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Medtronic Second Interview

Early Success In Hvad Lateral Trial: Interview With Medtronics Dr. David Steinhaus, M.d., Vice President And General Manager, Heart Failure

Early Success In Hvad Lateral Trial: Interview With Medtronics Dr. David Steinhaus, M.d., Vice President And General Manager, Heart Failure

Early Success in HVAD LATERAL Trial: Interview with Medtronics Dr. David Steinhaus, M.D., Vice President and General Manager, Heart Failure Medtronic recently announced the early success of the HVAD LATERAL trial. The trial is investigating the potential to implant Medtronics HVAD device via a less invasive lateral thoracotomy, instead of the more conventional median sternotomy. The HVAD is a ventricular assist device, consisting of a mechanical pump attached to the heart, that assists in pumping blood around the body in patients with heart failure. In the United States, the device is implanted using a median sternotomy, where the sternum is parted and the chest opened. This latest trial investigates placing the device through a lateral thoracotomy, in whicha small incision between the ribs is used to access the heart. The idea is that a thoracotomy is much less invasive than a median sternotomy, and the recovery time should be less. The device is already approved in Europe for surgical placement through a thoracotomy. Medgadget asked David Steinhaus, M.D., vice president and general manager of the Heart Failure business at Medtronic, some questions about the technology and the ongoing trial. Conn Hastings, Medgadget: Please give us a brief overview of the HVAD and the type of patient who is eligible for treatment with an HVAD. David Steinhaus: The HeartWare centrifugal-flow, ventricular assist device (HVAD) is a mechanical pump that attaches directly to the heart and circulates oxygen-rich blood throughout the body in patients with advanced heart failure. The HVAD System consists of a pump, an external controller, a connecting cable and power sources that run the pump and controller. The HVAD has been proven to extend life, augment cardiac function and improve quality Continue reading >>

Medtronic Clinical Specialist Interview Questions

Medtronic Clinical Specialist Interview Questions

I applied online. The process took 5 weeks. I interviewed at Medtronic in April 2018. I was given a phone interview. At the end of the phone interview, the Medtronic representative talked to me about an email she would be sending me once the interview ended. The email would include a link to Medtronic Academy, where I had to set up an account and complete a Coronary Back to Basics course. This course was broken up into 8 WEEKS and after looking further, it was a course that gave current employees education credits/hours. After completing the course I reached out to the representative who interviewed me and I never received a response. Shortly after I received a generic email from the Talent Acquisition Team stating I am no longer being considered for the position. I find this process extremely unprofessional as it is really unheard of to have potential employees complete coursework that they are not being paid for and are still unsure if they are being considered for a position, let alone another interview. I applied online. The process took 5 weeks. I interviewed at Medtronic in October 2017. 4 rounds of interviews, very competitive. Interviewers were friendly and professional. Be prepared, read about the company, know your resume inside and out, and be prepared to give specifics and talk about your relevant experience in depth. Ask questions about the territory you are applying for to get an idea of what challenges you will face and what the call schedule will b like. Also, make sure you understand exactly what the role requires prior to the interview. Also be prepared to talk about desired salary and how much you made in your previous roles. Anonymous Interview Candidate in New York, NY (US) I applied online. The process took 5+ months. I interviewed at Medtronic (N Continue reading >>

Applicant Help | Medtronic

Applicant Help | Medtronic

Have any questions about the hiring process at Medtronic? Review the information below you may just find the answers you need. We know the application process can be challenging. If youre currently talking with a Medtronic recruiter or hiring manager, reach out to them. Theyre here to help. Stay connected to us. Sign up forjob and event e-mail notifications, and select the how often you want updates from us. Also, our social media platforms are a simple way to keep up to date on the latest job opportunities at Medtronic: Twitter : We're always tweeting about new job opportunities and employee profiles. Find updates from our recruiting teams, hiring managers, and recent hires. LinkedIn : Follow the company's latest news, philanthropic efforts, and find recently posted job opportunities. Facebook : Keep us on your newsfeed as we post about new job listings and our community involvement. See what our employees and interns are doing. YouTube : Subscribe to our YouTube channel. Watch our videos about career tips, opportunities, Medtronic philanthropy, and our role in healthcare globally. Have a question? Weve got answers. Here are the three steps to our hiring process: Once you've identified an opportunity, create an account on our system and start the application process. Youll have a chance to upload your resume/CV, and once your application is submitted, youll receive a confirmation email. You can also check back to see the status of your application in our system. Our Talent Acquisition team works diligently with hiring managers to assess candidates for each job opening. If your application is selected, a member of our team will contact you for a preliminary conversation. This begins the dialog to explore the job requirements and how they align with your skills and goal Continue reading >>

