The best sales, marketing and clinical professionals in medical devices are employed, performing, and rarely on a job board. Reaching them takes a network built over years, not a posting.
Fisher Search Group is the MedTech commercial talent intelligence firm that stays with you for the whole journey: breaking in, growing, building your team, and leading at the top.
We don't just fill roles. We study how MedTech commercial organizations evolve.
Breaking into medical sales, or want to share your story? See all five pathways
Every week the territory sits open, revenue and relationships walk. How long can the number wait?
Your best-fit candidates aren't applying. Who is reaching the ones who aren't looking?
You've hired the great interview before. Did it predict the performance?
Medical sales feels like a door that only opens from the inside. Who will open it for you?
You're performing well where you are. Would you even hear about the right opportunity?
You lead the team now, and the hardest calls are yours. Who do you think them through with?
MedTech commercial roles are specialized, relationship-driven and expensive to get wrong. Yet the usual routes to talent are built for volume, and once the offer is signed, the relationship ends.
reach the people who are actively looking, which is rarely who you most want to hire.
see a job order. They don't know the call points, the clinical setting, or who is quietly the best rep in the region.
is valuable, but it can't run a confidential search while you also run a team and carry a number.
What's missing is a MedTech specialist who knows the people, not just the roles, and stays in the relationship after the hire.
We work exclusively in the medical device industry, across sales, marketing and clinical roles, at the leadership and individual contributor levels.
You need people who can carry a bag, launch a product or train a clinician from day one, and you need them without a year of trial and error.
Typically employed and performing, with 5 to 20 years of experience and real stability, open to the right next challenge. And newcomers ready to break into medical sales.
Experienced MedTech commercial leaders who want a trusted circle of peers outside their company, and a seat at the table for the industry's conversation.
Five pillars, one relationship. Wherever you are in your MedTech career, there's a way in, and each pillar leads naturally to the next. Every one begins the same way: with Value Discovery.
Break into medical sales through a structured, guided program.
Confidential access to the right next role, before it's posted.
MedTech commercial search, from a single territory to a full build-out.
Conversations with MedTech leaders on how they built their careers and teams.
Private peer rooms where MedTech commercial leaders pressure-test real decisions.
Whether you're hiring or exploring a move, we start by understanding exactly what you need, and what's really driving it. Only then do we recommend a path.
Whether you're breaking into medical sales or performing well where you are, we start with a career conversation and introduce you only when the opportunity is right.
A guided path into medical sales for career changers and new graduates who want a structured way in.
Confidential introductions to the right next role, often before it's ever posted, and preparation to win it with the FSG 5-Star Interview Framework.
Over the years we've built a network of off-market candidates who rarely surface in a typical search. Many of them have since become our clients. Every introduction has to fit the candidate's goals as well as your criteria.
A thorough client intake defines the business need, the culture and what success looks like, and becomes your 12-Point Candidate Scorecard.
We go to employed, passive performers in our network, confidentially, before anyone posts a job.
Every candidate goes through our Talent Intelligence Evaluation. Only the strongest scores reach you, prepared with the 5-Star Interview Framework.
We guide the offer through acceptance and stay in touch long after the start date.
More than 15 years of these conversations produce something more powerful than a candidate database: pattern recognition about how successful commercial teams are built, scaled and led.
Our Talent Intelligence Evaluation brings two disciplines together. A thorough client intake defines exactly what the role demands. A rigorous two-part candidate interview reveals who can deliver it. Both meet in your 12-Point Candidate Scorecard, used in every FSG interview, so each candidate earns an internal pre-interview score before an introduction is made.
Your time goes to the candidates most likely to succeed, not the ones who interview best.
The right model depends on urgency, complexity, hiring volume and the level of partnership you need. The level of commitment determines the priority, capacity and speed we can responsibly bring to a search. We recommend a model only after Value Discovery.
We know someone you should meet.
Best when we already know the right professional and a full search isn't required.
We actively work the role, with a fair lane to win.
Best when you need help filling one important role.
You've exhausted the search. Hand it to us to finish.
Best when you've been working a role and need a firm to take it over.
We become part of your recruiting function.
Best when you're scaling, hiring repeatedly, or need added recruiting capacity.
| Talent Introduction | Exclusive Contingent | Engaged Search | Embedded Partnership | |
|---|---|---|---|---|
| Your commitment | Low | Moderate | Secured | High, ongoing |
| FSG priority | Opportunistic | Active | Highest priority | Embedded capacity |
| Speed potential | Opportunistic | Accelerated | Fastest for one critical hire | Sustained across multiple hires |
| Best use case | Warm introduction | Single search | Search takeover | Multi-role hiring |
The goal isn't to sell every company the largest engagement. It's to match the level of partnership to the level of hiring risk.
