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Employer branding · Healthcare

Graduates pick the centre where somebody senior still watches them work.

Employer branding for a physiotherapy or rehabilitation centre is what a BPT or MPT candidate finds before applying: the case mix, the caseload per therapist, and who is there to learn from.

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

Therapy team receiving a practical skills briefing

In one paragraph

Employer branding for a physiotherapy or rehabilitation centre is what a BPT or MPT candidate finds before applying: the case mix, the caseload per therapist, and who is there to learn from. GullySales builds that page and those job posts out of what your own therapists say about the work.

Also written for

Physiotherapy centres, Rehabilitation centres.

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 physiotherapy and rehabilitation centres

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

  • “Case mix is the whole decision”

    A new graduate wants neurological, sports, post-operative or geriatric work, and will take less money to get it. Your page says rehabilitation, which settles nothing at all.

  • “Every centre in the city advertises the same line”

    Wanted, BPT or MPT, freshers welcome, salary negotiable. A good applicant reads twelve of these in an evening and picks the one that described an actual Tuesday.

  • “Home visits are a job nobody bothers to describe”

    Six houses on a two-wheeler across town is a different trade from a clinic chair. Candidates want the route, the travel money and who absorbs it when petrol goes up.

  • “Your seniors leaving is the story that spreads”

    Physiotherapy in one city is a small world and the college grapevine carries a resignation within the week. If nothing on your side is written down, theirs is the only account.

What we do

What we deliver for physiotherapy and rehabilitation centres.

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

  1. A careers page built around the caseload

    Patients per therapist per day, the conditions you see most, the equipment in each room, and whether assessment sits with the therapist or with the consultant. The numbers come from you.

    Result: Applicants who know what their working day looks like.

  2. Job posts for fresher and senior, written apart

    A fresh graduate is choosing supervision. A therapist five years in is choosing autonomy and a caseload no other centre nearby can offer. Two posts, two arguments, rather than one advertisement with the years changed.

    Result: Applications from the level you are actually short of.

  3. The learning on offer, stated honestly

    Who signs off assessments, what in-house teaching happens and on which day, whether you support a manual therapy or certification course, and on what terms if somebody leaves afterwards.

    Result: A reason for a graduate to stay past the first year.

  4. Home-visit roles described as they are

    Distance, visits per day, how travel is settled, what happens when a patient cancels at the door, and whether a two-wheeler and a licence are expected on day one.

    Result: Fewer therapists who resign in the third week.

  5. What your therapists tell their juniors

    Interviews with the people who stayed, and with one who left on good terms. Their words go on the page once they have read them back and cleared them.

    Result: The college grapevine carrying your version for once.

  6. The hiring process, timed

    A look at how long you take between application and offer. A graduate with three offers takes the one that arrived first, and no amount of good writing fixes a fortnight of silence.

    Result: Offers that land while the candidate is still interested.

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 physiotherapy and rehabilitation centres

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

  • Kerur Pain Clinic

    Situation
    The clinic had no website setting out its services, so a patient weighing it up had nothing to read before deciding to come in.
    What we did
    • Competitors mapped
    • A website that answers the patient
    • On-page and local search work
    • Link building and technical fixes
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

Also worked with

Chord Road Hospital · Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · LL Trust · Lucky Deals · Natural Gases · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · SB Engineering · 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
Will you find us therapists?
No. Recruitment, candidate lists and payroll all sit outside what we do. We write the careers page, the job posts and the employee content, so that the therapists your own advertisement reaches have a reason to reply to it.
We mostly hire freshers and they leave within a year. Is this worth buying?
Only if you want that to change. If the model is a fresh graduate on a low salary replaced every year, a page that describes it honestly will cut your applications and the money is better spent elsewhere. If you would rather keep people, the page has to promise supervision you will really give.
Our physiotherapists are registered. Are there limits on what we publish?
There are, and they differ by state council and association. Careers copy still carries your centre's name, so we keep it to roles, training and conditions, with no treatment claims and no patient photographs. Confirm the current position with your own council or adviser before publishing, because the registration at risk belongs to your therapists.
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.

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