Today I am riding with a rep who sells products used in GI procedures. This is another day-in-the life experience, where I have an opportunity to interrogate the rep… with 26 questions to be exact.

Please follow me on Twitter if you want to get updates throughout the day at http://twitter.com/myjobscope. If you have any questions you’d like me to ask the rep, please feel free to @message me @MyJobScope during the day.

My goal is to understand the job better, so I can explain it better to those I am recruiting. I hope that you’ll find it interesting and informative. In a few days time, I will write up the experience. Until then, here is my list of questions:

1.     Which products do you advise surgeons on during procedures? How?

2.     When you are in procedures, are the patients awake?

3.     What is the best way to increase volume in account? What do you leverage the most: service, contracts, GPOs, innovative products, price, all of the above?

4.     What is a typical sales cycle?

5.     What are the keys to successful territory management and strategy?

6.     What/who are the main call points?

7.     How much are decisions driven by physician preference? Economic factors?

8.     Who are the important influencers?

9.     How much do you call on the C-Level? Purchasing?

10. What is the most complex deal you’ve closed?

11. Biggest competition? How many other reps do you compete with in this territory?

12. Why would someone who is really good at what they do want this job?

13. What essential skills does this job come down to? What has made you successful?

14. How do you stay current on new products? Procedures?

15. What’s one thing you do that had been very successful for you?

16. Why do you think reps fail?

17. What is the biggest difference between this and B2B sales? Why is it more satisfying?

18. What is the most fun on a day-to-day basis about this job?

19. Biggest headache?

20. If someone wanted to prepare themselves for a position like this, what would you recommend they do?

21. Fill in the blank: If you love ___________ you will love this job.

22. Fill in the blank: If you hate ___________ you will hate this job.

23. How often are you in procedures?

24. Percentage breakdown of your time according to different parts of the job?

25. What are the key questions you ask to qualify opportunities?

26. What are the top 3 things a rep must do in order to succeed?

Happy G.I. nurses and associates day! I hope you can tune in for the party.

There are many good reasons for women to take a closer look at the benefits of a sales career in medical device industry.

The medical device industry spans an incredible expanse of products and specialties, so it may be a foolish endeavor to generalize about medical device sales positions as a whole, but I am going to do it anyway. Here are a few of the myths and realities of medical device sales compared to pharmaceutical sales for those who may be considering these two career paths.

1. Myth: When you sell medical devices, especially surgical products used in the operating room, you are on call 24/7.

Reality: Except for trauma products, there are few positions that demand you be on call 24/7 – 365 days a year.

If you are selling surgical equipment and implants, you need to be available in the early morning hours (6-7am) on a routine basis to cover cases. There is a good chance that time in the O.R. will wrap up by mid-afternoon (3-4pm) most days, but then you may make a few afternoon calls, handle paperwork or plan for the next days cases. There is no doubt, successful medical device sales representatives work hard, but dedication is required for success in any field.

2. Myth: Pharmaceutical sales offers more stability than medical device sales.

Reality: Although pharmaceutical sales may initially offer higher base salaries and other perks compared to entry-level medical device sales positions, the pharmaceutical industry has been incredibly rocky the last few years with massive layoffs announced regularly.

In medical device sales you can create your own security through accumulating valuable expertise and building deep customer relationships. Long term income potential can be 2 or 3 times a pharmaceutical sales rep’s earnings for successful sales reps.

3. Myth: Work-life balance is difficult as a medical device sales representative.

Reality: Medical device sales representatives often have larger territories and their days may be less predictable than 8-12 office calls. A career in medical device sales requires you to think on your feet and turn on a dime, but for many sales women, the fast-paced excitement, high level of customer engagement and satisfaction of closing significant deals are exactly the reasons they got into sales in the first place.

There are women who try pharmaceutical sales and quickly find themselves bored. If you happen to be one of them, don’t tolerate the boredom for too long. The longer you wait, the harder it will be to break into medical device sales.

Whether transitioning from pharma or entering the industry directly from B2B sales, you’ll discover many rewards in medical device sales.

Can you think of other myths, or maybe even a few realities, that discourage women from pursuing medical device sales? The truth is, many segments of the industry would welcome more women in their ranks. I hope more women will realize how many tremendous career opportunities there are in medical device sales.

