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Employer branding · Healthcare

An embryologist is choosing your laboratory, not your brand.

A fertility clinic stands on its embryology team, and an embryologist weighing one clinic against another asks about the laboratory setup, the witnessing protocol and who runs the lab.

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

Clinic staff coordinating clinician and front desk schedules

In one paragraph

A fertility clinic stands on its embryology team, and an embryologist weighing one clinic against another asks about the laboratory setup, the witnessing protocol and who runs the lab. Employer branding answers that, and GullySales writes it inside the restrictions that apply to fertility advertising in India.

Also written for

Fertility clinics, IVF 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 fertility clinics

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

  • “The embryologist is interviewing your laboratory”

    Incubators, the witnessing system, how cycles are scheduled and who the senior embryologist is. Somebody who has worked in a rushed lab asks all of it, and your site talks about your results instead.

  • “Success-rate claims become a promise to your staff too”

    A number on the home page is read by every candidate as the target they will be held to. Clinics that advertise hardest struggle hardest to keep the people who have to deliver it.

  • “Coordinators carry the failed cycles and nobody mentions it”

    The person who rings a patient after a negative result is doing the hardest job in the building. Advertised as coordination, it attracts people who leave in four months.

  • “This is a small circle and it already has a view of you”

    Embryologists in India train in the same few programmes, know each other, and move between the same clinics. Your reputation as an employer exists whether or not you wrote it.

What we do

What we deliver for fertility clinics.

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

  1. A laboratory page written for embryologists

    The setup, the witnessing protocol, how cycles are scheduled and who leads the lab. No patient detail, no rates, nothing that identifies a case.

    Result: A senior embryologist can judge the lab before agreeing to a call.

  2. Role posts for coordinators and counsellors

    What the day holds, including the calls nobody wants to make, and what training and support sit around them.

    Result: People apply understanding the hardest part of the job.

  3. Clinician and embryologist profiles

    Who leads each part of the service, where they trained and what they run. Kept factual and free of claims about outcomes.

    Result: Candidates know whose lab and whose unit they would be joining.

  4. Support after a failed cycle, described

    What the clinic actually does: the debrief, the rota, who a coordinator can talk to. If none of that exists yet, the page waits until it does.

    Result: An honest account of the part of the job candidates worry about.

  5. Material for embryology training programmes

    What your lab offers somebody finishing a clinical embryology course, and the route from trainee to working independently.

    Result: A line to the few programmes your entire hiring depends on.

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 fertility 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

  • IVF Solutions

    Situation
    The clinic had next to no presence online. People making one of the most considered decisions of their lives were doing their research somewhere else, and forming a view before the clinic knew they existed.
    What we did
    • Social profiles opened
    • Educational content on a schedule
    • Google Business Profile built out
    • A working feedback loop
    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

Chord Road Hospital · 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 put our success rates in a job post?
Treat that as a legal question rather than a marketing one. The law governing assisted reproduction in India restricts how clinics advertise, including claims about outcomes, and your clinic's registration is what is at stake. We do not write success claims, and your own counsel confirms what your material may say.
Do you find embryologists?
No. There is no recruitment desk here: we hold no CVs, contact nobody, and play no part in offers or payroll. We write what a candidate reads and help your team say what is true.
Our senior embryologist left and we are running short. Should we start now?
Start with the rota, not the page. A short-handed lab cannot show a candidate around without them noticing, and this circle is too small for a bad visit to stay private. We would put cover first, and the writing after.
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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