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Employer branding · Healthcare

Your laser therapist is being offered more money by the clinic two streets away.

Employer branding for a skin or hair clinic is what a therapist, counsellor or front desk hire finds when she checks you out before the interview: the careers page, the job post and what your current staff say.

Tell us what you needor call +91 80958 58589

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

Clinic staff coordinating clinician and front desk schedules

In one paragraph

Employer branding for a skin or hair clinic is what a therapist, counsellor or front desk hire finds when she checks you out before the interview: the careers page, the job post and what your current staff say. GullySales writes that from interviews with the people already on your floor.

Also written for

Skin clinics, Hair clinics, Aesthetic clinics.

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 skin and hair clinics

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

  • “The therapist you trained is the one being poached”

    A therapist who can run your laser and settle a nervous client took months to train. The clinic that opened two streets away knows it, and the offer reaches her on WhatsApp before you hear about it.

  • “Nobody applies to a clinic they cannot picture”

    Your website is built for a client booking a peel. A cosmetologist reading it cannot tell how many machines you run, who supervises her, or whether a dermatologist is on the premises at all.

  • “The package target is asked about last and worried about first”

    If therapists carry a conversion target, put it in the job post. Someone who has been burned at a chain will ask in the interview, and finding out in month two is how you lose a good hire.

  • “Sundays and eight o'clock finishes decide it”

    Your busiest hours are the ones a candidate wants free. A post that hides the roster brings in applicants who withdraw in the week after the offer.

What we do

What we deliver for skin and hair clinics.

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

  1. A careers page a cosmetologist can read

    Which machines you run, who trains on them, what the supervising doctor actually does, how the roster works and where the clinic sits on the bus route. Written for a therapist, not for a client.

    Result: Applicants who understand the job before the first phone call.

  2. Job posts that state the roster and the incentive

    Each role written with the working hours, the Sunday pattern and whether pay carries a package-linked component. Nothing claimed that we have not heard from your own staff.

    Result: Fewer offers declined in the last week before joining.

  3. What your therapists actually say

    Short recorded conversations with the people who have stayed, and with one who nearly left. We use their words with their permission, and we leave out what they ask us to leave out.

    Result: Reasons to join that the chain down the road cannot copy off your page.

  4. Careers content kept clear of patient advertising

    A clinic page carries the registered doctor's name, and medical advertising limits reach further than most owners expect. Hiring copy stays on roles, training and conditions, with no treatment claims and no outcome photographs.

    Result: Recruitment material that does not create a problem for your doctor's registration.

  5. A referral note your staff will actually send

    Most therapists arrive through somebody already working with you. A short, honest message she can forward to a classmate from her cosmetology course, and a rule for what happens when a name comes in.

    Result: Referrals that arrive with the job already explained.

  6. The first week, written down

    What a new therapist is shown, which machine she starts on, who signs off her training and when she is allowed to work unsupervised. Handed over as a page she reads before she joins.

    Result: A joiner who turns up on day one instead of going quiet.

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 skin and hair clinics

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
Can you find us therapists?
No. We do not recruit, we hold no candidate database and we are nowhere near your payroll. What we build is the careers page, the job posts and the employee stories that make someone answer your advertisement rather than the chain's.
Our doctor is registered with the state council. Does a careers page create a problem?
It can, because anything published under a clinic's name is read as advertising, and the limits on claims and patient photographs apply whatever the page was written for. We keep careers copy to roles, training and conditions. Have your own council or a compliance adviser confirm the current position before it goes live, since the registration at stake is your doctor's.
Our therapists leave for money. Will this stop it?
Not on its own. If you are paying under the going rate in your area, a better careers page brings you applicants who will also leave in a year. Fix the pay, then this is worth doing, because at matched pay people choose the clinic they can picture themselves inside.
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.

Healthcare

Employer branding for the rest of the healthcare.

Or start from employer branding.

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Tell us what you are trying to grow, and we will read it before we call.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

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