The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients. With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D. Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXO’s, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPO’s, M&A’s, market penetration and IP value for our clients. We know the technology and the global marketplace for medical device including: Surgical – non-invasive, diagnostic, and disposables Plasma Separation and Blood Collection – transfusion therapies, processing systems Infusion Pumps – IV fluids and medications, IV tubing and access devices Heart Rate & Fitness – monitoring systems, blood glucose, blood pressure meters Diagnostic & Monitoring Systems – portable medical devices, wireless, RFID Renal – peritoneal, kidney dialysis, hemodailysis, CRRT Software – medical imaging, blood analyzers Biomedical – preclinical, research and development, nano and neuro We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing. Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.

2. “75% of newly hired executives are having trouble with
interpersonal skills (the ability to build relationships,
collaborate, and influence others).
A troubling finding of the study is that many of these
executives had both strong technical skills and years of
previous management experience and yet they fell short in
the interpersonal area.”
~(American Society for Training & Development 2011)

3. “The Top Areas of Failure and Percentage of Respondents:
Coachability (26%): The ability to accept and implement
feedback from bosses, colleagues, customers and others.
Emotional Intelligence (23%): The ability to understand
and manage one’s own emotions, and accurately assess
others’ emotions.
Motivation (17%): A sufficient drive to achieve one’s full
potential and excel in the job.
Temperament (15%): Attitude and personality suited to
the particular job and work environment.
Technical Competence (11%): Functional or technical skills
required to do the job.”
~Study from Leadership IQ 2009

4. Why risk your stakeholders’ investments on inexperienced
internal recruiters, poor screening by contingency based
search firms, job postings, and generalist retained search
firms? Why hire a B or C Player?
NextGen Global Executive
Search uses a client-focused
proprietary Performance
Based Search methodology
that brings forth “A Players”
each time.
cost effective
speed in delivery
results in recruiting candidates who meet or exceed client
expectations
these new hires positively impact your bottom line.

5. Advanced Medical Devices Focus Areas
Biotech Medical Technologies
Disposables & Surgical
Infusion Pumps/IV Fluids
Human-Implantable RFID Chips/Wireless
Renal/Peritoneal/Dialysis
Software-Medical Imaging/Analyzers
Transfusion Therapies/Blood Collection
Pacemakers/Defibrillators

6. Decision Makers & Senior Executives
Research & Development
Executive Management
Engineering
Operations
Systems
Business Development
Bio-Tech

7. Engineering &
Product
Management

8. Sales, Marketing & Business Development

9. International

10. Our Search Method Defined
We confer with the Client early and often to gain a clear
understanding of BOTH your needs/requirements AND the
corporate goal in filling this position.
Your market position
Corporate vision
Unique attributes of the executive
team
Strengths & weaknesses of the
organization
Key differentiators between you
and your competitors

11. Define Performance Objectives and EVP
Rather than using “typical job descriptions”, we focus on:
What does the candidate taking the job need to do to be successful, not
what the person needs to have.
What a candidate DOES with his or her skills, experiences, and abilities
rather than the HAVING of these.
Define the salary, benefits, career development opportunities, rewards,
culture, and management style.

12. Define the Tangible Skills and Experiences
Required in Your Ideal Candidate
1 Skills/Intelligence 5 Corporate Culture &
Company Lifecycle
2 Education/Experience
3 Adaptability
4 Personal/Professional
6 Accomplishments
Background

13. Identify Key thought processing, reasoning ,
and persistence traits
Intangible Traits of
the Ideal Candidate motivational factors and problem
solving style
conflict resolution skills
planning and organizational skills
execution and project management
techniques
leadership qualities and
relationship building skills

14. Determine the critical goals and major business successes the
candidate will be accountable for producing.
Why does the position exist, or
if replacement, why?
Benchmark
KPI What aptitudes and leadership
qualities are mission critical?
Key
Performance What accomplishments and
Indicators external/internal motivations
are non-negotiable?
Conversely, which are not
needed?

15. Develop the Search Strategy
Perform research in the
vertical market to define the
compensation range, assess
retention rates of your direct
competitors, and review
existing and future market
trends.
We then develop a search
strategy that will identify and
recruit the exceptional talent
you require.
Our delivery from start to
finish is fast, responsive, and
will meet or exceed your
expectations.

16. Sourcing, Interviewing and Screening

17. Series of in-depth Interviews - Drill down to Top 10%
• define usage and accomplishments in the required
Tangible skills of the candidates
• determine the demonstrated Intangible Traits of the
candidates
• document that candidates have the similar corporate
culture, product/service lifecycle and
personal/professional background ideal for internal
communications and external effectiveness.
• detail contacts and relationships within the industry
vertical with investment community, customer decision
makers, and peers.
• assess which candidates have the potential to meet or
exceed the Performance Objectives

18. We confer with the
Client on the steps
we have taken in
the process, the
number of
candidates being
considered, and
timeline update.
This assures the client that the
NextGen GES team is on the
right track and on schedule.