Exclusive Interview With Dana Oliver From Medtronic And Author Of Mantra Design

Exclusive Interview With Dana Oliver From Medtronic And Author Of Mantra Design

Exclusive Interview with Dana Oliver from Medtronic and Author of Mantra Design Exclusive Interview with Dana Oliver from Medtronic and Author of Mantra Design Mantra Design Innovate, Buy or Die!, by Dana A. Oliver, is the definitive innovation leadership guide book. Dana A. Oliver has helped grow Medtronics Surgical Technologies ENT / NT division from $100 million to approximately $2 billion in annual revenues over fourteen years. With 30 years of experience and an impressive track record of revenue generation, Danas latest book Mantra Design is a must-read for every new product development professional aspiring to introduce premium priced, patent protected, market share leading products. In Mantra Design, Dana reveals the secrets for profitable and lasting innovation, including how to identify your customers unmet needs and how to expedite new product development. He provides an easy to understand methodology in the form of 14 quick, digestible mantras that highlight the power of true innovation. Innovation is the lifeblood of any companys continued growth and future survival, says Dana A. Oliver. To this day, I continue to read, learn, and evolve my leadership and innovation philosophies; and I hope that this book is beneficial to the next generation of innovation professionals. Mantra Design emphasizes the importance of continued innovation to keep sales teams and customers excited about the products and loyal to the business where they invest their time and money, creating the cash flow vital to a companys success. Mantra Design was published in October 2015 and is available for sale on Amazon . To learn more, please visit MantraLeadership.com Dana A. Oliver lives in Jacksonville, FL with his wife Linda and daughter Lexi Alexandra. He is the Senior Director of Res Continue reading >>

Does Medtronic Ever Get Back To Job Applicants?

Does Medtronic Ever Get Back To Job Applicants?

Does Medtronic ever get back to job applicants? I have applied for two positions one in September and one in November. Both positions are still posted on the careers website. My resume status for both positions still states "resume under review." I haven't heard anything from human resources or anyone else for that matter. I did receive the email stating my resumes were received and I have been checking my spam folder, to ensure I don't miss anything. Any advice would be helpful. Thank you in advance. I have applied for two positions one in September and one in November. Both positions are still posted on the careers website. My resume status for both positions still states "resume under review." I haven't heard anything from human resources or anyone else for that matter. I did receive the email stating my resumes were received and I have been checking my spam folder, to ensure I don't miss anything. Any advice would be helpful. Thank you in advance. No priority to fill positions. Hiring managers recruit for themselves a majority of the time. If you didn't put someone as a referral you might as well move on or reapply with referral. Yep. But if you are related or buddies with a customer it helps. No priority to fill positions. Hiring managers recruit for themselves a majority of the time. If you didn't put someone as a referral you might as well move on or reapply with referral. I did put someone down as a referral. The positions were two CS positions in different locations. Should I try to reach out to the DSM?. OP, save your efforts for a better company. Medtronic is a cult like company. But, if you must...push your referral source, NOT the DM. It is likely the DM is a nut, like most managers for these bigger corporations. Really read my first sentence again, as it Continue reading >>

