Osteomed Corp.

[Anonymous]

Let's face it, with the brain trust in Texas running this show Osteomed will be lucky to even be here in 2 years. House of cards waiting to crumble. Have any of you ever seen the director of marketing in the field?? Being in an office living in the past is no way to stay ahead of current trends. They have deluded themselves into thinking they still have products that are actually relevant.

 

[Stone cold]

Sounds like you are working hard since you were fired. Posting at 1:30 pm is maybe the reason your lazy butt was fired in the first place. Sales drives this company, who cares what Scott Spooner does?? He has ZERO impact on my territory.

On a team, everyone makes or does not make a difference. Zero impact? Not true, the actions from within this place will leave you WITHOUT. Are there advancement opportunities?-No. Is there a "do what it takes" attitude towards winning business?-No.
Do the reps have a chance of making over 200k?-No. Most importantly, are they surgeon driven?-NO.
But wait, there are some YES answers, does the company have extremely high turnover inside and out?-YES. If you need to discount over 18% does the company want to cut your commissions?-YES. Coming from a long successful carreer with Osteomed and med sales in general, I must say the sales force has been relagated to the back of the bus and in some cases thrown under the bus. Let this serve as a warning to unsuspecting job seekers, customers or potential customers.

 

[Anonymous]

All you guys that are bashing OsteoMed need to re-think your position. I also worked there for a number of years and left on my own a few years ago. OsteoMed is what it is. They will never be a serious player. In the few successful pockets that they have it's because they have outstanding representation...has nothing to do with the product offering. It's the same way with Biomet Lorenz, Synthes or Stryker...it's all about the rep. The difference is those companies "get it" and they value sales reps.

OsteoMed will definitely cut territories when Territory Managers begin to make too much money. Keep in mind the leadership has no respect for sales people. They won't pay enough to bring in good talent and don't pay enough to keep good talent. This is fact, not to be confused with bashing.

Believe it or not there was a day when sales was "King" at OsteoMed and it was a great place to work. The current president reversed that philosophy. He is an accountant and has never sold.

The bottom line is that OsteoMed gave all of you some great medical device experience and training that led you to take a better job with better companies and better compensation.

OsteoMed is a great place for anyone trying to break into the medical device sales business. Kill it for a couple of years and you will be ready for the big boys! Keep the turnover alive!!

 

[Anonymous]

Amen. Osteomed is all about what you bring to the table, not the company. You, as the rep, are the last thing considered in the whole scheme of things, but if you work at it, 150K is very attainable.

All you guys that are bashing OsteoMed need to re-think your position. I also worked there for a number of years and left on my own a few years ago. OsteoMed is what it is. They will never be a serious player. In the few successful pockets that they have it's because they have outstanding representation...has nothing to do with the product offering. It's the same way with Biomet Lorenz, Synthes or Stryker...it's all about the rep. The difference is those companies "get it" and they value sales reps.

OsteoMed will definitely cut territories when Territory Managers begin to make too much money. Keep in mind the leadership has no respect for sales people. They won't pay enough to bring in good talent and don't pay enough to keep good talent. This is fact, not to be confused with bashing.

Believe it or not there was a day when sales was "King" at OsteoMed and it was a great place to work. The current president reversed that philosophy. He is an accountant and has never sold.

The bottom line is that OsteoMed gave all of you some great medical device experience and training that led you to take a better job with better companies and better compensation.

OsteoMed is a great place for anyone trying to break into the medical device sales business. Kill it for a couple of years and you will be ready for the big boys! Keep the turnover alive!!

 

[Anonymous]

I am a recruiter that has worked with Osteomed as a company in the past. My opinion of them is the following:

1. They are not competitive on wages or up to industry standards regarding relocation packages and the like. They pretty much are able to attract people that are inbewteen jobs or running away from a bad situation.

2. They do have some solid products. Mostly "me too" stuff. But still good products at an affordable price. This should enable them to grab a certain amount of market share. They have some solid employees too or at least did at one time.

3. Senior managment lacks vision or possibly cares primarily about the bottom line. When presented with the opportunity to pay more for talent that they desparately need they would rather hire the cheaper less experienced candidate. Many of the searches I worked for them dragged on for months and months because they were not paying enough and could not attract the talent with the experience they were seeking.

