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Welcome to the Stryker board

Discussion in 'Stryker' started by cafead, Aug 28, 2004 at 4:38 PM.

  1. cafead

    cafead Administrator
    Staff Member

    Joined:
    Nov 21, 2001
    Messages:
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    Welcome to the Stryker company board. Anyone is welcome to post here, whether they are an employee of the company or not. You may post anonymously without registering (registered users please logout before posting if you wish to do so), or with a registered username.

    Managers and reps are encouraged to communicate with fellow employees here. If you are interested, we can also provide you with a private, password-protected board for district, etc. Just email webmaster@cafepharma.com for the details.
     
  2. Anonymous

    Anonymous Guest

    Any ortho sales opportunities in Philly area? Have pharma sales experience and was an Athletic Trainer prior.
     
  3. Anonymous

    Anonymous Guest

    I need the gallup , if you would Email it to erkmk@yahoo.com

    Much appreciated.
     
  4. Anonymous

    Anonymous Guest

    Several openigs available:
    e-mail Bob@exesearch.net
    Let me know if you have friends or colleagues having an interest in the following, please forward.



    New England

    · New Hampshire-FCR-Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer, Military candidate

    · Bangor, ME-Sales Rep or Sales Associate-EP experience preferred (Pace-maker, Rhythm management experience) or strong Medical Sales (Stryker, US Surgical, Kendall, etc) ***No pharma***

    · Brooklyn, NY-Sales Associate or FCR: Electrical Engineer, Military candidate or strong Pharma (Cardio only) or Medical Sales

    · Manhattan, NY and Northern Jersey-Sales Associate and FCR: Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer, Military candidate or strong Pharma (Cardio only) or Medical Sales (Stryker, US Surgical, Kendall, etc)

    · Albany, NY-Sales Associate: B2B sales background (very strong-copier sales, capital equipment, etc) or Medical device (Boston Sci, Stryker, US Surgical, Kendall, etc) ***No pharma***

    · Long Island-Sales Associate and FCR: Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer, Military candidate or strong Pharma (Cardio only) or Medical Sales (Stryker, US Surgical, Kendall, etc)

    Northeast Atlantic

    · Altoona, PA-FCR or Sales Associate: Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer, Military candidate or strong Pharma (Cardio only) or Medical Sales

    · South Jersey and Philadelphia-FCR: Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer **No Pharma**

    · Pittsburgh, PA-Sales Associate and FCR: Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer, Military candidate or strong Pharma (Cardio only) or Medical Sales (Stryker, US Surgical, Kendall, etc)

    Mid-Atlantic

    · Washington, DC- FCR: Nurse (EP/Cath Lab/Cardiovascular), Electrical Engineer **No Pharma**

    · Western Maryland-Sales Associate: B2B, Strong Pharma, or Medical Sales

    · High-Point/Durham, NC-Sales Associate: Strong pharma sales (mgmt exp preferred, Cardio, 5+ years exp in pharma) or Medical Sales

    · Pinehurst, NC-Sales Associate: EP experience preferred (Pace-maker, Rhythm management experience) or strong Medical Sales (Stryker, US Surgical, Kendall, etc) ***No pharma***

    · Richmond and Virginia Beach-FCR: Nurse (EP/Cath Lab/Cardiovascular), Cardiology Physician Assistant, Electrical Engineer **No Pharma**

    · Columbia, SC-FCR: Nurse (EP/Cath Lab/Cardiovascular), Cardiology Physician Assistant
     
  5. Anonymous

    Anonymous Guest

    I am currently in the interview process with Stryker and would like to know what kind of bonuses they offer?
     
  6. Anonymous

    Anonymous Guest

    hahah your not to far in the interview process or your dealing with jack the lier sales........Its 100% COMMISSION.. NO BONUS BUT TONS OF BANK
     
  7. Anonymous

    Anonymous Guest

    Any openings in Indiana, Kentucky, Ohio, Tennessee or Arizona. Specialty Pharma experience. Medical equipment sales and operations management. Experience with ortho, neuro, EMS and several other products.

    Thanks,

    JD
     
  8. Anonymous

    Anonymous Guest

    I am a top sales rep with a mid-level Pharma company. Describe the working conditions at Stryker. I'm seeking a company that I can make 300K/year. Is it possible here? Any openings on the Central/Northern California market?
     
  9. Anonymous

    Anonymous Guest

    Not true. Bonus differs b/w divisions, but usually it is 10% of that years income (if you hit quota). If you don't hit, you will A.) Not get a bonus B.) Probably not have a job.
     
  10. Anonymous

    Anonymous Guest

    Bonuses are 10% of your annual commissions if you hit quota. There are also other opportunities to earn between 3-7K during the year for 4th quarter sales and monthly 125%ptq
     
  11. Anonymous

    Anonymous Guest

    Better make your numbers or you will eat BOLOGNA at your NSM.
     
  12. Anonymous

    Anonymous Guest

    not true at all....depends on which division. the bonus is typically 10% of gross earnings if quota is achieved.
     
