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. GullySales builds that careers page from what your current team says.
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.
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.
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.
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.
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.
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.
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.
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, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for health-tech and telemedicine companies
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 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
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 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
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.