In this episode, we sit down with Sara Schweitzer, a passionate recruiter in Stryker’s spine division, whose journey into medical sales and recruiting is anything but ordinary. Sara opens up about her transition from the pharmaceutical world at AbbVie—where, during the pandemic, her work felt more like moving boxes than impacting lives—to finding real purpose in helping others land life-changing careers in med tech.
Sara gets real about what it takes to succeed in this competitive industry. From breaking down the misconceptions about medical sales to highlighting the grit, resilience, and self-awareness it truly demands—especially in high-pressure specialties like spine—she offers listeners a refreshingly honest perspective.
She also dives into the tools she uses to match candidates with the right roles, and explains how programs like Evolve Your Success are helping future reps find clarity before they ever step into an interview. With many successful placements under her belt, Sara’s advice is packed with both heart and hard truths.
We also step into her world outside of work—her excitement about becoming a mother, her love of fantasy novels, and how her personal values shape the way she leads and connects with people.
Whether you’re already in the field or just exploring the idea of medical sales, this episode delivers actionable insights, relatable stories, and the inspiration to take the next right step in your career.
Connect with Sara: LinkedIn
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Episode Transcript:
00:07 – Samuel Adeyinka (Host)
Hello and welcome to the Medical Sales Podcast. I’m your host, samuel, founder of a revolutionary medical sales training and mentorship program called the Medical Sales Career Builder, and I’m also host of the Medical Sales Podcast. In this podcast, I interview top medical sales reps and leading medical sales executives across the entire world. It doesn’t matter what medical sales industry from medical device to pharmaceutical, to genetic testing and diagnostic lab you name it. You will learn how to either break into the industry, be a top 10% performer within your role or climb the corporate ladder. Welcome to the Medical Sales Podcast. Climb the corporate ladder. Welcome to the Medical Sales Podcast. And remember I am a medical sales expert sharing my own opinion about this amazing industry and how it can change your life. Hello and welcome to the Medical Sales Podcast. I’m your host, samuel, and we have another special guest, and she goes by the name of Sara Schweitzer.
01:00
This is a Stryker recruiter coming at. You live deep in the action of recruiting for Stryker and she’s in the spine division. Need I say more? This is the kind of episode you want to hear. If you’re someone that wants to get into medical sales and you’ve been thinking about spine, you better be listening. If you’re somebody in spine, you better be listening. If you’re somebody that’s wondering about the industry and you want to get educated, you better be listening. This is the kind of episode that’s going to educate you thoroughly, and it’s the kind of episode you want to hear. As always, we’re doing our best to bring you guests that are doing things differently in the medical sales space, so I really do hope you enjoy this interview. So let’s talk about it. Why are you a recruiter, Sara?
01:38 – Sara Schweitzer (Guest)
Why am I a recruiter? Wow, how much time do you have? So I, like most people who go into recruiting after college, I fell into it. I certainly didn’t seek it out. I wasn’t dreaming as a little girl to grow up and become a recruiter one day. I had gotten a job with a staffing firm pretty early on into my senior year and I was like, okay, cool Job secured, I’ll just do this. So I started at a well-known staffing firm right after college, and there were parts of it I liked, parts of it that I didn’t like. I always loved working on the roles that were sales oriented, where I was hiring, you know young, fiery, excited sales reps that were kind of eager to kickstart their career and do something really meaningful, and so I became a corporate recruiter for that company, and that’s where I got introduced to true sales recruitment for an organization.
02:40
There was always a part of me, though, that wanted to be in healthcare sales. I knew it really from a young age. I, too, also wanted to be a doctor. We’re all cut from the same cloth and I remember I went through a summer of watching Grey’s Anatomy and being like I could totally be a neurosurgeon, and then I had my first. This was back in college. I had my first bio lab where we were like dissecting something and I honestly almost passed out. I’ve gotten so much better with it now. I’ve been in cadaver labs, I’ve gotten over that fear. But I was like, okay, no, I can’t be a surgeon.
03:20
But anyways, I knew I always wanted to be in healthcare and then it kind of evolved to healthcare sales and I actually had interviewed for a role at Striker very, very, very early on in my career and you’re going to pass on me because I don’t have any sales experience. Well, I will show you. So I went and got a sales job at AbbVie Pharmaceuticals selling their migraine line, which is one of the hardest companies to break into with zero experience. Launched two products there. Uh, love the migraine portfolio at abby. It’s absolutely fantastic, um, really life-changing medications. But as, while I saw success there, I was missing this passion piece, I didn’t find it the most fulfilling being in pharma. I kept thinking back to my time hiring sales reps for my old company and I thought, man, how can I marry those two passions where I love healthcare, I love, you know, helping people get to their you know their dream job. How, how can I combine those two?
04:48 – Samuel Adeyinka (Host)
Before we even go there though. I want to know you know, I love the comparison you kind of highlighted, but I want to hear why you mentioned that pharma was where you kind of kicked everything off and you didn’t like it, or nothing like it wasn’t fulfilling enough. Off and you didn’t like it or not, that you didn’t like it, it wasn’t fulfilling enough. Talk to us about that. Like what, what? What are you speaking to?
05:07 – Sara Schweitzer (Guest)
Ooh, um, I don’t want to offend you. I know you were a pharma guy and listen, there’s a lid for every pot. I’m joking. Go ahead, you’re like we’re done here. Um, you know, I was in pharma during the heat of COVID, so offices were locked down. It was a lot of virtual. Can I get a meeting? Sending lunch, hoping someone gets on to the Viva Engage call. Um, and even when things started to open up, I felt as though I was, quite frankly, a glorified DoorDash driver. That was just how I felt each day. Sure, not actually able to make a true impact on someone’s lives. Well, yes, when patients got the migraine products that I sold, I knew for a fact that it would change their lives, but I didn’t get to see that directly.
06:07 – Samuel Adeyinka (Host)
Obviously, I can’t you were as closely, closely connected to it as you want it to be Correct. I mean, even you know, I did start in pharma and I graduated to biotech and beyond. But pharma there’s levels to it, right. There’s general pharma, which is me too migraine products, which is what you’re saying. There’s specialty pharma, which is me to migraine products, which is what you’re saying. There’s specialty pharma, where it’s a little bit more intense. And then there’s like oncology pharma, where the way you develop relationships and your impact is really critical and you better know what you’re doing and how to do it. So I completely understand that. So you’re saying that, as a recruiter in that kind of space, it’s one thing to be helping people that are that removed from the patient impact. It’s another thing to be the person responsible for helping the people that are that removed, and you wanted to get closer.
