1. Mindi Hayward

2. 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

3. 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

4. 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.

5. 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

6. “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.

7. 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

8. 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.

9. 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.

10. 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!

11. Thank You!
Questions?