Addressing the Talent Acquisition Challenges in the Medical Device Sector – 2025 Outlook

The medical device industry is experiencing unprecedented innovation, from AI-enabled diagnostic tools and robotic-assisted surgery to wearable health monitors and advanced imaging systems. While this technological evolution is reshaping healthcare, it is also creating intense pressure on talent acquisition (TA) teams to secure specialized skills in a highly competitive market. In 2025, medtech companies must navigate a perfect storm of widening skills gaps, regulatory complexity, talent scarcity, and shifting workforce expectations. This paper explores the most critical TA challenges in the sector and the capabilities organizations must build to compete for the next generation of talent. 

Key Talent Acquisition Challenges in the Medical Device Sector 

1. Widening Skills Gaps 

   
   

   Rapid advances in areas such as AI, robotics, and digital health have created an urgent need for professionals with specialized expertise. Job postings for roles in software engineering, UX design, and electrical engineering are among the hardest to fill, particularly when coupled with medical device experience. 

   
   

2. STEM Talent Shortage

   
   

   The U.S. alone is projected to face a shortfall of 1 million STEM workers by 2031. The medtech sector is one of the most impacted, with firms struggling to find technical talent for innovation-driven roles and increasingly losing candidates to tech and pharmaceutical competitors offering higher compensation and faster career growth. 

   
   

3. Regulatory and Compliance Expertise

   
   

   Navigating FDA regulations, ISO standards, and international compliance requirements requires deep knowledge and experience. The demand for regulatory affairs and quality assurance professionals far exceeds supply, particularly as rules become more complex. 

   
   

4. Innovation and Product Commercialization 

   
   

   Over 950 AI-enabled medical devices received FDA approval in 2024 alone. Medtech companies are under constant pressure to innovate, which requires not just engineering skills, but cross-functional talent capable of driving products from R&D through commercialization. 

   
   

5. Retention and Engagement 

   
   

   Recruiting talent is only half the battle. The highly mobile medtech workforce is prone to attrition, especially when competitors offer more flexible work models or better-defined career pathways. Companies that fail to engage and develop their talent risk losing hard-won hires. 

   
   

6. Competitive Compensation and Benefits 

   
   

   Tech and pharma sectors often outcompete medtech on salary and benefits. In a candidate-driven market, nearly half of medtech firms report struggling to meet compensation expectations. 

   
   

7. Workplace Flexibility

   
   

    Remote and hybrid work are now standard expectations. Firms insisting on full-time, on-site work face diminished access to a large portion of the talent pool, particularly for tech-centric roles. 

   
   

8. AI and Automation in Hiring 

   
   

   While AI tools can streamline recruitment processes, overreliance may lead to impersonal candidate experiences or perpetuate bias. Companies must balance efficiency with the human element in hiring. 

Critical Skills Gaps in Medtech Talent Acquisition 

• Digital Transformation, Data Analytics, and Automation 

  
  

  As companies digitize operations and products, they need talent skilled in machine learning, data science, and intelligent automation to drive innovation and process optimization. 

  
  

• Software, Robotics, and Engineering 

  
  

  Advanced medical devices require highly technical skills—particularly in embedded systems, algorithm development, robotics, and human-computer interaction. These roles remain consistently difficult to fill. 

  
  

• Regulatory Affairs and Quality Assurance

  
  

  The increasing global complexity of medtech regulations means there is a premium on professionals who understand both compliance and how to apply it practically during product development and commercialization. 

  
  

• Research, Development, and Innovation (RD&I)

  
  

  Cross-functional collaboration, creativity, and systems thinking are in demand as medtech R&D becomes more interdisciplinary. Professionals must bridge science, engineering, and market insights. 

• Sustainability and ESG 

  
  

  Environmental, Social, and Governance concerns are increasingly influencing product design and corporate strategy. Companies need talent with sustainability credentials to remain compliant and competitive. 

  
  

• Cybersecurity and Digital Product Security 

  
  

  Connected devices require expertise in protecting patient data and ensuring product reliability. Cybersecurity skills are now as critical as clinical validation. 

  
  

• Leadership and Strategic Soft Skills

  
  

  Business acumen, communication, and leadership are essential as medtech firms seek to scale innovation and manage global, cross-functional teams. 

  
  

• Ongoing Learning and Upskilling

  
  

  Even highly qualified professionals must keep pace with emerging technologies. Employers need structured programs for reskilling and upskilling to remain competitive. 

Conclusion

The medical device sector in 2025 faces a dynamic and demanding talent landscape. As innovation accelerates, the demand for specialized, cross-functional, and digitally fluent talent is outpacing supply. To remain competitive, medtech companies must go beyond traditional recruitment models—investing in employer branding, skills development, flexible work strategies, and a candidate-centric hiring experience. Addressing these challenges head-on is not just a hiring priority—it’s a business imperative. 

How Aquila Can Help

Aquila supports medical device companies in meeting today’s most urgent talent acquisition challenges with precision and agility. Our industry-specific expertise enables us to: 

• Identify and attract highly specialized technical and regulatory talent 

• Develop skills-based and future-ready hiring strategies 

• Implement flexible delivery models that adapt to hiring demand and scale 

• Build strong employer brands that resonate with mission-driven professionals 

• Design upskilling and internal mobility frameworks to close critical skills gaps 

We combine deep sector insight with cutting-edge technology and a human-first approach—empowering medtech firms to secure the talent they need to innovate, grow, and lead in a rapidly evolving healthcare landscape.