Talent Management Trends in MedTech: What Executives Need to Know for 2025 and Beyond

In 2024, employees made one thing clear: they won’t settle for corporate expectations at the cost of their well-being. 

My hope for 2025 and beyond is that more companies will prioritize talent management, creating workplaces that protect employees’ psychological, emotional, and physical well-being while offering purpose, safety, and community. 

This change is long overdue, especially considering that over a quarter of employees are disengaged at work (up to 33% in countries like the USA with long workweeks and often highly competitive corporate cultures). But things are changing, and the MedTech sector is leading the way in many aspects. 

Take Medtronic, for example. In 2023, they made impressive progress in pay equity, reaching 100% gender pay equity and 99% for ethnically diverse employees in the U.S. This is the kind of achievement companies must strive for to remain employers of choice in MedTech from 2025 onwards.  

The MedTech industry is also challenging gender stereotypes in STEM fields. A 2023 report on the regulatory affairs sector revealed a surprising gender distribution: 66.1% female versus 33.9% male. This diversity is a strength the industry should continue to nurture, especially in senior leadership where gender parity has yet to be achieved. 

Now, let’s explore the key talent management trends shaping MedTech from 2025 onwards: 

1. Skills-Based Talent Acquisition and Development

The MedTech sector is shifting towards a skills-based approach in talent management. In 2025 and beyond, the focus will be on specific competencies rather than traditional qualifications.  

The Irish Medtech Association predicts Research, Development, and Innovation (RD&I) roles will grow fastest in MedTech companies at 7% annually. If anything, this proves the need for continuous skill development to keep up with the demand for talent. 

The main skills companies should prioritize include digitization, data analytics, and automation. Companies must also invest in reskilling and upskilling programs to remain competitive.  

2. Remote and Hybrid Work Models

Despite resistance from some companies, remote work is here to stay. My colleague Greg Selker’s recent review of over 900 CMO candidates for a North American tech company revealed that only 20% of top talent was willing to relocate. This means companies insisting on full-time office presence are losing access to 80% of top talent. 

MedTech companies embracing hybrid and remote work will gain increased access to global talent pools but must also focus on their digital infrastructure and cybersecurity for remote operations. 

3. AI-Driven Talent Management

AI is already making waves in R&D and drug discovery, but its potential in talent management is equally promising. In 2025, MedTech companies should use AI (with human supervision) for resume screening, predictive analytics for retention, and personalized learning recommendations. 

According to Gartner, 38% of HR leaders have already explored or implemented AI solutions. While specific HR impact data is scarce, organizations using AI in other functions have seen productivity increases of up to 40%. I believe talent management could see similar improvements. 

What Talent Management Practices Should MedTech Companies Implement in 2025?

These trends all tie back to the central issue of employee well-being. The World Economic Forum reported that only 33% of employees saw improved mental and physical health in 2023, while 25% experienced a decline. With 52% of employees feeling exhausted and 49% stressed, MedTech companies must prioritize well-being to avoid losing talent. 

MedTech companies should also be particularly concerned about digital talent. All sectors are currently brawling for the same small portion of digital professionals out there. To avoid being left behind in this competitive market, MedTech companies should consider either creating their own digital professionals through in-house training or teaming up with educational institutions to source them through internships and possible placements thereafter. 

That’s my take on talent management trends MedTech executives need to know for 2025. It’s about valuing your people and making the most of new tech like AI. Some things change, some don’t—but both matter. 

About the Author

Gavin McCartney, a Partner at Stanton Chase London, serves as the Global Sector Leader for the Health and MedTech sector. He brings extensive experience managing executive search assignments for clients at global, regional, and local levels, conducting searches across Europe, US, Africa, the Middle East, and Latin America.    

Gavin’s international executive search expertise includes working with multicultural teams in the life sciences and healthcare industry. He handles mandates ranging from C-suite to VP and director positions across various functional areas. Furthermore, complementary to mature global MedTech organizations, Gavin’s experience extends to supporting early to commercialized-stage start-ups and SMEs, navigating the unique challenges of small, fast-growing, and investor-backed organizations.