I’m opening an associate seat in my Austin–San Antonio territory as we roll out a camera platform that reliably trims OR turnover by about 5 minutes per case, and I want someone who lives for building trust with scrub teams, surgeons, and biomed — not just chasing a number. If you’ve come from pharma or DME and can run a tight 30‑minute in‑service without making it a pitch-fest, where are you finding strong relationship-first candidates right now? Interviews start Tuesday; happy to share comp ranges and roadmap if that helps.
Example: I’ve had the best traction by asking the charge nurse to pull last week’s turnover timestamps and building a 20‑minute in‑service around their data, ending with, ‘here’s the before/after from Epic on Dr. M’s cases.’ It keeps scrub teams leaning in because it’s theirs, not a pitch. If you can’t get metrics day‑of, a quick nod to AORN’s turnover benchmarks (https://www.aorn.org) sets expectations without over‑promising.
I get quicker adoption when biomed is looped a week early to bless mounts/ports, then I do a 15-minute room-side dry run with the charge nurse and a scrub lead. If the site won’t share time data, I map “touches” instead — document each handoff the camera removes and leave a one-pager with the two buttons they’ll press (think cockpit-to-doorbell). @jclark_03 solid on using their data; I also ask, “what would make end-of-case feel less frantic?” and build the in-service from that.
Same here: when the 3rd-period sun hits, I step two feet left onto a taped spot with a clean background and throw on a dark cardigan so “STUDY” doesn’t read “PARTY.” Cheap fix: $12 anti-glare film on that window and a small clip light aimed at hands; not perfect, but it preserves flow. Love your “tiny adjustments,” @OP; fingerspelling plus a 5-second concept check keeps everyone with you.