06:51 – Sara Schweitzer (Guest)
Yep, exactly I. I enjoyed the lifestyle as a sales rep. I knew what it took to be a successful sales rep because I considered myself one of those sales rep, because I considered myself one of those and I wanted to. I wanted to bring really eager people into this fold of medical sales or healthcare sales that had that same fire and that same passion that I had, but I wanted to have more of a direct impact. Exactly.
07:19 – Samuel Adeyinka (Host)
Yeah, Okay. So then it wasn’t okay. So, cause I was thinking you went from pharma sales rep to pharma sales rep recruiter, but it wasn’t quite that. It was pharma sales rep. And then what was CoCentrics? What type of company was that?
07:32 – Sara Schweitzer (Guest)
Yeah, so basically the timeline was staffing firm recruiting pharmaceutical sales rep. Cocentrics was a sales recruiting job to get me kind of back into sales recruiting once I realized that was the route I wanted to be in. So you missed it then. Yes, I did to get me kind of back into sales recruiting once I realized that was the route I wanted to be in. So you missed it then? Yes, I did, I did. I missed the actual act of helping people get a job.
07:55
I love it, I love it. Yeah, I missed that. There was something really fulfilling about calling a candidate and being like you got the job and they’re just like overjoyed.
08:04 – Samuel Adeyinka (Host)
They’ve changed it right, Come on.
08:05 – Sara Schweitzer (Guest)
Yeah, it’s really changing someone’s life, and from in such a fundamental and meaningful way. So yeah, and then from concentrics, I knew I I was still kind of like I was turned down from striker and I know that I need to prove all of them wrong there and end up there. So, um yeah, so they were, they were in my crosshairs, I knew I wanted to be there. And when I was at Concentrix, only a couple months in, I saw a job for a sales recruiter at Striker and I reached out to all my connections and I was like, hey, the time to hire me is now, so let’s do this.
08:43 – Samuel Adeyinka (Host)
Let’s go.
08:44 – Sara Schweitzer (Guest)
And I got the job and almost three years I figured I was going to retire there. So a little bit of a speed bump with the acquisition of Spine. But I got to Stryker and that’s what matters. That’s where I wanted to be.
09:00 – Samuel Adeyinka (Host)
And two years in, is it everything you thought it would be, and more?
09:04 – Sara Schweitzer (Guest)
I love Stryker. I have such a soft spot in my heart for Striker. I’m going to really miss my colleagues there. Yeah, it’s an incredible, incredible company.
09:14 – Samuel Adeyinka (Host)
Let’s talk about it so you have one question, though, and I think you’re the perfect person to ask. You know we have put a lot of people to Striker in our, in our program. It’s just been what it is. It’s a great company that that is open to hiring brand new talent, that’s looking to showcase your skills and be be true players in the medical sales space. One thing we’ve noticed, though, is Stryker is really married to the strength, the Clifton Strength Finders and more than I mean. We work with 300 companies, so from Boston Scientific to Medtronic to Everlife Sciences to Intuitive, I mean I can go on for days, yeah, but Stryker is the only one that is, that dialed in to CliftonStrengths to the point where they have a unique test for each division.
09:58
Please just talk to me a little bit about that. How did that happen?
10:03 – Sara Schweitzer (Guest)
Talk to me a little bit about that. How did that happen? Well, the relationship between CliftonStrengths and Stryker started.
10:16
I think, if my Stryker trivia is correct started in the 80s, so way before I was born. I wasn’t even alive yet. But what I can say is everyone kind of. I think Striker is such a sought after organization because it’s incredibly challenging to get a job there. Sure, the CliftonStrengths while it’s a really valuable tool for our internal teams, it also adds that layer of additional challenge. Sure, it also creates the culture that that Stryker has, because everyone that works at Stryker is a go-getter, is. You know work becomes or it goes above everything else. You know you wake up every morning and give 110% and you hold yourself and your colleagues accountable. It’s supportive, it’s fun, it’s exciting. Striker just has a very unique culture that the Clifton Strengths and the Gallup assessments do help create that culture, more or less.
11:22 – Samuel Adeyinka (Host)
Got it, got it. That makes sense, okay, okay. And then the the million dollar question. So they loved me, they loved me, everybody loved me there, but I did not pass the clifton strength finders. Yes, medical sales is not for me, that’s just wrong, right.
11:41 – Sara Schweitzer (Guest)
Yeah, that’s wrong. Yeah, that’s wrong for a lot of reasons.
11:50
Again, it goes back to what we talked about earlier in our conversation, where it doesn’t mean that someone’s not talented right. That’s absolutely not what it means. It means that your strengths and where you really thrive and what you’re really good at might not actually align with a role where you’re on call 24-7, 365, in the operating room nonstop doing XYZ. It might mean that you’re a President’s Club winner at selling oncology for a pharmaceutical company right, or selling medical diagnostics. I mean there’s a million different ways that your skills can translate better into a different type of role. But it is. It is a way for us to see are you going to be happy in this role long-term and do your skills and strengths align with what is typically successful in a role like this Doesn’t mean you’re a bad rep.
12:47 – Samuel Adeyinka (Host)
Now, when that happens, is it realistic for a rep to say, okay, I didn’t pass this time but I’m coming back, or once you’ve taken the Clifton StrengthsFinders and that’s the part that rules you out, it’s done. As far as that division is concerned, Not necessarily it’s a data point.
13:02 – Sara Schweitzer (Guest)
It’s a data point. Not necessarily it’s a data point. It’s a data point, but it should encourage you to maybe explore other divisions within the organization or different types of medical sales or health care sales, but certainly not you know your time here is done, forget it. Yeah, give up on your dreams. No, it’s not that. Yeah, give up on your dreams.
13:24 – Samuel Adeyinka (Host)
No, it’s not that Got it. Okay, let’s, let’s. Let’s, let’s dial it back now 30,000 foot view and let’s get just into the general world of medical sales recruiting, what is the number one issue, you know. Okay, first of all, let’s see if we even see the same trends. So I feel like gosh, after COVID I mean, it was before COVID medical sales is one thing, but let me say I’m going to give you two variables here.
