Employer branding · Pharma and life sciences
Your hardest hire is the engineer who fixes an operating theatre at midnight.
Employer branding for a medical device or equipment manufacturer is what a design engineer, a regulatory specialist or a field service engineer finds before applying: the products, the standards you build to, and the travel. GullySales writes the careers page and the job posts from what your team says.
In one paragraph
Employer branding for a medical device or equipment manufacturer is what a design engineer, a regulatory specialist or a field service engineer finds before applying: the products, the standards you build to, and the travel. GullySales writes the careers page and the job posts from what your team says.
Also written for
Medical device manufacturers, Medical equipment companies.
Where this sits
For medical device and equipment manufacturers
Where it usually goes wrong, and what we would do.
“Field service is most of your hiring and none of your website”
The engineer who installs and repairs inside hospitals is on a train most weeks and on call the rest. Your careers page describes the design team and a photograph of the factory.
“Spares and claim settlement decide whether he stays”
An engineer who reaches a hospital without the part gets shouted at by a surgeon and blamed by the customer. He will ask how spares are held and how fast his travel claim is paid.
“Regulatory candidates read your product class before your culture”
Somebody from quality or regulatory affairs wants to know which device classes you hold licences for and whether the quality system is lived in or shelved. Generic copy tells him it is shelved.
“Design engineers cannot see the product”
A mechanical or electronics engineer choosing between you and an automotive supplier wants to know what he would actually build. A picture of the assembly line does not answer it.
What we do
What we deliver for medical device and equipment manufacturers.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page organised by product
What you make, for which clinical use, and which teams touch it from design through to service. An engineer picks the product before he picks the employer.
Result: Applicants who name the product line in the first email.
The field service role written honestly
Days on the road, how territories are drawn, on-call nights, the tool kit issued, how spares are stocked and when claims are settled.
Result: Service engineers who stay past the first bad installation.
Quality system described for the person who will run it
How design controls, complaints and corrective actions are handled day to day, and who the management representative is. Facts from your quality head and nothing added to them.
Result: A regulatory candidate who can picture the job.
Separate posts for engineering, production and service
Three audiences and three arguments. A post written to attract a design engineer brings in no service engineers at all, which is usually the vacancy that is open.
Result: An applicant pool shaped like your actual vacancies.
What your engineers say after an installation
Interviews with the service team, the tool room and the design bench, including somebody who nearly quit. Quotes cleared by them and customer names removed.
Result: Detail a job portal listing cannot carry.
Careers copy kept clear of device claims
Anything published under a device maker's name can be read as promotion, and device promotion is restricted. Hiring copy stays on roles and conditions, and anything near a product claim goes to your regulatory head.
Result: A careers page your regulatory team never has to take down.
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 medical device and equipment manufacturers
- 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.
Are you a recruitment consultancy?
Service engineers leave us for hospital jobs. What can a page do about it?
Can we name the hospitals we supply?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Pharma and life sciences
Employer branding for the rest of the pharma and life sciences.
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