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Employer branding · Healthcare

The attendant you send out is alone in a stranger's house at two in the morning.

Employer branding for a home healthcare or ambulance company is what an attendant, caregiver or paramedic finds before signing on: who supports her on duty, how relief works and whether travel is paid.

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

Home care supervisor planning field visits with caregivers

In one paragraph

Employer branding for a home healthcare or ambulance company is what an attendant, caregiver or paramedic finds before signing on: who supports her on duty, how relief works and whether travel is paid. GullySales writes the careers page and the job posts from what your own field staff say.

Also written for

Home healthcare companies, Ambulance services, Home nursing companies.

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 home healthcare and ambulance services

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

  • “Your workplace is somebody else's living room”

    An attendant on a twelve-hour case has no colleague, no canteen and no supervisor walking past. The question she asks before joining is who picks up the phone when the family turns difficult.

  • “Relief is the promise that settles it”

    If she falls ill and nobody replaces her, she has to argue with the patient's son herself. Every attendant has had that week once and she will ask about it.

  • “Attendants are hired through people, not through portals”

    Names move through hostel rooms, nursing batches and a WhatsApp group, and sometimes through an agent who takes a cut. Nothing you publish reaches her unless somebody she trusts forwards it.

  • “Ambulance crews judge you on the vehicle”

    A paramedic and a driver want to know the age of the ambulance, whether the oxygen is checked before a shift, and who pays when a tyre goes at midnight. That is the interview, whatever else is on your page.

What we do

What we deliver for home healthcare and ambulance services.

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

  1. A careers page for field staff, not for families

    Duty patterns, what a live-in case involves, how cases are allotted, what happens on a day off, and the number that is answered at night. Kept apart from the page a patient's family reads.

    Result: An attendant who can see her week before she signs.

  2. The escalation promise, written down

    Who she calls, in what order, and what actually happened the last few times a household behaved badly. Published only as far as you can stand behind it.

    Result: A reason to choose you over the agent down the road.

  3. Job posts in the language they are read in

    Short posts for attendants, nurses, paramedics and drivers, written for forwarding on a phone rather than for a job board, with the pay structure, the travel and the stay all stated.

    Result: Posts your current staff are willing to pass on.

  4. Referral messaging that respects the network

    Most of your hiring already runs through people on your rolls. A message they can send a batchmate, with a clear rule on what they get and when they get it.

    Result: Names arriving without an agent's commission attached.

  5. What your long-serving attendants say

    Interviews with people who have stayed three years and with one who left after a bad case. Their account goes on the page after they have cleared it.

    Result: Proof that lasting here is possible.

  6. Ambulance roles described honestly

    Shift length, the fleet and its maintenance, who rides with the driver, and how a night call is paid. Crew get their own post rather than a line at the bottom of a nursing advertisement.

    Result: Drivers and paramedics who stay past the first month.

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 home healthcare and ambulance services

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
Can you get us attendants?
No. Sourcing, screening and payroll stay with you and we run no candidate list. We write what a candidate reads, which is the careers page, the job posts and the stories from your existing staff.
Our attendants come through agents. Why would a page change anything?
Because the agent's candidate looks you up too, and compares you with the last place she was sent. An agent also fills your gap faster when the company she is sending people to is one they have heard something good about. It gives your own staff something to forward, which is the cheaper channel anyway.
What if our field staff say uncomfortable things in the interviews?
Then you have found out cheaply. We tell you what came up and we publish nothing you cannot stand behind. A page built on claims your attendants would deny costs you more than saying nothing. If it turns out there is no relief arrangement and no number answered at night, put the money into those first. We would say so in the first conversation.
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.

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