Stryker is a surgical supply company with a reputation as a hard company to work for, but also has a solid place on the list of the top 10 medical device companies in the United States. For the surgical sales professional, Stryker is one of the top organizations people want to join.
A lot of candidates interview with Stryker… but not many of them get offers.
Are you interviewing with Stryker? Or do you have plans to go after a sales position there? You must be certain that you really understand their process and what they want in new hires.
Stryker is looking for a unique candidate: a hard-hitting, aggressive person. They are an aggressive organization. Surgical sales reps are very well compensated for the work they do, but they do earn it. It’s a fast-paced, stressful, highly technical job dealing with demanding customers (surgeons).
I have coached multiple candidates through Stryker’s interview process, with great success. Candidates have to tackle the interview process with Stryker aggressively to meet the demands of the hiring managers. It’s more critical than ever that they show the hiring manager performance results from past jobs, a 30/60/90-day plan for success, and their understanding of the sales process as well as what it takes to be successful in this job. They need to demonstrate their drive, energy, enthusiasm, focus, and total lack of a fear of rejection.
So how does coaching help? In addition to providing insider knowledge of what a Stryker manager might want to see in a 30/60/90-day plan, coaching can help you ensure that your attitude and interview answers are on target by role-playing interview questions.
It’s a demanding company that requires you to step up your game to find success.
Source by Peggy McKee