A Site for Your Eyes

By Rick Fromme 

Computer Setup (Photo credit: Paul Mayne)

As many of you know who’ve been reading my blogs (and my bio at the end of them) I’ve had a successful career in the medical industry for over a decade, mostly dealing with medical device sales.

Like many in the health care profession,  I had joined, and still belong to, several social media and professional networking sites. I would also periodically visit several job board sites, some of them generic, others slanted towards the health care profession. While I felt some of them were fairly well conceived and designed, I still thought that none of them were optimized for today’s busy health care professional. Especially in this era of Web 2.0, where the emphasis is on participation, sharing, collaboration, and recommendation; as well as blogging, audio/video, being user-centric and easy to use.

So I started thinking: "If I were to build my own site geared for health care professionals, one that combined the best features of an industry specific job board and social media website, what are the key elements and components I’d like it to have?" 

• First, I thought the site should provide a robust social network for the medical community. One that would also act as a directory for users to find and connect with each other based on their specialty within the health care industry.

• The site would also facilitate members’ ability to collaborate with each other, share ideas, and join networking groups pertinent to their interests and work specialties.

• It would be a dynamic, interactive online portal where members could join networking groups specific and exclusive to their interests, acumen, and area(s) of expertise. For example, recruiter-only groups, doctor-only groups, medical sales-only groups, etc.

• As far as job board functionality, individual members could also find career opportunities, get leads, and locate people and products. It would also allow companies and recruiters to source active and passive members looking for jobs specific to the medical and health care industries.

• The site would allow health care and medical community job seekers to join a networking community that was outside the labeling of traditional job boards.  Since social networks are more popular these days, they could post their profile, specialties and résumé (printed and video) — without worrying about a manager wondering if they’re really looking for other jobs. 

• A key feature I wasn’t seeing on other sites were opportunities for professional development and career advancement. I envisioned this new site would provide an area to learn new skills, evaluate one’s current skills and provide users with supporting material to help with their career advancement.

Network (Photo credit: michael.heiss)

• It would also offer employers and recruiters the ability to objectively evaluate candidates based upon measurable benchmark assessments, not just relying on someone’s résumé, or how well he or she interviewed, etc.

• The site would allow providers to find products (we haven’t implemented this yet) they’re seeking and also locate associated vendor providers and product distibutors.

Hence, the birth and ongoing development of MedMasters.com, which has become the nation’s premier niche job board and social media site designed by and exclusively for health care professionals. Again, since we operate in the world of Web 2.0, there are currently a dozen or so videos we’ve created to answer specific questions for potential members, individual members, and recruiter members, and new employer members. As with our dedicated blog site, Medical Social Network News, we’re always adding new content to our video library as well. 

Here are some key questions and issues some of current our videos address:

What are the Principal Elements of an Effective Niche Job Board & Social Media Site?

A truly functional niche job board and social media site should enhance your ability to reach out to and connect with medical professionals, as well as allow you to locate and take advantage of industry specific services.  For job seekers, it should also facilitate — from a variety of approaches and services — your ability to research and apply for new career opportunities. For recruiters, it should provide a comprehensive database from which to research, evaluate and even assess a wealth of qualified candidates. In short, it should function as the most comprehensive networking and career management site in the health care community today.

The site should further your ability to reach your professional aspirations as well as expand your network of fellow health care and medical professionals.  

Especially for the current job candidate, the site should allow medical professionals to connect with and keep their name and qualifications in front of business associates, medical recruiters, employers, distributors and decision makers.

MedMasters: Real-time Opportunities, Real-time Results

How to Build Your Network Online?

Ever since humans engaged in commercial enterprises, creating a professional network has been essential to anyone in nearly any profession. That’s why there used to be guilds, even pubs and taverns specifically associated with a particular profession; because they facilitated and encouraged networking … tankerd in hand or not. Today, it’s particularly important for health care professionals to have an online “organic” network that works for them around the clock. A good niche job board/social media site should help you to expand your network in a variety of ways.  

First, you should be able to invite any professional medical contact you know to join the site to become part of your own network.  That way, you grow your own network while concurrently helping them to expand their network on the site. Remember, “givers gain.”

