MedTech hiring. Zero guesswork.
Not volume. Not noise. Just the right people — understood, validated, and aligned with your mission.
Medical Devices
Class II & III devices, implantables, robotics, surgical systems, monitoring, imaging, diagnostics.
Biotech Platforms & Bioprocess Engineering
Lab-based therapeutic platforms, bioprocess technologies, and engineering environments supporting advanced therapies.
Digital Health
Software-as-a-medical-device (SaMD), AI/ML, clinical software, remote care platforms.
Proven in practice
BIOTECH PLATFORMSHead of R&D
Scope & ContextManufacturer of infusion systems for acute-care settings (Class II). Software-driven pump technology operating under IEC 62304, ISO 14971, and FDA QSR expectations.The organisation was navigating post-merger integration challenges: fragmented engineering processes, uneven execution standards, and cross-site delivery friction. A senior technical leader was required to stabilise teams, drive software reliability, and coordinate with a US-based technical C-suite during platform transition.Find dual-track excellence in a narrow market: embedded-systems authority capable of peer-level technical dialogue with senior developers, paired with high emotional intelligence and mature team leadership.
- ~20 yrs engineering leadership in regulated-adjacent tech
- Direct, execution-driven communication style
- Scaled 100+ engineer orgs across multi-site environments
- Embedded systems + systems-risk grounding
Final hire rapidly took leadership, established delivery standards, and elevated engineering performance; recognised internally as a top performer.
BIOTECH PLATFORMSBioprocess Engineer
Scope & ContextManufacturer of infusion systems for acute-care settings (Class II). Software-driven pump technology operating under IEC 62304, ISO 14971, and FDA QSR expectations.The organisation was navigating post-merger integration challenges: fragmented engineering processes, uneven execution standards, and cross-site delivery friction. A senior technical leader was required to stabilise teams, drive software reliability, and coordinate with a US-based technical C-suite during platform transition.Find dual-track excellence in a narrow market: embedded-systems authority capable of peer-level technical dialogue with senior developers, paired with high emotional intelligence and mature team leadership.
- ~20 yrs engineering leadership in regulated-adjacent tech
- Direct, execution-driven communication style
- Scaled 100+ engineer orgs across multi-site environments
- Embedded systems + systems-risk grounding
Final hire rapidly took leadership, established delivery standards, and elevated engineering performance; recognised internally as a top performer.
BIOTECH PLATFORMSHead Of Software Development
Scope & ContextManufacturer of infusion systems for acute-care settings (Class II). Software-driven pump technology operating under IEC 62304, ISO 14971, and FDA QSR expectations.The organisation was navigating post-merger integration challenges: fragmented engineering processes, uneven execution standards, and cross-site delivery friction. A senior technical leader was required to stabilise teams, drive software reliability, and coordinate with a US-based technical C-suite during platform transition.Find dual-track excellence in a narrow market: embedded-systems authority capable of peer-level technical dialogue with senior developers, paired with high emotional intelligence and mature team leadership.
- ~20 yrs engineering leadership in regulated-adjacent tech
- Direct, execution-driven communication style
- Scaled 100+ engineer orgs across multi-site environments
- Embedded systems + systems-risk grounding
Final hire rapidly took leadership, established delivery standards, and elevated engineering performance; recognised internally as a top performer.
How We Remove Guesswork
Most hiring problems in MedTech come from noise. Too many CVs. Too little understanding. No depth in interviews. No grasp of regulatory or technical context. Most firms facilitate; they don’t truly partner. The result: candidates who interview well but don’t perform, and shortlists that look good on paper but fall apart in reality.
Synapsive exists to solve this problem the only way that works: with clarity, precision, and a process built for MedTech
Discovery
We begin with a conversation — calm, analytical, and genuinely collaborative. We sit with you to understand the real context: the business goals, the technical tensions, the team dynamics, and what must be achieved in the next 12 months. Together we define success: the person who will create momentum for your organisation, not just fill a role. We bring market insight to help refine who you actually need — we think with you, not for you — and we design the hiring strategy that fits your team, not a generic process.
Our role is to bring clarity, insight, and momentum before any sourcing begins.
Operational Steps
- Define what success looks like in real terms: the 12-month outcome, not the job title
- Translate culture into observable behaviours that can be evaluated consistently
- Surface failure modes early, so we know what not to hire
- Align all stakeholders around one decision model — no hidden expectations, no parallel agendas
Outcome
Shared clarity that guides the entire search, not surprises discovered during interviews.
