Bear Recruiting

Co-Founder

Cardone Training Technologies, Inc.

Sales & Marketing Manager

Smith & Nephew

Account Manager-Biologics

Hatch3D

Startup providing additive manufacturing (3D printing) services.

Director of Business Development

Align Technology

Territory Manager

Electronic Systems - A Xerox Company

Account Executive

Bear Recruiting specializes in talent acquisition for medical and industrial suppliers, focusing on:

Sales Professionals: Driving growth and market expansion
Finance Professionals: Ensuring fiscal strength and strategic planning

Our clients include cutting-edge manufacturers and distributors at the forefront of innovation. We bridge the gap between top-tier talent and industry-leading companies, fostering success in both medical and industrial landscapes.

-Products
-Parts
-Equipment
-Machinery
-Services

★ Testimonials ★

✅ "We were able to get right in front of our ideal candidates in a shorter amount of time. We couldn't afford to sit back and hope for people to come to us, we had to go to them and that's exactly what Bear helped us do." - A.A., CEO

✅ "I always say that you guys were a godsend! Bear understood exactly what we were looking for in terms of quality personnel for our growing team.  Bear knows how to find the right people." - J.S., Vice President

✅ "I'm grateful to have partnered with Bear. They are very detail-oriented and professional in their approach. We really appreciate their hard work and dedication in finding us the best candidates for our company." - B.W., President

I once blew an interview.  Badly.

I was 23 years old and was interviewing for a sales role that would've been very much a step-up in my career.

The interview was scheduled and I was to meet the hiring manager in the hotel lobby.

I showed early, turned my phone off, and waited.  

5 min after the start time I figured she was just running behind.  10 minutes I was getting a little worried.

15 or 20 minutes I finally went to the front-desk attendant and told them who I'm looking for and if they happen to know anything.  

They pointed over to the other end of the lobby from where I was waiting and said "I believe that's her over there."

I turned pale.  She was there waiting for me the whole time as I was on the other side waiting for her.

Fully embarrassed and knowing the opportunity was dead in the water I approached her and apologized for wasting her time.

She wasn't mad and told me to have a seat and offered some advice.

Which was "if you're going to interview in this industry and be successful, you need to be more assertive."  

She went on to tell me that I should have been looking for her and not just waiting around.

Though she wasn't mad, the recruiter was pissed of course and rightfully so lol.  "WHY DIDN'T YOU CALL ME?!" .....didn't have an answer.

Why I didn't look for her?  Couldn't tell you.

Call it nerves, inexperience, or whatever you want, but that lesson slapped me in the face and I'm glad it happened and early on.

I eventually landed a similar role a year later so it all worked out, but not before going through that experience and learning from it.

You can't just wait around. Go.

Kevin Kilday

I help companies in the healthcare and manufacturing industries solve their hiring problems and deliver recruitment and talent acquisition solutions for their specific needs.

Myself & Keith Lee (Co-Founder) founded Bear Recruiting as a boutique, full-service recruitment firm that works closely with clients to find world-class talent for their organization no matter what stage of business they are in. 

We've created an efficient and fine-tuned process for finding top talent that reaches well beyond typical job board applicants.

★ HOW WE DO IT ★

We manage the process from start to finish. By leveraging our proprietary resources, cutting-edge technology, and years in the field we are able to find the best talent for any sales specialty.

🎯 Diligence - Thorough review of the job requirements combined with intense local market research to pinpoint candidate opportunities.

🎯 Experience - Understanding the market and specialties allows us to help you make informed, critical hiring decisions

🎯 Align & Retain - Company culture and goals must match the candidate's personality, character traits, and track record of success.

★ WHAT CLIENTS ARE SAYING ★

✅ "We were able to get right in front of our ideal candidates in a shorter amount of time. We couldn't afford to sit back and hope for people to come to us, we had to go to them and that's exactly what Bear helped us do." - A.A., CEO

✅ "I always say that you guys were a godsend! Bear understood exactly what we were looking for in terms of quality personnel for our growing team.  Bear knows how to find the right people." - J.S., Vice President

✅ "I'm grateful to have partnered with Bear. They are very detail-oriented and professional in their approach. We really appreciate their hard work and dedication in finding us the best candidates for our company." - B.W., President

Hire the RIGHT industrial sales pros in less time | Capital Equipment Reps & Sales Engineers | Helping industrial manufacturers ditch job boards and land industry-leading talent | 98% retention | 100+ companies served

"Do I have another year left in me?"

A question that senior sales reps on the verge of retirement ask themselves this time of year.

The reality is that a lot of industrial sales professionals will be hanging it up at the end of the year, or are in the phase of transitioning out next year.

As the employer, how are you prepared?

There are a few things to keep in mind.

-Don't wait until that person leaves to then start looking for someone else.  Start the process before they leave so the impact on customers/business is minimal and the transition period is as short as possible.  I know most are willing to work along side of a new rep and help train them.  

-Adjust your criteria and offer to the current market.  The market is different now.  What candidates are looking for is different.  Really think about type of person you need at this point, and be flexible on the comp options.

Too many companies wait until the person is gone to start looking for a replacement while their expectations in the candidate market are way off.

Get rid of the idea of finding a carbon copy and offering the same package of someone who worked there for over a decade.

Prepare, adapt, and adjust to the 2026 market.

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