Our process makes us unique

Our clients come back — and feel comfortable referring us to colleagues — because we deliver.

Our exclusive focus on the medical industry enables us to understand our clients' needs as few search firms can. We find the right candidate the first time.
Known and respected throughout the industry, we have the ability to network with executives in top companies. We'll find the right candidate for you.
Our size makes us agile. We adapt quickly to the changes in the dynamic medical device industry. We're on top of the trends and find candidates who are too.

Here's how our process works:

Position Specification

We begin the search by asking specific questions designed to identify potential candidates.

Search Strategy

Experience in — and passion about — the medical device industry are necessary to develop a successful search strategy. Our experience and vision help us devise the best strategy for each search. Constant innovation and many new startup companies make it difficult to keep a finger on the pulse of the industry. Our strategy involves developing a list of market segments where ideal candidates may work and then determining the companies in that segment. Because key technologies are being developed in small startups, or hidden in large companies, we rely on our knowledge and industry reach to identify where possible candidates can be found.

Candidate Identification

Once we compile a list of prospective candidates for a position, we gather background information on the candidates from our industry contacts and resources. Relying on our long-term industry relationships, we gather information about candidates' qualifications, interests, and potential fit as a member of the client's executive staff. Our goal is to find the right candidates, even if they aren't actively looking. The ability to approach key executives, and turn them into lead candidates can only be learned through experience. It's a craft that has been perfected by Leading Edge's founder, Roger Brooks. Clients who know Roger well confidently turn over their top leads to him knowing he’ll deliver the right candidate.

Candidate Evaluation

We all want some sort of test or equation that will tell us who to hire. Unfortunately it's not that easy. Measurement techniques and tools fall short. Insight and intuition gained through years of interviewing and executive evaluation are the best tools. It has been our experience that, "past predicts future" when it comes to selecting the best person for each position. Our clients rely on our experience to guide their search to a successful conclusion.

Due Diligence

This work is crucial and often begins before the first meeting with the candidate takes place. We work closely with the employer and gather information about the candidate from outside sources. This information helps create an objective view of the candidate. It serves to identify the candidate's strengths and weaknesses as they relate to the position and the client’s corporate goals.

Presentation of Offer and Completion of Assignment

Experience has taught us that it is vital to discuss the offer at the onset of an assignment as well as throughout the interview process. We qualify and re-qualify both our clients and candidates to assure that if everything moves forward as expected, both are ready to commit. Nothing is more disappointing than investing significant time and resources in recruiting a key executive and having everything fall apart at the offer. To prevent those last-minute glitches that occur in many executive searches, the offer must be discussed by both parties early in the process. Our experience in leading those discussions, keeping communication open, and asking the difficult questions, prevents last-minute surprises from occurring.