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Employer branding · Healthcare

A fellow wants to know how many cataract cases they will handle themselves.

An eye hospital hires optometrists, vision technicians, counsellors and fellows, and each group asks about something the others never would: refraction hours, surgical exposure, or the camp roster.

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

Hospital colleagues reviewing a staff duty roster and credential records

In one paragraph

An eye hospital hires optometrists, vision technicians, counsellors and fellows, and each group asks about something the others never would: refraction hours, surgical exposure, or the camp roster. Employer branding sets that out before the interview, and GullySales writes it with your clinical leads.

Also written for

Eye hospitals, Ophthalmology clinics, Vision centres.

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 eye hospitals and clinics

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

  • “Surgical exposure is what a fellow is buying”

    What the unit does in a week, what a trainee is allowed to do, and at what point. Nothing on your site addresses it, so fellows go by what last year's batch says about you.

  • “Optometrists cannot tell a refraction chair from diagnostics”

    A posting at a vision centre doing refractions all day and a hospital role running biometry, fields and imaging are different careers. Both are advertised as optometrist.

  • “Camp and outreach duty is disclosed late”

    Weekends in a district town, an early bus and a long day of screening. It is the part of eye care many people join for. Left out of the post, it feels like a trick.

  • “Counsellors are the role you undervalue in writing”

    The person sitting with a patient deciding on cataract surgery is doing skilled work, and your post calls it front office. The people who are good at it do not apply.

What we do

What we deliver for eye hospitals and clinics.

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

  1. Careers pages split by track

    Optometry, fellowship, technician and counselling, each written with the clinical lead who runs that track.

    Result: Applicants stop landing in the wrong queue.

  2. Surgical exposure described by your clinical lead

    What a fellow observes, assists with and performs, and when each stage begins. In your unit's own words, with no figure we cannot trace to your records.

    Result: A fellow chooses you for a reason that turns out to be true.

  3. A plain account of the camp roster

    How often, how far, what the day involves, and what the hospital arranges for travel and food.

    Result: Nobody resigns in month three over a weekend they did not expect.

  4. The counsellor role written properly

    What the conversation with a patient covers, the training you give, and how the role is supported. Free of any claim about surgical outcomes.

    Result: Candidates who can see a profession rather than a desk.

  5. A pack for optometry colleges

    What your hospital offers a new optometrist, how the internship route works, and what the first year covers, written for a placement officer.

    Result: A reliable intake into your largest cadre, every 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 eye hospitals and 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.

Proof

What happened when owners fixed this.

Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.

All case studies

  • Chord Road Hospital

    Situation
    Patients who knew the hospital trusted it. Patients who searched for a department or a treatment in the area did not find it.
    What we did
    • Website rebuilt around patient needs
    • Search visibility
    • Social media on a schedule
    • Review management
    Result
    • Organic traffic increased 60% within six months
    • Online appointment bookings increased 40%
    • Social following grew 45%, and engagement on it rose 70%
    Read the case study

  • Nanda Arthritis and Rheumatology Center

    Situation
    There was no website, so a patient looking for a rheumatologist had no way to learn about the centre. Enquiries were few, and the ones that arrived came by word of mouth.
    What we did
    • A website for patients
    • Search work
    • Google Business and reviews
    • Lead capture and advertising
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

  • Vijaya Multi Speciality Hospital

    Situation
    The hospital's clinical reputation was twenty years old. Its digital footprint was limited, inconsistently written and barely visible, so patients searching for it did not reliably find it.
    What we did
    • The site structured around departments
    • Medical content rewritten
    • Profiles set up with one identity
    • Keywords and backlinks
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

Also worked with

Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · Natural Gases · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · SB Engineering · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios

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 we publish our surgical numbers to attract fellows?
Only figures your medical records team can produce and your clinical lead will sign, and even then the councils that register your doctors restrict how a hospital presents clinical claims. We draft nothing until the first conversation has settled what your records support, and your compliance adviser confirms what may be published. The registration at risk is your doctors'.
Do you recruit optometrists?
No. We do not source, screen or supply candidates, and payroll and appointment letters are nothing to do with us. Our work stops at what a candidate reads.
Our fellows barely touch the phaco machine. What do we write?
What is true, which is that they assist and observe in a busy unit. Write anything else and the first fellow to arrive tells the next three batches. Ophthalmology in this country is a small enough world for that to stick for years. If the list cannot offer a fellow more than a stool by the microscope, this is not your spend. Build the case load, then call us.
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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