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When people think of medical technology from Baden-Württemberg, the names Aesculap or Karl Storz usually come to mind. Yet in Tuttlingen alone, there are more than 400 medical technology companies, many of which are global market leaders in their respective niches—without patients ever seeing their names. Two of these companies are among our clients: KLS Martin from Tuttlingen and Stockert from Freiburg. The Chamber of Commerce and Industry (IHK) magazine “Wirtschaft im Südwesten” profiled both as “hidden champions” in August 2026. We’re asking the question from a human resources perspective: What does it mean for companies and job seekers when a global market leader is virtually unknown outside of professional circles?
The term “hidden champion” was coined in 1990 by economist Hermann Simon and refers to companies that rank among the top three globally in their market or are number one on their continent, generate no more than five billion euros in revenue, and are little known to the general public.
KLS Martin will celebrate its 130th anniversary in 2026. The family-owned company employs more than 2,700 people worldwide, generates revenue of over 500 million euros, and generates approximately 90 percent of that revenue abroad. Its products are used in 140 countries, and its product line includes more than 12,500 surgical instruments. In oral and maxillofacial surgery, KLS Martin has been among the world’s leaders for decades.
Growth is currently driven primarily by patient-specific solutions. Surgeons plan procedures in advance on a computer. Based on this data, implants as well as drilling and sawing templates (guides for precise cuts) are produced as one-of-a-kind items using 3D printing. New additions to the portfolio include implant systems for hand, foot, and trauma surgery. Managing Director Christian Leibinger does not view the company’s low public profile as a disadvantage. For him, the trust of surgeons matters more than public attention: “‘Hidden champion’ does not mean being hidden to us.”
With about 90 employees and approximately 20 million euros in revenue, Stockert is significantly smaller. For 40 years, the Freiburg-based company has been developing technology for minimally invasive therapies, primarily for electrophysiology (the treatment of cardiac arrhythmias using catheters directly on the heart). More than 8,000 Stockert radiofrequency generators are in use in cardiac catheterization labs worldwide. The company invests 52 percent of its total costs in research and development; about 60 percent of its workforce is engaged in developing new products and procedures. A key focus is on Pulsed Field Ablation (PFA), a technique in which heart tissue is ablated using short electrical pulses rather than heat. With the acquisition of Tegus Medical in Hamburg, Stockert is also expanding its capabilities in digitalization, cloud technology, and AI for use in the operating room.
For job seekers, it’s worth looking beyond the well-known names. One reason is the company’s close connection to the product. Stockert consolidates concept development, regulatory approval, production, and service at its Freiburg location. Employees there can see how their work makes a difference in the catheter lab and can reach colleagues from other departments just down the hall rather than across three time zones.
The second reason is responsibility. In smaller teams, the contribution of each individual carries more weight. Stockert fills many leadership positions with internal employees and prefers to build expertise in-house rather than hire it in. For professionals with leadership ambitions, this offers a clear career path.
Added to this is planning security. Family-owned companies like KLS Martin think in terms of generations. The company is currently investing in the expansion of its Mühlheim an der Donau location with new office space and additional benefits for employees. At Stockert, more than 90 percent of employees have permanent contracts.
And finally, there is the question of purpose. Both companies develop products for situations that involve quality of life and, often, human lives. Christian Leibinger (KLS Martin) and Stockert CEO Christoph Gerber both cite this as the driving force behind their teams.
In our consulting practice, we regularly find that candidates don’t initially include “hidden champions” on their list at all. However, after the first discussion about responsibilities, decision-making processes, and career prospects, that often changes.
The areas of focus for both companies show where demand in the medical technology sector is headed:
Above all, there is a need for professionals who bridge the gap: developers who take regulatory requirements into account, or regulatory managers who understand the technology.
For companies, however, flying under the radar also has a downside. When searching for specialists, they compete with well-known corporations. Job postings primarily reach active job seekers. Experienced electrophysiology engineers or regulatory managers, however, are rarely actively looking for work.
The following approaches have proven effective:
In our industries, we’ve observed that “hidden champions” are particularly successful in the recruitment process when senior management or department heads speak directly with candidates early on. Our KLS Martin case study illustrates how we support KLS Martin in filling positions.
KLS Martin and Stockert demonstrate just how different “hidden champions” can be: on the one hand, there is the family-owned company with over 2,700 employees; on the other, the specialist firm with about 90 employees. What they have in common is a focus on a niche market, a high level of research, and products that doctors rely on in critical moments. Specialists and managers find roles there that are directly related to the products and feature short decision-making chains. For their part, these companies must make these strengths visible in the job market. With digital surgical planning, AI, and new procedures such as PFA, the demand for cross-functional roles will continue to rise in the coming years.
If you are looking for qualified and motivated specialists and executives for your company, we can support you with our specialized network. Especially for “hidden champions” that are little known outside the industry, we reach out directly to passive candidates and highlight the benefits your company offers as an employer. For over 15 years, the recruitment consultants at BESTMINDS have been filling vacancies in the medical technology, healthcare, life sciences / pharma, energy / utility, and IT / media sectors with a wealth of expertise and dedication. We find the right candidates for you in a fair, loyal, and discreet manner. Contact us for a no-obligation initial consultation so that we can fill your vacancies quickly and effectively.
