Biomedical Graduates (Software Verification Role)

3. Role Context
• Reason role is open: Backfill for team members who recently left or converted to full-time roles.
• Projects supported: EP electrophysiology mapping systems (SRX / EnSite X). Work includes supporting new features and product development.
• Typical day: Combination of test development and test execution. Early phases focus on writing and designing requirement-based tests; later phases focus on hands-on execution and feedback to R&D.
• Key stakeholders: Software Development, R&D teams, Automation Team, Verification & Validation.
• First 90 days success: Completion of 4–6 weeks of structured training; gaining EP and system knowledge; productive contribution to test execution and understanding requirements.
• Prior interviews/challenges: Candidates overstating skills on resumes; inability to explain listed experience; concern with candidates leaving early after training.
4. Candidate Profile
• Top required skills: Bachelor’s degree (Biomedical Engineering, Electrical Engineering, or Computer Science), strong communication, attention to detail.
• Preferred skills: Medical device experience (0–2 years ideal), exposure to EP/cardiac systems, testing or validation exposure.
• Education requirements: We will accept new graduates, but they must show project experience. Bachelor’s degree required; master’s degree acceptable but not necessary. Manual testing focus may not suit Master’s CS candidates so manager would discourage these applicants because they typically leave for better opportunities.
• Industry requirements: Medical device experience is a plus but not required.
• Systems/tools: EP Mapping Systems (SRX / EnSite X), manual testing tools; Python/Squish used by automation team but not required for this role.
• Personality traits: Team-oriented, collaborative, communicative, patient, willing to learn and grow.
5. Interview Process
• Interview format: Microsoft Teams (virtual).
• Number of interviews: One to two rounds.
• Interviewers: Hiring Manager and additional manager(s).
• Ideal start date: As soon as possible to begin training.
• Scheduling conflicts: Hiring manager noted upcoming PTO on Friday (specific date discussed verbally).
6. Additional Insights
• Urgency: High – target to hire within 2–3 weeks.
• Deal-breakers: No bachelor’s degree, exaggerated resumes, inability to speak to experience, overqualified/senior candidates likely to leave early.
• Team culture: Highly collaborative, positive, communicative team with daily standups and weekly meetings. Strong focus on support, escalation, and shared success.