Top Talent Accelerant
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05/27/2026
These are the strategic conversations and market analysis that I love the most!
In today’s medical device landscape, Regulatory Affairs Leadership talent can be extremely challenging, depending on the market and if the requirement is onsite or hybrid.
I recently had the opportunity to share data for a Senior Director of RA position for a partner whose position has been open for 5 months. Understanding the market, the relevant talent pool, and picking the right talent management strategy are vitally important.
This VP of RA shared that he wasn't seeing relevant candidates. After a review of the job responsibilities, the market, and doing some due diligence, I was able to share some vital information with the executive team.
Based on the skills they desired, there were roughly 77 RA professionals with relevant RA leadership experience — and far fewer who also bring the hands‑on depth experience they wanted across compliance systems, labeling, quality support, and the ability to be on-site three days a week.
Here’s how the talent pool looked:
VP / Consultant: 33
Associate Director–Sr. Director: 23
Manager–Sr. Manager: 21
Principal / Staff: 15
A targeted LinkedIn Recruiter search across RA leadership titles yields only ~29 candidates in that geographical area. The company was using multiple recruiting firms in a contingent shotgun approach, and most relevant candidates had already been approached multiple times. Four candidates in current director-level roles had applied and been auto-rejected by their internal systems.
Even candidates with highly relevant backgrounds — including one who previously performed this exact role and another with strong VP‑level endorsements — ultimately did not progress past their internal HR screening process to interview with the VP.
I shared the data, the conversations I had with candidates in the marketplace, and that at this stage, the challenge wasn't sourcing more names. It was achieving alignment with the recruitment team on what “right” truly looks like within a highly saturated, repeatedly tapped, and geographically constrained market.
I love the opportunity to talk with leaders about what matters to the company's success versus simply "filling a role"!
Hiring the right talent is so important, but knowing why you are filling the role, how the role can evolve, and ensuring the recruitment strategy aligns with the talent in the market are critical. Otherwise, a company can waste time and resources and hurt its image as well.
Top Talent Accelerant, Inc. is changing the standard for attraction and validation of talent on the Age of AI!
What does the TTA-Candidate Experience look like?
Insight into the hiring manager’s personality & leadership style
Videos on the company culture & technology
The company’s competitive advantage in the industry
Articles in the News
Position Expectations
Required Skills and potential crossover skills
They get to see the company in a unique light to verify that it makes sense for them to explore.
Attraction and Efficiency….. with respect.
Top Talent Accelerant, Inc. is changing the industry standard for attraction and validation of top talent with greater efficiency.
I consistently hear about so many examples of wasted resources in the marketplace around recruitment needs! After filling a role in Chicago last month in 13 days from start to finish, we have a chance to create another incredible success example in the Boston market with a top 20 global medical device partner.
Their leadership role has been open for 5 months and they have not been seeing the talent that they need. At last week’s call, I shared specific data around the marketplace relevant to skills, titles, and aspects of what they were looking for to help create market alignment around expectations.
From that conversation, they were willing to adjust two aspects of the search that were critical and within 48 hours they were brought two candidates that exactly fit their needs with the first interview starting Wednesday.
What are your critical leadership needs?
Can you afford to have an inefficient process?
Do you have the processes in place to identify and attract the top talent for that functional area?
I’d love to show your team how to improve your branding in the marketplace, have less wasted resources, and create a better experience for everyone involved!
Schedule a time to talk on my calendar.
Top Talent Accelerant, Inc. is changing the industry standard for attraction and validation of talent in the Age of . My perspective is that many companies are investing in resources to curate a process that has very low yield. Humbly, it's time for a higher standard.
The iceberg effect in recruitment is that only 20% of the relevant talent will see that add and apply. generally isn’t looking at ads. The best way to get the top 20% of the talent for any functional area is to create a process to contact them and attract them.
We have created a process that allows the internal or external recruiter to attract the top talent in the industry by creating a better candidate experience while differentiating the company in a unique fashion.
Additionally, it creates a better hiring manager experience and improved efficiency for the overall process.
AI is causing challenges with talent being auto rejected that shouldn’t be while allowing others access that aren’t the best fit for roles. I am seeing examples and having conversations weekly about the challenges.
One recent VP of RA/QA that I have known for 9 years shared a story for a Director role that he needed to fill. The VP had reached out to a person that had worked for him previously to see if it might be the right time for a change and it was. Even with the VP customizing the job description to match this candidate’s experience, they were automatically rejected!
The VP was incredulous!
Do you have critical needs positions and want to attract the best talent? I’d love to discuss your needs!
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Plainfield, IN
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