Your next commercial leader has eighteen months to prove the search worked.

Most won't get there.

The 18-month window is not a metaphor.
It's the interval between a hiring decision and the first board conversation about why revenue hasn't moved.

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RETAINED SEARCH FOR COMMERCIAL LEADERSHIP IN MEDICAL DEVICE COMPANIES ACROSS THE UNITED STATES · UNITED KINGDOM · REPUBLIC OF IRELAND

Who We Serve

Directors through to Boardroom executives in medical device commercial leadership.Pre‑commercialisation startups to mid-sized operators across the US, UK, and Republic of Ireland.

Company stage
Series B → 2,500 FTE
plus transformation
Geography
US · UK · ROI
often all three
Core disciplines
01
Sales
Commercial sales leadership, national and EMEA.
02
Marketing
Product, brand, downstream commercial.
03
Market Access
Health economics, payer strategy, formulary positioning.
04
Reimbursement
Coding, coverage, payment pathway leadership.
05
Regulatory Affairs
Whether the route to market runs through the FDA, EU MDR, or MHRA / UKCA, the commercial leadership profile the regulatory process demands differs at each stage.
06
Medical Affairs
Clinical evidence, KOL strategy, medical education.
07
Channel & Distributor Management
Indirect commercial models, partner networks, distribution strategy.
08
SaMD & Digital Health Commercial
Software as a Medical Device, connected health, digital therapeutics go-to-market.
Intelligence-led

The brief you write is seldom the brief you needed.

You briefed for a Sales Director. You needed a commercial leader who could build a reimbursement pathway, manage three distributors, and still close the first ten hospital accounts personally. A contingent recruiter racing two other firms to fill that brief has no commercial reason to tell you the difference.

A retained one does.

Innotech starts with the stage. The role follows.

Method
One brief. One search. Built around what your company actually needs at this specific moment, not the title on the org chart.
Evidence
You see the full candidate before the first conversation. Behavioural profile, competency evidence, team fit. Not a CV and a phone screen.
Scope
Directors through to Boardroom. Eight commercial disciplines. US, UK, Republic of Ireland.
Evidence · selected

The right hire, at the right moment, changes what's possible.

Client and candidate references.
Anonymised by agreement.
Medical Imaging · US · Post-Reimbursement
CCO, imaging AI
Commercial leader brought in to navigate FDA clearance into a reimbursed launch. Team scaled from 2 to 12 in 18 months.
2→12
Commercial hires
Surgical · Republic of Ireland
VP Commercial,
single-use surgical
First retained search in Ireland. Placement performing above target at 18 months, commercial foundations rebuilt.
18mo
Above target
Cardiovascular · UK
Head of Market Access
Post-510(k) clearance. Two CPT codes needed, one through an existing pathway, one built from scratch. The commercial case had to come before the reimbursement case did.
2 codes
1 new pathway
Orthopedic · US · Compensation Reset
"Blair told us the compensation package wouldn't close the candidate we needed. He was right. We adjusted, went back to market, and filled the role in six weeks. That conversation saved us six months."
CCO · US orthopedic startup
Q / 01
"Blair always provides the level of service and attention to detail that you expect for a critical appointment, but all too rarely receive."
CEO · Medical device company · UK
Q / 02
"When we got a CV from Blair we just interviewed."
Commercial Director · Medical device company · UK/EU
Retention · longitudinal

The hire that stays changes everything.
One that doesn't cost three times their salary.

96% of Innotech placements are still in role and performing at twelve months, across 276 placements. Independent research (Work Institute exit interviews; REC Perfect Match) puts general first-year retention at 65–70%: 3 or 4 new starters out of every 10 heading for the door within the first 12 months. Medtech commercial leadership runs tighter, though it isn't publicly benchmarked at industry level.

96%
Innotech · 12 months
65–70%
Industry baseline
Retention curve · 0 to 24 months
Innotech Industry
Method

The decision is made on the full picture. Not a performance in a room.

Every search includes the Innotech | SIGNAL™ Assessment: a complete behavioural and competency profile delivered before the first interview. You see how they think, how they respond under pressure, and how they fit your existing team. Before you've met them.

See the method
SIGNAL · Structured Intelligence Guiding New Appointment Longevity
01
Behavioural profile
02
Competency evidence
03
Video introduction
04
Team benchmark
05
Executive summary
Delivered before the first interview. Portal · signal.innotechrecruit.com