Key Client Insight: 8 Years of Consistent Recruitment Success in Med Tech
Working in partnership with clients is at the heart of delivering exceptional recruitment outcomes in the Med Tech sector. To maintain the highest standards, I regularly review performance data, and I wanted to share some insights from one key client account over the past eight years.
Recruitment in Med Tech often feels fast-paced and reactive, but when you step back and analyse long-term data, clear patterns emerge: consistency, quality, and reliability across regions and roles.
8-Year Recruitment Performance Overview in Med Tech
Over 323 assigned roles across EMEA, including BENELUX, NORDICS, DACH, and IBERIA, the results speak for themselves:
- 942 CVs submitted
- 686 candidates interviewed
- 128 successful placements
- 3.1 CVs per role on average
- 74% average interview-invite rate
- 40% fill rate compared to PSL suppliers and internal recruitment teams
These metrics reflect a Med Tech recruitment model focused on precision, quality, and suitability, proving that a data-driven approach consistently outperforms reactive hiring.
Key Med Tech Recruitment Insights from the Data
1. High Interview-Invite Rates = Strong Shortlisting
Across most years, 70–80% of submitted candidates were invited to interview.
For clients, this means fewer CVs to review and faster, higher-quality hiring decisions.
2. Quality Over Quantity
Submitting an average of just 3.1 CVs per role while achieving high interview and placement rates demonstrates a deep understanding of client requirements and alignment with the specific needs of Med Tech roles, including sales, marketing, engineering, regulatory, clinical training, and leadership.
3. High Fill Rate Despite Competition
Achieving a 41% fill rate while competing against PSL suppliers and internal recruitment teams shows the ability to outperform established hiring channels across EMEA.
4. 128 Successful Placements
Each placement represents a career advancement, and a Med Tech team strengthened from technical specialists to senior leadership.
What Med Tech Clients Value Most
Clients consistently highlight the importance of:
- Well-matched industry candidates who understand both the market and company culture
- Transparent, honest partnerships that combine industry expertise with local EMEA knowledge
- Delivery on challenging, niche, or time-sensitive roles across sales, marketing, engineering, regulatory, clinical, training, and leadership
The performance numbers above validate what clients experience firsthand: a high-quality, relationship-driven approach delivers superior recruitment outcomes in Med Tech.
Looking Ahead to 2026: Accelerating Med Tech Hiring
If your organisation is serious about accelerating hiring, upgrading your team, and delivering measurable results in 2026, partnering with a specialist recruiter can make all the difference.
Without a focused recruitment partner, roles remain open for months, revenue is lost, internal teams are stretched, and top talent never hears about your opportunity. Momentum drops. Quality drops. Opportunities are missed.
A specialist Med Tech recruitment approach brings speed, reach, and precision. You gain access to candidates who are not applying, not visible, and not on job boards, along with a process that protects your time and delivers shortlists that solve real business challenges.
Get in touch with our Med Tech recruitment team on +44 1423 813456 or email us at [email protected].
Here’s to a successful hiring year ahead in Med Tech!
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About the Author
DAVID THOMAS
MedTech and Life Sciences Director
I’m David, I head up the MedTech and Life Science division here at Prospect Health. I have worked in recruitment since 2007, specifically in the Medical Tech & Life Science sector since 2010. I feel incredibly lucky to work in such a fascinating sector, where our clients provide cutting edge life influencing products that improve and often save people’s lives on a daily basis!