The most common mistakes
Hiring for “industry” instead of selling environment
Why it hurts
Device vs pharma vs diagnostics matters—but care settings, stakeholders, and buying dynamics matter more.
Fix
Define the selling environment upfront (care setting, buyer types, VAC/procurement exposure, cycle length) and filter candidates accordingly.
Unclear territory definition
Why it hurts
Vague territory scope creates misalignment, weak pipelines, and early turnover.
Fix
Specify coverage, travel expectations, account types, and how success is measured in the first 90 days.
Overweighting the resume, underweighting proof
Why it hurts
Titles and brand names are easy to list. Deal stories, quota math, and outcomes are harder—and more predictive.
Fix
Screen for measurable wins (attainment, growth, adoption/utilization), ownership, and stakeholder influence—not just logos.
Inconsistent interviews across the team
Why it hurts
Different interviewers ask different questions and evaluate “fit” differently—leading to slow decisions and bias.
Fix
Use a shared scorecard and structured prompts so candidates are evaluated consistently across interviewers.
Moving too slowly on high-signal candidates
Why it hurts
Strong candidates exit the market fast. Slow loops and weak follow-up lose top talent.
Fix
Shortlist faster, message quickly, and align interview steps before you post. Use video pitches to speed first-pass screening.
Why resumes alone fail
Resumes are useful for history—but they’re weak at predicting execution in a specific territory. Titles vary across companies, and brand names don’t tell you:
- Whether the candidate owned outcomes or supported a team.
- How they navigate stakeholders (clinical, admin, supply chain, VAC/procurement).
- How they plan a territory and build pipeline.
- How they explain value clearly under pressure.
The cost of slow—or bad—hires
Time-to-hire drag
Delays cause pipeline gaps and missed revenue in active territories.
Hidden cost
Bad hires impact onboarding time, manager bandwidth, and account relationships.
Team disruption
Turnover creates churn across customers, reps, and internal stakeholders.
How MedSales Network fixes these issues
Role-fit filtering
Filter by segment, territory, care setting, W2/Independent, seniority, and comp band.
AI Candidate MatchingBetter candidate signals
Structured profiles emphasize outcomes, territory scope, and stakeholder experience.
Candidate QualityConsistent evaluation
Scorecards and interview insights help teams evaluate consistently and reduce bias.
Interview Score InsightsFaster screening
Use video pitches to assess communication and confidence before scheduling interviews.
Video Candidate ProfilesWant to hire with more confidence?
Post a role, filter for fit, and evaluate consistently—so you can move faster on the right candidates.