13:48
Before COVID and before media medical sales was one thing. I did see it as almost like a private world. There were a lot of from medical device to pharma and everything in between. There was a lot of just privacy in what’s really going on and how to get access to it and those that were behind those closed doors. We lived in that privacy and we enjoyed all the benefits that came with it. And then the media kind of got wind and kind of, you know, with the movies and what was the first one that came out Love Another Drugs, love Another Drugs came out and everybody’s like, oh my gosh, is that what really?
14:18 – Sara Schweitzer (Guest)
goes on. This is the life.
14:20 – Samuel Adeyinka (Host)
Right, right, right. A free car. That’s what we’re doing. So and then you had all these tv shows, and then covid hit and it seemed like everybody’s like I don’t want to do what I’m doing in my life anymore. Where else can I lend a hand? As far as medicine is concerned and there was this huge just demand that was created in medical sales is anything I’m saying what you saw?
14:42 – Sara Schweitzer (Guest)
um, I think I started in medical sales recruiting when that demand was already really high, so I didn’t necessarily see it. The growth of that two years yeah.
14:53 – Samuel Adeyinka (Host)
You came in when it was already there.
14:55 – Sara Schweitzer (Guest)
Okay, yes, I came in when people were chomping at the bit to get into healthcare sales.
15:00 – Samuel Adeyinka (Host)
Okay, so that brings us to our question then. So, with the fact that it’s such high demand, now what is the number one misconception you think exists out there that you continue to see from people when it comes to medical sales?
15:15 – Sara Schweitzer (Guest)
Yeah, I can speak really well to spinal sales. The biggest misconception that I see is candidates will. Candidates will think that this is like a 10 to 2 type of job, like a very sexy, very glamorous job. Um, they’ll work 10 to 2 and they’ll make millions of dollars a year. That is the biggest misconception. Thankfully there are programs like Evolve that steer people in the right direction. Like no, that’s not what this is, but I would say that is probably by far. I have to give people a very sad reality check sometimes, like, hey, you’re working 24-7, my friend, this is not 10-2. You’re working very, my friend, this is not 10 to 2. You’re working very, very, very hard, um, and you are wearing scrubs every day. You’re in the operating room, your lugging trays and sets from point a to point b or it’s.
16:16 – Samuel Adeyinka (Host)
You’re working hard for the money that you make very, very hard yeah, yeah, yeah, we see, we see that too people just they assume it’s some sexy career where they’re going to make a ton of money and be in and out of offices and surgeries and procedures, like it’s just a walk in the park.
16:35 – Sara Schweitzer (Guest)
Yep.
16:36 – Samuel Adeyinka (Host)
Okay, okay Now. So I’m going to ask you a series of these questions, by the way, Sara, so be ready, all right, so so, number one big misconception which you’ve addressed, which is that a spine job, specifically, is intended to walk in the park. Number two what is the biggest reason, in your opinion, that makes it so difficult for all of these candidates to get your kind of what you’re the for lack of a better word gatekeeper for which is find jobs? What, what number one thing would you say? You know, people don’t have this, or people keep showing up lacking that, what, what is it?
17:17 – Sara Schweitzer (Guest)
That’s a good question. I wish I could say it was one thing Sure Um maybe the most common.
17:24 – Samuel Adeyinka (Host)
Not, of course. It’s not one thing right, but what’s the most common thing, or maybe top three?
17:29 – Sara Schweitzer (Guest)
Yeah. So top three might be easiest to address. I think for me, number one is that initial interview that I’ll have with someone. There’s just a there’s a lack of preparedness. There was no effort put into understanding the role, the company, anything about the industry, industry trends, nothing. I don’t see a lot of research that’s done. So when someone does research it really stands out Sure, because it’s like okay, if you came really prepared to this call that tells me that you would prepare, you certainly would prepare for a lunch that you might have with a surgeon or a call you know that you have with a customer, right, so that would be number one, I think. Two is I oftentimes hear what people think I want to hear, and it loses more about that.
18:26
Yeah, obviously, in an in a first interview, I’m looking for someone you know, authentic, that genuinely really wants to be in this space and can provide substantive examples and reasons as to why this is where they want to be and how their skills actually would make them a good fit for this type of job. And you, you get that sometimes. But you also sometimes get the folks that they read online OK, this is kind of what I need to say. Or they do the chat, gpt, ai stuff and they like it gives them basically like what to say in a medical sales interview. You know what I mean and you can you can really fish that out.
19:09 – Samuel Adeyinka (Host)
Um, we got, Sara, we got, we got. We got thousands of people listening right now. We got to give some examples. Give me some. We got to hear this what is? Give us an example of what inauthenticity sounds like, and give us an example of what authenticity sounds like.
19:24 – Sara Schweitzer (Guest)
Oh, okay, wow. So there have been times where I’ve been doing an interview with a candidate and all of a sudden it sounds like they are talking off a script, like truly reading a script. Back to me, the question might be tell me about a time when you felt like your work ethic was at its absolute peak and why and they’re like reading verbatim something that’s obviously on a screen they’re using really impressive words that they weren’t using before.
19:59 – Samuel Adeyinka (Host)
Right Classic chat GPT fashion.
20:03 – Sara Schweitzer (Guest)
Like, like, where’d you come from? Yeah, I’m like, wow, oh my gosh, that’s a, that’s an interesting word. Like, did you? Do you have a thesaurus sitting next to you? I’m impressed. Um, so I’ll hear that. I know that’s an immediate red flag for me. It’s like, okay, you don’t mean what you’re saying. You’re trying to get to the next step, which I don’t fault you for that, but unfortunately that’s going to be the reason that you don’t get to the next step.
20:30
Authenticity is people that are obviously very confident about their skills and experiences and are very comfortable explaining to me clearly with their own words, um, how their experiences relate to medical sales. They don’t have to have a sales background right, it could be a nurse who can explain how you know she works. He or she works nights, weekends, holidays. You know, understands the grind, the lifestyle, gets the hospital environment and knows the type of work ethic that’s required, you know, to even sort of be successful in medical sales. Right, like just the start of it. But they, they have that experience and they’re able to relate it. You know someone who started a side gig and in high school mowing lawns and that’s how they paid for college and you know, like really authentic stories like that that show me that you understand what it takes.
21:36 – Samuel Adeyinka (Host)
I love it, I love it, I love that. Sara, you, you couldn’t have identified that better. Uh, that’s real, you know, I think, I think you nailed it with that one. Give me, give me number three.
21:46 – Sara Schweitzer (Guest)
Oh gosh, I forgot that. I agreed to three. Okay, so the third one. Let’s see Questions. Questions at the end. Yes, oh, my goodness.
