Medical Device Sales Recruiting

Boutique Precision. Enterprise Results.

I built ACP from the field up. I have sold devices, worked territories, and carried a number myself. That background is what separates my placements from what a generalist firm sends you.

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$240K

Average cost of a bad sales hire Recruiting, onboarding, ramp time, and vacant territory revenue combined. Source: SHRM

73%

Of top performers are passive candidates They are not applying anywhere. You have to go get them. Source: LinkedIn Talent Trends

$115K

To replace one sales rep Fully loaded: lost accounts, ramp time, and competitive ground surrendered. Source: DePaul University Sales Research

Upfront cost Contingency model. You pay when you make the hire.

Who I Am

I Have Worked This Industry. I Do Not Just Recruit for It.

I spent over a decade carrying quota in medical device sales — selling into operating rooms, navigating IDN procurement, and competing for accounts at the highest level. That experience is the foundation of how I evaluate every candidate I submit.

I run a boutique practice, which means I take on a limited number of searches and treat every one as a priority. When you work with me, you get a scored submission memo with my honest assessment — not a stack of unscreened resumes forwarded from a database. If a candidate does not meet my threshold, they do not reach your inbox. I place from territory-level roles all the way to C-Suite, and I bring the same rigor to every level of the search.

Julie Barnwell, Founder — ACP Recruiters

Meet Julie

The Person Behind Every Search

I am not a career recruiter. I came up through medical device sales — working operating rooms, managing territory, and understanding what it actually takes to close in a clinical environment. That background shapes every search I run.

When I evaluate a candidate, I am looking at them the same way you would across a hiring manager table. I know the difference between someone who can sell and someone who can sell this — in this call point, against this competition, in this territory. That distinction is what you are paying for.

Julie Barnwell

Founder, ACP Recruiters

"The best candidates in medical device are not browsing job boards. They are holding territory, closing accounts, and fielding calls from managers who want to keep them. Getting to them requires relationships, credibility, and timing — and that is what I bring."

<10

Active searches at any given time. Every client gets the full attention of the firm.

5–7

Business days to first qualified submission. Screened, scored, and ready for review.

Day 1

Sourcing begins the day the search brief is signed. No lag, no queue.

How It Works

From Brief to Offer

I do not run volume. Every search follows a defined process that produces qualified submissions fast, without noise.

Search Brief

Thirty minutes with your hiring manager. I define what great looks like for this territory, call point, and culture before I source a single name.

Targeted Sourcing

I go directly to candidates currently performing at your competitors. Passive outreach only. No job board scraping.

Screen and Score

Every candidate is evaluated on territory fit, clinical or functional experience, performance record, and compensation alignment. If they do not score, you do not see them.

Submission and Close

You receive a submission memo with my scoring rationale. I stay engaged through offer, counter-offer, and onboarding.

Specialties

Roles We Fill

From territory-level field sales to C-Suite commercial leadership, I place across medical device and MedTech. Higher-impact roles are where I differentiate most.

Executive

C-Suite & President

Chief Commercial Officer, Chief Revenue Officer, VP of Sales, and President of commercial divisions at medical device and MedTech companies.

$300K+ OTE

Senior Leadership

Vice President of Sales

National and divisional VP roles with full P&L accountability, team leadership, and board-level reporting responsibilities.

$250K+ OTE

Director Level

Director of Sales

Commercial directors managing regional teams, key account strategy, and field execution across large geographies.

$200K+ OTE

Engineering & R&D

Engineering & R&D Leadership

Director and VP-level roles in product development, clinical engineering, and regulatory affairs at device and MedTech companies.

$180K+ Base

Management

Regional Business Manager

Senior commercial leadership with P&L responsibility and multi-state team management.

$160K+ OTE

Management

Regional Sales Manager

Player-coach leadership managing field rep teams across multi-state territories with full quota accountability.

$130K+ OTE

Field Sales

Territory Manager

Individual quota-carrying field rep. The core of every commercial placement we make.

$100K+ OTE

Clinical

Clinical Account Specialist

OR-facing roles requiring deep product fluency, procedural credibility, and strong surgeon relationships.

Strategic Accounts

National Accounts / IDN

Complex account roles targeting health systems, GPOs, and formulary committees.