Secondly, you should be able to search a site’s member database by name or category (i.e., nurse practitioner, pharmaceutical sales representative, internist, etc.) Once you’ve identified that person, it should be easy to reach out and contact them.

Thirdly, when another member reaches out to you, it should be easy to see who they are, what their specialty is, and can easily accept their invitation to connect with them.

Building Your Network on MedMasters

How Can Recruiters Search for Applicants and Post Job-Specific Openings?

Professionals across a broad range of specialties such as a medical sales representative, allied health professional, doctor, or health care IT, etc., should be accessible by medical industry job recruiters. Likewise, job applicants should have the ability to network with recruiters that focus on their specialty or area of practice.  

The savvier job seeker can utilize a well-designed niche job board to expand their professional networking opportunities, have access to industry specific recruiter networks, and can post or look for job openings posted on the site. This enables them to promote themselves and their qualifications to hundreds of recruiters and thousands of other health care professionals.

Health Care Recruiters Can Post and Find Applicants on MedMasters

In this article, I shared with you my ideas on what would make an ideal niche job board and social network site geared specifically for the health care community.  I also shared with you several of the videos we created specifically for potential members, individual members and recruiter . If you found the content and videos helpful, please leave a comment below. FYI: If you’d like to check out MedMasters’ other videos, visit my YouTube Channel.

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective helps provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You may also reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube. 

A Day in the Life of a Physical Therapist

By Rick Fromme

US Navy 100723-N-7214P-020 Machinist's Mate Fireman George F. Avinger practices cone drills during physical therapy in the Comprehensive Combat and Complex Casualty Care facility at Naval Medical Center San Diego (Photo credit: Wikipedia)

For those of you who recall the blog I posted back in February, “Health Care Jobs Outlook is Jammin’,” there are numerous specialties in the health care industry that are expecting above average job growth within the next ten years and more.  In its December 2013 report, Physical Therapy was among the top five health care specialties listed by the U.S. Bureau of Labor Statics’ (BLS) slated for strong growth. There are approximately 185,500 licensed physical therapists in the U.S.; that number is expected to jump to 241,700 over the next 10 years. This, despite the fact that academic requirements for becoming a Physical Therapist (PT) have become even more demanding (see below).

Like many health care professions, the ever-changing demographics of the American population is

contributing to the growth Physical Therapy. The demand for PTs is directly related to our aging American populace, particularly once-vivacious baby boomers entering their “silver” and “golden years.” Despite embracing the mantra, “50 is the new 30,” many baby boomers are becoming more vulnerable to chronic and debilitating conditions that require physical therapy services.

Physical therapist coaches wounded warrior during training session. (Photo credit: Official U.S. Navy Imagery)

PTs are highly trained to restore function, improve mobility, relieve pain, and prevent or attenuate permanent physical disabilities of patients with injury or disease. PTs help their patients to restore, maintain, and promote their overall fitness to achieve a healthier and more active lifestyle.  Clients may include accident victims and individuals with disabling conditions such as low back pain, fractures, head injuries, arthritis, heart disease, cerebral palsy and severe burns. Keep in mind many of our nation's returning vets also require long-term PT care due to the nature of the wounds they suffered serving our country.

Hence, being a PT isn’t for the squeamish. Those who don’t like dealing with patients in pain, who have serious disabilities or may have permanent physiological/motor damage, etc., may want to look elsewhere. I know of someone who, once considering a career in PT, shadowed members of a teaching hospital’s PT department for a day. First case: debriding the damaged skin off a man who’d been severely burned. Second case: moving the arms and legs of a one year-old baby who’d become quadriplegic because its parents let it crawl out on the road and was hit by a car. Third patient: caring for a motorcycle accident victim who, having suffered major head trauma, was permanently “cocooned” in a hanging mesh bed so he wouldn’t suffer from bed sores. By lunch time, they’d decided not to pursue a career as a PT.

