New role, new requirements – and no clear candidate pool
A medical technology company is looking for an executive for digital transformation. The newly created position of Chief Digital Health Officer (CDHO) requires innovative strength, technological expertise and regulatory knowledge. However, traditional candidates from the industry often do not have the necessary digital experience. A traditional search would severely limit the selection – a new approach is needed.
A change of perspective: expertise beats industry affiliation
Instead of focusing on career paths, the company precisely defines the skills that are relevant for success. The focus is on technological expertise, transformational strength, regulatory understanding and the ability to make innovations marketable. The search is deliberately extended beyond medical technology – to where digital transformation is already a reality.
The selection is not based on CVs, but on practical assessments. In structured case studies and simulations, candidates demonstrate how they develop digital business models, overcome regulatory hurdles and convince various stakeholders.
The unconventional candidate – and why he fits the bill
A Chief Digital Officer from the telecommunications industry was found. He has managed a large-scale digital transformation, established data-driven business models and mastered regulatory challenges. At the same time, he has a connection to the healthcare industry: he completed his Master’s degree at a medical technology company, where he worked in IT for several years. This experience not only gives him a technical understanding of the industry, but also a sensitivity to its particular challenges.
18 months later: a successful transformation
The new CDHO establishes a digital platform for remote patient monitoring, integrates AI into medical products and sets up a dedicated internal Digital Innovation Lab. Agile methods are finding their way into product development and strategic partnerships with tech companies are accelerating progress.
Conclusion: skills-based recruiting significantly expands the talent pool
The case shows that the best candidates can often be found outside of familiar industries. Those who think beyond traditional career paths and focus on transferable skills will secure decisive competitive advantages.
Think outside the box. Let competencies decide, not the CV.