Talent Intelligence
We stay in constant dialogue with the MedTech talent landscape — not only when a search begins, but continuously. These conversations give us a live understanding of who is ready for change, what motivates them, and which environments they thrive in. Talent Intelligence is not about scanning databases; it’s about knowing the people behind the profiles and sensing real signals in the market. Precision here comes from proximity — from being close enough to the field to understand where the real fit might emerge, and why.
Operational Steps
- Targeted outreach grounded in ongoing, real conversations with MedTech professionals
- Direct contact with individuals already known to us through continuous market engagement
- Market mapping based on actual organisational structures, constraints, and readiness
- Early validation of motivation, intent, and situational fit before names reach your desk
Outcome
a high-signal, context-aware pool shaped by real human insight — not volume.
Structured Interviews
In this phase, we focus on understanding how a person actually works — how they think, make decisions, handle pressure, and interact with others. Every conversation follows a clear structure, and each candidate is evaluated against the criteria we defined together in the context of the specific role. This lets us compare candidates fairly and surface the signals that matter: capability, motivation, behaviour, and risk. The goal is simple — to see the whole person, not just the history on their CV.
Operational Steps
- Assess capability, trajectory, and decision quality against the agreed criteria
- Explore motivation, communication patterns, and team interaction
- Probe past failures and recovery patterns to surface hidden risks
- Document findings clearly and comparably for aligned decision-making
Outcome
a grounded, human-centred understanding of each candidate — not assumptions.
Continuous Alignment
Good hiring doesn’t happen in a single handover. As candidates emerge, we bring them to you early — not at the end — so you have real benchmarks, real comparisons, and real momentum. This phase is interactive by design: we share insight as it forms, you give feedback as you learn, and together we shape the direction of the search. It keeps the process fast, focused, and connected to what you actually need.
Operational Steps
- Present strong candidates as soon as they are validated — not at the end
- Use early interviews to create benchmarks and sharpen the success profile
- Adapt direction based on new insights, feedback, and market signals
- Maintain continuous communication so decisions evolve with clarity
Outcome
a search that adjusts intelligently in real time — fast, collaborative, and always aligned.
Discovery
The shortlist is not a stack of CVs — it is a distilled, decision-ready set of candidates who meet the success criteria we defined together. We coordinate every step so your time is spent evaluating fit, not navigating process. Our role here is to keep clarity and momentum, ensuring that every choice feels confident and informed.
Our role is to bring clarity, insight, and momentum before any sourcing begins.
Operational Steps
- Present candidates chosen for fit, not for quantity
- Provide insight-based profiles, not reformatted CVs
- Coordinate interviews, reference checks, and alignment discussions
- Maintain transparent communication and tight feedback loops
Outcome
Shared clarity that guides the entire search, not surprises discovered during interviews.
How We Remove Guesswork
Most hiring problems in MedTech come from noise. Too many CVs. Too little understanding. No depth in interviews. No grasp of regulatory or technical context. Most firms facilitate; they don’t truly partner. The result: candidates who interview well but don’t perform, and shortlists that look good on paper but fall apart in reality.
Synapsive exists to solve this problem the only way that works: with clarity, precision, and a process built for MedTech
Discovery
We begin with a conversation — calm, analytical, and genuinely collaborative. We sit with you to understand the real context: the business goals, the technical tensions, the team dynamics, and what must be achieved in the next 12 months. Together we define success: the person who will create momentum for your organisation, not just fill a role. We bring market insight to help refine who you actually need — we think with you, not for you — and we design the hiring strategy that fits your team, not a generic process.
Our role is to bring clarity, insight, and momentum before any sourcing begins.
Operational Steps
- Define what success looks like in real terms: the 12-month outcome, not the job title
- Translate culture into observable behaviours that can be evaluated consistently
- Surface failure modes early, so we know what not to hire
- Align all stakeholders around one decision model — no hidden expectations, no parallel agendas
Outcome
Shared clarity that guides the entire search, not surprises discovered during interviews.
Talent Intelligence
We stay in constant dialogue with the MedTech talent landscape — not only when a search begins, but continuously. These conversations give us a live understanding of who is ready for change, what motivates them, and which environments they thrive in. Talent Intelligence is not about scanning databases; it’s about knowing the people behind the profiles and sensing real signals in the market. Precision here comes from proximity — from being close enough to the field to understand where the real fit might emerge, and why.