4. They appear to be growing or at least adding head count and expanding the manufacturing facility.

I view them as a place to cut your teeth in the device industry, an interim stop on your resume or possibly a long term home if you need to stay in the Dallas metropolitan area and aren't exceptionally money motivated.

 

[Anonymous]

Sounds like you are working hard since you were fired. Posting at 1:30 pm is maybe the reason your lazy butt was fired in the first place. Sales drives this company, who cares what Scott Spooner does?? He has ZERO impact on my territory.

To say that the VP of operations at your companies manufacturing facility has zero impact on your territory might be somewhat of a limited point of view. Let's throw a couple of scenarios out there:

1. Suppose key individuals in R&D and Manufacturing are slowing down your companies ability to develop, launch or manufacture products. If you can't make the product on time, it doesn't matter if you can sell it. Let's say the surgeons believe in you and have come to you with top notch innovative ideas fopr new products that would make their life easier. If your company can't develop them, somebody else will. Could that impact your territory?

2. Suppose turnover due to certain personalities at the R&D and Manufacturing facility are giving your company a bad rep and or limiting your companies ability to attract top talent. You don't think that will eventually impact you?

You can be the best device sales person in the world, if your company can't make or develop the products that your clients want, your talent will be limited by that. Scott Spooner or anyone else in your company may not directly impact your territory in the short term, but in the long term, the employees back in R&D and Mfg Ops do impact what you can do as a sales guy.

 

[Anonymous]

To say that the VP of operations at your companies manufacturing facility has zero impact on your territory might be somewhat of a limited point of view. Let's throw a couple of scenarios out there:

1. Suppose key individuals in R&D and Manufacturing are slowing down your companies ability to develop, launch or manufacture products. If you can't make the product on time, it doesn't matter if you can sell it. Let's say the surgeons believe in you and have come to you with top notch innovative ideas fopr new products that would make their life easier. If your company can't develop them, somebody else will. Could that impact your territory?

2. Suppose turnover due to certain personalities at the R&D and Manufacturing facility are giving your company a bad rep and or limiting your companies ability to attract top talent. You don't think that will eventually impact you?

You can be the best device sales person in the world, if your company can't make or develop the products that your clients want, your talent will be limited by that. Scott Spooner or anyone else in your company may not directly impact your territory in the short term, but in the long term, the employees back in R&D and Mfg Ops do impact what you can do as a sales guy.

Blah blah blah. Blame it on Scott Spooner because you hack of a sales rep can't sell to anyone that does not practice podiatric medicine. That is a fact. We are not short on products nor are we cutting or backordering the high volume products you need.

Sales never wants to take the blame for anything. It is always someone elses fault, inhouse, Sr. Mgt., marketing, RM's, products. The biggest deciding factor is that the company is unable to attract the high level talent needed to sell in the arenas necessary.

 

[Anonymous]

Blah blah blah. Blame it on Scott Spooner because you hack of a sales rep can't sell to anyone that does not practice podiatric medicine. That is a fact. We are not short on products nor are we cutting or backordering the high volume products you need.

Sales never wants to take the blame for anything. It is always someone elses fault, inhouse, Sr. Mgt., marketing, RM's, products. The biggest deciding factor is that the company is unable to attract the high level talent needed to sell in the arenas necessary.

if it wasnt for the sales force, non of you home office bastards would have jobs. you try selling the same "me too" crap for 5 years and see how many accounts you retain. the only "new" products launched come straight from the stryker catalog. sales is always blamed for whining. did you ever stop to think that sales is the front line of the company and the so called "compliants" are ideas. that's why i left, i was accused of complaining, no one in dallas wants to hear about the competition leaving them in the dust. this is the backwards mindset that makes osteomed a turnover machine. to all you senior sales reps, get out now. there are lots of companies that value your hardwork and will compensate you accordingly.

 

[Anonymous]

Blah blah blah. Blame it on Scott Spooner because you hack of a sales rep can't sell to anyone that does not practice podiatric medicine. That is a fact. We are not short on products nor are we cutting or backordering the high volume products you need.

