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GullySales
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Employer branding · Marketing and media services

A copywriter wants to know whose accounts, and whether the decks stop at eleven.

Employer branding for an advertising agency is what a copywriter or art director finds when they look you up: the accounts, the pitch load, and who gets credited.

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

Creative agency colleagues discussing account workload and career progression in a design studio

In one paragraph

Employer branding for an advertising agency is what a copywriter or art director finds when they look you up: the accounts, the pitch load, and who gets credited. GullySales writes your careers page and job posts, from your own people rather than from your showreel.

Also written for

Advertising agencies, Full-service agencies.

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 advertising agencies

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

  • “Your showreel sells to clients and recruits nobody”

    A film that won a pitch tells a twenty-four-year-old writer nothing about what a Tuesday looks like. They want the account list, the team size, and who signs off their copy.

  • “Pitch culture is the thing they are checking”

    Candidates ring friends to ask how many pitches you run in a month and whether anyone gets a day back afterwards. Whatever you publish is measured against that call.

  • “Servicing is the role nobody writes an advert for”

    Account executives are the hardest hire in most agencies and get two lines in a job post. Describe the work properly and you stop losing them to brand-side jobs inside a year.

  • “Credit decides who stays past year three”

    Awards entries, case films and the agency's own feed all carry names or do not. Creatives keep score, and the ones with options leave for shops that put them on the entry.

What we do

What we deliver for advertising agencies.

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 for creatives

    The categories you work in, the accounts you can name with permission, the size of a creative team, and who a junior reports to.

    Result: A writer knows what they would be working on before they send a reel.

  2. The pitch reality stated

    How many new-business pitches a year, who gets pulled in, and what the agency does for that team the week afterwards. Written from what your people say, not from the founder's memory.

    Result: Candidates arrive knowing what they signed up for and stop resigning in month four.

  3. A proper advert for servicing roles

    The client mix, the reporting line, the travel, and what an account executive is trusted to decide alone.

    Result: Applicants who want the job rather than people using it as a doorway.

  4. Credit and awards policy

    Who goes on an entry, how names are listed on the agency's own channels, and what happens when the idea came from a junior.

    Result: One less reason for your best pair to take a call from somebody else.

  5. Interview process reviewed

    Where candidates drop out between the portfolio review and the offer. The reels sitting unwatched on a partner's desk is the usual culprit, and a week of that loses the pair you wanted.

    Result: Offers going out while the person is still interested.

  6. Employee stories with the awkward parts left in

    Conversations at three levels about what people tell friends this place is like. The uncomfortable answers stay.

    Result: A page your own staff would forward without wincing.

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 advertising agencies

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
We are an agency. Why would we buy branding from another agency?
Because you have sold everybody else's brand and never written your own recruitment story, and because your people will say things to an outsider that they will not say across the table from you. On the obvious worry: GullySales does not approach your clients and does not place your staff anywhere.
Do you supply candidates or run the hiring?
Neither. There is no recruitment desk here and no payroll service. The careers page, the job posts and the employee interviews are the whole scope, and every hiring decision stays inside your agency. One warning before you spend: if your writers are going brand-side for money you have already decided not to match, none of this holds them, and we will tell you so in the first conversation.
Can we name our clients on the careers page?
Only the ones who agree in writing. Where a client says no, the category and the scale still do the job, because a national beverage account tells a candidate as much as the brand name would.
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.

Marketing and media services

Employer branding for the rest of the marketing and media services.

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Your next practical step

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

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