22:04 – Samuel Adeyinka (Host)
Okay, go ahead, give it. Give us the pool, but I want examples though. So give us the pool.
22:08 – Sara Schweitzer (Guest)
Okay. Well, first and foremost, if you have no questions at the end of my call with you, I’m not going to be happy. If you have one question, I’m not going to be happy. So that right there. That’s a red flag. That’s not good. Come prepared with questions. It goes back to the preparedness in the beginning with doing your research. If you did research, you’ll have questions. That’s just how it works. But there’s one thing I dislike and it’s when I get a bunch of questions that someone, basically you can tell when online and Googled, what questions should I ask in a medical sales interview, or what questions should I ask in a sales interview, and you get like the day-to-day what’s the day-to-day, like Um, which I get.
23:03 – Samuel Adeyinka (Host)
You know you can ask that question, but you should also kind of start it by saying, like you got to bring that to the table, you got to bring that to the table.
23:11 – Sara Schweitzer (Guest)
You could start by saying you know, through my research online, I understand that my day-to-day is most likely going to be filled with X, y, Z, but am I missing anything or will there be any surprises To?
23:26 – Samuel Adeyinka (Host)
me.
23:27 – Sara Schweitzer (Guest)
That’s a great way to ask that question. So, being really intentional about the questions that you’re asking, I love when people say oh, I read strikers a quarterly earnings report last night. Cool, you did. That’s awesome. Like what did you find out about it?
23:42 – Samuel Adeyinka (Host)
They show, they show they’re invested.
23:45 – Sara Schweitzer (Guest)
Exactly, yeah, so there’s good questions, there’s bad questions. Don’t ask the question just to ask a question. But I also love when even an entry-level candidate asks me about territory details. Who’s the rep that I’ll be supporting? You know where? Where are they stack rates within the? Within the team? Did they hit quota last year? You know what are their expectations of me? Um, how many other associates will I be working with in this territory? Is it just going to be me? What are? What are some of the hospitals and and doctors like that I’d be supporting? Um, any challenges? What are you hoping to find in a candidate to come in and make impact in this territory?
24:31
Questions that are actually thought out, or beautiful things? Uh, and I wish I saw more of them. But you do get a lot of like. You know what’s the day to day, like, what is the training process like, which is fine, it’s a fine question. But, um, I mean, sometimes I’ll get questions like, like, if one time I got a question from from someone no fault to them, they were new to the industry but, um, do I really have to be on call? Yeah, like, unfortunately, you do. Yes, that is part of this job. Um, and then the followup. So, like on the weekends, like if someone calls me I’d have to go in. Yes, that is what that is what I’m called means. That means that you’re dedicating about two weekends a month to to doing that. So yes, but yeah, questions have good questions. That’s the third one.
25:50 – Samuel Adeyinka (Host)
No, I love it. I love it. Thank you for that. That was awesome. Questions have good questions, that’s talk about it. You know, I’m 50 years old and I want to be an associate sales rep in spine. You know what? What is? What is the reality of my pursuit? What are hiring managers thinking? What’s Sara who? Who’s the gatekeeper to even getting in this interview? Sequence thinking.
26:12 – Sara Schweitzer (Guest)
Yeah, I think, first and foremost, follow your dreams. If that’s what you want to do, go for it. There’s no one stopping you. I think if you, if you’re 50 years old and you really want to start at truly the ground floor in an industry that’s incredibly demanding, that will take up all of your time and energy, and that’s genuinely what you want to do, and you understand that just because you’re further on, you know, in your career, in a different, within a different avenue, doesn’t mean that you’re going to get to just buy like, blow through the ASR role and become a rep within six months and you know you’re still going to have to do what the 24 year old recent college graduate is going to have to do and that’s earn your stripes. If you’re comfortable with that, then apply. Oh, that’s more work than I was maybe anticipating and not all that’s. You know not to characterize, you know everyone in that light, but I just think if you really are passionate about it, go for it, and if you truly understand what it takes, then go for it.
27:46 – Samuel Adeyinka (Host)
Do you believe, though, that, for people between 50 years old and 60 years old, there is a definite challenge to getting into a position like this?
27:57 – Sara Schweitzer (Guest)
there is a definite challenge to getting into a position like this, more so than anyone else trying to get it. I think it’s equally challenging for everyone across the board, because there are so many applicants to just one job. The competition is unreal.
28:16 – Samuel Adeyinka (Host)
Give us some numbers how many applicants to one job?
28:20 – Sara Schweitzer (Guest)
Wow, it depends. In a place like New York city I could have 300, 400 applicants within a couple of days. You know, obviously, when you get to like the Midwest, maybe it’s like a hundred applicants in a week or something. But I mean, so it’s, it’s a competitive industry. People want to be in medical sales. They especially want to be at striker right. Um, and it’s, it’s equally hard across the board.
28:49 – Samuel Adeyinka (Host)
I mean you have to really stand out resume wise so so are you saying that it’s less about being older and it’s more about there are so many variables that make it difficult that you might not have that you see it as equal playing field for the young adult person, older person, when it comes to get into a position?
29:12 – Sara Schweitzer (Guest)
Definitely equal playing fields for sure.
29:15 – Samuel Adeyinka (Host)
Yeah, that’s interesting. Okay, let’s let’s talk more about it. So with clinicians, nurses, physical therapists, chiropractors have you seen a growth in that in that audience, like, are you seeing way more than before, or has it been consistent? Since you’ve been in the space, what are you seeing? I hope you’re enjoying today’s episode and I want to let you know our programs cover the entire career of a medical sales professional, from getting into the medical sales industry to training on how to be a top performer in the medical sales industry, to masterfully navigating your career to executive level leadership.
29:53
These programs are personalized and customized for your specific career and background and trained by over 50 experts, including surgeons. Our results speak for ourselves and we’re landing positions for our candidates in less than 120 days in top medical technology companies like Stryker, medtronic, merck, abbott, you name it. Would you run an Ironman race without training and a strategy? You wouldn’t. So why are you trying to do the same with the medical sales position? You need training, you need a strategy and you need to visit evolveyourassesscom, fill out the application schedule some time with one of our account executives and let’s get you into the position that you’ve always dreamed of.
30:31 – Sara Schweitzer (Guest)
Yeah, I see a lot of nurses wanting to make the change into medical sales, especially travel nurses. The caveat there is travel nurses typically make more as travel nurses than they do as an associate sales rep. That’s just the reality of it.
