Occupational health marketing is the business-to-business side of a medical practice: you sell pre-employment screening, drug testing and work-injury care to employers instead of waiting for patients to find you. The buyer is an HR manager, a safety manager, or a staffing agency's branch manager. Use the checklist below before you send a single email, then read why each item matters. Nothing here involves patient information, and nothing is clinical or legal advice. It's about lists, packages, turnaround and billing.

The nine-box checklist

Tick every box before the first email goes out.

  • List: 40 employers with a hiring wave or physical work, each with a named HR or safety contact.
  • List: each row has a trigger (job posting count, new site, a rule that applies to them).
  • Package: one flat price for the standard hire (drug screen plus basic physical), written on one page.
  • Package: a second price for add-ons (respirator evaluation, hearing test, DOT physical) shown separately.
  • Message: first email under 120 words, names the trigger, offers a no-charge first hire.
  • Operations: hours, walk-in rules, and a promised turnaround time, in writing.
  • Billing: one monthly invoice per employer, net 30, with a line per hire.
  • Follow-up: a dated reminder before each employer's next hiring wave.
  • Compliance: your emails contain no patient details, no health claims, no legal advice, and your address and an opt-out.

This is a short list on purpose. Occupational health is a volume business, and most of these boxes are about making yourself easy to say yes to.

List checks: employers with hiring waves or physical work

Who needs you most? Employers that hire in batches (staffing agencies, warehouses, distribution centers, manufacturers, construction firms, trucking companies, schools and municipalities) and employers whose work leads to injuries. Job postings tell you who is hiring now: ten open warehouse positions is a ten-hire month. Ask one trigger question for each row: is there a rule that makes them test? Trucking employers whose drivers hold commercial licenses are subject to federal drug and alcohol testing rules from the Department of Transportation, and certain jobs trigger OSHA requirements such as respirator medical evaluations. You don't advise them on the rules. You say "we handle DOT physicals and pre-employment screens," and let them ask.

Titles to find: HR manager, HR generalist at a small company, safety manager, EHS manager, operations manager (if there's no HR), and branch manager at a staffing agency. Our guide to getting clients for a staffing agency shows the buyer from the other side; staffing branches are also referral partners, since they're always screening people.

Package checks: what is in the flat rate

Employers want to know the total before sending a candidate. A flat package for the standard case is the clearest offer. Example: Ridgeline Occupational Clinic in Boise offers $145 per new hire for a drug screen and a basic physical, results to HR by the next business day, with a separate price list for add-ons. Compare that to what the employer pays now. If their last three invoices ran $180, $165 and $210 per hire for similar services, you can show: 30 hires a year at $180 is $5,400; at $145 it's $4,350; the difference is $1,050 a year, plus faster turnaround.

Resist the urge to list every service. A one-page sheet with the standard package, the add-ons, hours and the turnaround promise beats a long brochure. If an add-on takes a specialist, say so, with the lead time.

Message checks: the first email to an HR manager

Subject: Pre-hire screening for Cedar Valley's warehouse openings

Hi Teresa, I saw Cedar Valley Distribution has 11 openings posted. Ridgeline Occupational Clinic does drug screens and basic physicals for new hires at $145 flat, with results to you by the next business day and one invoice a month. Would you like to send one candidate through at no charge, so you can see how it works? I can also send our add-on prices.

Omar Reyes, Ridgeline Occupational Clinic, omar@ridgelineoc.example, 300 W Front St, Boise, ID 83702. Reply "stop" to end these emails.

Rocketship finds the HR managers at employers with open positions, emails them from your own Gmail and follows up on its own, so the list and the sending are done while you run the clinic. For general principles, see how to get meetings with decision makers.

Operations checks: hours, turnaround, billing

Employers lose candidates when screening is slow. Three promises make you easy to choose. Hours: early opening (7 a.m.) and walk-ins without an appointment for staffing agencies. Turnaround: say when HR receives the result ("next business day by noon") and keep it. Billing: employer-billed, one invoice a month with a line per hire, a reference field for the employer's job number. Employers dislike surprise charges more than they dislike slightly higher prices. Staff at your front desk need a script for employer calls too: "Which company are you with, and who's the HR contact?" and nothing else. Billing questions go to your billing lead. Our post on medical billing company clients covers the back-office side of those invoices.

Follow-up checks: before the next hiring wave

Employers hire in seasons. Retail and warehouses ramp up in the fall, construction in spring, schools in summer. Put a reminder in your calendar six weeks before each employer's wave. The follow-up should be short: "Teresa, you'll probably be hiring for the fall rush. Last year you sent us 14 people. I can hold early-morning slots for September. Want me to?" Then log the answer. If a customer's volume drops, ask once whether something went wrong, and fix the cause: it's usually turnaround or an invoice error.

Compliance checks: what never to say

Don't mention any individual's results, even in a thank-you. Don't email test results; send HR to your secure channel. Don't promise outcomes ("we'll get your injury claims down") because you can't control them. Don't tell an employer what the law requires; say "ask your attorney or insurer which rules apply to you." Keep to scheduling, price, location and speed. This is general information, not legal or compliance advice, and no email or marketing page should be read as saying your clinic meets any specific privacy rule; check with your own advisor.

If you also treat work injuries, a separate offer works: "we see injured workers within 24 hours" is an operations promise an employer can verify. Referral partners include insurance brokers and workers' compensation carriers' adjusters. Related practice-marketing pages: getting patients for a chiropractic clinic shows the consumer side, and how to market to doctors covers selling to medical offices. For another employer-driven business, document shredding customers uses the same checklist style.

The slowest step is a list of employers by name with a working HR contact. Rocketship finds the buyers, emails them from your own Gmail, follows up, and books the meeting on its own. Plans that get you customers start at $24.99 a month (Launch), and both Launch and Frontier start with a 7-day free trial, card required. Answering your existing number works on Launch, with call minutes bought as you go ($15 for 50), and a dedicated line is $5 a month. See the AI workers.