19. Example Behavioral Analysis Measuring the
Quality of Hire
These customized tests
validate the
candidate(s) intangible
traits, aptitudes,
motivations, and
whether he/her is a
Natural Fit for the role.

20. “Behind-the-scenes” industry references.
We confidentially cold call former customers, colleagues,
and vendors that the candidates have worked with; these
reveal the best unscripted references possible.
We conduct a civil background check
and at the client’s request perform a
credit check for CFO or VP Finance.

21. Present the Short List of Candidate Dossiers
Most retained search firms view Short List as Finalist
Candidates.
At NextGen Global, we view the Short List as Preferred
Candidates who meet the parameters of the search
assignment.
These are NOT Finalist Candidate YET as the Client opinions
and preferences need to be heard.
Candidate Dossiers are delivered over
a secure web site. These include
complete info on background, skills,
experiences, accomplishments,
assessments, audio summary of
documented behavioral analysis,
contacts and relationships, industry
reference checks, and scorecards
against the Performance Objectives.

22. After the Client has Reviewed the Short
List, the next step in our Performance
Based Search method is to determine the
Finalist Candidate(s). We work with the
Client to develop two scenarios to be used
in the Final Interviews, which we perform
face-to-face with the candidate(s).
These real-time hypothetical
reasoning and situational scenario
behavioral interviewing techniques
are designed to reveal a candidate’s
leadership, persistence, and
adaptability to fit the specific role
and move your strategy forward.
No other retained search firm includes this STEP
which is ESSENTIAL

23. We videotape the Short List
Candidate(s) Final Interviews
and a Final Assessment is
performed by a Senior
Partner to determine the
Finalists - those who can
meet or exceed the
Performance Objectives.
Client has access to the video
and assessment over a secure
web client.

24. Scheduling Face-to-Face Interviews
and Closing the Candidate
Our Practice Leads have
decades of experience in
negotiating offers with
different compensation
levels including
• Performance MBOs
• Profit based MBOs
• Target Commissions
• Corp. Bonuses
• Stock Options
• Equity & Share Options
• Relocation Package
• Benefits Package

25. High Impact Onboarding
An Investment in Your New Leaders and Executives
Our placements
meet performance
objectives sooner
and are retained
longer.
•Have confidence in the transition process for a new leader or exec.
•Ensure a new leader will be effective in a short time.
•Improve the average retention time of your leaders and executives.
•Gain a competitive recruiting edge for top leadership talent.
•Maximize the chances that the new leader will be engaged quickly
with the company’s culture, the department’s people, and the
executive team.
The unique best practices delivered by NextGen will help you
accomplish all of the above by utilizing a customized, one-on-one,
version of our Renewal™ World Class+ Executive Onboarding Program.
You have invested to hire; now invest to retain and grow.

26. High Impact Onboarding
An Investment in Your New Leaders and Executives
How Does It Work?
Phase Objective Timing
. Goal of Each Phase of Renewal™ Leadership Onboarding
Affirmation Ensure the new leader or executive Begins no later than the Offer Letter
constantly believes he/she made the right and continues through Day 90.
decision.
Welcome Communicate a highly-personalized Begins with the Acceptance Letter and
message of acceptance and attention. continues through Day 30.
Foundation Transfer company, department, and role- Day of Acceptance Letter through Day
specific knowledge, skills, and attitudes for 60.
accelerated competency.
Assimilation Immerse new leaders in the company Most important phase: Acceptance
culture and help them be proud of it. through Day 120 (3 months).
Contribution Within a predetermined number of days or Day 15 through Day 120 and beyond.
weeks, begin to see real productivity from
the new hire and provide a positive
experience that he/she is a contributor.
Growth Begin to see an independence and Day 60 through Day 120 and beyond.
demonstrated insight in the knowledge,
skills and attitudes of the new leader.
Sharing Gain an early ROI by utilizing the Begins when the individual leader’s
“graduates” as Advisors and garnering Renewal™ program is completed at Day
feedback from them and their 180. Execs may be Ambassadors. Leaders
managers can be Advisors.

28. Offices in Chicago, Annapolis, Beverly Hills, Dallas, St. Louis, Nashville,
Sacramento, and London, UK.
Corporate Office: 3 Pembrook Ct., Bolingbrook, Illinois 60440
Craig Hufford, Managing Partner and Practice Lead
Surgical and Medical Devices
Toll Free: (888) 501-5580 x 101
Direct: (630)378-0005
Fax: (888) 505-3656
Outside North America 001-630-560-4412 x101
Mobile: (630) 240-0041
Email: medical@nextgenges.com