30:51 – Samuel Adeyinka (Host)
It’s not permanent, so it’s still way more attractive to work, to work. You know in Sara division. So you know in Sara division, so you know, with that, what do you think about that? You know how should a clinic? If a clinician listens to this right now and says you know what I’ve always wanted to be in medical sales?
31:06
man Sara inspiring me right now. What should they anticipate? Should it be considered easy because they’re a clinician, or would you say no, there are so many clinicians that want this now. It’s just as competitive as everybody else, or you know what?
31:21 – Sara Schweitzer (Guest)
would you say about that? I think it goes back to my earlier point, where there’s just a ton of eager talent from all different backgrounds, all different shapes, all different sizes, all across the board, that are applying to these jobs. I don’t think it boosts your chances and I don’t think it decreases your chances. I think it’s competitive and it’s how you showcase your skills on your resume. I’ve had nurses. I’ve had I’ve had nurses message me on LinkedIn, which I get a lot of LinkedIn messages.
31:58 – Samuel Adeyinka (Host)
So if there’s anyone out there that’s messaged?
32:00 – Sara Schweitzer (Guest)
me and I haven’t responded. I get about 75 a day. So I’m sorry You’re slacking, Sara, you’re slacking. I know If I just did LinkedIn messages all day I would get fired from my job because I would never actually be doing any recruiting, actually be doing any, um. But I have had nurses reach out to me and say, give me like really compelling messages, not the whole, like oh, I hope this message finds you well. Like you know I, can you tell me what jobs I’d be good for with this background? Um. But so I had one nurse in particular that stands out to me. Her message at least, um, it was something to the effect of I can only imagine how hard it is to fill a job in xyz location.
32:45
It was one of a more rural sure um locations I was hiring in, and in that was her subject line, and her first sentence was maybe I can be the solution for you this time around power.
33:03 – Samuel Adeyinka (Host)
Hello, where have you been my whole life?
33:06 – Sara Schweitzer (Guest)
because you know what? Let’s talk about LinkedIn messages for one second.
33:09
I’m gonna derail us, samuel, because do it, let’s go because sometimes you get a LinkedIn message that’s so different, but also, like for that example, that I provided it solved my problem. She just did what a sales rep is supposed to do Solve the problem of solve someone else’s problem. She just did that for me and I was like, yeah, you know what? It is really hard to hire in middle of nowhere, usa. Great, let’s have a conversation. I would love to talk to you. If people approached their LinkedIn outreach like that, oh my gosh, game changer, guarantee you they would hear back from recruiters, from managers, from reps, but instead you see a lot of the. I hope this message finds you. Well, what jobs on your website would I be good for?
34:03 – Samuel Adeyinka (Host)
I don’t know. You Do something for me right now, please.
34:07 – Sara Schweitzer (Guest)
Yeah, it’s like you just asked me to do a chore for you, Not your mother, not your wife. I’m not going to do this chore for you. I know nothing about you. You didn’t even send me your resume, right? So I think LinkedIn, I think, is still a great tool in such a competitive space to stand out. Using LinkedIn is invaluable. It’s so important, but it has to be done the right way. I mean you know that it has to be done the right way.
34:36 – Samuel Adeyinka (Host)
I mean you know that has to be done the right way. Um, that’s, that’s, that’s beautiful. I love that you identify that, okay, so so, let’s, let’s switch gears a little bit. So, as a recruiter, you know what do you really want? And let’s speak specifically to Sara, specifically to Stryker, specifically to Spine, describe the and I’m not going to use perfect, I know better but, describe the ideal candidate. Describe the ideal candidate.
35:06 – Sara Schweitzer (Guest)
The ideal candidate for me, for our division. It’s someone that is incredibly gritty, tenacious, has that just like fire in them that you can feel when you talk to them. It’s someone who is able to clearly articulate their skills, their accomplishments, their strengths and how it relates to the job. It’s someone who can showcase that they’re coachable. It’s someone who can take feedback, constructive criticism, take it well and then implement the feedback. And really, someone well, two more things Someone who can build trust very easily and very quickly with internal teams, customers, anyone they come across. They just have that ability to build that rapport, build that trust. And someone who’s just not afraid to work hard, like really not afraid to put their nose to the grindstone and say, yeah, this job is going to be so hard. This is going to be the hardest job that I ever have as an associate sales rep, but I want to do it and I’m going to do it and I’m going to do a really good job doing it. I love that.
36:32 – Samuel Adeyinka (Host)
I love that.
36:32 – Sara Schweitzer (Guest)
Don’t ask me to repeat those. I don’t think I’ll be able to we captured it.
36:37 – Samuel Adeyinka (Host)
It’s good, that is fantastic. Okay, you know so. So as a recruiter, Sara, do you see a lot of what happens to the talent you bring on? Or would you say that, with your position and the volume of people that you have to manage, you kind of get them in and then that’s the end of it as far as they’re concerned?
36:56 – Sara Schweitzer (Guest)
Oh my gosh, I love this question because one of my favorite, favorite, favorite favorite things about recruiting is following my candidates throughout their journey. So at Stryker I also hired for the clinical specialist division for our enabling technologies team. So they’re OR based, not sales, but typically will go into sales afterwards. It’s basically just create it’s a division that is so important but also creates a really great, great bench for sales roles within the org. And, oh my God, there is just absolutely nothing more fulfilling than when a candidate that I hired calls me and asks for advice about an interview that they have coming up for, you know, endo or neurosurgical or whatever.
37:49
Just a couple weeks ago I was able to help four internal candidates that I hired move on to promotions within Striker. I coached them throughout the whole interview process. I still text and do regular phone calls with my candidate. I mean there’s one girl I hired. She relocated from Nashville to New York city. Um, she’s like my little Southern angel. I talked to her for hours on the phone, like I’ve become friends with the people that I’ve hired and I am so proud to see them grow in their career. It’s so fulfilling.
38:29 – Samuel Adeyinka (Host)
Oh, come on, that’s a beautiful thing. No, I love that you know. You mentioned clinical specialists. I would love to talk about that just for a moment. You know what is the difference between a clinical specialist and a sales rep, and then it’s a two-part question what’s the difference? And then who’s the best person qualified to be a clinical specialist versus the best person qualified to be a sales rep?
