Skip to content
GullySales
Tell us what you need

Employer branding · Pharma and life sciences

Every candidate you interview knows the study ends. Say what happens then.

Employer branding for a clinical research organisation is what a monitor, data manager or pharmacovigilance associate finds before applying: the therapeutic areas, the travel, the night roster and what follows a study close.

Tell us what you needor call +91 80958 58589

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 clinical research organisation is what a monitor, data manager or pharmacovigilance associate finds before applying: the therapeutic areas, the travel, the night roster and what follows a study close. GullySales writes the careers page and the job posts from what your own staff say.

Also written for

Clinical research organisations, CRO, Site management organisations.

What we do not do

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

For clinical research organisations

Where it usually goes wrong, and what we would do.

  • “Project-based hiring is the open secret”

    Everybody in clinical research has been released at study close, or watched it happen to the desk beside them. A page that pretends otherwise loses the experienced people you want most.

  • “A monitor's life is measured in site visits”

    How many sites, how far apart, how many nights away, and how quickly expenses come back. Two offers get compared on those four numbers and very little else.

  • “Pharmacovigilance runs on somebody else's clock”

    Case processing for a global sponsor means night shifts and a daily count. The people who do it want the roster and the volume written down before they join, not explained afterwards.

  • “Regulated candidates ask about integrity, not perks”

    A data manager or a quality associate wants to know what happens when a timeline and a source document disagree. Whether anybody has been asked to make the record fit is the question behind the question.

What we do

What we deliver for clinical research organisations.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A careers page built around the functions

    Monitoring, data management, biostatistics, medical writing, pharmacovigilance, regulatory and site management, each described as its own job with its own therapeutic areas.

    Result: Applications from people who already do that function.

  2. Travel and roster numbers inside the post

    Site visits a month, typical distances, nights away, the shift pattern for case processing, and how expenses are claimed and how fast they come back.

    Result: Offers that are not renegotiated in the final week.

  3. What happens at study close, in writing

    Your actual practice on redeployment between projects, on notice, and on what a fixed-term contract means here. Published as it is rather than as you would like it to be.

    Result: Experienced candidates who then trust the rest of the page.

  4. Quality culture described by the people inside it

    How training on procedures, deviations and audit findings is handled, and who a coordinator escalates to at two in the morning. Confirmed by your quality unit before publication.

    Result: A quality candidate who can judge you before the interview.

  5. Employee accounts from across the units

    Short interviews with a monitor, a coder and somebody on the night roster, including one person who left and came back. Their words, with consent, and no study detail.

    Result: Something specific for a candidate comparing four organisations.

  6. Coordinator roles written for hospitals

    Site coordinators sit inside investigator sites and come from nursing and pharmacy backgrounds. A post written for that reader instead of for a corporate applicant.

    Result: Coordinator applications from the hospitals you already work with.

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 clinical research organisations

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
Do you place clinical research staff?
No. We do not recruit, keep candidate databases or run payroll. What we write is the careers page, the job posts and the employee stories that sit behind your own hiring. Where the problem is not the writing, we say so in the first conversation: if your monitors are waiting three months on a travel claim, settle the claims before you pay anybody to describe the travel.
We cannot name our sponsors or our studies. What is left to write about?
The therapeutic areas, the phases, the number of sites, the systems your people use, and what a working week looks like in each function. That is what a candidate compares anyway. We publish no sponsor name, no study identifier and nothing taken from a protocol.
Our audit history is not something we want on a website.
It does not belong there. What belongs is how quality events are handled now: who investigates, how training is refreshed, who a junior escalates to. An applicant in this industry is asking whether she would be safe, and answering that does not require you to publish a finding. Anything touching inspections goes past your own quality and legal people first.
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.

Or start from employer branding.

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.

Tell us what you need