Operational Steps
- Targeted outreach grounded in ongoing, real conversations with MedTech professionals
- Direct contact with individuals already known to us through continuous market engagement
- Market mapping based on actual organisational structures, constraints, and readiness
- Early validation of motivation, intent, and situational fit before names reach your desk
Outcome
a high-signal, context-aware pool shaped by real human insight — not volume.
Structured Interviews
In this phase, we focus on understanding how a person actually works — how they think, make decisions, handle pressure, and interact with others. Every conversation follows a clear structure, and each candidate is evaluated against the criteria we defined together in the context of the specific role. This lets us compare candidates fairly and surface the signals that matter: capability, motivation, behaviour, and risk. The goal is simple — to see the whole person, not just the history on their CV.
Operational Steps
- Assess capability, trajectory, and decision quality against the agreed criteria
- Explore motivation, communication patterns, and team interaction
- Probe past failures and recovery patterns to surface hidden risks
- Document findings clearly and comparably for aligned decision-making
Outcome
a grounded, human-centred understanding of each candidate — not assumptions.
Continuous Alignment
Good hiring doesn’t happen in a single handover. As candidates emerge, we bring them to you early — not at the end — so you have real benchmarks, real comparisons, and real momentum. This phase is interactive by design: we share insight as it forms, you give feedback as you learn, and together we shape the direction of the search. It keeps the process fast, focused, and connected to what you actually need.
Operational Steps
- Present strong candidates as soon as they are validated — not at the end
- Use early interviews to create benchmarks and sharpen the success profile
- Adapt direction based on new insights, feedback, and market signals
- Maintain continuous communication so decisions evolve with clarity
Outcome
a search that adjusts intelligently in real time — fast, collaborative, and always aligned.
Discovery
The shortlist is not a stack of CVs — it is a distilled, decision-ready set of candidates who meet the success criteria we defined together. We coordinate every step so your time is spent evaluating fit, not navigating process. Our role here is to keep clarity and momentum, ensuring that every choice feels confident and informed.
Our role is to bring clarity, insight, and momentum before any sourcing begins.
Operational Steps
- Present candidates chosen for fit, not for quantity
- Provide insight-based profiles, not reformatted CVs
- Coordinate interviews, reference checks, and alignment discussions
- Maintain transparent communication and tight feedback loops
Outcome
Shared clarity that guides the entire search, not surprises discovered during interviews.
Partner with Synapsive
Who are we
Synapsive was built on a simple idea: MedTech hiring should be clearer, more precise, and more honest than what the industry has been used to.
My name is Jacek Madeja. I bring 20 years of recruitment experience, working closely with technical, scientific and leadership teams across Europe. Since 2007, I’ve led a boutique, founder-run search practice — intentionally small, consciously selective, focused on depth rather than scale.
In 2020, I shifted fully into MedTech.
The work was more meaningful, the stakes were higher, and the need for precise hiring — people who understand regulation, engineering reality and clinical context — became impossible to ignore. Synapsive grew directly from that focus.
Over the years, I’ve partnered with device manufacturers, biotech labs, digital health companies and scale-ups operating under MDR, ISO 13485, IEC 62304 and demanding product-development cycles. I’ve seen how the wrong hire can stall a roadmap — and how the right one can restore momentum.
My background sits at the intersection of product, technology and organisational design. I assess people through the lens of outcomes, not job titles. I don’t present CVs; I present clarity — who the person is, how they think, what they value, and whether they will make a measurable difference inside your team.
Synapsive isn’t a pipeline. It’s a boutique search practice built on clarity, precision and human understanding — focused on one question:
Will this hire make your team better?
How We Think About Hiring
Evidence beats opinion.
Decisions come from data, signals, and structured evaluation — not gut feel.
Precision beats volume.
We never send more candidates when the right candidate is the goal.
Alignment beats speed for the sake of speed.
Fast is good. Misaligned is expensive.
Disqualifiers defined early.
What we won’t hire matters as much as what we will.
Clarity over optimism.
No wishful thinking. No assumptions. Clear criteria or no search.
Outcomes over activity.
Progress is measured by results — not movement, not meetings, not noise.
MedTech Regions We Focus On
We operate in Europe’s most meaningful MedTech ecosystems — places where devices are built, regulated, tested, and scaled.
Different regions. Different dynamics. One standard of clarity.
Let’s Talk About Your Hiring Needs
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