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Employer branding · Healthcare

An associate leaves when every implant case goes upstairs to the principal.

For a dental clinic, employer branding is mostly about what an associate is told before they join: which cases they get, how chair time is allocated, and how the payment is worked out.

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

Dental practice staff checking team readiness and records

In one paragraph

For a dental clinic, employer branding is mostly about what an associate is told before they join: which cases they get, how chair time is allocated, and how the payment is worked out. GullySales writes that material with the principal, inside the limits on dental advertising.

Also written for

Dental clinics, Dental chains.

What we do not do

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

Where this sits

For dental clinics

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

  • “Case allocation is the whole conversation”

    An associate who spends a year on scaling and restorations while the implants and full-mouth work go elsewhere will leave, and will tell their batch why. Say at the start which cases they get and when that changes.

  • “The payment structure is explained last and differs everywhere”

    A share of collection, a share after lab costs, a fixed daily rate, or a mix of them. Every clinic runs it differently and candidates cannot compare two offers. The clinic that writes its structure down gets the good associate.

  • “Assistants are trained in-house and nobody advertises it”

    Chairside assistants rarely arrive trained and most clinics teach them anyway. A post that says so reaches people who would never apply to a job demanding two years of experience.

  • “New graduates are choosing between your chair and an MDS seat”

    Somebody weighing a job against another year of study needs to know what they will learn from you. What your equipment cost is not an answer to that question.

What we do

What we deliver for dental clinics.

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

  1. An associate page about cases and chair time

    The case mix, how patients are allocated, how many chairs and sessions, and who takes the complex work today. Written with the principal, in terms the clinic can stand behind.

    Result: Associates arrive knowing what their week looks like.

  2. The payment structure in writing

    How the share is calculated, what comes off before it, and when it is paid. We write what you confirm; the terms themselves are for you and your adviser to settle.

    Result: The awkward conversation happens before the offer instead of after.

  3. A training post for assistants and hygienists

    What you teach, how long it takes, and what somebody can do unsupervised at the end of it. Written for people who are not dental professionals yet.

    Result: Applicants for the role you find hardest to fill.

  4. Profiles of associates who stayed

    Short pieces from the associates already with you on what they have learned since joining, published with their agreement.

    Result: Something a graduate can read that did not come from the owner.

  5. Material for dental college notice boards

    A post format and a short note for the placement cells at the colleges your candidates come from.

    Result: A route to graduates before they commit to another study year.

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 dental clinics

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 find associates for us?
No. GullySales does not recruit, hold candidate lists, or handle payroll and appointment letters. We write what an associate reads and hears about your clinic, and the hiring conversations stay yours.
Is a careers page covered by dental advertising rules?
It can be, because it is published material about your clinic. The Dental Council's code and your state council restrict claims and the use of patient photographs, and those limits do not lift because a page is addressed to a dentist. We keep it factual and free of outcome claims, and your own council or association should confirm the current position. Your registration is what is at stake.
We have one chair and take on an associate every few years. Worth it?
No, and we will say so plainly after the first conversation. At that rate a clear written arrangement and a word to two colleges does the job. This is for clinics adding chairs or branches, where an associate leaving costs a year of momentum every time.
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.

Healthcare

Employer branding for the rest of the healthcare.

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.

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