The Importance of Employer Branding in MedTech

Taking good care of your employer brand in 2025 is essential for maintaining your reputation and retaining your top talent regardless of your business stage. In our latest newsletter, we explore the current state of the industry and outline key strategies to help you enhance your company approach.

Current Market Condition

The MedTech market is expected to reach a CAGR of 6.1 from 2022 to 2030, according to The MedTech and Medical Device Outlook for 2024 & Beyond Report. Being at the centre of healthcare innovation and delivery, the industry continues to develop in key areas including AI, surgical robotics, remote diagnostics and more, making patient outcomes more favourable each day. As a result, companies must adapt their employer branding strategy to communicate complex technological innovations to diverse audiences, from healthcare providers to patients.

Why Employer Branding is a Key Element to Your 2025 Recruitment Strategy?

Branding experts define a strong employer brand as highly regarded and valuable among key stakeholders. It prides itself on having an impeccable reputation, loyal customers, high-quality products and clear unique selling points, ultimately leading to a greater overall financial value in the marketplace.

In 2025, a robust employer branding strategy helps your recruitment strategy by:

• Increasing trust among job seekers as 75% of them evaluate companies before applying.
• Decreasing the rate of declined offers from 69% of candidates at the final stages even if they were unemployed.
• Optimising efficiency, reducing hiring costs, time and employee turnover.
• Increasing current employee engagement and improving referral rates.

Key Strategies to Enhance Your Employer Brand This Year and Maintain a Strong Talent Force

As a Global Executive Search partner to 550+ businesses globally, we have identified six key areas where you can leave the desired impression on candidates and highlight your values and unique selling points.

1. Elevate Employee Experience

AI and ML models are revolutionising how data is being processed and analysed, while emerging technologies such as surgical robotics are transforming how operating rooms and hospitals function. Investing in programs to equip employees with the skills to stay competitive in today’s workplace and offer access to emerging technology is a highly valued perk for candidates so it is recommended to integrate these to stay afloat.

2. Build a Strong Online Presence

During the initial company research, your website and social media accounts are the first stop shop for potential applicants and clients. If executed well, they can achieve a lasting impression and position you as a valuable potential employer or a partner. Sharing employee and client testimonials, company milestones, updates on funding, clinical trials and regulatory approvals or just behind-the-scenes glimpses of your everyday activities are excellent ways to show how dynamic and vigorous your company is.??

3. Leverage Employee Advocacy

Neglecting the presence of key voices including your CEO, COO and other executives on social platforms is a mistake. People trust people, and it is proven employee messages go 561% further than those shared on company accounts. Your team sharing positive insights, milestones and company perks are all positive signals to applicants.??

4. Attend Industry Events and Prioritise Networking

Industry events and conferences are the heart of MedTech. They can help you stay up-to-date with innovations, grow a strong network, fuel business growth and enable face-to-face communication with talent and clients.

We have recently compiled a comprehensive guide that curates the key global events scheduled for Q1 2025, empowering professionals to open doors to transformative opportunities. Download the resource via the link.

5. Approach Candidate Experience as an Employer Branding Initiative

Never underestimate the experience you provide to candidates during the recruitment process. Even unsuccessful candidates can join companies that may consider becoming your clients, and leaving a professional impression will be helpful.

And even after being unsuccessful, 95% of candidates will consider applying again if they had a positive experience.

6. Collaborate with a Highly Experienced MedTech Executive Search Partner

Running a MedTech business can be hectic as there are always too many tasks that require attention. Investing the necessary time in candidates can turn into luxury leaders can’t afford. The potential negative candidate experiences are highly likely to be shared on Glassdoor or other company review websites. Therefore, turning to an experienced recruitment partner can make all the difference in creating a positive impression.

Being supported by recruitment consultants will be beneficial every step of the way - from the initial job advert to the candidate communication process, and through to the interview stage. This positive impression can extend beyond the individual candidates, as it will help you get referrals from professionals in their network.

The team at Guided Solutions remains available to guide companies through their hiring journey, addressing any challenges that may arise.

With over 24 years of expertise and having placed 9,500+ candidates, primarily within SMEs across 40+ countries, Guided Solutions is highly experienced in the MedTech sector. We have a proven track record of working closely with founders who have scaled their businesses from the ground up, giving us deep insights into the skills and resilience needed in dynamic environments.

We are here to support your hiring journey and address any challenges you may face. ?Contact us today for a non-obligatory consultation.

And finally...

?If you are looking for a job in MedTech, submit your CV so we can assist you on your journey. Thank you for subscribing to our newsletter.

We look forward to reconnecting with you in March.

The Team at Guided Solutions