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

  1. Define first-hire scope: geography, call points, and 90-day success metrics
  2. Set transparent comp (base, commission, draw if any) using market benchmarks
  3. Post on a device-focused board with specialty matching
  4. Screen for launch behavior with scenarios—not only big-company tenure
  5. 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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