25 Patents, 3 Interviews With Medtronic, 2 Trips To Ireland, And A Job As A Senior Engineer

25 Patents, 3 Interviews With Medtronic, 2 Trips To Ireland, And A Job As A Senior Engineer

25 Patents, 3 Interviews with Medtronic, 2 Trips to Ireland, and a Job as a Senior Engineer Posted by: Dana Reeder | Category: GSBS Alumni | Biomedical Engineering (Ph.D.) | December 03, 2014 Biomedical Engineering (BME) students come from diverse backgrounds, various areas of academia or industry, and have acquired their own unique experiences. Justin Long , a December graduate of the Biomedical Engineering (BME) Program , credits the applied science and engineering aspect of the biomedical field as one of the motivating factors that attract a diverse array of students to the program. Justin remarked, [BME students] are engineers, chemists, biologists Some come from industry, such as myself, and some have come straight from another academic program, starting their PhD right after the end of a masters or undergraduate program. His entire career to date has resulted in 25 U.S. patents and 44 U.S. patent applications. Moreover, Justin proactively marketed his skills and abilities on multiple employment websites, including Monster.com and LinkedIn. A month later, he had his first interview with Medtronic via Skype. The process continued with a second, face-to-face interview in Minnesota and a third, final interview in Galway, Ireland. Throughout the interview process, Justin focused on understanding the employers expectations of his potential role in the company. He wanted to ensure that the job description and work environment coincided with his career goals. Moreover, each interview allowed him to emphasize relevant experience, such as patents or publications, which quantified his value to the employer. The last, but arguably the most difficult, step in Justins interview process involved financial negotiations. He had to consider the implications of working internationa Continue reading >>

Questions And Answers About Medtronic

Questions And Answers About Medtronic

Here's what people have asked and answered about working for and interviewing at Medtronic. Don't see your question? Post it publicly! Please don't submit any personal information. Guidelines The best questions are directly relevant to Medtronic. What is the work environment and culture like? What are some tips for doing well in the interview? regular employees - vacation, medical, dental, vision, stock options, etc The working hours are very reasonable and work especially for working parents. I interviewed with two leaders within the company, both managers for the department I applied for. The interview started with introductions, then they brief you with what to expect. They give you an overview of the company and position and then move onto the questions. They were two parts, one was mainly about you and your skills and history and the other part of the interview was all behavioral questions. The behavioral part was about 5-7 questions. I interviewed on a Wednesday and they told me theyd have results by the following week on Friday. Then they offered me the position a week after my interview and I accepted. Continue reading >>

Medtronic, Inc.|internship Program|vault.com

Medtronic, Inc.|internship Program|vault.com

Together, we can change healthcare worldwide. At Medtronic, wepush the limits of what technology can do to help alleviate pain,restore health and extend life. We challenge ourselves and eachother to make tomorrow better than yesterday. It is what makes thisan exciting and rewarding place to be. We can accelerate andadvance our ability to create meaningful innovations - but we willonly succeed with the right people on our team. Let's work togetherto address universal healthcare needs and improve patients' lives.Help us shape the future. Medtronic has 85,000+ employees doing business in 160 countries,and has scientific, manufacturing, education and sales facilitiesworldwide. Our operational headquarters are located in Minneapolis,Minnesota. We have summer associates (interns) opportunitiesavailable across the U.S; including Minnesota, Arizona, California,Colorado, Florida, Massachusetts and Tennessee. For our summerassociates we offer housing assistance (for out of state interns),relocation expense reimbursement, and educational and social eventsthroughout the summer. With its expanded portfolio of innovative products and services,Medtronic is a preeminent leader in delivering therapy andprocedural innovations to address the major disease statesimpacting patients and healthcare costs around the world. Medtronicprovides physicians and clinicians with the therapies to helppatients with chronic disease so they can live fuller lives.This includes: Products that restore and regulate a patient's heart rhythm andimprove the heart's pumping function Therapies for movement disorders, chronic pain anddiabetes Products used in bypass surgery, stenting and angioplasty Products for disorders of the cranium and spine, image-guidedsurgery and ear, nose and throat procedures Continue reading >>

Medtronic Interview Questions

Medtronic Interview Questions

I applied through a recruiter. The process took 2 weeks. I interviewed at Medtronic (Saint Paul, MN). I was referred to this position by a recruiter. They asked me about my job history and salary expectations. I was assured that they could give me comparable pay to what I was making at the time (I was relocating) to make this more of a lateral move salary wise (more on that later). They then referred me to the hiring manager for an over the phone interview. I spoke with him for about 30 minutes about my experience and what the position is like. He liked what he heard so I was asked to come to the Twin Cities to interview in person. They did not cover travel expenses (didn't really bother me, but might for people who are coming from very far). The in person interview was difficult, to say the least. The questions were done using a format I hadn't encountered before, and I was using situations I had encountered in my past to point out that I'm flexible and have learned lessons from mistakes I've made. It lasted almost two hours and it consisted of two separate interviews with a fifteen minute break in between. The interviewers were friendly and patient, however. About a week later, I was made a formal offer. They didn't meet my salary request, so I had to decline but they seemed like a good organization to work for and wish it would have worked out. Tell us about a time you didn't use teamwork and what you learned from it. Answer Question Continue reading >>

