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GullySales
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Employer branding · Healthcare

Candidates want to know whether this is healthcare or a call centre with an app.

Employer branding for a health-tech or telemedicine company is what an engineer, a coordinator or an in-house doctor finds before applying: who owns clinical quality, what the night roster looks like and whether the work is real.

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

A mentor helps a new colleague get started at a shared worktable

In one paragraph

Employer branding for a health-tech or telemedicine company is what an engineer, a coordinator or an in-house doctor finds before applying: who owns clinical quality, what the night roster looks like and whether the work is real. GullySales builds that careers page from what your current team says.

Also written for

Health-tech startups, Telemedicine companies, Digital health companies.

What we do not do

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

For health-tech and telemedicine companies

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

  • “Your careers page speaks only to engineers”

    Most of your headcount answers calls, schedules consultations, checks documents and chases reports. None of them appear anywhere on the page, and they are the roles you refill most often.

  • “A doctor joining you is giving up a clinic”

    In-house physicians want to know whether they still practise, who approves protocols, and whether a product manager can overrule a clinical decision. A vague answer reads as a no.

  • “Clinical candidates ask a question software candidates never do”

    Is anyone qualified actually in the loop. A nurse or a doctor weighing you up is asking whether the product makes claims the clinical team would not make.

  • “Night support is a real job with a one-line advertisement”

    Patients ring at odd hours, so somebody sits up. The post says rotational shifts and stops there, and the person who takes it leaves in four months.

What we do

What we deliver for health-tech and telemedicine companies.

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

  1. The careers page rebuilt for the whole company

    Engineering, clinical operations, coordination, support and content, each with a section describing the actual work. Not one engineering page with the other roles listed underneath it.

    Result: Applications for the roles you refill most often.

  2. Clinical governance described for a candidate

    Who holds clinical responsibility, how protocols are approved, and what happens when a clinician disagrees with the product team. Written with your medical lead, in words a candidate uses.

    Result: Doctors and nurses who stop reading you as a software company.

  3. Shift roles written properly

    Night and weekend rosters, how rotation works, the escalation path at three in the morning, and what the allowance is. Stated once and carried into every post.

    Result: Support hires who knew the roster before day one.

  4. What your team says, minus the poster

    Short interviews, including with somebody who arrived sceptical. We keep the specific answers and drop the slogans they wrap them in.

    Result: A page that reads like people rather than like a funding announcement.

  5. Careers claims separated from health claims

    Anything you publish about patient outcomes can be read against medical advertising and consumer protection rules, and a careers page is published the same way as the rest of the site. Your own compliance adviser decides what may be said; our part is keeping the hiring copy on roles, teams and conditions so the question does not arise.

    Result: Recruitment copy that does not become a claim you have to defend.

  6. The interview loop, described and timed

    What the stages are, how long each takes, and who the candidate meets in each one. Published, so somebody holding a competing offer knows when yours will land.

    Result: Fewer candidates lost to a faster process.

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 health-tech and telemedicine companies

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 help us hire, as in find the people?
No. We are not recruiters, we keep no candidate database and we have nothing to do with payroll. We write what a candidate reads before and during your process.
We cannot publish our funding or our patient numbers. Does that leave anything?
Plenty, and the numbers were never the persuasive part. What works is the work itself: the clinical decisions somebody gets to make, the systems they build, who they report to and how the on-call rota runs. We will not publish a statistic you have not verified and we will not invent one.
Our clinical team is on contract rather than on rolls. Should the page say so?
Yes, and early. A doctor who discovers it at the offer stage assumes the rest of the page was also arranged carefully. Contract terms are not a weakness when the terms are good, and stating them filters out the people who would have left anyway. If the arrangement is a month at a time with no notice on either side, do not buy this yet. Write that down honestly and no clinician applies; write it dishonestly and you are hiring twice.
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 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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