.jpg){kind=avatar}
Medtronic is the global MedTech leader, with $34 billion in sales in 2024 and employing nearly 100,000 people across 150+ countries. And these aren’t your ordinary employees — they’re some of the world’s best high-skill professional engineers, AI developers, and medical experts. Which means to maintain status at the top of their industry, Medtronic has to hire the exact same candidates sought after by the biggest brands in the world.
Amazon. Apple. Google.
How does Medtronic win?
A recently published case study by The Josh Bersin Company explores how Medtronic is adapting its TA strategy to meet this challenge. See, instead of relying on traditional recruiting methods Medtronic is employing AI and forward-thinking practices to secure the talent necessary to maintain its leadership in the MedTech industry.
And it’s working. Since implementing Sam, Medtronic has seen AI’s impact across their hiring process:
- Their application process has been streamlined and standardized, with recruiters acting as talent advisors to line managers
- A time-to-schedule slashed from 3 days to 17 minutes across 6,000+ interviews.
- Better visibility into their processes thanks to Sam’s hiring data insights.
Leveraging AI in TA.
To win the war for talent, Medtronic has to be proactive. But hiring 12,000+ employees a year doesn’t afford them the right to offer a high-touch human experience to every candidate.
This is all about value creation so we can attract better, higher-quality talent. The kind of talent that drives innovation and powers our mission to alleviate pain, restore health, and extend life.
That’s where their hiring solution comes in — Medtronic recently implemented Sam, their conversational AI assistant designed to handle the monotonous recruiting work that was previously burdening their recruiters. Think of the stuff that bogs you down: screening for minimum requirements, playing phone tag to get an interview scheduled, collecting standardized feedback. Before Sam, recruiters were spending precious hours in their day trudging through these menial activities.
Now they’re free to actually talk to their candidates, and find out what makes them special.
“This is all about value creation so we can attract better, higher-quality talent,” said Mark Smith, VP of global TA at Medtronic. “The kind of talent that drives innovation and powers our mission to alleviate pain, restore health, and extend life.”
For a comprehensive understanding of Medtronic's TA strategy, check out the full report from The Josh Bersin company:
