92%
of our candidates will accept your offer
96%
of our candidates are employed with your firm after 12 months
We offer a range of services to meet your recruiting needs
Executive Search (Retained)
Direct Hire
Contract Staffing
Recruitment as a Service
We have filled a variety of medtech roles
- AI Medical Imaging Engineer
- Bioinformatics Engineer
- Chief Technology Officer (MedTech)
- Clinical Systems Engineer
- Computational Biology Engineer
- Connected Devices Engineer
- Digital Health Engineer
- Director of Engineering, MedTech
- EHR / EMR Developer
- Embedded Software Engineer
- FDA Regulatory Specialist
- Firmware Engineer
- HIPAA Compliance Engineer
- HL7 / FHIR Integration Engineer
- Head of Digital Health
- IEC 62304 Software Engineer
- Internet of Medical Things (IoMT) Engineer
- MedTech Product Manager
- Medical Device Software Engineer
- Medical Imaging Software Engineer
- Quality Assurance Engineer (Medical Device)
- Regulatory Affairs Specialist
- Senior Software Engineer (Medical Devices)
- Software Engineer (Medical Devices)
- Telehealth Platform Engineer
- VP of Engineering, MedTech
- Verification and Validation Engineer
What our medtech clients have said about working with Nexus IT Group
The great thing about nexus IT group is that it has a smaller family feel, but they are able to deliver IT candidates better than the largest IT staffing suppliers that we work with. They have delivered high quality cyberesecurity professionals for several years to our firm.
I’ve been in Talent Acquisition for 15 years and have used many IT staffing firms over the years. I highly recommend Nick and nexus IT group over any other IT staffing services. nexus’ commitment to quality and delivery is top tier. They take the time to understand your needs, provide thorough screening, and make sure that candidates have a positive on-boarding experience.
Working with nexus IT group has made my job much easier. Having a recruiting firm who specializes in IT and within my industry, and who understands our specific culture and hiring needs has been instrumental in our talent acquisition talent strategy.
Capital One has used nexus IT group’s recruitment services for a number of IT positions at varying levels, over the past 4 years. We’ve had a high success rate working with nexus IT group which is a testament to the caliber of their work and their internal sourcing and vetting practices.
I’ve dealt with a lot of hiring firms in my 18 years in the investment banking profession, and the majority of them have been awful to mediocre at best. Dealing with Nexus IT Group, on the other hand, was a breath of fresh air. After only one one opening, I was blown away by the quality and quantity of resumes I received. Nexus IT Group pays close attention to my demands and requirements. As a result, the individuals who were referred to me were excellent fits for our open positions. I appreciate the personal and professional expertise you offer to the process.
SAIC provides government services to several federal agencies across the US. We needed to recruit several new cybersecurity talent for our growing practice area. Travis quickly understood our business and the requirements of each cybersecurity need. nexus IT group showed patience, flexibility, and expertise in the search process. If you’re looking for good cybersecurity recruiters then you can’t go wrong with nexus IT group.
It is hard to put into words what nexus IT group has done for our organization. nexus IT group knows exactly what we look for and they get the right candidates 99% of the time. Anyone looking to hire tech talent would be lucky to have nexus IT group on their side. They have great work ethic, responsive, and a wide array of market knowledge.
We’ve enlisted the help of a number of IT recruiting firms in the past. Nexus IT Group has contributed to the success of many great hires by working professionally, diligently, and efficiently. We contacted Nexus IT Group after being introduced to them, and we were instantly impressed by their promptness and ability to focus on our needs. We received 3 resumes the same day and 3 more the next day, and we were able to hire four people in less than a week. We added an additional individual through Nexus IT Group a few weeks later as a result of vast network, service and professionalism. I highly recommend working with Nexus IT Group.
Our medtech staffing skills keep our clients coming back
Senior Embedded Software Engineer
A surgical robotics company tasked our MedTech recruiters with hiring a Senior Embedded Software Engineer who could lead firmware development for a next-generation Class II device. The role required deep C/C++ experience on real-time operating systems, plus a track record of shipping firmware that had cleared FDA review under IEC 62304 Class C. The candidate also needed to work onsite in a secondary tech market. Our recruiters mapped the embedded MedTech talent pool nationwide, sourced 213 candidates from medical device manufacturers and contract development organizations, screened 28 then submitted seven. The client interviewed five and made an offer to a candidate willing to relocate from out of state. The hire closed in 38 days, which was less than half the time their internal team had budgeted.
