Putting people at the heart of shockwave’s life-saving mission
10 Business Critical RolesWe helped Shockwave scale their teams by hiring top IT directors to dependable Salesforce Developers.
From start-up to stock exchangeOur partnership started in 2019 and since then we’ve helped them continuously grow and scale.
Finding the right talentIn an industry that is under significant legislative scrutiny and a high degree of quality standards, candidates need to be screened effectively to...
Scaling rapidly and saving lives along the way
Shockwave is leading the way in cardiovascular health with their game-changing device that treats heart disease.
From start up to being publicly traded on the NY stock exchange in just over 10 years, this company has scaled rapidly and saved lives along the way. We started working with them in 2019 when they needed a specialist tech and digital recruitment partner to supplement their in-house talent attraction team. Since then, we have recruited 10 tech SMEs for business critical roles and continue to support them as they grow the IT function.
Attracting talent to Shockwave isn’t hard- but finding the right people in the Medical Device industry can be a challenge.
Shockwave is a purpose driven company with plenty to offer the right person. But finding the right people is a challenge – their location isn’t rich in the skills they need and the company are incredibly selective with who they bring into the fold. Being in an industry that is under significant legislative scrutiny and with a high degree of due diligence and quality standards, candidates need to be screened effectively to ensure they have the right experience and detail-oriented mindset.
Our approach to search & assessment
Shockwave need strong communicators with excellent stakeholder engagement skills and above all, the same level of passion for the purpose and journey as the rest of the company. They also need people with strong experience in specific technologies (typically Oracle, Salesforce, Microsoft).
To ensure we present a strong shortlist for Shockwave, we undertake a headhunting project for each role, starting with market analysis of the talent in the local area which is then expanded nationally if needed. Candidates are then screened in person or via video call to ensure we gain full confidence in their capability for the role, team fit and commitment to a career with the company.
We undertake competency-based qualifications that align with the character profile for each role and overall culture and values. The interview uncovers the candidate’s approach to and examples of:
- Technical capabilities
- Experience in a highly compliant environment and quality gating their work
- Projects they have worked on and their contribution
- Critical thinking and innovation
- Independence and self-sufficiency
- Stakeholder management, communication skills and team engagement
- Learning and development needs
- Work ethic, collaboration and experience working with cross-functional teams
- Self assessment and quality gating work
- Continuous improvement, learning & self development
- Supporting colleagues who are under pressure
- Seeking support when you don’t know the answers