Your Candidate Journey
at Lexington Medical, Inc.
Lexington Medical, Inc. is a growing medical device company in Bedford, Massachusetts, just outside Boston, where we design and manufacture the AEON™ surgical stapling platform. Here’s what to expect from our interview process, including how we use AI and how we want you to use it.
What We Look for in Candidates
We hire people who want to solve meaningful, hard problems with discipline and curiosity.
The specifics change by role. These dont:
For early-career engineers, these often shows up as strong fundamentals,
intellectual honesty, and a willingness to learn quickly.
These qualities are how our five company values show up in the people we hire: Focus & Excellence, Delivery & Speed, Collaboration, Ownership, and Curiosity. Read more about our values.
Your Interview Steps
Our interview process is structured, candid, and built around real work. Most candidates move through the steps below, though not every step applies to every role.
1
Apply
Everything starts here. Submit your resume and answer a few short screening questions. When it’s relevant to the role, you can also share a cover letter or portfolio. The questions are brief and meant to understand how you think, not to test you.
What happens next:
- We review your experience and how you approach problems
- Short, role-specific screening questions help us understand your fit
- If your background aligns, our Talent Acquisition team reaches out
2
Recruiter Conversation
A focused, human conversation with our Talent Acquisition team, usually the first voice you’ll hear from us.
What we’ll cover:
- Your experience and career path
- What motivates you, and what you want next
- The role, and why it interests you
3
Hiring Manager Interview
A deeper, structured conversation with the person you’d report to. This is where we get into how you think.
What we explore:
- How you approach and break down problems
- How you explain technical ideas to different audiences
- How you make decisions with incomplete information
- How you collaborate and communicate under pressure
4
Technical Interview
A working session with the people who know the craft. Depending on the role, this might be a systems or design discussion, a data or modeling exercise, a live problem, or a domain deep-dive. Whatever the format, it’s grounded in the kind of work you’d actually do here.
What to expect:
- Real problems from our world, not brain-teasers or trivia
- Room to think out loud, ask questions, and change your mind
- A focus on how you reason, not whether you recall the “right” answer
- A genuine two-way conversation, so you learn how we work too
5
In-Person Interviews
This is the heart of the process, and where you’ll spend the most time with us.
What to expect:
- Presenting your project to the hiring team (details below)
- Functional interviews with the people you’d work alongside, across functions
- A tour of our workspace, a live AEON platform demo, and a look at how we design, manufacture, test, and iterate surgical devices
- A genuine feel for our culture and pace
6
References, Background Screening, and Offer
The final steps. We speak with professional references before extending an offer, and we keep the conversation open and transparent throughout.
What to expect:
- Reference conversations about how you’ve worked and delivered
- A standard background screening for U.S.-based roles, aligned with applicable law
- An offer covering compensation, benefits, start date, and onboarding
- Space to ask us anything before you decide
A Real Project, Not a Puzzle
A centerpiece of the process is a role-specific hypothetical project we send you ahead of time. It reflects the kind of commercial or technical decisions you’d make at Lexington Medical, Inc. A realistic scenario, not a whiteboard riddle. It’s for evaluation purposes only, not a deliverable we need from you. It’s collaborative too: ask questions and work with the hiring team as you go, just like you would on the job. We’re not looking for a flawless answer. We want to see how you think, and we want you to use AI to get there.
What it shows us:
- How you think through open-ended problems
- How you navigate trade-offs and test your assumptions
- How you communicate decisions and stand behind them
- How you collaborate, where asking questions along the way is encouraged
How it works:
- You’ll receive the prompt ahead of your visit
- Prepare on your own time, and ask the hiring team questions as you go
- Share your materials 24 hours before you present
- Present your thinking to the hiring team, on-site or virtually
How We Use AI
and How We Want You to Use It
Lexington Medical, Inc. is an AI-forward company. AI and automation are how a lean team stays fast and focused across the company, and we look for people who work the same way.
In our hiring
AI runs through our whole recruiting workflow, not just the edges. We use it to source candidates, manage applications and scheduling in Greenhouse, transcribe and summarize interviews with BrightHire, prepare structured interview guides, and pull together what we heard so interviewers can focus on you instead of their notes. When off-the-shelf tools fall short, we build our own.
AI also handles some first-pass screening against each role’s stated requirements. Beyond that first pass, the substantive evaluations and every hiring decision are made by people who are accountable for them.
In your process
Typically, we expect you to use AI as you prepare your project, including to research, model, analyze, and build. Tell us where and how you used it. That’s not a workaround. It’s part of what we’re evaluating.
The one place we ask you to set it aside is in live conversational interviews (recruiter, hiring manager, and functional rounds), where we want to hear you think in real time. On your project and in working sessions, reach for the tools you’d use on the job.
*AI screens and supports. People own the decisions that matter.
We welcome candidates from a wide range of backgrounds and experiences, and we sponsor work authorization for eligible roles.
We follow EEOC guidelines and use structured evaluations to keep our process fair and consistent. Accessibility tools and accommodations are welcome at any stage. Just let your recruiter know what you need.
Frequently Asked Questions
Our process typically includes an application review, a recruiter conversation, a hiring manager interview, a technical interview, a project you prepare and present to the hiring team. In-person interviews typically include meeting with the team and seeing a demo, and then a final step is reference checks plus background screening for U.S.-based roles.
We’re a growing medical device manufacturer headquartered in Bedford, Massachusetts, in the Boston area, building the AEON surgical stapling platform for a $6B+ global market.
Small, high-talent teams, real ownership, and modern tools, including AI.
Yes. We’re an AI-forward company. AI runs through our recruiting workflow, from sourcing and scheduling to interview transcription and prep. AI also handles some first-pass screening against each role’s stated requirements, and beyond that first pass the substantive evaluations and every hiring decision are made by people who are accountable for them.
Yes, and we encourage it. Use it on your project and prep just as you would on the job, and tell us how you used it. We only ask you to work unaided during live conversational interviews.
Yes. For HQ roles, it’s in-person at our Bedford, Massachusetts headquarters. For field-based sales roles, it’s in-person interviews in the field.
Most processes run about 3 to 5 weeks. We’re thorough, and we keep you updated at each step.
Yes. Interviewers use structured questions and shared evaluation criteria to keep things consistent and fair.
Learning capacity, judgment, clear communication, curiosity, ownership, fluency with modern tools including AI, and a track record of delivering high-quality work.