  13. Anonymous

    Anonymous Guest


    You're automatically branded a fucking loser if you don't hit ur number. The make you feel like shit. Fuck Tod's quota fuck up breakfast. That guy can blow me...I fucking hate him. Quotas a crock of shit and so antiquated. It's bascially away to get you fired.

    You WILL NOT make $300k at Stryker. Get any thoughts of delusion of granduer out your heard................non existent
     
  14. Anonymous

    Anonymous Guest

    So what does the avg Stryker rep make first and second YR if quota is met?
     
  15. Anonymous

    Anonymous Guest

    I hear they kill it... make tons of cash.
     
  16. Anonymous

    Anonymous Guest

    Interviewing with Stryker.


    I interviewed with this company in the past year. I wanted to contact the Human Resource department.

    I met a human resource specialist for an interview in the bar of a hotel. She had no make-up, young early twenties, and she had already had about two to three mix drinks at about 1pm in the afternoon. I drive four hours away for this thing. She asks only negative questions. Kept looking over my shoulder the entire time and one time almost fell out of her chair.

    She was the most unprofessional person. Asked me questions about stealing from a company, about my negative traits, and also asked me about how I base my opinions on customers by their looks!

    She was out of Florida somewhere. After this interview I would never want to work for a company like that -never.
     
  17. Anonymous

    Anonymous Guest

    Karl Storz: Death of an German dream for China, India & Asia
    Karl Storz is the Great German Company. But by clinging to the attitudes that made it an icon, Storz drove itself to ruin.

    ©By Sudha Menon, (senior research analyst healthcare Industry)
    NOVEMBER 22, 2008

    Back in 2004, when it was still relatively flush, Director Karl Storz(India) invited me to a three-day "product seminar & road show." The idea was that writers like me would consume loads of free food and wine, pal around with executives, and develop favorable opinions about Storz.

    After two decades of covering the healthcare industry, I've learned that Storz executives tend to be scrappers skilled at bare-knuckle office politics, while the top brass at office and marketing side are self proclaimed bravado and not set for smart, sincere, diligent - modern-day Eagle Scouts.

    But in working for the largest company in the industry for so long, they became comfortable, insular, self-referential, and too wedded to the status quo of rigid and irrelevant policies drawn from head quarter- traits that persist even now, when Storz is on the precipice. They prefer conflict over stability, disorder over continuity, and only Storz's way over anybody else's. They believe that their vision and version will overcome adversity, and that tomorrow will be better than today - despite the evidence to the contrary.

    In many ways the story of Storz since the 2004s is a tale of accelerating irrelevance in terms of market, management and customer relation. Customer loyalty and price preferences changed, competition tightened, technology made available much cheaper by local, European and Chinese companies in big leaps, and Storz was always driving a lap behind in terms of increase of market share. It became a red-state company, its Endoscope seldom seen in China and Europe now.

    Storz has been losing market share in China and India since the 2005s, destroying capital on recruiting huge manpower like managers and product specialists for years, spending huge money on sponsorships and road shows without any significant result. The benefit of such awareness had been ripped by cost effective manufacturers.

    I've had a chance to watch all this up close as a business journalist for the past many years. Over the years the company has tried to reform itself ample number of times in many countries without understanding the root cause, but it has been doomed by what once made it successful: doing it the only Storz way in consultation with wrong advisors. Ask one of the senior executive in India why Storz isn't flexible and market oriented and he'd tell you with pride, "We're playing our own game - taking advantage of our own unique history, heritage and product strengths."

    I've visited Storz operation in Japan, China, Germany, Brazil, Middle east and U.S. I've attended Medical shows, product launches, technical background sessions, and news conferences, in addition to interviewing legions of many executives, dealers, analysts, and consultants. Looking back, three relatively recent events signaled the depth of the problems that have overwhelmed the company.

    What I heard and learned from the incident were several things.
    First, Storz always underestimate the ability of competitors to get it wrong.

    Second, good manners, steady performance and business civility with acumen of their dealers are never reciprocated, encouraged or valued as an asset.

    Third, a toxic mix to overreach the market and to increase profit, Storz started direct marketing in many countries eliminating long time dealers, compromises in manufacturing quality, and pound-foolish schemes had resulted in a endoscopy system that appealed to practically no surgeons.
    Within weeks the customer would receive another ugliest schemes of all time. Creating systems that surgeons wants to buy and can be most cost effective must be the most fundamental mission of any company, and Storz had failed against their peers in Europe, China and India.

    Aside from some stalling unresolved quality problems in most of the electronics units, Camera systems caused by software glitches and mechanical problem, the telescopes are out of vision in no time as promised gold standard, generating electricity leakage from the resectoscope and producing only water droplets. Still Storz is calling themselves a technology leader!!

    Here is the nation's biggest endoscope maker, struggling mightily to meet tough economy standards of Asian countries, suddenly trying to change strategy without any meaning. What's remarkable about it is that it isn't surprising. Is it quality or brand or none? Look below the figures:

    Telescopes with rod lens technology sold by most European manufacturers in range of $.900 and Chinese manufacturers at $.300. Storz sells at $.3200.

