Attracting the Senior Leadership for Europe
Despite its valuation, Butterfly wasn’t
initially well-known in Europe. To address
this, we created an article and two
spotlight videos. This content helped communicate the
Butterfly story to top tier candidates in
an exciting and engaging way.
This was shared by our teams of global
headhunters to engage the industry’s
talent market. It was also shared with
our growing LinkedIn audience of 300K
followers and hosted on our content-led
Streamlining the Hiring Process
We worked very closely with the
Butterfly hiring team throughout the
process - holding weekly progress calls to
discuss the candidates we had shared
and those who had been interviewed.
By the second and third hire, we
had dramatically reduced the time
to hire due to the efficiency of the
By this point we had grown to
understand exactly what makes a
“Butterfly candidate”. We were able
to fill the third role within six weeks
and reduce the number of candidates
interviewed by more than 50%.
The European Hires
Our initial project resulted in a diverse European
leadership team, which boasted experience in
scaling disruptive medtech start-ups. We produced a diverse team which reflected the brief to target
candidates based on POCUS experience, then imaging experience and
then finally medtech start-up experience.
General Manger, DACH
This hire had successfully scaled Butterfly’s biggest POCUS competitor.
This hire had launched and scaled two of the most prominent US imaging software companies into Europe
Commercial Lead, UK
This hire had limited ultrasound experience but had extensive
knowledge of successfully launching new products into the NHS.
Our third hire was completed in 6 weeks, with the number of candidates interviewed reduced by more than 50% in the process
We worked very closely with the Butterfly hiring team throughout the process, providing weekly progress calls to discuss candidates and the hiring process.
By the second and third hire, we had dramatically reduced the time to hire due to the efficiency of the partnership. By this point we had grown to understand exactly what makes a “Butterfly candidate”. We were able to fill the third role within 6 weeks and reduce the number of candidates interviewed by more than 50%
As we continued to work with Butterfly and better understand what they
looked for in a candidate, we were able to perfect our interview process
and be more efficient with the candidates we shared.
This reduced the average number of candidates sent per search, while
maintaining a 90% interview rate.
Partnering on Global Expansion
With leadership in place and having completed
its IPO on the New York Stock Exchange, Butterfly
was ready to step up its hiring. We continued to use our
understanding of Butterfly’s culture
to deliver experienced candidates
who are aligned on cultural fit.
By leveraging our 300K+ LinkedIn
following and personal networks,
we’ve continuously attracted
high-quality passive candidates.
The average number of candidates
we introduced per search reduced
from 10 to six. This is while
maintaining a 90% interview rate.
Intimate knowledge of our
candidates has allowed us to save
Butterfly money through negotiating
acceptable terms below budget.
We’ve constantly adapted for
Butterfly, working with its new
recruitment software and hiring team.
To achieve the growth Butterfly wanted, the business required numerous
high-quality, experienced hires throughout Europe. Using the tactics
displayed in previous pages, we set out to hire the “best of the best” for
Butterfly in the region.
Below you’ll find a list of assignments we’ve completed with Butterfly in
Europe so far:
- Technical Pre-Sales Engineer - UK
- Strategic Account Manager - Southern Europe
- Veterinary Sales Specialist - EU