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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.

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

An HR coordinator and pharmaceutical specialists reviewing staff training and qualification records

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for medical device and equipment manufacturers

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
Are you a recruitment consultancy?
No. We do not find candidates, run interviews or handle payroll. The work is the careers page, the job posts and the employee content that makes a candidate answer.
Service engineers leave us for hospital jobs. What can a page do about it?
It stops you losing the ones who would have stayed. Most service engineers leave over the road, the spares and the claim settlement, so a page stating all three attracts people who want that life and warns off the people who do not. If claims really are settled three months late, fix that before publishing anything.
Can we name the hospitals we supply?
Only with their written agreement, and many supply contracts restrict it. Where you cannot name them, describe the setting instead: the kind of department, the procedure, the volume. That does the same work for a candidate without putting a customer relationship at risk.
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.

Pharma and life sciences

Employer branding for the rest of the pharma and life sciences.

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