    Basic camera system single chip technology sold by most European manufacturers in range of $.2500 and Chinese manufacturers at $.2000. Storz sells at $.5000.

    Xenon light 180 watts sold by most European manufacturers in range of $.1800 and Chinese manufacturers at $.800. Storz sells at $.3500.

    Fiber optic cable sold by most European manufacturers in range of $.150 and Chinese manufacturers at $.50. Storz sells at $.500.

    MIS hand instruments sold by most European manufacturers in range of $.200 and Chinese manufacturers at $.100. Storz sells at $.500.

    Storz is still growing - the number of employees worldwide reached an astonishing figure over 3500 in 2008 - but cracks were appearing that would widen into fissures. The company seemed to forget how to execute according to market conditions and it encountered all kinds of problems.

    Though still a Storz dealer or employee, many seemed fearful, shrunken and insignificant without the corporate apparatus and cooperation behind them. Some of the champions, were nothing compared with the might of the company, have now lost interest and considering Storz association unprofitable.

    Rancorous relations with dealers in many countries and periodic management problems remained a fact of life at Karl Storz.

    In addition, German business confidence hit its lowest level in more than five years in October 08 as the deepening financial crisis started to have an effect on the outlook for economic growth.

    On other hand, Asia is facing high inflation and heading towards Economic recession. The worst phase of economics-stagflation. It is the worst paradox.
    For instance, Iceland, one of the richest countries, is bankrupt. A country that survives on imports has only one-day reserve for running the economy. This is global economics. We’re in deep trouble - we’re heading towards a massive depression, which will not be restricted to USA only - it will hurt and injure every country and every individual hard.

    It's too bad nobody took the trouble to explain this to Karl Storz. If they had, maybe Storz wouldn't be looking so clueless.

    This is also the message for Richard Wolf, Olympus, Stryker and many more to please step out of that boy's club of the masters of the universe who are orchestrating the endoscopy games and put yourself in the shoes of we the people, the consumer, the patients.
     
  18. Anonymous

    Anonymous Guest

    I am interviewing in 2 days for a capitol equipment( beds, stretchers,etc...) rep position. What is a realistic year 1 income? the recruiter tells me 130-170k, with top reps making 500+.... Is there a car package/ allowance?

    What are some legit questions to ask in the interview
     
  19. Anonymous

    Anonymous Guest

    How did your interview go? I will be interviewing as well. Did they split the division to create all these new postions? How much can you make selling just the stretcher line if they have 80% of the market?
     
  20. CONMED CORP. SUED BY EEOC FOR RACIAL BIAS

    The U.S. Equal Employment Opportunity Commission
    PRESS RELEASE
    4-8-09

    CONMED CORP. SUED BY EEOC FOR RACIAL BIAS

    Only Black Sales Rep in Midwest Office Fired Because of Race, Despite Outstanding Performance, and Replaced by White Employee, Federal Agency Says

    CHICAGO – The U.S. Equal Employment Opportunity Commission (EEOC) today filed a race discrimination lawsuit against ConMed Corp on behalf of Paul Hickman, an African American former employee who was terminated from his position as sales representative for the ConMed Midwest Office division because of his race. ConMed is an international medical device corporation specializing in orthopedics and general surgery.

    An EEOC administrative investigation, conducted under the supervision of Chicago District Director John Rowe, preceded the lawsuit and revealed that Hickman was the only black sales representative in the Midwest Office, and was the only sales representative terminated from that office.

    “By the end of our investigation, our view was that the employer’s performance-based justification would not withstand scrutiny,” Rowe said. “Now a jury will assess whether what was really going on was race discrimination.”

    Hickman was fired for allegedly poor performance, only two months after receiving an award for outstanding sales, when a new white sales manager took over the Midwest Office. The new sales manager hired three white sales representatives and then terminated Hickman despite his superior performance, according to the EEOC.

    Chicago Regional Attorney John Hendrickson said, “In any case, the combination of new white employees being brought on board while well-performing black employees are being let go at least raises the issue of bias. Our task in this case — as it is in every case — is to put the jury in the best possible position to fairly resolve that issue consistent with the evidence.”

    The EEOC filed the suit under Title VII of the Civil Rights Act in the U.S. District Court for the Northern District of Illinois, Eastern Division (EEOC v. ConMed Corp., Civil Action No. 09 C 2158, filed 4/8/09) after first attempting to reach a voluntary settlement. The case was assigned to District Judge John Darrah.

    The EEOC litigation effort will be led by Supervisory Trial Attorney Gregory Gochanour and Trial Attorney Laurie Elkin. “For any employer to terminate a qualified and well-performing employee because of his race doesn’t make sense,” Elkin said. “It’s counterproductive for the employer — who already has an investment in the employee — and unjust for the employee — who wouldn’t have had a problem but for the color of his skin.”

    In FY 2008, the EEOC received 33,937 race discrimination charge filings, an 11% increase from the prior year and one of the highest levels ever. Race discrimination continues to be the most frequent type of charge filing with the EEOC.

    The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.

    This page was last modified on April 9, 2009.

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