Let’s just call it what it was.
2025? Brutal.
Terrible, honestly. One of the worst years we’ve seen in a long time in the Medical Device job market. Hiring didn’t just slow down – it stopped in specific areas.
And it wasn’t because companies were failing. That’s the part people get wrong.
The industry itself was still strong. According to Ernst and Young, the global medical device market continued pushing past the $600 billion mark and growing steadily year over year. But at the executive level? Everyone just held tight. Nobody wanted to make the wrong move, so they made no move at all.
It created this weird kind of paralysis across the industry.
Everything Just Froze
We saw it every day.
There weren’t many high-level roles. Most of what was open leaned more junior. Not in a bad way – but the strategic, leadership hires? They just weren’t happening.
At the same time:
- Investment slowed way down
- Startups weren’t getting funded
- Executives weren’t leaving their roles
- And candidates? Some of them were sitting on the market for months and months
Candidates who have a phenomenal background – exactly the kind of person who normally gets picked up quickly – could be searching for more than six months. That just didn’t happen before.
Now? It’s Moving Again.
Fast forward to 2026, and the difference is noticeable.
Not perfect. But better.
We’re seeing:
- More high-level roles open up
- Investment starting to flow again
- More acquisitions
- More conversations turning into actual hiring
First quarter of 2026? Pretty good.
And we’re already seeing that show up in the numbers too. Some medtech-related roles (like equipment techs) are projected to grow 18%+ through 2033.
And what’s interesting is: nothing dramatic changed externally.
This wasn’t some big economic flip.
It was a mindset shift.
“We Can’t Wait Anymore”
What we’re hearing now from executives is different.
Last year, every conversation sounded the same: “We’re holding.” “We’re waiting.” “Let’s see what happens.”
Now?
It’s more like: “Alright. This is the environment. We’ve got to move.”
There’s an acceptance that this is the market and if you want to grow, you have to operate inside it.
And investors are feeling that too.
They’ve had money sitting. For a while. And now they’re pushing to deploy it.
Hiring Is Back but It’s Choosier
This isn’t a return to post-COVID hiring.
We’re not seeing “let’s hire everyone we can” anymore. That phase? That got cleaned up last year.
Companies cut the excess. Streamlined. Got more efficient.
Now they’re hiring again, but it’s intentional.
Not shotgun hiring. Strategic hiring.
They’re asking:
- Who do we actually need?
- What roles drive growth?
- Where do we need real expertise?
And when they find that person that meets their requirements, they make a move.
There’s Still a Window Right Now
This is important.
There are strong candidates on the market right now.
People who, in a hotter market, wouldn’t be available.
And that’s happening at the same time the industry is still dealing with a longer-term talent gap: demand for specialized med device/medtech talent continues to outpace supply globally.
Here’s an example of the type of talent available on the market: deep experience in strategic accounts, knows how to navigate hospital buying groups, has real relationships. The kind of person who can move the needle fast.
She’s open to stepping into a slightly different role right now just to get into the right company.
That doesn’t last forever.
Candidates Are Being Careful.
At the same time, candidates have changed too.
They’re not jumping just to jump.
They’re asking better questions:
- How is the company funded?
- What does the runway look like?
- Is there real growth here?
- What’s the culture actually like?
They’re more selective.
And honestly, that’s a good thing. An interview should go both ways.
Because when they do make a move, it’s for the right reasons, not just because something opened up.
There’s a Reality People Are Accepting in Med Device
There’s nothing permanent anymore.
Not at big companies. Not at startups. Not anywhere.
People are starting to accept that:
- A role might be a 2–3 year run
- Companies might get acquired
- Things can change quickly
And zooming out, that makes sense. Healthcare and medtech have been among the fastest-growing sectors over the last several years, but that growth comes with constant change and movement.
And instead of resisting that, they’re factoring it into their decisions.
Not All Markets Feel the Same
We also see a difference internationally.
European and Japanese companies, especially privately held ones, tend to think longer-term. There’s more stability. People stay longer.
In the U.S., it’s harder to offer that.
More acquisitions. More pressure. More change.
Candidates know that too and it shapes how they evaluate opportunities.
What’s Next?
If you’re a company:
Now is a really good time to make the hires that actually matter. Because the market is moving, but it hasn’t sped up all the way yet. You still have access to people you probably won’t have access to in 6–12 months.
But you’ve got to be clear:
- What role matters most?
- Why should someone join you?
- And can you move quickly when you find the right person?
If you’re a candidate:
You’ve got more opportunity but also more responsibility.
Be selective. Ask the right questions. Make sure the move actually makes sense.
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