Typical Day

Typical locations of arthroscopic surgery incisions in a knee joint following surgery for a tear in the meniscus. (Photo credit: Wikipedia)

On average a PT will see/treat ten to 15 patients per day.  Upon seeing a new patient, one that’s recently underwent single knee surgery for example, the PT undertakes a subjective exam of her/his patient. That is, they’d ascertain what kind of medical conditions the patient has, what type of injury/condition necessitated the surgical procedure, and then discuss what the patient’s goals might be in undergoing PT. Following that, objective measurements are determined. The patient’s posture is measured, levels of strength, balance and coordination, muscle performance, motor function, and range of motion (ROM) in comparison to the non-affected side are assessed and documented. They’ll look for any potential and existing problems.

Based on the examination and the PT’s evaluative judgment, the PT will determine patients' diagnosis, prognosis, and plan of care that describes evidence-based treatment strategies and the anticipated functional outcomes. The PT will usually instruct the patient about the Do’s and Don’t’s, now that the patient is post-op. This may include stretching and strengthening exercises, ice and heat protocols, medications, bracing, etc. The PT also provides the patient with an overview of what to expect whenever they’re undergoing PT sessions. Subsequently, a schedule of physical therapy is set with specific goals in mind for each session, depending upon the patient’s rate of rehabilitation. These sessions usually include strengthening and stretching, and taking steps to minimize swelling (and reduce pain) such as using ice, ultrasound, etc. Finally, as a part of the plan of care, PTs determine the patient's ability to be independent and reintegrate them into the community or workplace after surgery, injury or illness. But since PTs treat a variety of conditions across a broad range of clients, no two days are the same, which makes for an interesting work load.

First diagnosis (Photo credit: azian_ao)

The only tedium, most PT s say, is the paperwork. Like many health care providers, PTs are required to

carefully document their work with each patient. The demands of accurate record-keeping sometimes extends one’s working hours, not unlike other clinical health care workers such as nurses, doctors, etc. It may be tedious, but all professional clinicians realize the importance of accurate record keeping for every client.

Work Environment

PTs practice in a variety of settings: hospitals, outpatient clinics, private offices, home health agencies, schools, sports and fitness facilities, work settings, and skilled nursing facilities. Most full-time PTs work a 40- to 45-hour week. Depending upon one’s work situation, this may include some evenings and weekends. If a PT is part of a professional or collegiate sports team, there may be extensive travel during the season. Likewise, if they’re members of a traveling health care team (military or otherwise). Most PTs say the hours are reasonable and often flexible, allowing them to have families, enjoy their time off, pursue hobbies, take vacations, etc. The remuneration, they say, isn’t bad either; usually greater than $80k per year. Instructors and professors and those in administrative capacities can earn even more.

Approximately five dozen of the Guantanamo captives were amputees, who needed physical therapy. (Photo credit: Wikipedia)

Unlike an office desk job, where one sits in front of a computer most of the day, the physical job
requirements of a PT can be demanding. Frequently they have to stoop, kneel, crouch, lift, and stand for long periods. In addition, PTs help ambulate patients, and sometimes are required move heavy equipment (including weights, exercise equipment, etc.) Knowing and practicing the proper mechanics of lifting, moving weights in space, are essential, lest one inadvertently injures a patient or themselves. Unless you transition into a strictly administrative position, you won’t become “chair shaped” if you become a PT.

Academic Requirements

Prior to being accepted into a PT program, a Bachelor of Science degree is mandatory (usually in biology, kinesiology, physiology, exercise science, etc.) and students must pass the GRE. Scoring well on that exam, as well as maintaining a high GPA is highly recommended, as PT training/education is demanding both academically and clinically. In fact, by 2015, all programs accredited by the Commission on Accreditation in Physical Therapy Education (CAPTE) must award the Doctor of Physical Therapy (DPT) degree. Individuals who wish to become a PT in the U.S. must earn their DPT degree from a CAPTE-accredited program, pass a national licensure examination, as well as meet the specific licensure requirements for the state(s) in which they practice.

In this article, I discussed a typical work day of a Physical Therapist. I touched upon why PT is one of health care's fastest growing profession, described the overall responsibilities of a PT, what a typical day is like, work environment and reviewed the academic requirements — which are soon changing — to becoming a licensed PT. If you found this article useful, please leave a comment below and also feel free to share and repost it.

