How to Apply to Fisher & Paykel Healthcare

12 min read Last updated April 20, 2026 1 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Fisher & Paykel Healthcare (NZX:FPH, ASX:FPH) is an Auckland-headquartered medical device manufacturer with roughly 7,000 employees, dual-listed on the New Zealand and Australian stock exchanges, and one of the largest companies on the NZX by market capitalization.
  • FPH is not the same company as Fisher & Paykel Appliances — the two demerged in 2001 and the appliances business was sold to Haier in 2012. Be precise about which company you are applying to.
  • The Optiflow nasal high flow franchise is the global category leader in heated humidified high-flow oxygen therapy. The F&P 950 ICU humidifier and the AIRVO home and ward platform anchor the hospital and home care portfolios. F&P Vitera (with the Vitera NXT generation launched in 2025) competes head-to-head with ResMed in obstructive sleep apnea masks.
  • CEO Lewis Gradon has led the company since April 2016 and is an FPH lifer, having joined as a design engineer in 1983.
  • Manufacturing is split between Auckland (East Tamaki and Highbrook), Tijuana Mexico, and finishing and distribution in the United States and the United Kingdom (Cambridge).
  • Applications run through SAP SuccessFactors at careers.fphcare.com — submit a tailored CV and cover letter as PDFs, and complete the candidate profile fully on first submission.
  • Interview culture is recognizably New Zealand: direct, substantive, technically honest, low on theatrics. The bar for medical device quality literacy is high in every role.
  • FPH hires for tenure and develops internally. Two-year-mercenary patterns and self-promotion-heavy CVs read poorly. Long-term intent and demonstrable craft win.
  • COVID-19 boosted Optiflow demand sharply through 2020-2022 and the business has been normalizing through 2023-2024. Recent hiring is again focused on long-cycle product development, sleep apnea growth, and Tijuana manufacturing scale-up rather than emergency-demand response.

About Fisher & Paykel Healthcare

Fisher & Paykel Healthcare Corporation Limited (NZX:FPH, ASX:FPH) is a New Zealand medical device manufacturer headquartered in East Tamaki, Auckland, on the volcanic isthmus of Tamaki Makaurau. The company designs and produces respiratory care, acute care, and obstructive sleep apnea devices that are used in hospitals and homes in more than 120 countries. As of the most recent disclosures, FPH employs approximately 7,000 people globally — roughly half of them in New Zealand — and generates revenue in the low single-digit billions of New Zealand dollars annually. It is one of the two largest companies on the New Zealand stock exchange by market capitalization, alongside Auckland International Airport, and is consistently among the most admired employers in the country. FPH is best known for the Optiflow franchise, the global category leader in nasal high flow oxygen therapy. Optiflow delivers heated, humidified oxygen at high flow rates through a soft nasal cannula and is now standard of care in hospital emergency departments, intensive care units, and post-operative recovery wards across most developed health systems. The AIRVO platform is the home and ward-based delivery system that pairs with Optiflow consumables. The F&P 950 humidifier is the company's flagship invasive ventilation humidification platform for ICU patients. On the obstructive sleep apnea (OSA) side of the business, FPH competes with ResMed and what remains of Philips Respironics through the F&P Vitera CPAP mask platform — the next-generation Vitera NXT launched commercially in 2025 — alongside the F&P SleepStyle CPAP device and the broader Evora and Solo mask families. FPH is not the same company as Fisher & Paykel Appliances. The two businesses share founding lineage going back to 1934 when Woolf Fisher and Maurice Paykel began importing appliances and refrigeration into New Zealand, but Fisher & Paykel Healthcare was demerged into a separate listed entity in November 2001. The appliances business was subsequently sold to China's Haier Group in 2012. Today FPH and Fisher & Paykel Appliances are entirely independent companies with distinct boards, distinct strategies, and only a shared brand heritage. Candidates frequently confuse the two, especially overseas — be precise about which one you are applying to. The company is led by Lewis Gradon, who has served as Managing Director and CEO since April 2016. Gradon is an FPH lifer — he joined the company as a design engineer in 1983 and worked his way up through R&D leadership before taking the top role. His tenure has been marked by sustained R&D investment (typically around 10 percent of revenue), the global expansion of the Optiflow franchise, the manufacturing build-out in Tijuana Mexico, and navigating the COVID-19 demand surge of 2020-2022 followed by the post-pandemic normalization through 2023 and 2024. FPH operates manufacturing in three primary geographies: the original Auckland campuses in East Tamaki and the Highbrook precinct, a large and still-expanding plant complex in Tijuana, Mexico, and a finishing and distribution presence in the United States. R&D engineering and clinical research is concentrated in Auckland and Cambridge in the United Kingdom, with smaller technical presences supporting regional commercial operations. The company is publicly committed to acknowledging the Māori cultural context of its Auckland operations — the land at Tamaki Makaurau is acknowledged as the rohe of Ngati Whatua, Ngai Tai ki Tamaki, and Te Akitai Waiohua — and FPH publishes a Te Tiriti o Waitangi cultural strategy that informs its New Zealand workforce policies.

