Talent Strategy: The Growth Lever You’re Missing

Are You Limiting Your HealthTech or MedTech Company's Growth Potential with The Wrong Talent Acquisition Strategy?

As a board director of a UK-based #HealthTech or #MedTech SME, you're facing a critical challenge: attracting exceptional leadership talent in one of the most competitive sectors in today's market.

The painful truth? The approach most companies take to executive recruitment is fundamentally flawed.

Why Your Current Approach May Be Failing You

Many growing HealthTech and MedTech companies rely on contingency recruiters who present a handful of "available" candidates—typically professionals actively looking for new roles or those already in multiple recruitment processes.

This creates three significant problems:

1. Limited talent pool: You're only seeing candidates who are actively job-seeking, missing the 70-80% of high-performing executives who aren't actively looking but would consider the right opportunity if someone knocked on their door
2. Misaligned incentives: Contingency recruiters are motivated to place candidates quickly rather than finding your ideal leadership match which could take weeks and months rather than days
3. Inadequate sector expertise: Generic recruiters often lack the deep industry relationships and technical understanding needed to evaluate and attract specialised HealthTech/MedTech talent.

The Executive Search Difference for HealthTech/MedTech Companies

Leading UK HealthTech/MedTech SMEs are gaining competitive advantage by partnering with executive search firms such as Collingwood Executive Search  that specialise in YOUR sector.

Here's why:

Access to the Complete Talent Landscape - Executive Search firms methodically map the entire relevant talent pool, identifying and approaching high-performing leaders who precisely match your requirements—even when they're not looking to move

Strategic Partnership - A specialised executive search firm becomes an extension of your board, gaining a deep understanding of your strategy, culture, and vision to identify leaders who can truly drive your growth objectives

Enhanced Candidate Experience - Top-tier candidates expect a professional, discreet approach. Executive Search firms provide a sophisticated recruitment experience that reflects positively on your brand and increases acceptance rates. Furthermore, candidates may say no to or be rejected by you and you would prefer them to be your future advocates having enjoyed a great experience

Diversity of Thought and Background - Looking beyond the "usual suspects" allows you to build leadership teams with varied experiences and perspectives—a proven driver of innovation in the HealthTech/MedTech space. Left field and right field candidates should be evaluated in addition to the candidate specification you have invested time to create

The Cost of Compromise

The financial impact of a sub-optimal leadership appointment in HealthTech/MedTech is substantial:

• Delayed product development timelines
• Missed market opportunities
• Challenges in securing next-round funding
• Difficulty attracting additional talent

Meanwhile, the right leadership appointment can accelerate your time-to-market, strengthen investor confidence, and create a magnetic culture that attracts further talent.

Questions to Consider

• Is your current recruitment approach giving you access to the full spectrum of potential leaders?
• How much growth potential are you leaving unrealised with "good enough" rather than ideal leadership appointments?
• Does your recruitment partner truly understand the unique challenges and opportunities in the HealthTech/MedTech sector?

If you're ready to elevate your approach to leadership acquisition and unlock your company's full growth potential, I'd welcome a conversation about how a specialised executive search partnership could transform your talent strategy.

Feel free to message me directly to schedule an introduction call.