“Whatever you do, or dream you can, begin it. Boldness has genius and power and magic in it.” ~ Goethe

International Women’s Day was first introduced to me by a close friend of mine who is from Russia. It is considered an important day for Russian men to honor women- not as wives or mothers- but as equal members of society.

Today there are marches and events in countries around the world calling for greater equality for women in all areas of life. One story on the radio this morning was about a woman in China who wanted more opportunity to pursue her career.

Fortunately, in the U.S. women have many opportunities for advancing their education and careers, although parity in pay with men still lags behind. A recent study showed that female physicians are paid $17,000 less in starting salaries than their male counterparts, even when controlling for factors like choice of specialty.

Unlike salaried positions, sales earnings are determined by performance. If a woman takes down a large competitive account, her commissions will be directly commensurate. Arguably, sales is the best arena for women to be equitably compensated based on abilities and performance.

March is also Women’s History Month. In recognition of this, I will be writing this month about women in medical device sales. How they break in, why they choose it and the challenges and rewards they find once they get there.

It is often said that people don’t quit their job, they quit their boss. What people tell me most often is that they want to leave because they are not making as much money as they’d hoped. I’ve been trying to reconcile these two things in my mind lately. I think both may be true.

There comes a time in every interview process when potential first-year income must be discussed. It is always tricky to predict in year one what someone will make in a new sales position. There are so many variables: the condition of the territory and existing pipeline, the learning curve, work ethic, and sometimes just dumb luck.

One rep I hired stepped into his manager’s former territory. The way the rep described it, wherever they went in the first few months, there seemed to be a purchase order waiting for them. Even the manager was amazed. In the few years he’d worked the territory himself, the business had never come so fast or so easy.

When the rep got to training, someone asked him how he was doing. He shrugged and laughed, “Oh, I dunno, pretty good, I guess. I think I’m number one in the country.”

Fortunately, he’s a solid rep and did not let let it go to his head.

I also think it can swing the other way. Maybe things don’t completely tank, but  timing isn’t perfect, maybe the learning curve is a little steeper, the competition is a little fiercer, and in most cases the territory needs a little TLC. With dedication and commitment, such challenges will be overcome in time.

Some people stick around to see it through and some people don’t. One successful orthopedic rep I spoke to this past week said, “It really takes two years to really hit your stride in this business.” I pretty much agree with him. It’s unfortunate when people give up or make a change before they can really see they payoff of their hard work.

Coming full circle, I think a good manager can make a difference in whether someone sticks it out beyond the first tough year. When a new rep “hits the wall” (and they all do), a good manager is there to peel them off it and get them going again through encouragement and support. Without management input, it may be hard for a rep to see the light at the end of the tunnel. Lacking support and adequate monetary rewards, the rep may start looking for something better.

Sometimes they might find it. Many times, they will soon find themselves back in a similar predicament. Herein lies the danger of making career decisions solely based on money.

In sales, it is often said that if you win a customer on price, you will loose them on price. Likewise, good career decisions are based on more than just money. Management, company culture, support, training and development, quality products, daily satisfaction- these are the things that are critically important because they will sustain you through the inevitable ups and downs that come with every career in sales.

“Effort only fully releases its reward after a person refuses to quit.” ~ Napolean Hill

I originally heard this phrase – “culture as work” – many years ago  when I was a college student living abroad in Paris. In French, it is “culture comme boulot,” which sounds better (as most things do) when spoken in French.

It means the effort of creating and refining a culture. It’s a challenging thing to do on a massive societal scale. Even within a company it is hard, but essential, work.

Last week I was able to take part in the national sales meeting for one of the company’s divisions, and I think I caught a glimpse of a sales culture evolving.

I sat in on a meeting with the sales managers, early in the week, before everyone else arrived. A consultant, who also happens to be an exceptional sales trainer, was coaching us on the use of an assessment used during the hiring process. The discussion was intertwined with lessons on the selling methodology used by this division.

As the conversation progressed, I noticed how the selling methodology provided a common language for the sales managers to discuss and compare issues. It offered a set of expectations and desired behaviors to reference when figuring out how to coach reps. Reflecting upon this, it made me think about how adopting a common sales methodology is critical for any company hoping to develop an effective sales culture.

