How to secure a medical device sales job

“We Went with an Internal Candidate”

It’s the email you don’t wanted to recieve.

Six months. That’s how long you’ve been adjusting your resume, networking, and applying for medical sales roles. Finally, you land an interview. You make it past the first round. Then the second.

By the third round, you’re feeling confident. 𝐁𝐮𝐭 𝐭𝐡𝐞𝐧… 𝐭𝐡𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐝𝐫𝐨𝐩𝐬 𝐭𝐡𝐢𝐬 𝐛𝐨𝐦𝐛:

“We have an internal candidate in the mix.”

Your confidence sinks. Does this mean the process is just a formality? Are you just a comparison? What are your chances?

Every company wants to retain strong employees. Promoting from within makes sense. But is it a guarantee that the internal candidate gets the job? Absolutely not.

In many cases, this “internal candidate” mention is just a test—a way for the hiring manager to gauge your competitiveness. Will you fold under pressure, or will you prove that you’re the better choice?

Think about it: If the company was fully committed to the internal hire, they wouldn’t waste time with multiple interview rounds. If you’re in the mix, you have a real shot—but you need to step up.

Here’s How You Win:

1️⃣ Outwork the Competition

↳ Research the company, team, and challenges. Walk in knowing more than an internal hire.

2️⃣ Highlight Their Weakness

↳ Internal hires offer loyalty; you bring fresh ideas, outside experience, and relentless drive. Own it.

3️⃣ Blend In Before You Belong

↳ Connect with reps, learn the culture, and step into the interview like you’re already on the team.

4️⃣ Sell Like You’re Already Hired

↳ Know the product, the competition, and the strategy to win in the territory. Speak their language.

5️⃣ Command the Room

↳ Confidence wins. The best candidate isn’t always the easiest choice—make them believe it’s you.

If you hear “we have an internal candidate”

╰┈➤ Lean in.

The job is yours—if you want it bad enough.

How do you interview against an internal candidate?

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