The Secret To Winning The Medical Sales Interview

The Secret To Winning The Medical Sales Interview

The Secret to Winning the Medical Sales Interview Congrats!Youvebeen invited to interview for a medical sales job. This means, on paper at least, you have all of the skills and experience required to get the job. But guess what? So do all the other candidates the hiring manager will be interviewing . So how can you set yourself apart from the competition? How can you make an impression that leaves no doubt that you are the best candidate for the job? To find out the answer, MedReps.com asked Scott Rheault, a 28-year veteran of the healthcare sales industry and author of the book, The Sales Interview: A Step-by-Step Guide for Sales Candidates in Pharma, Biotech, Medical & Surgical. After hiring and training dozens of sales reps over the years, Scott has unique insight on what job seekers must do to stand out in an interview and increase their chances of getting the job. MR: We know there is a lot that goes into evaluating a candidate, but given your experience, what would you say is the number one thing that sets a healthcare sales candidate apart in an interview setting? SR: Confidence. A well-prepared, confident candidate stands out. They need to be self-aware but not overconfident. Doubt is the enemy in an interview confidence and the ability to convey ones skills, abilities, work history and results will eliminate doubt! MR: How do you coach medical sales job seekers to prepare for an upcoming interview? SR: I tell candidates to print out the job description and study it. It sounds basic, but it will help them align their skills and competencies to the position. They need to conduct extensive research on the company as well as people they might be interviewing with. Speaking with customers or conducting a preceptorship is often invaluable. They also need to be prepa Continue reading >>

Interview: Christine Nichols, Medtronic Advancedenergy

Interview: Christine Nichols, Medtronic Advancedenergy

Interview: Christine Nichols, Medtronic AdvancedEnergy Wondering why we havent posted in a while? Our blog has moved to a different location. Visit to check out our latest blog posts. We spoke to the Principal Health Economic Analyst at Medtronic Advanced Energy about the impact of the Affordable Care Act, the rising value of HEOR evidence, and the benefits of developing customer engagement apps in-house. Can you tell us a little about Medtronic Advanced Energy? We are one of the business units of Medtronic, under the umbrella of surgical technologies, and we were acquired as two start-ups about four years ago. Im the principal health economic analyst, or health economist. I joined Medtronic Advanced Energy about a year ago, and I run all of the health economic research, mostly running retrospective database studies, but also doing some modeling using publications. Do you find that your kind of health economic research is more in demand in the field? Yes, definitely. It looks like thats the way the market is shifting in the U.S., towards value-based healthcare. Were still not at the same point that European countries are in terms of health economic modeling and submissions to HTAs, but Medicare is shifting, especially in one of our largest markets now, orthopedics. Theyre changing the payment structure for hospitals on that, and were trying to stay ahead of the curve in terms of having information thats not just clinical, but also economic in nature. What other industry trends have you noticed in your area of business? In the surgery market, the changes I just described are at the top of my mind. Theres an initiative in the U.S. right now called the Bundled Payments program, which means that all care is provided under the same payment, from the day of admission through Continue reading >>

Screening And Interviewing Atmedtronic Micro Rel

Screening And Interviewing Atmedtronic Micro Rel

Fill this form to get tailored pre-employment tests recommendation: We can help you prepare Screening and Interviewing atMedtronic Micro Rel If you are applying for a job at Medtronic Micro Rel, you can expect the recruitment process to typically last between four and eight weeks. There are four stages: the online application, the phone interview, the pre-employment assessments, and the in-person interview. Keep reading to learn about each one. You need to check all of the requirements for applying for a job at Medtronic Micro Rel before sending in your application. If there are specific qualifications that they are looking for, be sure to mention them in your rsum. Make a strong case for yourself as a candidate by including all of the right information. Medtronic Micro Rel might require you to come in for more than one interview. The second interview will only occur if you make a good impression at the first interview. Practice how you would answer interview questions at home in front of a mirror. Try to pinpoint potential questions you might face at Medtronic Micro Rel. Many companies use online assessments to screen candidates. Often, personality tests are administered to make sure that potential employees will be a good fit for the company. You can prepare for these tests using online practice tests and study guides. Inside Tips for Your Next Medtronic Micro Rel Interview We have prepared a list of our top tips to help you ace your Medtronic Micro Rel interview. Continue reading >>