Application Process

  1. 1
    Visit the Fisher & Paykel Healthcare careers portal at careers

    Visit the Fisher & Paykel Healthcare careers portal at careers.fphcare.com and browse open roles by category (Clinical, Engineering, Finance, Manufacturing, Quality Safety and Regulatory, Sales, Supply Chain, and others) or by region (New Zealand, Australia, Americas, EMEA, Asia).

  2. 2
    Read the role description carefully

    Read the role description carefully — FPH job postings are usually written by the hiring manager, not by a recruiter, and they signal what the team actually cares about. Pay attention to the Quality, Safety and Regulatory expectations stated in every manufacturing and engineering posting; medical device employers screen hard on this.

  3. 3
    Create a candidate profile in the SuccessFactors career portal hosted at careers

    Create a candidate profile in the SuccessFactors career portal hosted at careers.fphcare.com. You will need a single CV document, a cover letter (strongly recommended in New Zealand market norms), and your right-to-work status for the country of the role.

  4. 4
    Submit your application through the SuccessFactors apply form

    Submit your application through the SuccessFactors apply form. You will receive an automated acknowledgment immediately and a substantive recruiter response within 5 to 15 business days. Engineering and senior commercial roles can take longer due to panel review and global hiring committee involvement.

  5. 5
    Complete the document screen

    Complete the document screen. FPH talent acquisition reads CVs in detail and looks for evidence of medical device, regulated industry, or relevant transferable engineering experience. Generic CVs that have not been tailored to the role rarely make it through.

  6. 6
    Move through 2 to 4 interview stages: a recruiter screen by phone or video, one

    Move through 2 to 4 interview stages: a recruiter screen by phone or video, one or two functional interviews with the hiring manager and team, and a final panel that often includes a senior leader, a quality or regulatory representative, and an HR business partner.

  7. 7
    Some engineering, manufacturing, and clinical roles include a technical assessme

    Some engineering, manufacturing, and clinical roles include a technical assessment, a presentation, or a site visit to the East Tamaki or Highbrook campus. Tijuana hires are typically expected to interview on-site at the Mexico plant after initial video screens.

  8. 8
    If selected, you will receive a verbal offer followed by a written offer letter

    If selected, you will receive a verbal offer followed by a written offer letter detailing base salary in local currency, short-term incentive eligibility, health and wellness benefits, and start date. New Zealand offers commonly reference KiwiSaver, parental leave, and the FPH share scheme.

  9. 9
    Sign the offer and complete the SuccessFactors onboarding workflow

    Sign the offer and complete the SuccessFactors onboarding workflow. Pre-employment checks include reference checks, right-to-work verification, and for some roles a medical assessment given the manufacturing and clean-room environment.

Resume Tips for Fisher & Paykel Healthcare

recommended

Tailor every CV to the specific role family

Tailor every CV to the specific role family. FPH is large enough that the manufacturing engineering team in Tijuana, the clinical research team in Auckland, and the EMEA sales team in Cambridge all have very different evaluation rubrics, even when the SuccessFactors form looks identical.

recommended

For engineering and R&D candidates, list the specific design controls, ISO stand

For engineering and R&D candidates, list the specific design controls, ISO standards, and regulatory frameworks you have worked under: ISO 13485, ISO 14971 risk management, IEC 60601 electrical safety, IEC 62304 medical device software, FDA 21 CFR Part 820, EU MDR. Generic 'medical device experience' phrasing is invisible at screening.

recommended

Quantify product impact in clinically meaningful terms: 'Reduced humidifier fail

Quantify product impact in clinically meaningful terms: 'Reduced humidifier failure mode rate from 0.4 percent to 0.08 percent across 60,000 deployed units,' 'Led design transfer of a new flow generator subassembly from R&D into the Tijuana line at full takt time within 14 weeks.' FPH's culture is engineering-honest and respects measurable craft.

