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. GullySales writes the careers page and the job posts from what your plant staff say.
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.
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.
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.
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.
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.
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.
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.
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, 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 pharmaceutical 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.
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.
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.
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.
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.
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
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.
Do you recruit chemists for us?
Can we mention our approvals and our inspection history?
Our shop floor is mostly contract labour. Does employer branding apply?
How much does it cost?
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.
Or start from employer branding.