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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.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

An HR coordinator and pharmaceutical specialists reviewing staff training and qualification records

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.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for biotechnology and life science companies

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Talk to current employees

    We interview a cross-section of staff honestly, including some who might raise uncomfortable points.

  2. 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. 3

    Build the careers content

    The careers page, job post templates and employee stories are written from what staff actually said.

  4. 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. 5

    Hand over and refresh periodically

    Content is handed over for ongoing use and revisited periodically as the team and roles change.

Before you hire anyone

The first thing to do yourself.

Read your company the way a good candidate would, before you change anything.

  1. Search for your company name with the word jobs, and read the first page of results as a candidate would.
  2. Read your last ten reviews and list the points that appear more than once.
  3. Ask your three newest joiners why they said yes, and what almost stopped them.

Judge any provider

What to ask any agency or ghost-writer.

Useful whoever you choose, including us.

  • Will you work from what our people actually say, or from a template?
  • Do you do recruiting or supply candidates, or only the employer-brand work?
  • Who approves anything that speaks for our staff?
  • Which of our existing job pages and profiles will you change, and which will you leave alone?
  • What do you count as a result, and what will you not promise?

Where this fits

Three pieces of sales work, in this order.

GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.

  1. Step 1

    Sales audit

    Find where deals are being lost and what to fix first.

    Start here if you cannot say where orders are lost.

  2. Step 2

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. Step 3

    Sales management

    A target, a review routine and someone who owns the number.

    Start here if the team has targets and no routine.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Can you source scientists for us?
No. We do not place people, keep candidate lists or run payroll. We write the careers page, the job posts and the employee content behind them.
We cannot describe our projects. They are confidential.
Then describe the work without the molecule. What the group does, the techniques it uses, what a week looks like and who leads it, none of which gives anything away. If even the technique is restricted, say that too, because somebody who signs up to a black box and finds a black box is not disappointed.
We pay less than a software company. Why would anyone choose us?
Some will not, and no page changes that. The ones who will are choosing the bench, the instruments and the person they learn from, so those three have to be specific and true. If you are also below what other laboratories in your city pay, this is the wrong purchase.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on what is being changed and how many of the people who matter see it. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever the work touches, such as your profiles, your website or your accounts, and time with the people who can answer our questions.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

Pharma and life sciences

Employer branding for the rest of the pharma and life sciences.

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Your next practical step

Tell us what you are trying to grow, and we will read it before we call.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

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