Skip to content
GullySales
Tell us what you need

Employer branding · Healthcare

Lab technicians choose by the analysers you run, not by the logo on the door.

Employer branding for a diagnostic centre is what a technician, phlebotomist or radiographer finds when he looks you up: the machines, the shifts, the accreditation and the safety arrangements.

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.

Diagnostic centre staff reviewing technician duty allocations

In one paragraph

Employer branding for a diagnostic centre is what a technician, phlebotomist or radiographer finds when he looks you up: the machines, the shifts, the accreditation and the safety arrangements. GullySales writes the careers page and the job posts from what your own bench staff say about working there.

Also written for

Diagnostic centres, Pathology labs, Imaging centres.

What we do not do

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

For diagnostic centres and labs

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

  • “The equipment list is the job advertisement”

    A technician reads which analysers you run, because two years on a machine he can name is what gets him the next job. Leave the list off and he assumes the answer is manual.

  • “Accreditation belongs on his CV as much as on your wall”

    If the lab is accredited, say what that means at the bench: the documentation, the internal quality control runs, the audit he will sit through. Technicians know it moves them up.

  • “Nobody writes the post for the six o'clock collection”

    The fasting rush, the home-collection route and the night roster are most of your week and none of your careers page. The phlebotomist reading it wants the start time and who pays for fuel.

  • “Radiographers ask about the badge”

    He will ask whether the equipment is registered, whether he is issued a personal dosimeter and who reads it. An answer that only arrives at the interview sounds like you had to go and check.

What we do

What we deliver for diagnostic centres and labs.

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

  1. A careers page with the bench on it

    Departments, the analysers and imaging systems by name, sample volumes where you are willing to publish them, and who the reporting pathologist or radiologist is.

    Result: Technicians applying because they recognised the machine.

  2. Shift and route detail inside every post

    Start time for the morning collection, the night roster, how home-collection routes are allotted and how travel is settled. Written once and reused for every opening.

    Result: Applicants who turn up knowing about the six o'clock start.

  3. Radiation and biosafety stated plainly

    Which protective equipment is issued, how dosimeter badges are handled and read, and what the biosafety induction covers. General practice only, confirmed by your own safety officer.

    Result: A candidate who stops treating the question as awkward.

  4. The path from collection to the bench

    Who moved from phlebotomy to the bench, from the bench to senior technician, and what each step took. Written from their own account rather than from a policy.

    Result: A reason to stay through the third year.

  5. Voices from every department, including the night shift

    Short interviews across haematology, biochemistry, microbiology and imaging, and with somebody who has complained about something. The useful answers go up with consent.

    Result: Employee words that a competing lab cannot reuse.

  6. A referral message for your bench staff

    Most technicians know the next one, from their diploma batch or the lab down the road. A short note they can forward, and a rule on what happens when a name comes in.

    Result: Referrals arriving with the job already described.

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 diagnostic centres and labs

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 supply technicians?
No. We are not a recruitment agency, we hold no candidate list and we do not touch payroll. The work is your careers page, your job posts and the employee stories behind them.
Can we publish our accreditation status and our equipment brands?
Your accreditation as it stands on the day of publication, yes, and we will not write a word beyond what your certificate says. Equipment brands are usually fine, though check your supplier agreements first, because some carry conditions on using the manufacturer's name.
We compete with a national chain for the same technicians. What do we have?
The things a chain cannot offer: the whole department instead of one station, a pathologist within reach, and a roster decided by somebody who knows your name. Those only work as arguments once they are written down and true. If the chain is also paying more than your bench can be talked out of, start there instead.
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.

Tell us what you need