38:59 – Sara Schweitzer (Guest)
Okay. So to answer your first part, I think clinical specialists are most comparable to associate sales reps, so they’re both kind of entry-level roles for lack of a better way to describe it like getting into the organization. Clinical specialists are product experts. They represent in my case they represent a suite of technology surgical navigation tools and imaging tools and they are in the OR every single day, you know, very hands-on supporting surgeons and surgical teams with that technology. They’re not selling the technology, because the instrumentation, the equipment, it’s already been sold to the hospital. They’re there as more of a support role.
39:42
And then the ASR or the sales associate. They are obviously on a sales specific track. So they work very closely with the sales rep. They’re mentored by the sales rep. They cover cases still, of course, they’re in the OR, but they’re also doing a lot of inventory management. They’re doing sales calls, they’re doing business development, they’re involved in negotiations and contract writing. So it’s going to be more business and healthcare blend, whereas the clinical specialist role is a product expert, OR-based. Sometimes you can help with sales, but it’s not your main function, Got it? So that’s the first part, and then the second part was ideal candidates for each who qualifies for?
40:32 – Samuel Adeyinka (Host)
yeah, exactly, Ideal candidates for each.
40:36 – Sara Schweitzer (Guest)
So typically for our clinical specialist roles we do see a lot of recent college graduates Caveat to that. They do not have to come from a healthcare background at all. They don’t have to be a bio major or a biomedical engineering major or anything like that. I’ve hired real estate agents, nurses, like folks with economics degrees, business degrees, bio degrees, engineering. I’ve hired all different police officers, all different types of people, into clinical specialist roles. But I’ve also hired similarly all different types of people with all of the backgrounds that I just mentioned into sales associate roles. So I think the difference there is if you have a sales background, you know, go for the sales associate role. If you don’t have a sales background and you really want to get into the medical technology space, then go for a clinical specialist role. You might have a better shot, but it’s a similar candidate pool, to be honest. Sure.
41:52 – Samuel Adeyinka (Host)
And maybe it’s unique in spine. But you know, we’ve seen a lot of clinical specialists. A lot of clinical specialists. A lot of clinicians have a lot, a great time getting clinical specialist roles very quickly uh, from our vantage point, faster than non-clinician professionals um, and and what we see is that every company kind of defines what it means to be clinical special differently, but for your space. Where do you see clinicians faring? Does it matter More clinical specialists, more associate sales rep? What would you say?
42:23 – Sara Schweitzer (Guest)
I don’t. I think it doesn’t necessarily matter broadly. It’s to your point, the. The woman that messaged me on LinkedIn was a nurse and she clearly has. She had she has saleswoman written all over her Like she knows how to be a salesperson. Yeah, just that’s where she belongs. But I’ve also talked to nurses that actually really would just prefer to be in more of a clinical setting without the hassle of having a future quota, working on a hundred percent commission, et cetera. I think it really is a personal decision on what you want your life to be like. You know what your career goals are. Are you comfortable working 100 commissions job? You know, once you become that full-line sales representative, do you want something that will always have a base salary, kind of doing a little bit of soul searching that will help dictate which bucket the clinicians will fall into. But I mean, they’re good for either of them honestly.
43:26 – Samuel Adeyinka (Host)
Yeah, yeah, that’s fantastic. Okay, we’re going to, we’re going to come to a close, but before we do, one more subject I want to tackle with you is follow up. So, when it comes to follow-up, right, ooh, follow-up, straight from the mouth of a recruiter.
43:43 – Sara Schweitzer (Guest)
Okay.
43:45 – Samuel Adeyinka (Host)
What is it about it? When the interview’s been had, let’s do two scenarios. One when the interview’s been had, you’ve closed, you’ve even got a commitment on we plan to get back to you in a week. Come around, crickets, nothing. And you’re like what the heck? You even got a commitment on. We’ll get back. We plan to get back to you in a week. Come around, crickets, nothing. And you’re like what the heck? Sara told me they were going to be contacting me within a week. What do I do now? Um, and then I have another scenario for you, but let’s answer this one first okay what’s the advice?
44:13 – Sara Schweitzer (Guest)
yeah. So, first and foremost, recognizing that if it takes a little bit longer to receive follow-up from the recruiting side, we’re all human Send a follow-up email. So to your next point send a follow-up email. I mean, first of all, you should be sending a follow-up email within 24 hours after an interview, whether it’s with me, whether it’s with a manager or rep. You know someone you just connected with on LinkedIn and had a casual conversation with you should always send a follow-up. Thank you email Always yes, goes without saying.
44:47
Don’t send me a text, please. I don’t want a text message, especially if you don’t say who you are, what role it was for. I don’t know who you are. I don’t save everyone’s number. Yeah, that’s a different podcast story. But, yeah, send a follow-up email. Gosh, don’t. I mean, it’s your career, right. Take control of it. If you closed and you felt like you did a good job on that interview, even if you felt like you didn’t do the best job on that interview but if you closed and you’ve got a commitment that you would hear back within a week and you don’t follow up, Okay, so check in, follow up, check in.
45:28 – Samuel Adeyinka (Host)
Nothing happens.
45:30 – Sara Schweitzer (Guest)
Yeah, be persistent, but don’t be. Don’t be too persistent.
45:39 – Samuel Adeyinka (Host)
Wait a minute, okay, okay, so I’m a listener now. Okay, they’re just said to be persistent. And the next sentence, Sara said don’t be too persistent.
45:45 – Sara Schweitzer (Guest)
And let me explain let me explain, because there’s, there’s a smart way to follow up, and then there’s a way that tells the manager that, oh my god, if you did this to a surgeon we would surely be blacklisted. Sure, okay, so too much follow-up would be an email you know, every day, every other day, a couple of times within one week. That would be considered too much follow-up, truly too much follow-up, every too much follow-up.
46:19 – Samuel Adeyinka (Host)
Every day is extreme.
46:20 – Sara Schweitzer (Guest)
Every day is like I don’t. That’s scary. We’ve gotten to the scary world there. I think an appropriate follow-up is it goes a thank you email within 24 hours afterwards. If you do not hear anything. Another email a week later, checking it goes a thank you email within 24 hours afterwards. If you do not hear anything. Another email a week later, checking in. If you still don’t hear anything, another week later, or maybe a little less than a week later, maybe like five to seven days later, you check in one last time and you say you know what’s going on, wanting to check in.