Start with a Value Discovery callMany of our placements have gone on to become top performers, award winners and early promotions. We measure searches by fit durability, not speed of placement.
One medical device client, growing fast, has kept us on a monthly engagement since 2017. Together we've placed 70+ people, including four new hiring managers in a single year.
Candid conversations with MedTech commercial leaders about how they got there, how they hire, and what they'd tell their younger selves. Required listening if you're breaking in, moving up or building a team.
Many guests become members. Podcast alumni are among the leaders invited into the Decision Rooms.
A private, virtual room of 12 experienced MedTech commercial leaders, matched by decision altitude. Bring a live decision, leave with one specific action, and come back 30 days later accountable to your peers.
I studied music education and conducting at UCLA and spent my early career auditioning musicians and building ensembles for live theatre. That experience taught me something I still believe today: talent is contextual. A great ensemble isn't simply a collection of exceptional performers. It's the right people, in the right roles, listening to one another and making each other better.
Eventually, my curiosity expanded from what happened onstage to the business behind it. I returned to school for my MBA at Pepperdine University, developing a deeper appreciation for how people, leadership, and business strategy come together to create something successful.
In 2010, I founded Fisher Search Group, originally Brett Fisher Group, and I've been building it independently ever since.
What began as a boutique executive search practice has grown into a much broader network of relationships across MedTech. Over the years, I've had thousands of conversations with commercial leaders, made hundreds of placements, and had the privilege of watching careers unfold. Sales reps I recruited became managers. Managers became VPs and executives. Candidates became clients. And many became friends, collaborators, and trusted members of a professional community that extends far beyond any individual search.
Those relationships have fundamentally shaped how I think about my work.
I don't believe recruiting is simply about finding qualified people. The more valuable work is understanding a business, its challenges, its culture, and where it's trying to go, then recognizing the people who can help move it forward.
That takes curiosity, judgment, pattern recognition, and sometimes the willingness to challenge conventional thinking. It also requires seeing beyond someone's current title to understand what they might become in the right environment.
It's why Fisher Search Group has evolved beyond traditional executive search. Through the FSG Leadership Podcast and the Decision Rooms, which began as a single FSG Decision Room, we're creating opportunities for MedTech leaders to connect, exchange hard-earned experience, pressure-test real leadership challenges, and make better decisions together.
From casting ensembles to building a business to connecting leaders, I've spent my career learning what becomes possible when the right people come together.
The setting has changed. The underlying belief hasn't.
Outside of work, I'm a proud dad to Ella, Ethan, and Brayden. We love traveling, exploring new places, and making memories together. I'm happiest outdoors, especially when there's a mountain to ski or somewhere new to discover.
Search may be where a relationship begins. It doesn't have to be where it ends.
Brett Fisher, MBA · Founder, Fisher Search Group · Thousand Oaks, CA
Have a question not answered here? Book a conversation with Brett.
Yes. We focus exclusively on medical device sales, marketing and clinical roles, from individual contributors to commercial leadership. That focus is what lets us know the people, not just the job titles.
There are four ways to partner: Talent Introduction, Exclusive Contingent Search, Engaged Search and Embedded Talent Partnership. Each matches a different level of urgency and hiring volume. We'll recommend the right fit, and walk through terms, on a consultative call.
It's a consultative conversation that comes before any recommendation. For clients, it's a thorough intake on your business, team, culture and what success looks like, which becomes your 12-Point Candidate Scorecard. For candidates, it's a career conversation about your goals, motivators and the environment where you'll do your best work.
It's FSG's proprietary evaluation system. A thorough client intake and a rigorous two-part candidate interview come together in a 12-Point Candidate Scorecard used in every interview. Each candidate receives an internal pre-interview score, so you only meet the strongest fits.
Most of the people we place weren't actively looking. A confidential conversation simply means you'll hear about the right opportunity when it appears, and nothing is shared without your permission.
Start with Pillar 01, Launch Your Career, our guided program with Evolve Your Success. It's built for career changers and new graduates who want a structured path in.
The Decision Rooms are Pillar 05, a Fisher Search Group initiative: private, curated peer rooms for experienced MedTech commercial leaders. Membership is by application. Visit thedecisionrooms.com to learn more.
Thousand Oaks, in Greater Los Angeles. We place talent nationwide across the United States and Canada.
FISHERSEARCHGROUPMEDTECH COMMERCIAL TALENT
A consultative call to diagnose what your team needs, and the right way to partner.
Book a Discovery CallShare your résumé confidentially. We'll start with a career conversation, and introduce you only when the fit is right.
Submit your résuméApply for a 2027 founding seat in the Decision Rooms.
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