Sales never wants to take the blame for anything. It is always someone elses fault, inhouse, Sr. Mgt., marketing, RM's, products. The biggest deciding factor is that the company is unable to attract the high level talent needed to sell in the arenas necessary.

you dont pay enough to keep or attract "high level talent"

 

[Anonymous]

The bottom line is that Osteomed is a cheap company. They don't pay wages comeptitive with the industry leaders, and hence can't attract top talent. This hurts their ability to innovate and they essentially run off the "me too" business model. When you aren't the innovator, you must undersell the competition to grab market share.

That doesn't mean that you can't have an OK career at Osteomed and doesn't make them the "bad guy". You simply must undertstand who they are and what their business model is. If you are looking to work for the innovator, they aren't the place for you.

 

[Anonymous]

Who is the recruiter that actually said OsteoMed was capable of taking market share...Really? Are you kidding me? There is no conceiveable way. Maybe on a local territory level but not on a national level. They are in serious trouble. It won't be long before the company is consolidated with Acumed. It is being discussed and won't surprise me one bit if it happens this year.

 

[Anonymous]

The best I can say: I had great success as a rep with OsteoMed. It was a great career move after B2B sales. The nice part of being a good rep at OM is when you leave, your next job will be so much easier if you get any support at all. You will have a great story to tell. Any success you have at OM is by your own design and effort. They have few managament mentors left (NE guy, Tom, is awesome and Dave in West is a pro), so if you take a job here, you better be hard-boiled and know how to sell. They will not teach you how to sell med device. If you're new, call good reps and ask for tips and tricks. The good reps at OM are fantastic and some of the most generous (with advice, help, etc.) sales people I have ever worked with. If you are selling b2b and you've been trained well, I'd say go for it (if the $$ works for you) unless you can get a big name company that will train you. They have good products, but advantages have faded in CMF/Neuro because every other company has copied their screws. If you are interviewing, take only SBO- small bone orthopedic. They have a decent pipeline and the only marketing talent they have is in this division. (They have cut engineering to just 1 person for CMF- what does that tell you? sustaining, not growing is the goal there.)
After a year or 2 you will be looking, but that's ok. Make as many relationships as you can at hospitals and with docs and thank OM for the entry into the market.
The bad:
The salary is small and they have weak expenses (recently cut to $500 + up to $500 more for itemized which is very restricted- you will spend your own money on your territory). Most territories are small and the big ones will get split if they open up. You will rarely start here making over 80K, more like 55-75. Take great care during the interview process. You need to see sales numbers for the past 2 or 3 years. Get the story and try to find the past reps or even neighboring reps that can give you the real deal.
They have plenty of reps who grow like a weed, but they get massive losses when reps leave, so make sure you aren't taking a "fall-guy" job or taking over a total mess.
Like several of the posts have said, the long term vision of this company is focused on SBO and is very bottom-line.
They have had several VPs or director of sales in the past several years. What does that tell you? The current Sales Director, Larry is not a good guy to work for. Besides being dishonest and unethical (why have 3 regional manager new-hires rapidly quit? - he will feed you a line of S@#$ in an interview), he really doesn't know a thing about the market and can't give you any good advice outside of, "be a warrior" and like another poster said, he does throw dumb football cliches everywhere. The only thing he is good at is convincing the brass that anything good was his idea or the result of his coaching. He is a turd, who up until now has been lucky to have a good team under him. The good news, the president has no patience and will likely fire him soon for lack of performance- they are flat or barely growing. You will probably outlast him if you're there now or about to start.
At most companies if a product is launched and it is a failure, with maybe one or two reps selling it, Marketing takes the heat. That is not the case with OM. They have been 5th-10th to the market with a product and make a me-too and can't imagine why the reps can't get it through the purchasing hoops at hospitals. This will be frustrating. You will not be appreciated and you will be blamed for every company failure.
However, there are silver linings... You can look like a king or queen if you are any good. You can win many awards and move on. You can make good (not great) money if you are a total sales monster. You will get head hunted after your first 6 months. If you can do it there, you can do it anywhere. You want to get out before you get golden handcuffs. They have several top reps who want to get out, but can't take a big pay cut.
One more rambling thought... Don't get caught up with the home office junk posts about Scott Spooner or Phil Boyd. Scott is nice and Phil is really funny when he isn't on the clock. They actually do a good job- its a profitable company with low overhead and few back-orders (what do you want from the CFO and COO?) So, why the negative posts- since the reps never see them, they make for good boogy-men. Besides, the penny-pinching comes from the top. What should worry you is poor Marketing support, your Sales Manager or lack of one (I had 10+ in a few years, not kidding- I had nearly as much time under interim managers as I did with the ones that were supposed to be there for any length of time) and the VP of sales. Without direction from those positions, this can be nothing but a career building block and an entry level position for med device. But I'm glad I did it, I am rolling in coin now! Wouldn't be working for a top med-device company without them. If you're looking, it's better than most pharma, b2b or no job! Just don't do it if you can't afford to have another jump on your resume in 2 years and don't do it if you won't work, this is a hard job.

