Our Six-Week Onboarding Process
Our onboarding program is intentionally designed to transform high-potential candidates into job-ready medical device professionals. Every step is guided by experienced Medical Sales Agents and aligned with real employer needs.
Week 0: Candidate Evaluation & Role Alignment
Before onboarding begins, each candidate undergoes a comprehensive evaluation. Our Medical Sales Agents assess:
- Clinical aptitude and learning velocity
- Professional communication and coachability
- OR readiness potential
- Geographic and employer demand
Based on this evaluation, the Medical Sales Agent determines the best role alignment for the candidate.
Candidates Are Placed Into One of Four Specialties:
- Orthopedic Reconstruction
- Orthopedic Spine
- Orthopedic Extremities
- Orthopedic Sports Medicine
This decision is made exclusively by our Medical Sales Agents, who work directly with assigned employers in specific geographies. Because they are actively engaged with hiring managers, they understand:
- Which roles are available
- What each employer expects
- Where a candidate has the highest probability of success
This ensures training is purpose-built for real, open positions—not hypothetical roles.
Weeks 1–4: Full-Time, Physician-Led Online Training
Once a specialty is selected, candidates enter a full-time, four-week online training program focused entirely on their assigned area of expertise.
Weekly Physician-Led Kickoff
Each week begins with a live session led by one of our distinguished, world-renowned physicians. These sessions:
- Set expectations for the week
- Provide real clinical perspective
- Allow candidates to ask questions directly
This ensures training stays grounded in real-world practice, not theory.
Instructor-Led Curriculum
Following the weekly kickoff:
- A full-time instructor becomes the candidate’s primary point of contact
- Training progresses in depth each week
- Curriculum is role-specific, detailed, and performance-focused
Over the four weeks, candidates build a progressive mastery of their specialty rather than a surface-level overview.
End of Week 4: Candidate Assessment
At the conclusion of the online program, candidates complete a formal readiness assessment evaluating:
- Knowledge retention
- Clinical and procedural understanding
- Professional communication
- Overall readiness for hands-on training
Only candidates who meet readiness standards advance to the in-person phase.
Weeks 5–6: In-Person Training at Our Learning Center
Clearwater, Florida | 10,000 Sq. Ft. Facility
We then provide travel and lodging at our expense for candidates to attend in-person onboarding at our 10,000 square foot learning center in Clearwater, Florida.
Hands-On & Field Experience
During these two weeks, candidates receive:
- Extensive hands-on product and procedural exposure
- Time in the field alongside employers
- Real-world application of what they learned online
Hospital & Practice Immersion
Candidates also visit hospitals and orthopedic practices, gaining firsthand exposure to how healthcare systems operate.
They learn directly from:
- Directors of Perioperative Services
- Materials Managers
- Orthopedic Coordinators
- Surgical Technologists
- Sterile Processing Teams
- Physician Assistants
- Schedulers and administrative staff
This experience builds true operational awareness, not just OR familiarity.
Professional Sales Training & Role-Play
Throughout the in-person phase, candidates receive:
- Professional sales training
- Structured role-playing scenarios
- Feedback on communication, professionalism, and presence
This ensures candidates are not only clinically prepared, but professionally polished.
Employer & Executive Engagement
One of the most valuable aspects of onboarding is direct engagement with leading medical device companies.
Candidates have opportunities to:
- Meet executive leadership
- Learn about different company cultures and products
- Participate in in-depth Q&A sessions
This exposure builds confidence, insight, and alignment—before interviews even begin.
Our Philosophy
Training creates knowledge.
Onboarding creates readiness.
By the end of six weeks, candidates are not just trained—they are evaluated, prepared, and aligned for real employment opportunities.