47:04
I’m very excited about the opportunity, reiterating why I’m a good fit for this role, blah, blah, blah. And unfortunately I’m also going to apologize on behalf of hiring managers and recruiters across the entire world. Sometimes things fall through the cracks, but if you don’t hear back within two, three weeks, unfortunately it probably didn’t work out. To be honest, honest, I know that’s tough and it’s hard, um, and it’s shameful, because ghosting is such a disgusting thing that happens in this in in the recruiting world it’s real, it’s real, it’s real, it’s.
47:46 – Samuel Adeyinka (Host)
You can’t handle that level of grit. And what? What are you really trying to do so?
47:51 – Sara Schweitzer (Guest)
yeah, exactly, and not to not to shame the candidate that’s experiencing it, because we’ve all been ghosted. It’s not fun, it sucks sure but also, if you did your due diligence and you followed up and you felt like you did really well in that interview and you are giving, you know, these great email follow-ups to the manager, to the recruiter, and you’re not hearing anything, then, yeah, just move on. Yeah, yeah, move on, yeah okay, next question.
48:20 – Samuel Adeyinka (Host)
and then so this this is the the last one as far as scenarios are concerned. So now you’ve sent Sara some awesome message and she was like oh my gosh, I will give you some of my time because this message is unique. Out of the 74 messages I got today, this one is very unique, so I’m going to give you some time, and then you hear nothing. In fact, you even have a conversation with Sara and she loves you. You hear nothing. What do you?
48:48 – Sara Schweitzer (Guest)
do so. The question is I’ve talked to a candidate, I’ve given them my time, I’ve talked to a candidate, and then they don’t hear from me again.
48:58 – Samuel Adeyinka (Host)
Maybe you even told me you’re great, apply. Yes, let’s go. And then they hear nothing.
49:04 – Sara Schweitzer (Guest)
Yeah.
49:06 – Samuel Adeyinka (Host)
They don’t get an interview date. They don’t know what’s going on.
49:09 – Sara Schweitzer (Guest)
That does not happen. Often they don’t know what’s going on. That does not happen often. If I want someone to apply to a job and they don’t, I will blow them up until they apply. Or I’ll say you have to apply within 24 hours. Okay, I have to see your application in there within 24 hours.
49:34
If they’ve messaged you and you’ve responded that they should you better in 24 hours, yeah, like if we’ve talked on the phone and I have already kind of identified them as someone that I think could be good and I tell them great. In order for us to proceed, you have to respond or you have to apply to the role formally. You have to do it within 24 hours. You have to do it. You have to do it within 24 hours. If 25 hours, 26 hours, if you’t, unless you’ve told me why you can’t, that’s going to tell me that you can’t follow through on your commitments. Gotcha, gotcha, okay, um, but otherwise I. There have been times where I’ve done calls with people where I, whenever I do a LinkedIn call with someone, I always say the ball’s in your court, so and so, what did you want to get out of this? I can give you 15 minutes. Whenever I do a LinkedIn call with someone, I always say the ball’s in your court, so-and-so. What did you want to get out of this? I can give you 15 minutes. What were you hoping to get out of this? So you also have to come prepared to those calls and if there was no objective set, no end goal reached no agreement that we came to at the end of that call.
50:33
You can’t really expect, well, you can’t really expect there to go any further from there. You know, kind of like, for example, if you walked in to talk to a doctor and let’s use pharma, for example, and you just talked about the doctor’s weekend during your lunch with him or her, and then that was it, and then you get your data the next week and you’re like Dr So-and-so, never wrote my drug, or do I? Yeah, it’s like, well, maybe because you didn’t mention it, or like you didn’t ask, you didn’t, you know, get a commitment. Yeah, he’s not going to write your drug. So for those LinkedIn calls, there has to be an objective. There has to. You have to lead the call right. You have to tell me what job you’re interested in, you have to tell me why you’re good for the job, right, and then there can be follow-up.
51:26 – Samuel Adeyinka (Host)
Yeah, yeah, that was fantastic. Uh, last question, Sara, before we do the lightning round how do you make it all happen? Do you have a family? Are you solo, Sara, just out there changing lives, recruiting every day? How do you find the time to make all the magic that you do happen?
51:42 – Sara Schweitzer (Guest)
Wow. Well, I’m honored that you called it magic. I have a husband, a wonderful husband of almost two years. We met in college. She’s amazing. I have a daughter on the way. I’m eight months pregnant yeah plot twist very, very pregnant. So daughter Caroline will be born in June, amen and early June. And then I have a dog named King, who has been featured on Stryker’s LinkedIn page before.
52:22 – Samuel Adeyinka (Host)
King already started his career in medical science.
52:24 – Sara Schweitzer (Guest)
Yeah, he is a LinkedIn influencer. You mentioned those earlier on. He is one. He’s precious and adorable. But that’s my little family unit love it.
52:36 – Samuel Adeyinka (Host)
That’s fantastic. Well, thank you so much for all the time, Sara. Your wisdom has been amazing to hear. Are you ready for the last thing we’ll do today, called the lightning round?
52:46 – Sara Schweitzer (Guest)
am I gonna embarrass myself during the lightning round?
52:48 – Samuel Adeyinka (Host)
I don’t know, are you? Okay, well, I’m not all right, all right, bring it on Four questions. Okay, ten seconds to answer.
52:56 – Sara Schweitzer (Guest)
Oh my.
52:56 – Samuel Adeyinka (Host)
God, what is the best book you’ve read in the last six months?
53:01 – Sara Schweitzer (Guest)
The Accord of Thorns and or Accord of Roses and Thorns, whatever series back there.
53:06 – Samuel Adeyinka (Host)
They’re great. The Accord of Roses and Thorns.
53:08 – Sara Schweitzer (Guest)
Yeah, I can’t Akatar. Yeah, it’s like a fantasy. I never thought I’d be a fantasy girl, but I was roped into it and my team all read it and we just Fans, immediate fans, huge fans.
53:19 – Samuel Adeyinka (Host)
I’m going to have to take it out. Okay, don’t, you wouldn’t like it.
53:22 – Sara Schweitzer (Guest)
No, I don’t think you would like it. I mean try it, follow your dreams. Try it, but don’t say I didn’t warn you.
53:31 – Samuel Adeyinka (Host)
Fair enough, fair enough, all right.
