The 4 biggest mistakes
Applying too broadly
Applying to everything feels productive, but it usually creates weak messaging and low response rates.
Fix
- Choose a role focus (device/pharma/diagnostics/biotech) and seniority level.
- Set guardrails: territory, travel tolerance, W2/Independent, and comp target.
- Prioritize high-fit roles first—quality beats volume.
Not quantifying wins
“Top performer” and “strong relationships” don’t stand out. Hiring teams look for evidence.
Fix
- Add numbers: quota %, growth, adoption/utilization, pipeline, ranking, awards.
- Define scope: account types, territory size, stakeholder complexity.
- Use 1–2 strong deal stories that show influence and execution.
Ignoring territory structure
A “great role” can be a bad fit if the territory is misaligned to your strengths or lifestyle.
Fix
- Ask what “territory” actually means (accounts, systems, facilities, geography).
- Clarify travel expectations and coverage cadence.
- Confirm how success is measured in the first 90 days.
Not preparing for VACs
Committee-driven buying is common in device and many system-level roles. Candidates get caught off guard.
Fix
- Know the stakeholders: clinical, admin, supply chain, finance, risk/quality.
- Practice value-based narratives: ROI, outcomes, efficiency, standardization.
- Prepare examples of how you influenced adoption beyond one champion.
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