1.2k+ Happy Hires
QOP Med Tech’s recruiting approach is calibrated to operators who’ve already performed where regulation and uptime are non-negotiable across devices, diagnostics, and connected health platforms. Instead of generic “transferable” profiles, the focus stays on track records in audit-ready execution, disciplined change control, and steady coordination across product, service, and client teams during high-stakes provider rollouts. That specificity matters as quality expectations tighten and U.S. customers push harder on interoperability and prior-authorization automation.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch at QOP Med Tech means staying close to how work actually gets done in MedTech and HealthTech—hands-on, personalized communication that reflects the realities of regulated quality systems, provider deployments, integrations, and scaled admin enablement delivery. We translate the real constraints behind the title (change control as QMSR enforcement nears, FHIR-based interoperability builds, prior-authorization turnaround pressure) into clear expectations, represent the role and brand precisely, and flag fit risks early to reduce mismatches and interview waste.
Over 14,000 candidates engaged on a monthly basis.
of experience in the MedTech industry
average time to hire, from intake call to top candidate accepting an offer.
Before QOP Med Tech can find you the perfect candidate, it’s essential to establish the foundation for an effective recruitment campaign. We start by learning your company, the role’s true requirements, and the operating context—especially compliance and reporting expectations—so we have a clear picture of the ideal fit.
Using the information you have provided, we conduct in-depth research based on targeting and real candidate availability in MedTech and HealthTech environments. We then use that insight to shape a focused recruitment campaign that reflects how the work is actually done, so interest is driven by accurate role alignment rather than generic appeal.
Once the exact targeting has been identified, we immediately reach out to potential candidates to build your ideal talent pool. Applicants are then screened and vetted against the realities that matter here—execution in regulated settings, cross-team handoffs, and client delivery pressure—so we quickly confirm who genuinely meets your standards.
Working closely with every qualified candidate, our team guides them through each interview round with steady communication, scheduling support, and clear preparation. In the final phase, QOP Med Tech assists with negotiations and keeps expectations aligned so the candidate’s transition to your team is smooth and successful.
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 medtech, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
QOP Med Tech translates your brief into clear, non-negotiable criteria for experience, scope, and outcomes, then speaks directly with matching professionals to confirm depth, alignment, and readiness before presenting only true fits for your role and environment.
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 in medtech. 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