recommended

If you are applying to a manufacturing, supply chain, or operations role, name t

If you are applying to a manufacturing, supply chain, or operations role, name the production methodologies you have used: lean, Kaizen, SPC, Six Sigma Green or Black Belt, Toyota Production System, OEE improvement programs. FPH runs a sophisticated lean operation.

recommended

For clinical, medical affairs, or scientific affairs candidates, list the journa

For clinical, medical affairs, or scientific affairs candidates, list the journals you have published in, the conferences you have presented at (ATS, ERS, AARC, World Sleep, AusBiotech), and any clinical trial protocols you have authored or co-authored. FPH funds significant investigator-led and company-sponsored clinical research.

recommended

Cover letters are still the norm in New Zealand applications

Cover letters are still the norm in New Zealand applications. Use the cover letter to explain why FPH specifically — not just 'a medical device company' — and to address any non-obvious career transitions or location moves. New Zealand hiring managers read these.

recommended

If you are applying from outside New Zealand for an Auckland role, address reloc

If you are applying from outside New Zealand for an Auckland role, address relocation and visa status directly. FPH sponsors Skilled Migrant Category and Accredited Employer Work Visas for hard-to-fill technical roles, but the recruiter will want to see that you have thought through the logistics before they invest in the conversation.

recommended

Keep the CV to 2 to 3 pages

Keep the CV to 2 to 3 pages. New Zealand norms penalize the 8-page US-academic-style CV, but they also expect more detail than the 1-page US-startup style. Reverse-chronological with explicit start and end dates in MM/YYYY format is standard.

recommended

List your right-to-work status explicitly: New Zealand citizen, Australian citiz

List your right-to-work status explicitly: New Zealand citizen, Australian citizen with NZ rights, NZ permanent resident, work visa holder, or requires sponsorship. FPH posts roles globally and recruiters need this signal early to route correctly.

ATS System: SAP SuccessFactors

Fisher & Paykel Healthcare runs its global applicant tracking on SAP SuccessFactors, hosted at careers.fphcare.com under the company's own subdomain rather than a generic SuccessFactors URL. SuccessFactors is the dominant ATS for large multinational employers and is fully integrated with FPH's broader SAP HR stack, which means your application data flows directly into the recruiter dashboard and, if you are hired, into the employee record. The platform supports multi-language and multi-region application flows, which matters for a company hiring concurrently in New Zealand English, Mexican Spanish, US English, UK English, and several Asian and European languages. Profiles persist across applications, so you can apply to multiple roles without re-entering core data.

  • Create your profile completely on first submission, including the optional fields for education, certifications, languages, and work eligibility. Recruiter dashboards surface profile completeness as a signal, and partially completed profiles get deprioritized in queue review.
  • Upload your CV and cover letter as PDFs. SuccessFactors preserves PDF formatting reliably across regional recruiter views; .docx files can render inconsistently between New Zealand, Mexico, and US recruiter screens.
  • Use the 'jobs alerts' subscription feature inside the SuccessFactors portal to track new postings in your category and region. FPH posts roles continuously and the alert system is the most reliable way to catch new openings before they accumulate large applicant pools.
  • When the system asks for salary expectations, give a specific number or range in local currency rather than 'negotiable.' FPH compensation bands are structured and recruiters use the stated range to route applications to the right band.
  • Use the SuccessFactors candidate messaging thread for all scheduling and clarification rather than emailing the recruiter directly. FPH talent acquisition tracks all candidate communication inside the ATS for compliance and audit purposes.
  • If you have applied previously and are reapplying, log in to your existing profile rather than creating a new one. Duplicate profiles confuse the recruiter view and can cause your application to be screened against an outdated version of your background.

Interview Culture

FPH interviews are courteous, structured, and substantive.

