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Employer branding · Pharma and life sciences

The chemist who signs your batch records is judging you before she applies.

Employer branding for a pharmaceutical manufacturer is what an operator, a quality chemist or a regulatory affairs candidate finds before the interview: the dosage forms, the inspection record, the shift pattern and the bus.

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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 pharmaceutical manufacturer is what an operator, a quality chemist or a regulatory affairs candidate finds before the interview: the dosage forms, the inspection record, the shift pattern and the bus. GullySales writes the careers page and the job posts from what your plant staff say.

Also written for

Pharmaceutical manufacturers, Generic drug companies, Specialty pharma companies, API manufacturers.

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 pharmaceutical manufacturers

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

  • “The regulated candidate is checking your record, not your values”

    A quality or regulatory applicant wants to know which authorities have inspected the site and how deviations are handled once they are raised. Silence on the page is read as an answer.

  • “Formulations and bulk drug are two different careers”

    Somebody with four years on oral solids will not move to an API block by accident. If your page says pharmaceutical manufacturing and stops, the wrong people apply and the right ones scroll on.

  • “The plant is forty kilometres out and that is the real competition”

    Your rival is not the other pharma company. It is the job in town that does not need a bus at half past five. The route, the timing and the pick-up point belong on the page.

  • “Operators hear about you at the gate and from a cousin”

    A production operator learns about the opening from somebody on B shift, not from a portal. What he hears is decided by whether last month's shift allowance arrived on time.

What we do

What we deliver for pharmaceutical 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 that names the plant

    Location, dosage forms, the blocks, the shift pattern, the transport routes and the canteen. Written so an operator and a chemist each find their own section without scrolling past the other.

    Result: Applicants who know which plant and which shift they applied to.

  2. Quality practice described for the person signing

    How deviations, change control and training records are handled, and who a chemist goes to when something does not match. Facts from your quality head, published exactly as they stand.

    Result: A quality candidate who stops assuming the worst.

  3. Job posts by function

    Production, quality control, quality assurance, microbiology, engineering, packing and regulatory affairs, each written with its own requirement and its own working day.

    Result: Fewer applications you reject on the first line.

  4. Shift, allowance and transport in writing

    The rotation, the night allowance, the bus timings and where it picks up. The detail that decides whether somebody two hours away applies at all.

    Result: Applications from the towns your bus already passes through.

  5. What your chemists and operators say

    Interviews across shifts and grades, contract staff included, about why they are still here. Quotes cleared by the people who gave them before anything is published.

    Result: A page that survives being read by the people it describes.

  6. The trainee route, written down

    What a trainee chemist or a plant apprentice does in the first year, who signs the training record, and how many were taken on rolls last year. Published only where you can back the number.

    Result: Trainees who arrive with the right expectation of year two.

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 pharmaceutical 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.

Proof

What happened when owners fixed this.

Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.

All case studies

  • HOPO Hardware

    Situation
    There was no website or online platform of any kind, so nothing showed the products, their features or their technical specifications. A dealer who wanted a specification had to ask for it every time.
    What we did
    • Website and product catalogue
    • Logo and colour palette
    • Printed stationery
    • Social accounts opened
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

  • Natural Gases

    Situation
    Buyers in this field size up a supplier before they enquire. They want to see the range, the plant and the industries already being served.
    What we did
    • Brand identity for the gas trade
    • A corporate website
    • Social channels set up
    • Google Business page
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

  • SB Engineering

    Situation
    Buyers searching for laser cutting and sheet metal work in Bengaluru were finding other suppliers first, because the company did not rank for the terms its own customers type.
    What we did
    • The site redesigned for mobile
    • Search work on the buyer's terms
    • Content that shows the work
    • Social channels managed
    Result
    • Website traffic rose 60% within six months, against a target of 50%.
    • High-quality leads rose 45%, with a rise in conversion rates alongside them.
    • Fifteen target keywords moved up the rankings, five of them into the top three positions.
    Read the case study

Also worked with

Chord Road Hospital · Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios

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 recruit chemists for us?
No. Sourcing, screening and payroll are yours. We build the careers page, write the job posts and record the employee content, so the people your own hiring reaches have something to read. There is a version of this we turn down. A plant where the shift allowance came late twice this year has a payroll problem to settle before it has a writing problem, and B shift will have told the whole estate already.
Can we mention our approvals and our inspection history?
Only what is already on record and current on the day it is published, and only in words your quality head has signed off. We write nothing about approvals, audits or observations from our own assumptions. Anything that could be read as a claim to a regulator or a customer goes past your regulatory affairs head first.
Our shop floor is mostly contract labour. Does employer branding apply?
It applies to whoever decides to turn up tomorrow, and contract operators talk to each other more than your permanent staff do. Whether the arrangement itself is right is a question for your own advisers. What we can stop is a careers page describing a company that only half the people inside it recognise.
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.

Pharma and life sciences

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