53:33 – Sara Schweitzer (Guest)
Next question what is the best movie or TV show you’ve seen in the last six months? My favorite movie of all time is this Is 40. It’s the only movie I ever suggest watching ever with Leslie Mann. My husband gets annoyed because he’ll say what movie should we watch tonight’m like this is 40 and he’s like we watched that two weeks ago but it’s the only movie yeah, it’s the only movie I will ever watch.
54:00
Wow, is it funny or hilarious? It’s hilarious, okay, it’s so good. I do recommend you watch that one if you haven’t seen it okay, okay.
54:10 – Samuel Adeyinka (Host)
Now we want the meal here and the item and the restaurant location. What is the best meal you’ve had in the last six months?
54:19 – Sara Schweitzer (Guest)
I have not actually been super social because I was very sick in the beginning of my pregnancy, the best meal that I had my husband, actually. I was craving a cupcake and my husband made me a chocolate cupcake with homemade raspberry frosting. Wow, and there is nothing that hits more and hits better than when you desperately need a cupcake and then someone gives you a cupcake. It was.
54:53 – Samuel Adeyinka (Host)
Now he, he developed this skill or he’s a baker.
54:57 – Sara Schweitzer (Guest)
He just. He bought a mix for the cupcake but then found a recipe to make the frosting. That’s impressive, and whipped it up for me. Yeah, it was.
55:08 – Samuel Adeyinka (Host)
That’s pretty impressive Finger snaps for him. Okay, last but not least, what’s the best experience you’ve had in the last six months?
55:16 – Sara Schweitzer (Guest)
I’m going to sound like such a cliche, but the best experience has been carrying my daughter. It’s been a really cool journey. It’s my first we’re not going to count King because I didn’t birth him myself, unfortunately but yeah, carrying my daughter has been such an incredible experience. It’s been filled with a lot of lows and a lot of highs. It’s been exciting hearing her heartbeat, seeing her on the ultrasound, knowing that in a couple months I get to actually hold her. That’s beautiful. That’s been the best experience in the last six months, for sure by a landslide.
55:59 – Samuel Adeyinka (Host)
Amen is out of the capital. A Sara. Again, thank you so much. How can people find you?
56:04 – Sara Schweitzer (Guest)
On LinkedIn only. I do not have social media outside of LinkedIn. So, samuel, we can have a chat about that another time, another one of the perks of recruiting, but I, yes, on LinkedIn. You can find me on LinkedIn, Sara Schweitzer. That’s the best place and the only place.
56:22 – Samuel Adeyinka (Host)
Sara, it was real. Congratulations on the budding family, can’t wait to hear all the great news and thank you so much for your wisdom on the medical sales podcast.
56:30 – Sara Schweitzer (Guest)
Yeah, thank you so much for having me. This was fun.
56:34 – Samuel Adeyinka (Host)
And that was Sara Schweitzer. Wow, she just unloaded with gems and pearls and I hope you were taking notes. You know it’s it’s. It’s fantastic to have someone like herself that really is dealing with candidates trying to get opportunities to improve their lives and patients’ lives each and every day. That is amazing.
57:00
So if you’re wondering about this, if you’re thinking, wow, you know I want to do the things she’s talking about, but I don’t really know how to do them.
57:07
Or, yeah, I’ve tried all those things, samuel, it’s great she said all those things, but none of them have worked for me Then you already know what I’m going to say.
57:16
Go to varvasuccesscom and let’s have a conversation to fill out the application and then, if you’re just listening to this podcast and you get value from this show that we put all of our energy and effort and grit into, please go to Apple Podcasts and rate the podcast, subscribe, rate it. Show us that you really love listening to these episodes and you want more, and make sure you tune in next week for another episode of the medical sales podcast. I hope you enjoyed today’s episode and remember I have a customized and personalized program that gets you into the medical technology industry as a sales professional or any type of role for that matter. Become a top performer in your position and masterfully navigate your career to executive level leadership. Check out these programs and learn more at EvolvesAssesscom by visiting our site, filling out an application schedule, some time with one of our account executives and allowing us to get you where you need to be. Stay tuned for more awesome content with amazing interviews on the Medical Sales Podcast.
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I was a Regional Sales Representative for Long-Term Care pharmacy services. I had dreamed of getting into the med sales industry when I went into my career as a nurse, but the pharmacy sales job came to me, and I had just settled. Fortunately, I had a job shakeup that allowed me to determine that now was the time to pursue my original vision.
I absolutely would not have this position without Samuel and the Evolve Your Success community. A lot of people my age would just stop trying, but EYS believed in me.
EYS allowed me to break into the industry in 90-Days after I had been trying on my own for over two years! I had lots of recruiter screenings, and a few interviews with hiring managers, but I was never offered a position.
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Of course, I had to think hard before making a financial investment that’s reasonably substantial. But when I read the testimonials of real med sales reps on the site and learned that I wasn’t the only one taking a chance on my success, that EYS was sharing that risk also, I knew I had to do it. Though you might be able to cobble together some of the steps of getting a role in med sales from online research on your own, you just can’t know what you don’t know!
The process of going through EYS presents this insider knowledge to the student, as well as giving you a progression of difficulty as you obtain the information, and you begin to master it. Not only that, but they give you access to amazing mentors and instructors, allow you to practice your interview skills, and teach you how to market yourself through social media and your own website! I cannot stress enough that EYS was the factor that made the difference in my successfully landing my dream job! The support, structure, and knowledge gained was invaluable!
I would recommend this course to ANYONE looking to break into medical sales
Thank you so much, EYS! This journey has been life changing and has resulted in the successful culmination of my 18-Year ambition! 
Sports Medicine in Phoenix! I extend so much gratitude to the Evolve Your Success group as I land this role and get ready to pursue my dream job. I am a Physical Therapist who became a little stuck in the profession due to issues with reimbursement and the difficulty for continued growth upwards. I turned to EYS to assist me in learning about the medical sales industry and gain knowledgable mentors who were able to help coach me in this process. I am a strong believer in surrounding yourself with the best and good things will happen. I did work hard, but with the support of my mentors and other colleagues going through a career change, I felt a sense of community and it confirmed my drive to get into this industry. I have already learned so much through the interview process, and feel very blessed to have had the resources this group provided. I have made lifelong friends and I cannot wait to continue to follow others’ journeys to pursue this incredible field. I urge you to give Evolve Your Success a try to gain mentorship, guidance, and support through any career transition.
and am excited to make a difference in patients’ lives as a Pharmaceutical Sales Specialist.
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. I owe this opportunity to Samuel, the program, and the incredible mentors at EYS.