The tone is recognizably New Zealand — direct without being aggressive, low on theatrical bravado, high on quiet competence. Interviewers expect you to have actually read the role description, looked at the company website, and formed at least a rough view of how the products you would work on fit into the broader respiratory care portfolio. Coming in cold and asking 'so what does Fisher & Paykel Healthcare do?' is a fast way to lose the room. For engineering and R&D roles, expect deep technical questioning rooted in the candidate's own past projects rather than abstract whiteboard puzzles. Interviewers will ask about specific design decisions you made, why you made them, what trade-offs you considered, what failure modes you anticipated, and what you learned in hindsight. The bar for technical honesty is high — claiming credit for team work or hand-waving over weak areas reads poorly. Bring concrete examples and be willing to say 'I do not know' when you do not know. For manufacturing, supply chain, and operations roles, expect questions about throughput, yield, OEE, changeover, line balancing, and cross-functional collaboration with quality and regulatory. FPH runs a sophisticated lean manufacturing operation in Auckland and Tijuana, and interviewers want to see that you have lived it rather than read about it. For clinical, medical affairs, and scientific affairs roles, expect questions about clinical evidence, trial design, regulatory pathway awareness, and how you have influenced clinician adoption in past roles. Senior clinical hires will often present to a panel that includes Auckland-based clinical leadership and external clinical advisers. Culture-fit conversations probe how you handle Quality, Safety and Regulatory expectations — every role at FPH is partly a quality role, and candidates who treat compliance as someone else's problem tend to be filtered out early. Interviewers also probe long-term intent: FPH hires for tenure, invests heavily in onboarding, and the median engineer at the Auckland campus has been there for many years. Two-year-mercenary signals work against candidates. Final-round interviews for senior or executive roles often include a meeting with a member of the executive team, occasionally with Lewis Gradon himself for the most senior R&D and commercial appointments. Come prepared to discuss where the respiratory care market is headed, what you make of the post-COVID normalization in hospital demand, and how you think about the competitive dynamics with ResMed and the rebuilding Philips Respironics business.

What Fisher & Paykel Healthcare Looks For

  • Genuine, demonstrated commitment to medical device quality — every role carries a piece of the regulatory and patient-safety burden, and candidates are screened for whether they understand and embrace this
  • Engineering depth rooted in shipping real products under design controls, not just prototyping or research without production transfer
  • Familiarity with ISO 13485, ISO 14971, IEC 60601, IEC 62304, FDA 21 CFR Part 820, and EU MDR for engineering and quality candidates
  • Lean manufacturing fluency for production, supply chain, and operations roles — Auckland and Tijuana both run mature lean systems
  • Clinical credibility for medical affairs and scientific affairs roles — published peer-reviewed work, conference presentations, or recognized clinical practice in respiratory medicine, intensive care, or sleep medicine
  • Cultural literacy for the New Zealand workplace — willingness to engage with Te Tiriti o Waitangi obligations, comfort with the relatively flat Kiwi management style, and a low tolerance for self-promotion
  • Long-term career intent — FPH invests heavily in onboarding and develops careers internally; short-tenure-mercenary patterns work against candidates
  • Curiosity about respiratory physiology, sleep medicine, and acute care medicine — even non-clinical hires are expected to learn the clinical context their products operate in
  • Right-to-work in the country of the role, or a clear and credible plan to obtain it through the FPH-sponsored visa process