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective helps provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You may reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube.  

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You Must Assess to Recruit and Retain the Best

By Charles Coker, PhD, SPHR

There are several critical elements as to why assessment testing is really the only way to ensure employers recruit high-level performers.

Psychology (album) (Photo credit: Wikipedia)

First, many years ago, “Psychology Today,” and couple of other research organizations joined up and conducted a study. It showed that reviewing résumés and interviewing a person only proved to be 14% 

effective in hiring an employee that lasted more than two years. Job benchmarking, with its 79% accuracy rate, remains the best way to evaluate potential employees, versus basing a decision solely on résumés and interviews.

The percentage increases based on skill sets, competency tests, but the highest level of success is obtained through a battery of assessment tests. One assessment test can give you a 60% efficacy rate.     A second will provide an employer with a 75% to 80% success rate. But three potential candidates’ assessments can give you up to 90% ability to identify candidates of lasting value.

Three Types of Assessments

Research has indicated there are specific types of assessments that have proven most effective for employers when evaluating potential recruits. The first are the basic Behavioral Assessments, which most people are familiar with, such as the ones created by Meyers-Briggs and DISC. They help you better understand the job, and the behavioral requirements for that job itself. Behavioral assessments help determine how a person acts, which is often the way they’ll do a job. If you have someone who, according to the assessment results, indicates they’re a fast-paced, extroverted person, you’d be much better having them in a sales position than you would an introverted, analytical type of person.

A good example of a basic Personality and Behavioral Assessment is one that asks a series of questions that help determine:

• How someone projects his or herself to others in multiple dimensions
• How they approach life in seven different categories
• The areas in which they have important strengths
• How their beliefs, as well as their objective and subjective mindsets, impact their life
• Identify any internal conflicts (if apparent) that impact their decision-making process
• Sites areas for their personal attention



Onion Skin ID (Photo credit: Wikipedia)

• Ten specific word descriptions that define their approach to people and processes

Ideally, at its conclusion, the assessment also offers some personal training and development programs that could help them by providing suggestions and resources for improvement.

For example, at MedMasters, our Basic Personality & Behavioral Profile assessment helps serve as a tool for personal development and life application. It was designed as a preview of something deeper and richer to help you better understand your potential.

Among myriad other aspects, it deals with how you project yourself to others in multiple dimensions, how you approach life in seven different categories, helps you identify several areas where you have important strengths, helps you address internal conflicts that may impact your decision-making abilities, and much more.

Here’s the Catch-22: Almost 80% of marketing and sales companies utilize assessment testing, but they don’t utilize them to the fullest potential. In other words, the basic Behavioral Assessment is just the first step.

The second step, which most companies overlook, is what, in the human resources assessment field, is known as a “Mind Set” assessment.That is the way a person mentally approaches a given job. Are they very objective? Are they very subjective? And what are their beliefs about themselves and the system that they work in? Without conducting this type of assessment, a company can hire the most confident person based upon their Behavioral Assessment, but the employee won’t last because their mindset is not in line with the corporate culture, mission, vision and values. So the second assessment makes certain you have the right person in the job, after the Behavior Assessment measures whether or not they can do the job well.

“Research has indicated there are specific types of assessments that have proven most effective for employers when evaluating potential recruits.”

The third type of assessment employers should use to ensure they have the top level performers, is the “Motivational Screen.” This identifies how a person achieves success. There are four different measures of an individual achieving success, and they also relate to how a job is conducted. So when you measure an individual’s motivations, if they already have established habit patterns in a successful mindset that fits with the job, their chance of learning the job — even if they’ve never done it before — is extremely high. This is where you can get good talent who may not have been in your industry, but they’re easy to cross train and extremely valuable for long-term ability to succeed in that particular area.

The assessments on MedMasters were specifically designed according to the results of a five-year study at the University of Chester Academics at Westminster Theological Centre in the United Kingdom, entitled, “The Foundation for Personal and Professional Development.”

