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​Our agile retained search methodology compliments your talent acquisition process.

Recruiting top talent has always been a critical priority for MedTech companies seeking to gain a competitive advantage through effective talent acquisition strategies.
Hiring reactively to fill your urgent and currently vacant position is one of the most common scenarios for engaging and collaborating in a contingent recruitment project, but as business leaders in hiring positions or senior HR/ TA know, there can be other obstacles which do get in the way of successful talent aquisition.
Meet your search specialist
Thankfully, these hiring scenarios can be addressed successfully by applying our rigorous retained search methodology whilst complimenting and importantly not disrupting your existing supply chain.

DukeMed's scope across additional hiring scenarios

Problem 1:
HR / TA Capacity
Problem 2:
Team Capability
Problem 3:
Problem 4:
Succession Plan
Problem 5:
Rapid Growth
Solution 1
Outsourcing Requirements:
When the internal team is stretched thin, consider outsourcing specific recruitment needs to a specialist agency.
Solution 1
Engage Specialists:
Seek assistance from external experts to tackle challenging roles or skill sets that the internal team may not be familiar with.
Solution 1
Anonymous Partner:
Utilize a well-briefed and professional agency to approach the market without disclosing the client's identity.
Solution 1
External Pipeline:
Proactively build a pipeline of external candidates who can be engaged and nurtured in preparation for future succession needs.
Solution 1
Early Pipelining:
Begin engaging with potential candidates ahead of time to cultivate interest and establish relationships in anticipation of future hiring needs.
Solution 2
Partnering Closely:
Forge a close partnership with the agency and incentivize them to see the hiring process through to completion.
Solution 2
Commitment to Completion:
Retain a specialist dedicated to overcoming talent gaps by providing expertise and guidance throughout the hiring process.
Solution 2
Non-Disclosure Agreements (NDAs):
Implement NDAs when candidates are committed to the process, ensuring the company name remains confidential until later.

Solution 2
Strategic Hiring:
Instead of reactive hiring, leverage the pipeline to seamlessly transition candidates through a streamlined process when needed.
Solution 2
Stay Ahead:
Maintain an active talent pipeline to avoid being caught off guard by sudden growth spurts, ensuring a steady supply of qualified candidates.

​Securing top talent is crucial for success in today's competitive MedTech business environment in Australia and New Zealand

Let us partner with you closely to navigate these challenges, streamline your talent acquisition process, and help your organisation thrive against the competition.

Achieving this is as easy as Booking a complimentary consult via Calendly and allow us to demonstrate the effectiveness of our best practice approach with an understanding of your specific circumstances.