Why Onboarding Matters
After thousands of medical device sales placements, employer feedback was consistent and direct:
“We want fewer resumes—and more confidence in who we’re hiring.”
That feedback reshaped how we think about onboarding, training, and—most importantly— candidate evaluation.
What Employers Were Missing
1. Selective Candidate Evaluation Before Onboarding
Employers told us they didn’t want candidates admitted simply because they were motivated or could pay for a program.
They wanted:
- Higher selection standards
- Objective evaluation of coachability and learning velocity
- Early identification of role fit (ASR vs Full-Line)
Not every candidate should advance—and we acknowledge that upfront.
2. Job-Specific Training Instead of Broad Certification
Most certification programs and coaching platforms:
- Cover many topics at a high level
- Emphasize completion over competence
- Provide minimal role-specific depth
The result is a candidate who can talk about the job, but isn’t ready to perform it.
Employers made it clear:
Surface-level knowledge creates false confidence—and costly mis-hires.
3. Real-World Field Exposure Matters
Employers consistently cited early failures caused by candidates who:
- Had never been truly exposed to OR pressure
- Didn’t understand real case flow
- Couldn’t manage instruments, trays, or logistics
They wanted candidates conditioned to the pace, accountability, and unpredictability of the field.
The Missing Piece: Post-Onboarding Candidate Evaluation
This is where most programs fall short.
The Problem with Traditional Certification & Coaching
Most programs:
- End when training ends
- Offer a certificate instead of a real assessment
- Provide no honest, performance-based feedback to employers
There is no transparency into:
- How the candidate performed under pressure
- Whether they demonstrated readiness
- Where their gaps still exist
Employers are left guessing.
Our Approach: Transparent Readiness Evaluation
Our onboarding platform does not end at completion.
After onboarding, every candidate undergoes a structured readiness evaluation that measures:
- Clinical and procedural competence
- OR professionalism and awareness
- Role-specific execution (ASR vs Full-Line)
- Coachability and accountability
- Overall field readiness
Only candidates who meet defined performance standards move forward to placement.
What Employers Receive
Instead of a certificate, employers receive:
- A clear readiness profile
- Honest insight into strengths and remaining gaps
- Confidence that the candidate has been evaluated—not just trained
This transparency allows employers to:
- Make better hiring decisions
- Reduce ramp time
- Avoid early attrition