There are a number of sales systems to choose from, and many of them could effectively form the basis of common understanding in a sales organization. The hard part of the culture-building is the continual learning and reinforcement that it takes for everyone in the organization to buy-in and become fluent in the chosen method.

What was exciting to observe last week is that all the sales managers seemed to have reached a high level of fluency in this method. With the skills they’ve mastered, they are capable of coaching and leading their sales representatives to greater success.

Perhaps because sales requires a good measure of leadership, and leadership is in many ways involves selling (or at least a healthy dose of persuasion), that it makes sense that a sales culture can and should arise from a chosen sales methodology. Like anything worthwhile, a sales culture isn’t built overnight. It takes time and dedication to a certain set of beliefs before they take hold. But in the end, this challenging, incremental, culture-building work is essential for any sales organization that wants to thrive.

In December, ConMed Electrosurgery received FDA approval for the Altrus Tissue Fusion System.

What that means… I am about to find out! Tomorrow, Wednesday January 18th, I will be tweeting live from the national sales meeting about this exciting new growth product.

Visit my LinkedIn page for a download of the press release at http://www.linkedin.com/in/lisamcmedicalsalesrecruiter While you are there, feel free to send me an invite if you’d like to be the first to know of new ConMed Electrosurgery sales openings in your area.

Tune in at http://twitter.com/#!/MyJobScope

It should be interesting and lots of fun. Can’t wait!

Because medical device sales is considered such a desirable career path, I often receive emails like this one:

“My name is [x] and am interested in pursuing a medical sales career. I am very interested in breaking into Medical Sales because am very driven,outgoing and have great people skills. The question that I have for you do I have to take the [XXXX] and [XXXX] training? I am very confused on everything I am reading online because some people say these programs are a waste of time. Can you please give me guidance on how to get into the industry since you have the ins and outs?”

Looking in from the outside, it can be very confusing about how to break into the industry. After thousands of hours of conversations with hiring managers over the past few years, there are a few truisms I’ve learned that will help anyone’s chance of getting into the industry.

Going through expensive industry training is not one of them. If you don’t have the right sales skills and a strong track record, such training may end up being a very expensive shortcut to nowhere.

Here are the essentials you must have to break into medical device sales:

1. A Bachelor’s degree.

2. 3+ years of outside B2B sales experience at a minimum. It is best to gain your experience with a well-known company with a great training program. You should also make the switch into medical device sales before you get too entrenched in your current industry. Keep your work history clean by sticking with your jobs for 3-5 years instead of hopping around every 18 months.

3. A consistent track record of meeting and exceeding your quota, awards and a great brag book to document it all.

4. You should be a true sales professional who is constantly learning and improving your sales skills. Your knowledge of the sales process, ability to handle objections, prospect, manage your territory and close will be assessed during the interview process.

5. You should have a clean driving record and be able to pass a criminal background check. Medical device companies need reps to be safe drivers and good citizens who can meet hospital standards.

If you don’t have these essentials, you’ll find it very difficult, if not impossible to break in. Yes there are exceptions, but if you are serious about a career in medical device sales, your time and energy would be better spent accomplishing these things than fighting an uphill battle.

Add to this list lots of intelligence, drive, passion, the ability to build relationships with sophisticated customers and a number of other intangibles. Such intangibles are subjective and sometimes in the eye of the beholder (i.e. the hiring manager). If you are solid on the fundamentals, and learn to interview well, then you will eventually meet a company and manager you mesh with if you are persistent enough.

One caveat: if you have these essential qualifications and experience, then yes, maybe one of the industry training programs could help you land a job in the industry more quickly. Too often though, I have noticed people with poor work histories, few accomplishments and not enough sales experience plunk down their cash on such programs in the hopes it will make up for the deficits on their resumes.

Sorry, it just doesn’t work that way. Employers still want to know they are hiring a dedicated employee who strives to excel. A stable work history with documented accomplishments is the best way to demonstrate that.

So take care of your career, make thoughtful choices, and put up the best numbers you can. As eager as you may be to break in, patience and hard work will pay off with the right opportunity in the end.

“There are not shortcuts to any place worth going.” ~ Beverly Sills

The openings I am actively recruiting for are listed below. If you are a LOCAL and QUALIFIED for sales opportunities, I welcome your resume at LMcCallister@Linvatec.com. Qualified referrals very much appreciated!

