Employer branding · Pharma and life sciences
Your scientist's other offer is a doctorate abroad, and only the project beats it.
Employer branding for a biotechnology or life science company is what a research associate or scientist finds while deciding between your bench and a doctorate somewhere else: the project, the instruments and the supervisor. GullySales writes the careers page and the job posts from what your own scientists say.
In one paragraph
Employer branding for a biotechnology or life science company is what a research associate or scientist finds while deciding between your bench and a doctorate somewhere else: the project, the instruments and the supervisor. GullySales writes the careers page and the job posts from what your own scientists say.
Also written for
Biotechnology companies, Life science companies.
For biotechnology and life science companies
Where it usually goes wrong, and what we would do.
“You are competing with a PhD application, not with another company”
Her alternative is two more years of study on a stipend. What beats that is a project with her name attached and somebody worth learning from in the next room.
“Research or service work is the question nobody answers”
A title that says scientist over a job running the same assay forty times a day gets found out in a month. Say which it is, because contract testing suits plenty of people who were told the truth.
“Instruments are how a life science CV gets read”
She wants to know what sits in your lab and whether she runs it herself or books time on somebody else's. Listing it is not showing off, it is the job description.
“Publication and ownership decide your senior hires”
Whether she can present at a conference, put her name on a paper, or is quietly signing everything over. A senior scientist asks at the offer stage and a vague reply costs you the hire.
What we do
What we deliver for biotechnology and life science companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page written by function rather than by department
Discovery, process development, analytical, quality and manufacturing science, each with the actual work, the instruments in the room and the person leading it.
Result: Applicants who can name the group they want to join.
The supervisor made visible
A short profile of each group lead: background, what the group is working on now, and how many people report in. Candidates choose the person before they choose the company.
Result: Applications aimed at a group rather than at an inbox.
Publication and conference policy, stated
What may be presented, what needs clearance and how long clearance takes, and what the company owns. Agreed with whoever handles your intellectual property, written in words a candidate understands.
Result: Senior scientists who never have to ask the awkward question.
Job posts that separate research from testing
A research associate post and an analyst post that read differently, each with its own daily reality and sample throughput where that is what the job turns on.
Result: Fewer people leaving in month three because the job was not the post.
What your scientists say about staying
Recorded conversations with people who turned down a doctorate, or came back from one. Used with permission and in their own words rather than tidied up.
Result: An argument against the PhD that comes from somebody who made the same choice.
The campus story, written once
What goes to a college placement cell, the talk somebody gives there, and the follow-up message, all saying what the website says.
Result: Campus hires who recognise the company they joined.
How the result is measured
- Applications received per open role
- Careers page engagement and time on page
- Candidate drop-off during the interview process
- Referral hires as a share of total hires
Recorded as a baseline before work starts, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for biotechnology and life science companies
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 2
Find the genuine reasons to join
We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.
- 3
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 4
Review the candidate experience
We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.
- 5
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Can you source scientists for us?
We cannot describe our projects. They are confidential.
We pay less than a software company. Why would anyone choose us?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Pharma and life sciences
Employer branding for the rest of the pharma and life sciences.
Or start from employer branding.