Director of Regulatory Affairs
A growing digital therapeutics company preparing for its first FDA De Novo submission retained our MedTech recruiters to hire a Director of Regulatory Affairs. The challenge was finding someone with software-as-a-medical-device experience specifically, since most regulatory directors come from hardware backgrounds. Our team built a target list of 134 regulatory leaders with SaMD experience across digital therapeutics, AI diagnostics and connected health companies. We submitted six candidates, the client interviewed four and extended an offer to a candidate previously leading regulatory at a digital health unicorn. The new hire took the FDA submission across the finish line within nine months of joining.
AI Medical Imaging Engineer
A radiology AI startup needed to hire three AI Medical Imaging Engineers with experience training and validating deep learning models on DICOM imaging data, plus the rigor required for FDA submissions. Most ML engineers had never worked with medical imaging data and most medical imaging engineers lacked modern deep learning experience. Our MedTech recruiters built a custom outreach to a hybrid talent pool that included academic medical AI labs, established imaging companies plus a handful of well-funded AI radiology startups. We contacted 267 candidates, screened 34, submitted ten and the client hired three over two months.
VP of Engineering, Connected Devices
A medical device company expanding from standalone hardware into a connected care platform asked our recruiters to find a VP of Engineering who could build the cloud and mobile organization that would sit alongside the existing firmware team. The role required someone fluent in cloud architecture, mobile development and IoMT security who could also navigate the cultural transition of bringing modern software practices into a regulated environment. Our team mapped 98 leaders across MedTech, digital health and consumer connected devices then presented a shortlist of five. The client conducted full panels with three finalists and made an offer to a candidate who had previously led engineering at a connected health platform serving over two million patients.
Nexus IT Group recruits nationwide including these cities
Frequently asked questions about medtech recruiting
To nexus IT group placement is an art, one that requires the proper alignment of talent with opportunity, experience with need, personality with environment, and aspirations with value. The MedTech hiring space is fast-paced, highly competitive recruiting environment that offers big opportunities for MedTech candidates. Our full-cycle recruiting system is a 51 step touchpoint process from start to finish. Our engagement process starts with a discovery call to understand the needs of the role including the regulatory classification of the product, the development methodology and the specific technical stack. With this series of questions our MedTech recruiters are able to build a sales cadence that we will use to deploy a multi-touch recruiting cadence precisely and accurately to hundreds of candidates that fit the expectations of the role. Once our targeted search is executed, we spend a series of 3 calls to get to know the candidates’ needs, wants, and future career interests. Once we’ve created a shortlist of qualified and fully vetted candidates, we will deliver our top 3 to 4 candidates to the MedTech hiring manager. Once the interview process starts we work with the candidate and the hiring team to make sure communication is responsive and transparent. Once a candidate is placed, we stay in touch with the placed candidate for 2 years just to see how things are going.
Our candidate sourcing can be described in 3 words: Identify. Engage. Toolstack. Typically, the best job prospects are those who are passive. This indicates that they are not actively seeking employment. As a result, they are not surfing the Internet in search of online job postings. And because they are not viewing online job postings, we have developed a robust and 100% outbound recruiting strategy. We begin our sourcing strategy by creating a candidate persona. Once we have successfully created the candidate persona, we will then create a content strategy that will attract top talent in the MedTech space. Once we’ve developed our cadence we will use a number of sources to scour the web to get our message in front of the right candidates. Strategies include searching our database, sourcing for referrals, sourcing from specific organizations, LinkedIn, AAMI and RAPS member directories, HIMSS attendee networks, alumni boards from medical device manufacturers, GitHub plus many other specialized MedTech sites. We craft highly personalized messages that drive above industry reply rates. Our recruiting strategy is to begin conversations with passive candidates to learn about their future career interests, needs and wants then align those needs with future openings with a high-touch approach.
Currently our 1 year retention rate with our MedTech clients is running right at 97.12%.