If you would like to stay in touch regarding future opportunities, please subscribe to my blog for updates on Friday and connect with me thru LinkedIn at http://www.linkedin.com/in/lisamcmedicalsalesrecruiter

Electrosurgery, Territory Manager openings

Minimum qualifications: BA, clean driving record and 3-7 years outside B2B sales with a strong track record of meeting and exceeding quota

1.  New Jersey

2. Long Island

3. Grand Rapids, MI

4. Denver, CO

Endoscopic Technologies, Territory Manager – see requirements above

1. Phoenix, AZ

Patient Care, Clinical Specialist (sales role)

1. San Francisco/Sacramento – prior OR sales required

Sales Representative openings, Orthopedics

Minimum qualifications: BA, clean driving record, sales experience with prior orthopedics experience highly valued.

1. Peoria, IL – sales associate

2. Rio Grande Valley, TX

Marketing – always looking to connect with great medical device marketing talent on all levels

I joined LinkedIn back in June 2005, back when on-line social networking was still in its infancy. Back then, Facebook only had five million users.

It’s amazing how much has changed. Five years ago, LinkedIn was more of a curiosity than anything. When I used to ask people if they were on LinkedIn, they would ask, “What is that?” Frankly, I didn’t use it much back then and knew little about its functionality myself. A few thousand connections later, I’ve learned a thing or two about the site. These days, LinkedIn is a ubiquitous as Kleenex.

LinkedIn is probably the best thing ever to happen to recruiters. Still, I find myself wishing that a few things were different…

1. I wish that people would stop sending me generic invites, and instead tell me a quick, concise thing or two about their skills and career goals.

2. I wish people would update their profile to include a picture. It more personal and appealing to put a face with a name.

3. I wish people would use their summary and headline to express their expertise or career goals in a meaningful way.

4. I wish I could tell whether or not someone had opened my Inmail, or if it was just sitting in their in-box like a forgotten time capsule.

5. I wish that I could tell the city instead of just the greater metro area where someone lived.

6. I wish that there would be more meaningful discussion in the medical device industry groups.

7. It would be terrific if everyone’s profile were complete and up-to-date, including education and their most recent position.

8. I wish active job seekers uploaded their resumes to their profiles in the Box.net application.

9. I wish it was easier to search my contacts and organize them into a list.

10. I wish that people who list “career opportunities” as one of the things they are interested in would not decline my inmail as “not appropriate”! I just learned from LinkedIn that this will still count against me- doesn’t seem fair that I get dinged for following the rules!

The great thing about LinkedIn is that it is constantly evolving. I’ve even seen one suggestion I made adopted in the Recruiter solution. In general, I have found LinkedIn is pretty tuned into its customers.

That’s why I am hopeful there will soon be a change in the “greater metro area” concept. I am hounding them every chance I get, especially since it seems half the east coast falls in the “Greater New York City” area. Hopefully this change will be coming soon, as well as many other clever ideas that I never could have imagined of myself!

“The way we communicate with others and with ourselves ultimately determines the quality of our lives.” ~ Anthony Robbins

The openings I am actively recruiting for are listed below. If you are a LOCAL and QUALIFIED for sales opportunities, I welcome your resume at LMcCallister@Linvatec.com. Qualified referrals very much appreciated!

If you would like to stay in touch regarding future opportunities, please subscribe to my blog for updates on Friday and connect with me thru LinkedIn at http://www.linkedin.com/in/lisamcmedicalsalesrecruiter

Electrosurgery, Territory Manager openings

Minimum qualifications: BA, clean driving record and 3-7 years outside B2B sales with a strong track record of meeting and exceeding quota

1.  New Jersey

2. Long Island

3. Grand Rapids, MI

4. Denver, CO

Endoscopic Technologies, Territory Manager – see requirements above

1. Phoenix, AZ

Patient Care, Clinical Specialist (sales role)

1. San Francisco/Sacramento – prior OR sales required

Sales Representative openings, Orthopedics

Minimum qualifications: BA, clean driving record, sales experience with prior orthopedics experience highly valued.

1. Peoria, IL – sales associate

2. Rio Grande Valley, TX

3. Tampa Bay – specialist role, total joint experience/relationships desirable

Marketing – always looking to connect with great medical device marketing talent on all levels