"Free personality testing" sign.  (Photo credit: Wikipedia)

Similarly, the assessments on MedMasters were specifically chosen because they cover all aspects of an individual’s behaviors, mindset and motivation. Therefore, I can identify and determine their success plausibility with any type of job under any type of circumstance.  

MedMasters’ Sample Assessment Reports:

• TTI Success Insights – Sales Skills Index (SSI) Report
• TTI PTSI – Leadership/Management Report
• Trimetrix Sales Talent Comparison Report
• Trimetrix Coaching Sales Report
• Trimetrix Coaching Executive Report
• DNA TTI PTSI Sales – Coaching Sales Report
• DNA TTI PTSI Sales Management – Coaching Executive Sales Report

Corresponding to my discussion above, the pre-employment assessment utilized by MedMasters includes three levels to assist hiring managers in the employee selection process. Our system compares the candidates’ key attributes against the position’s benchmarked performance profile to develop a comprehensive employment assessment report and developmental information employers can utilize to improve employee recruitment, performance and tenure.

Dr. Charles “Chuck” Coker serves as MedMasters’ Vice President of Human Capital Strategies. Such companies as AT&T, General Foods, Harris Corporation, Sprint PCS and MecLabs Group have retained his expertise to guide them through the recruitment, acquisition and retention of high-value employees. Dr. Coker holds professional designations as a Certified Professional Behavioral Analyst, Certified Professional Values Analyst and is Certified in the Myers-Briggs Type Indicator. Dr. Coker’s work is so accurate and effective that Harvard University, Florida State University and Westminster Theological Centre (in the UK) have hired Dr. Coker or used his methodology for the basis of specific courses and academic studies. Dr. Coker is also a nationally published writer and is the author of the soon-to-be-released book, “Profit Through Your People: How the Human Factor Impacts Your Bottom Line,” his second non-fiction title. In addition to working with MedMasters, Dr. Coker is the President of LifeThrive Performance systems, one of America’s most respected organizational performance consulting and training firms. You may also reach. You may also reach Dr. Coker by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube.  

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Don’t Be Waylaid by Your Lay Off

By Rick Fromme

Perhaps you’ve recently walked out of your manager’s office with a pink slip in one hand and a tissue in the other. On the other hand, maybe you, along with other co-workers, were informed you were all being let go en masse. Regardless of how, the personal reaction is usually the same: OMG! Now what?!

Depressed (Photo credit: Sander van der Wel)

It’s natural to feel depressed and even shed a few tears — ideally in the privacy of your own home or among trusted family and friends, or even a professional counselor — upon being laid off. You may want or need to take a few days off to sort out your feelings. Some stretch this grieving period out over a couple of weeks, especially if they had ample vacation pay in their kitty. But you needn’t descend into a black hole or deep funk (and I’m not talking about Prince or James Brown). Especially for health care professionals, there are nearly always options. Give yourself the time and space to discover what those are or to create them for yourself. Unless you're going to retire permanently, sooner or later, you must get back in the game.

I won’t go into detail concerning severance packages; unpaid vacation, sick and personal days; final remuneration date; unemployment compensation; food stamps; health insurance; etc., because every situation is different. Oftentimes, the HR department of the company that laid you off can offer advice. Suffice to say, if you’re eligible for any type of supplemental program, it behooves you to investigate and take appropriate action as soon as possible. Some state unemployment compensation programs can take months to obtain. Again, taking the necessary steps to set that benefit in motion should be done ASAP.

Occupational Outlook Quarterly Spring 2010 (Photo credit: AlaskanLibrarian)

But do take heart: according to the Occupation Outlook Quarterly, the health care industry is expanding, not contracting. Unlike other industries, the job outlook for health care and medical professionals for the next decade is very positive. (See my previous blog, “Health Care Jobs Outlook is Jammin’!”) Your skills aren’t superfluous. Your knowledge isn’t for naught. There’s an excellent chance you’ll be able to gain meaningful employment in a relatively short time period. But you have to do the leg work.

