How to Hire Medical Device Sales Reps
in 30 Days (Not 90)
Industry average: 92 days to hire. Top candidates are gone in 18 days. Here is how to cut your timeline by 60 days and win the A-players.
See HowThe Speed Problem
By the time you make an offer, A-players already started somewhere else
Where Candidates Are in Their Search (By Day)
Days 1-7
Active job search, submitting applications
Days 8-18
First interviews happening, considering 2-3 offers
Days 19-30
Best candidates accepting offers and giving notice
Days 31-60
Second tier candidates still interviewing
Days 61-90
Whoever hasn't found a job yet
If you take 90 days to hire, you are fishing from Days 61-90 talent pool
Where 60 Days Are Wasted
| Phase | Traditional | Fast Process | Time Saved |
|---|---|---|---|
| Waiting for Applications | 14-21 days | 1-2 days | 12-19 days |
| Resume Screening | 10-15 days | 2-3 days | 8-12 days |
| Scheduling Interviews | 14-21 days | 5-7 days | 9-14 days |
| Decision Making | 7-14 days | 2-3 days | 5-11 days |
| Reference & Offer | 7-10 days | 2-3 days | 5-7 days |
Fast vs Slow: What You Actually Get
Fast Company (30-40 days)
30-40 days
A-players with multiple offers
You are one of first 3 companies they interview with
60-70% (if you make offer)
Best available talent
Slow Company (90+ days)
90+ days
B/C players still looking after 3 months
You are their 8th interview, probably their backup option
30-40% (competing with their current offers)
Who's left after A-players are gone
What Happens While You Are Slow
Still waiting for applications to come in
Already screening 12 pre-qualified candidates
Finally starting to screen 200 resumes
Conducting final interviews
Scheduling first round interviews
Making offers to top 2 candidates
Conducting second round interviews
New hire gave notice, starting in 2 weeks
Finally making offer to your top choice
New hire already ramped, covering cases
4 Ways to Accelerate Your Hiring
Start with Pre-Screened Pool
Access specialty-matched candidates immediately, no waiting
Use platform with ready candidate pool
Reduce Interview Rounds
Two interviews max (hiring manager + team) instead of 4-5 rounds
Empower hiring manager, streamline process
Parallel Process Steps
Run reference checks while finalizing offer, do not wait sequentially
Process optimization
Fast Decision Framework
Clear scoring criteria, no committee approval needed
Decision authority at hiring manager level
Fast Hiring Checklist
Pre-Screened Candidate Source
Eliminates 14-21 day wait for applications
Use specialty platform or maintain candidate pipeline
Clear Job Requirements Documented
No mid-process requirement changes that slow things down
Written JD with must-haves vs nice-to-haves
Streamlined Interview Process
Each additional round adds 7-10 days
Max 2 rounds: hiring manager + team/leadership
Hiring Manager Authority
Committee decisions add 5-10 days minimum
Empower manager to make final decision
Offer Template Ready
Legal review can add 3-5 days
Pre-approved offer template with salary ranges
Fast Response Commitment
Candidates lose interest if you go dark for days
24-48 hour response time policy
The ROI of Hiring Fast
Plus you got the A-player instead of leftover candidate
Start with Pre-Screened Candidates on Day 1
Skip the 14-21 day wait for applications. Get matched with qualified candidates immediately and start interviewing within 48 hours.
Hire Faster
Get pre-screened candidates day 1, not day 21
Get Started
Tell us about your hiring needs and we'll show you how MedSales Network can help you find qualified candidates faster.