 

[Anonymous]

That post was easy, Larry fired you so you hate him and you are now sitting at home acting like you work for Stryker while you post at 1:23 pm. Don't give me that crap about having a laptop and being between cases BS.

Face it, you could not hack it and you were moved out or quit.

 

[Anonymous]

Thanks everyone here for all the info - in particular post #48 and the recruiter also. I am thinking about interviewing with this company for the San Francisco position. Does anyone have any specific feedback they would like to share on the territory and the manager? I had a very stable career for 10 years in pharma, and have been with 2 companies selling into the OR in the past 2 years with unstable management, both of which are known for churning their reps. On the positive side, I have gotten significant OR sales experience since I've worked an average of 14 hours/day for the past 2 years. Opinions?

 

[Anonymous]

Thanks everyone here for all the info - in particular post #48 and the recruiter also. I am thinking about interviewing with this company for the San Francisco position. Does anyone have any specific feedback they would like to share on the territory and the manager? I had a very stable career for 10 years in pharma, and have been with 2 companies selling into the OR in the past 2 years with unstable management, both of which are known for churning their reps. On the positive side, I have gotten significant OR sales experience since I've worked an average of 14 hours/day for the past 2 years. Opinions?

------
You sound a like a job hopper, at least recently.

 

[Anonymous]

Maybe I should be a little clearer in my question - I am looking for opinions on the company from employees, former employees or recruiters who have worked with Osteomed within the last 3 years.

Unless we are in an interview, opinions about my background and your limited knowledge of it are not really helpful to me in evaluating this opportunity.

Would anyone care to comment on the San Francisco territory or manager?

 

[Anonymous]

Thanks everyone here for all the info - in particular post #48 and the recruiter also. I am thinking about interviewing with this company for the San Francisco position. Does anyone have any specific feedback they would like to share on the territory and the manager? I had a very stable career for 10 years in pharma, and have been with 2 companies selling into the OR in the past 2 years with unstable management, both of which are known for churning their reps. On the positive side, I have gotten significant OR sales experience since I've worked an average of 14 hours/day for the past 2 years. Opinions?

14 hour days, whatever. That doesnt mean sh*t to device companies. We all work night weekends etc. its expected.

 

[Anonymous]

The guy with the long posts on here is spot on! He couldn't be more accurate.

To your question about the job opening, I've heard that the manager is a high school football coach type that is strikingly similar to the way Larry was described earlier so beware. He puts a lot of pressure on his reps with no ideas or coaching from himself. He doesn't know the products and watches his kids all day while sending emails of how you better hit your quota or else. If you can sell at OsteoMed you can sell anywhere. I think it will take 2 years to make $90k with the position you are interviewing for so definitely ask about numbers.

 

[Anonymous]

All of this info is helpful. Can somebody post info about the Northeast (PA, NJ, DE, MD) area? What has turn over been like,what is management like and which managers to avoid or to try to work for. There isn't much written about the Philadlphia area on here....anybody have any insight?

 

[Anonymous]

All of this info is helpful. Can somebody post info about the Northeast (PA, NJ, DE, MD) area? What has turn over been like,what is management like and which managers to avoid or to try to work for. There isn't much written about the Philadlphia area on here....anybody have any insight?

The RM in the NE Tom is a really good guy and great to work for.