Medtronic Interview Questions

Medtronic Interview Questions

StarStarStarStarStar Current Human Resources Manager in Minneapolis, MN (US) Pros: The employees and leadership truly believe in the mission (to put patients first) and high ethics. Pay is pretty good, solid benefits package. Lots of opportunities to advance/grow...The employees and leadership truly believe in the mission (to put patients first) and high ethics. Pay is pretty good, solid benefits package. Lots of opportunities to advance/grow. CEO is super smart and future thinking. ExCom members overall are very smart, good talent mindset, high ethics people. Cool technologies/products, very rewarding. Most roles fairly flexible to work from home as needed and/or get away to make your kids' event and make up hours later. Fairly inclusive culture- maybe not quite best in class (ahem- more than a couple women & ethnically diverse in leadership) but definitely better than other organizations, esp in med tech, and iI think they are genuinely trying. Lots of REALLY smart, hard working, high ethics people. High innovation mindset. Global- opportunities to see the world with Medtronic. Bigger offices have nice campuses, with cafeterias, gyms, daycare, etc. Full Review Upload a resume to easily apply to jobs from anywhere. It's simple to set up. Continue reading >>

An Interview With Medtronic's Luann Pendy

An Interview With Medtronic's Luann Pendy

An Interview with Medtronic's Luann Pendy The second installment in a series on women in medtech focuses on Luann Pendy, senior vice president of Global Quality at Medtronic. The second installment in a series on women in medtech focuses on Luann Pendy, senior vice president of Global Quality at Medtronic. You can't be in medtech and not know about the accomplishments Medtronic has achieved in bringing advanced medical technology to market. Contributing to Medtronic's growth is Luann Pendy, senior vice president of Global Quality at Medtronic. Luann's energy is a positive and powerful force, and rang through our telephone interview loud and clear. Luann is an enthusiastic advocate of Medtronic's programs to increase opportunities for women.While some of these programs are not unique to Medtronic, what is exceptional is the commitment to and passion about diversity within the ranks of the world's largest medical device company. The diversity programs Luann described are new, positive, and evolving for the medical device industry. This is exciting news in a business where most medtech executive women have reported difficulty breaking through the glass ceiling. In a 2016 surveyof 24 medtech women executives , respondents reported that approximately 14% of their executive peers are women. Survey respondents, all female directors, VPs, and CEOS, were frank in their feedback and candid in their quotes. As measured by women making it to the executive ranks, women in our sister industry, pharmaceuticals, fare slightly better. The EDGE pharmaceutical industry study found that women hold only 17% of senior management positions at pharma and biotech companies. In comparison, a study done by Catalyst found that 25.1% of executive/senior-level positions in the S&P 500 are filled by Continue reading >>

Medtronic Interview Questions

Medtronic Interview Questions

I applied online. The process took 2 weeks. I interviewed at Medtronic in January 2018. The whole process took about two weeks. They emailed me the day after I applied online to set up an interview that was a few days later the following week. I interviewed with two leaders from Medtronic, one was the manager of the Customer Service department and the other was an HR Rep. The interview was three parts, the first part was a getting to know you section where they asked you to explain your employment history, how you got where you are today and why you were considering the position. The next part was a series of about 5-7 behavioral questions and the third was my turn to ask any further questions I had. They did ask how much I knew about Medtronic as a company so it wouldnt hurt to read up on your facts. At the end of the interview they told me the date they would be making final decisions and I got an offer sent to me the day before. Tell us about a time where you completed a project while simultaneously working on your regular daily assigned duties and how you prioritized your time. Answer Question I applied online. The process took 2+ months. I interviewed at Medtronic (Minneapolis, MN (US)). Skype interview with developer on team followed by onsite involving 3 rounds of interview. After the interview I received an email 2 days later saying the team really liked my skills and wanted to bring me on board. 2 weeks later I get a call from the recruiter saying they want to bring me onboard but are still sorting out a few internal moves. Almost a month later 1 reveive an email from the recruiter saying they are looking for someone with a slightly different skillset and decided to go with another candidate. This is the most ridiculous interview process I have ever been throu Continue reading >>

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