Work with Lin Huiyan

How long have you been with BIOTRONIK, and what is your current role?

I've been with BIOTRONIK since 2019, and I currently work as the Talent Acquisition & Employer Branding Lead here in Singapore. It’s now been six years filled with growth, learning, and inspiring encounters with people. What drew me to BIOTRONIK back then was the company's mission: to improve patients' lives through innovation. This sense of purpose continues to guide and motivate me every day.

What do you enjoy most about your work as a Talent Acquisition Partner?

What I particularly enjoy is working closely with our stakeholders and executives. Together, we align our recruiting strategies with the company’s long-term goals.

Building lasting relationships—with both active and passive candidates—is just as important to me. We are in constant communication with talent communities to establish connections early on and build a strong talent pool for future needs.

For me, the best part is seeing how the people I’ve hired continue to grow and succeed at BIOTRONIK. In moments like these, I know that my work is really making a difference.

What can applicants expect during the recruiting process at BIOTRONIK?

We understand that job interviews can be both exciting and challenging. That is why we place great importance on a transparent and respectful process.

The selection process typically consists of four steps:

1. Online application
2. Technical test (for certain technical positions)
3. Interviews or an assessment center—a combination of interviews that provide insight into technical skills, teamwork, problem-solving abilities, and the ability to handle pressure
4. Final discussions and decision-making

For senior, specialist, or leadership positions, the Managing Director or members of the global team are often involved to ensure a well-informed and comprehensive decision.

Throughout the entire process, we keep candidates informed about the next steps and provide feedback whenever possible. Our interviews are not only designed to assess skills, but also to provide insight into our culture and values. Candidates should get to know BIOTRONIK and get a sense of the contribution they can make here.

What is particularly important to you during your initial interaction with candidates?

For me, a positive and transparent first impression is crucial. This includes clearly explaining how the process works: What can applicants expect? Who will they meet? How can they prepare?

Personally, I place great importance on an open and respectful atmosphere. I take the time to listen, answer questions honestly, and let people know they can reach out to me at any time. It’s important to me that candidates feel respected from the very beginning, even before the first interview takes place.

In your opinion, what helps applicants come across as authentic during an interview?

To me, being authentic means, above all, staying true to yourself, being honest, and communicating openly. It’s perfectly fine to show your true self—that’s exactly what helps us understand how someone fits into the team and the company culture.

Personal examples or experiences from your day-to-day work often make your strengths and values more tangible. It's just as important to talk openly about your own motivation and what you expect from a role. This openness builds trust on both sides and lays the foundation for a strong connection.

What questions do you particularly like to ask—and why?

I particularly like to ask candidates: “In what kind of corporate culture can you reach your full potential?” or “What kind of corporate culture do you need to work happily and successfully?” These questions open up a dialogue about values and expectations—on both sides. They help me understand what truly motivates people and whether BIOTRONIK can provide the environment in which they can perform at their best. At the same time, they encourage applicants to think about what really matters to them in their careers.

What often surprises candidates during interviews with BIOTRONIK?

Many are pleasantly surprised when we ask them what kind of support they would like from their future manager. This question often comes out of the blue, but it opens the door to a very valuable conversation about collaboration and leadership. It's important to me to give applicants the opportunity to share their perspectives. This helps us better understand what matters to them in the workplace and how we can create conditions in which they can feel comfortable and work successfully over the long term.

Is there a personal highlight from a hiring process that has particularly stuck with you?

One story in particular has stuck with me: A candidate applied for a position but did not meet all the formal requirements. However, his cover letter was so compelling that it immediately caught my attention. Instead of focusing on the qualifications he lacked, he described how he had taught himself the relevant skills—including through his own projects. I was so impressed by his initiative and enthusiasm that I invited him to meet with me in person. In the end, we offered him the job, and he became one of the top performers on the team.

To me, this experience clearly shows: Recruiting isn't about checking boxes; it's about recognizing potential, passion, and a willingness to learn.