Frequently Asked Questions

Is Fisher & Paykel Healthcare the same company as Fisher & Paykel Appliances?
No. They share founding lineage going back to 1934 in Auckland, but Fisher & Paykel Healthcare was demerged into a separate listed entity in November 2001 and Fisher & Paykel Appliances was subsequently sold to China's Haier Group in 2012. Today they are entirely independent companies with separate boards, separate strategies, and only a shared brand heritage. Fisher & Paykel Healthcare designs and manufactures medical devices; Fisher & Paykel Appliances makes refrigerators, ovens, and laundry appliances. If you are applying for a medical device role, you want NZX:FPH at careers.fphcare.com — not the appliances business.
Where is Fisher & Paykel Healthcare headquartered and where does the company manufacture?
The global headquarters and primary R&D campus is in East Tamaki, Auckland, New Zealand, with a second large campus in the nearby Highbrook precinct. Manufacturing is split between Auckland, a large and still-expanding plant complex in Tijuana, Mexico, and finishing and distribution operations in the United States. There is also an R&D and engineering presence in Cambridge in the United Kingdom, plus regional commercial offices across EMEA and Asia.
What ATS does FPH use and how do I apply?
FPH uses SAP SuccessFactors hosted at careers.fphcare.com under the company's own subdomain. To apply, visit the careers portal, browse open roles by category or region, click into a role, and complete the application form. You will need to create a candidate profile that persists across applications, upload your CV and cover letter as PDFs, and answer the eligibility and experience questions in the form. Allow 15 to 30 minutes to complete a first application thoroughly.
Do I need to speak Maori or have cultural training to work at FPH in Auckland?
No, but you should expect FPH to take its Te Tiriti o Waitangi obligations seriously and to expect employees to engage respectfully with the Maori cultural context of operating in Tamaki Makaurau. The land at the East Tamaki and Highbrook campuses is acknowledged as the rohe of Ngati Whatua, Ngai Tai ki Tamaki, and Te Akitai Waiohua. The day-to-day working language at headquarters is English. Internal communications include te reo Maori greetings and acknowledgments, and the company invests in cultural competence training for staff.
What is the working language at FPH globally?
English is the primary working language at the Auckland headquarters, the Cambridge UK site, and US operations. The Tijuana plant operates bilingually in Spanish and English, with Spanish as the dominant floor language and English used for cross-site engineering and management communication. Regional commercial offices use the local language for customer-facing work and English for internal and cross-border collaboration. Engineering documentation, regulatory submissions, and quality records are maintained in English globally.
Does FPH sponsor work visas for overseas candidates?
Yes, for hard-to-fill technical roles. FPH is an accredited employer under New Zealand's Accredited Employer Work Visa scheme and sponsors candidates for engineering, R&D, clinical, and selected manufacturing roles where local talent is genuinely scarce. Sponsorship is decided role by role rather than as a blanket policy, so always discuss visa status during the recruiter screen rather than assuming. Tijuana, US, and UK roles have their own local sponsorship considerations.
What is the interview process like for an engineering role?
Typically 3 to 4 rounds: a recruiter phone or video screen, a functional interview with the hiring manager covering your technical background, a panel interview with the team that may include a quality or regulatory representative, and a final round with a senior R&D or engineering leader. Some roles include a take-home design exercise or an in-person tour of the East Tamaki campus and the relevant R&D lab. Expect deep questioning about your own past projects rather than abstract whiteboard puzzles, and bring concrete examples with numbers.
What does FPH actually make and who uses it?
FPH designs and manufactures three main product families. First, hospital respiratory care: the Optiflow nasal high flow oxygen system, the AIRVO delivery platform, the F&P 950 invasive ventilation humidifier, and a range of breathing circuits, masks, and consumables used in ICU, ED, ward, and post-op settings. Second, obstructive sleep apnea: the F&P Vitera CPAP mask (with the Vitera NXT generation launched in 2025), the F&P SleepStyle CPAP device, and the Evora and Solo mask families used by patients at home. Third, surgical humidification and a smaller acute care portfolio. The customers are hospitals, sleep clinics, home care providers, and individual sleep apnea patients in more than 120 countries.
How did COVID-19 affect FPH and is the company still growing?
COVID-19 dramatically increased global demand for high flow oxygen therapy and invasive ventilation humidification through 2020 to 2022, and FPH ramped Optiflow and F&P 950 production to meet hospital surge demand worldwide. Through 2023 and 2024 the business has been normalizing as hospital inventories rebalance and elective procedure volumes return. The structural growth thesis — high flow as standard of care, sleep apnea diagnosis growth, geographic expansion — remains intact, and the company has continued to invest in R&D, Tijuana manufacturing capacity, and new product launches like the Vitera NXT in 2025.
Who are FPH's main competitors in the markets it serves?
In high flow oxygen therapy, FPH is the global category leader and competitors include Vapotherm, Hamilton Medical, and various regional ventilator and humidifier manufacturers. In invasive ventilation humidification, the main competitors include Drager and various ventilator OEMs. In obstructive sleep apnea masks and devices, the primary competitor globally is ResMed, headquartered in Sydney Australia and listed on the NYSE — the trans-Tasman competitive dynamic is a defining feature of the OSA market. Philips Respironics historically held a large share of the OSA market but has been rebuilding from the 2021 Respironics CPAP and BiPAP recall, which reshaped competitive dynamics in the category.
Does FPH offer remote or hybrid work?
It depends heavily on the role. Manufacturing, R&D laboratory, and clinical operations roles are on-site by their nature — you cannot run a humidifier production line or a clinical trial from home. Office-based corporate, commercial, and some software engineering roles operate on hybrid schedules with significant in-office expectations at the East Tamaki, Highbrook, Tijuana, US, and Cambridge campuses. Fully remote work is uncommon and typically reserved for specific commercial or specialist technical roles where the work cannot be co-located. Discuss expectations role by role with the recruiter.

Open Positions

Fisher & Paykel Healthcare currently has 1 open positions.

Check Your Resume Before Applying → View 1 open positions at Fisher & Paykel Healthcare

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