The MedTech hiring environment moves at a deliberate pace given the regulatory considerations, but our team of MedTech recruiters are trained to work quickly and accurately. The time required to send qualified candidates to the MedTech hiring manager varies based on the position you are seeking to fill and the challenges we will face such as lower than market compensation, bonus concerns, slow feedback, onsite expectations, security clearance requirements and other variables. We can deliver applicants on the day of contract signing, within a few days, or within a few weeks.
We’ve spent a great deal of time recruiting in the MedTech space and have had the distinct pleasure of collaborating with companies building technology that directly improves patient outcomes. From surgical robotics to AI diagnostics to digital therapeutics that help patients manage chronic conditions, the work has real human consequence. From our perspective, helping put thoughtful, rigorous engineers in front of these problems is some of the most meaningful work in technology recruiting.
MedTech recruiters specialize in a specific market sector. Every day, our MedTech recruiters contact a specialized set of candidates working with medical devices, digital health, diagnostics, regulatory affairs and clinical systems. When starting a new search, our team has a pool of personally-known candidates to call immediately. The point is that specialized MedTech recruiters sprint out of the gate more effectively than staffing firms that go back to the drawing board for each search.
When employers receive a resume from a MedTech recruiting firm, there is a high probability that they are familiar with the individual. Our clients trust that we have thoroughly screened the candidate over a series of multiple conversations and that they will be worth the hiring manager’s time to interview.
Another benefit of using a specialized MedTech recruiting firm is you will experience less of a “resume broker” relationship and more of a “sector expert.” We spend countless hours every day conversing with MedTech prospects and hiring managers, making us more “in the know” about the MedTech space. MedTech recruiters can provide insight into the landscape of employment, equity, compensation as well as the most recent candidate hiring and retention challenges across regulated environments.
Ultimately, MedTech recruiters have access to a concentrated pool of candidates, resulting in increased efficiency during the hiring process and the ability to establish long-lasting relationships with the industry’s top talent.
Though we have several different practice areas such as cloud staffing, cybersecurity staffing, data science staffing, devops staffing, digital marketing staffing, private equity staffing, government IT staffing and software development staffing, our MedTech recruiters are hyper focused on clients in the medical device, digital health and diagnostics space. Our MedTech recruiting team has successfully worked with clients ranging from venture-backed startups to publicly traded medical device manufacturers.
Whether you’re recruiting for a Senior Embedded Software Engineer, Regulatory Affairs Specialist, Medical Imaging Engineer or Digital Health Product Manager, our recruiting solutions have you covered. Our hires range from just about anything you can imagine that a company would need when hiring MedTech talent, including non-tech roles like Head of Regulatory, VP of Quality, Chief Medical Officer and many more, with a niche focus in MedTech staffing.
Our MedTech recruiters use a series of stages to make sure we minimize candidate fall out during the recruiting cycle. Our recruiters will perform an in depth conversation where they work to uncover the needs, wants and desires of the candidate’s next career move. We ask candidates specific skillset questions covering regulatory experience, software lifecycle standards, verification and validation practices plus the device classifications they have shipped against. If the team feels that there’s a fit then another person from our team will speak with the candidate. If the 2 nexus reps feel that there’s a good fit then we ask the candidate to complete a 4 question feedback form so we can better understand if the role is a good or great fit. Once we receive the candidate’s feedback we will perform a “Lockdown” conversation where we ask a series of questions around counteroffers, interview stages, target salary expectations and much more. If this goes well then we will submit the candidate for client review.
First, it is incredibly difficult for MedTech hiring managers with little time to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the MedTech field where the talent pool is small and engineers are often discouraged from public-facing profiles. They prefer to hear directly from the engineering leader, which brings us to the third challenge: recruitment is a full-time, highly specialized profession for which MedTech hiring managers do not have time.
Our MedTech recruiting fee is 22% to 25% of the candidate’s first year base salary. We do our best to find a payment structure that works best for your team.
Our MedTech recruiters are paid by the companies for which they place candidates. Your MedTech recruiter does earn a commission if you are hired, but the commission is paid by the company that hires you. Our recruiting fee isn’t taken out of your salary and it doesn’t lower the salary that you would be offered. Another misconception is that if you are presented by a recruiter, and another candidate is not, that you would be at a disadvantage because you have a fee associated with you getting that role. In our experience companies are seeking the best person for the job and they are not concerned about a fee being paid at that point. In fact, candidates that work with recruiters actually tend to make more than those who job hunt alone.