Mindi Hayward

Dr. Stryker’s Philosophies Innovative Products Dr. Stryker’s Philosophies Improve efficiency of the healthcare provider Provide cost effective solutions First stretcher rolled off the assembly line in 1939. He insisted each product improve efficiency or reduce cost. Wedge Turning Frame: Developed during WWII for back injury patients Homer Stryker, M.D. Wedge Turning Frame - 1939

Rock Solid Leadership Employees 1977: 200 Today: 12,918 What We’re Worth 1977: $17 Million Today: $2.43 Billion In 1977, John Brown replaced Homer Stryker’s son Lee as president and CEO. It was at this time that Stryker went public (offering stock to the public) which allowed the company to upgrade it’s product line to become more competitive and also step up its expansion beyond the United States. John W. Brown President & CEO

A Global Healthcare Company Divisions Medical Instruments Endoscopy Biotech Leibinger Spine Trauma Physiotherapy Howmedica Osteonics Regions America Canada Europe Japan Pacific Latin America Ireland Germany France Switzerland Puerto Rico Today Stryker Corporation is a leading producer of medical supplies, endoscopic systems, orthopedic implants, powered surgical instruments, physical therapy centers, and hospital beds and stretchers.

GROWTH Compound Annual Growth Rate 20+% Stryker Corporation overall has an annual compounded growth rate of 21%. In short, we double every 3.8 years. This very large jump here is due to the purchase of Howmedia. Stryker Corporation Net Sales

“The Cost of Leadership” Research & Development Spend double the industry average on R&D 49% of sales comes from products less than 3 years old Strong new product flow Average industry R & D = 3-4%. We average 6% a year. The corporation spent 65 million in 1998.

Company Culture Exciting: Intense / Extremely fast paced Learning: Tuition program “A” = 110% Rewarding: Helping people in need Challenging: Goal oriented = 20% Empowering: Autonomy / Freedom / Ownership

Retention Strategies Recognize and Reward Best Employees - Performance Based Pay - Employee of the Month - Achievement Awards Challenges / Lots of Responsibility Don’t “Pigeon Hole” Individuals Unstructured Work Environment Psychological Ownership Movement within and between divisions Here is the goal, use your talents and ways to get there.

Entry-Level Opportunities BA’s and MBA’s Accounting / Finance Buyer / Planners Customer Service Electrical Engineers Human Resources Information Systems Manufacturing Engineers Mechanical Engineers Marketing / Sales Associates Quality Engineers Internships Available We offer a variety of entry-level opportunities and Co-op/Interships. We believe that a person’s talents are what matter most. We look to determine that first. Then we look at degree and/or experience. So we might very well hire a person without a marketing degree as a marketing associate.

Advice For Students Find Out What You do Best! What are Your Natural Talents? Be Active on Campus! Develop Leadership Skills! Seek out Co-ops / Internships! Find a Cultural Fit!

Thank You! Questions?