For US MedTech Employers
Hire Your First Commercial Rep
Seed to Series B device and biotech companies do not need a contingency recruiter for their first US territory hire. Post specialty-matched, start free, and reach reps who understand case coverage—not generic “medical sales” keyword applicants.
First-hire focus
For founders hiring rep #1–#5.
Device-ready pool
Specialty signals—not pharma volume.
Free to start
First job post free. No credit card.
Traits of strong first commercial hires
- Comfort building territory from zero—not only maintaining inherited accounts
- Coachability and structured learning during ramp
- Ability to map clinical and economic stakeholders early
- Discipline with CRM, follow-up, and pipeline hygiene on a small team
- Realistic comp expectations for early-stage US commercial roles
Common startup hiring mistakes
- Waiting until FDA clearance or launch week to start recruiting
- Copying Big MedTech comp bands without cash runway context
- Hiring a “logo” rep who cannot operate without large support infrastructure
- Vague job posts that attract pharma or unrelated B2B applicants
A simple first-hire plan
- Define first-hire scope: geography, call points, and 90-day success metrics
- Set transparent comp (base, commission, draw if any) using market benchmarks
- Post on a device-focused board with specialty matching
- Screen for launch behavior with scenarios—not only big-company tenure
- Move quickly once aligned; first commercial hires are existential
Hiring your first US commercial rep?
Tell us your specialty, territory, and timeline.
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