From W2 to 1099

Before the door finally closes on the job where you’re being laid off, you may be able to negotiate working for that firm on a contractual or part-time basis with that employer. Particularly if the firm was trying to save money vis-à-vis cutting salaries and benefits, offering to work for them contractually may just prove to be a win-win situation. The same may said of any former employers; depending upon the situation in which you exited the job(s) before your last one, that/those employer(s) may be in need of your skills again. It doesn’t hurt to reach out to them as well. Again, if they can’t afford to bring you in full- or part-time, consider doing contractual work as it will keep you in the game with your already proven skills.

College for Knowledge

Having said that, there are some in our profession who, after being laid off and who have the social and financial wherewithal, or who are eligible for student loans, decide to take this time to further their education. Perhaps you’re a Physical Therapy Assistant; you can return to school to become a fully licensed Physical Therapist, perhaps with a master’s degree. If you’re an LPN, you can go back to nursing school to get your bachelor of science or master’s degree, even a doctorate. If you do have an advanced degree, if appropriate, consider taking certification courses in your field to further your education and thus make you an even stronger job candidate. I even know of doctors who, though perhaps they weren’t laid off, decided to change specialties to become board certified in a different field altogether. In fact, one of the most prominent cosmetic surgeons here in Northeast Florida was initially a practicing otolaryngologist; he later decided to become board certified in plastic surgery.

Niche Networking

As with any job hunt campaign, networking should be one of your key activities, both in-person and online. That’s one of the principle advantages of having professional niche sites such as MedMasters. They allow you to build industry and specialty specific networks to facilitate — and hopefully expedite — your job search. You can reach out to and be contacted by medical/health care recruiters and employers. You can communicate with others in your field of expertise and/or the field you’re looking to transition into. You can post your latest paper résumé (see the previous blog, “Résumé Rules for Health Care Industry Job Applicants”) and, on some sites like MedMasters, even create a video version. You can post recommendations received by others to your profile. You’re able to stay the course because the site serves as a compass from which you can navigate your career search and/or transition. Some, like MedMasters, even offer online personality and behavioral assessments to help you better understand your strengths, weaknesses and all-important soft skills (read my previous blog, “Here’s Looking at You, Kid”).

                                                                             

Work Wise

Depending upon your situation, you may need to obtain an interim “survival job” to help make ends meet.
No harm done. If possible, try to find one in the health care industry to keep your feet in the water, so to speak. If not, a good plan is to try to find a job that allows you to interact with people in the medical field. I know of a radiology technician who, after she was laid off, took a survival job at a sandwich shop near a major hospital so she could serve, meet and interact with people who worked at that facility. And it paid off.  

sandwich (Photo credit: roboppy)

If you don’t need to take on a survival job, another way to expand your networking efforts is to volunteer at a hospital, health care facility or event (such as a sporting event or marathon). This keeps you in the game, your face in front of others, use your skills, and benefits the community as well.  

Exit Expertly

Negotiate Terms ‒ Most likely you’ll be offered some sort of severance package by your boss or human resources manager when you are let go. What you may not know, though, is that these terms are sometimes flexible. If your situation is appropriate, negotiate for a higher amount if possible.

Get References ‒ If you’re being laid off due to no fault of your own (such as the company downsizing), you should ask for a letter of reference. Ask your manager/employer to endorse you and your skills on LinkedIn. Let your boss know that you’re also open to any job search leads s/he might be able to provide.

Prioritize your workload ‒ Let’s say you’re one of the more fortunate employees to have been given two weeks’ advance notice before leaving the company. While you certainly want to try to complete all of your projects, it’s in your best interest to also watch out for number one: you. Organize your calendar to be as efficient as possible while also gathering necessary information/materials you’ll need, such as your contact lists, important emails and files — but ensure you’re not exiting with any proprietary or copyright material and/or equipment that belongs to the company. That’s stealing.

Be professional ‒ Being laid off is stressful and demoralizing, even if you’ve a proven track record with the firm. You may harbor resentments over the situation. However, if you’re still in your last two weeks, it’s important to retain a professional demeanor and strong work ethic while employed. You don’t want people to perceive your final days as negative by letting your job performance suffer. Be polite to your boss(es) and colleagues while you’re still there. This will help your networking efforts after you’ve left the doors.


Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective helps provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson. You may reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and YouTube. 

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