I don’t think it really matters where the new hire comes from. It would be a plus if it is within the same company because that only means there is room to grow and be promoted. However, experience is absolutely necessary for the position. If you are within the same company, you might be familiar with the procedures the company follows, nevertheless, it is important to be very knowledgeable on how to perform your job in broad terms so you can be reliable for the team you are working with.

I think that there are benefits to hiring both in the company and from outside the company for a project team. Hiring from with in the company provides the project manager with someone who is familiar with the company culture and processes.  In addition, hiring with in the company will provide the project team with internal candidates who are motivated and committed to the company's goals. These internal candidate will also require less time to adapt and not require any sort of training to get accustomed to company ways. Internal hiring also demonstrates the ability to grow and develop with in the company. On the other hand, hiring from outside the company can bring fresh perspectives, new ideas, and diverse experiences to the project team. External candidates may also bring specific skills and expertise that are not currently present within the company. This can be particularly beneficial for projects that require specialized knowledge or experience, or that involve working with external partners or stakeholders. Overall, the decision of a project manager to hire from with in the company or source outside the company is not a simple task and requires many factors to make a final decision.

As @kaf43 there are benefits to either side of whether one decides to hire project managers within the company or externally. I also agree with @vv48 and how it does not necessarily matter where the project manager is hired from, as long as they are equipped with the skills and the experience to successfully lead a team to completion for the project based off the requirements for it. If the company hires internally it allows for their employees to grow professionally within the company making them more helpful and valuable for the company (the company may not have to pay as high of a salary for an internal hire compared to an external hire). Additionally, internal hires would be beneficial for the team as the individual being hired would already be familiar with the company culture, values, goals, and procedures which would all be helpful in their transition from a team member to a project manager. On the other hand, external hiring could bring in new skills, perspective, techniques, experiences etc. that may not be present in the current company's work environment. This different background could help enhance the project by bringing in new innovative ideas that may not have been seen by an internal hire. Overall, I think that the particular project would drive the decision of whether to hire a PM internally or externally based on the projects demands and vision.

While external hiring can diversify staff, bring new skills to the team, and create a larger talent pool, internal hiring has a large amount of benefits that make it more beneficial to project managers. A reduction in hiring costs is one of the main benefits with less time needed to advertise the position and no need for extra compensation on new-hire related fees, allowing for more funds that can be focused towards the process. Training periods  can also be shorter due to employee familiarity with how the company works. Internal hiring is also an opportunity for employees to experience promotion within a company, and has the potential to boost morale. 

I believe that considering the importance of budget in terms of project management, the reduced finances involving internal hiring makes it the more beneficial option. Considering this, what kind of external hire do you believe would be beneficial to bring to a team that is worth the expenses associated with external hiring?

From a medical device intern’s perspective, I believe that hiring from within the company is often the better choice, especially for roles that require deep understanding of internal processes. Many tasks, even for the same role at different institutions, have a particular way of being done. That being said, internal hires have a leg up over external hires as they are already familiar with the company’s quality systems and compliance culture. In turn, this can greatly reduce onboarding time and the risk of missteps in such a highly regulated industry, which companies usually find as costly. They also tend to have established relationships with cross-functional teams, making communication easier as well as more efficient. This is not to say that external hires cant bring fresh perspectives though, which is something to consider with internal hires. 

This can be a tricky question for many project managers. Often, the argument hiring internally is that familiarity with the company. This is familiarity with all aspect of the company, including people, processes, documentation, and product. Therefore, there would be not a need to spend time and effort in training and doing those things which an external hire would have to do. However, the important question that the project manager needs to ask is this, what is the work ethic of this person? How do they function within the dynamic of their team? There are many important questions regarding their care for their work and the passion they have for the work. What is the benefit of hiring internally, yet the candidate is lacking in other areas as well. For an external hire, yes, they are not familiar with the company or the processes, however, they may bring valuable knowledge from backgrounds of different companies or disciplines. This can prove to be valuable and useful to the project manager. Sometimes, new perspectives are needed.

Hiring policies for a project manager in the context of project execution and metrics management, especially in medical device development, must prioritize both technical expertise and regulatory knowledge. Candidates should have a strong background in project management methodologies like PMP or Agile, along with experience in handling complex metrics frameworks. Familiarity with medical device regulations such as FDA, ISO 13485, and risk management standards is essential. The policy should emphasize proven leadership skills, as the project manager must guide cross-functional teams and ensure accurate metric tracking. Effective communication and change management capabilities are crucial for adapting metrics and processes throughout the project lifecycle. Screening processes should include scenario-based assessments to evaluate decision-making under regulatory and time constraints. Ultimately, hiring policies must align with the organization’s commitment to quality, compliance, and data-driven execution in medical device projects.