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Employer branding · Food and agriculture

The posting is a town the graduate has never seen, and that decides the offer.

Employer branding for a fertiliser, seed or crop protection company is what an agriculture graduate weighs before taking a field officer role: the small-town posting, the season, the dealer collections, and where the job goes after three years.

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

A mentor helps a new colleague get started at a shared worktable

In one paragraph

Employer branding for a fertiliser, seed or crop protection company is what an agriculture graduate weighs before taking a field officer role: the small-town posting, the season, the dealer collections, and where the job goes after three years. GullySales writes the careers material around those questions.

Also written for

Agri-input companies, Fertilizer companies, Seed companies, Crop protection companies.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

For agri-input companies

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

  • “The posting matters more than the package”

    An agriculture graduate from Dharwad is offered a territory nobody in the family has visited, with a room to find alone. Accepting turns on what your advert never mentions: the distance home, the travel allowance, and how long before a transfer is considered.

  • “Kharif does not care about weekends”

    Sowing weeks mean demonstrations, dealer visits and farmer meetings from first light, and the off-season is slower. Describing the year as it actually runs beats describing a working week that does not exist.

  • “Collections are the part that breaks people”

    A field officer sent to recover money from the same dealer whose orders make the target is doing two jobs that fight each other. Anybody who has done it once asks about it directly, and a company that explains how credit and recovery work is a company they trust.

  • “Agriculture colleges send their best to the same four names”

    Placement cells have habits. Unless something about your trainee programme is written down and sent to them, your form reaches the students who did not get the first calls.

What we do

What we deliver for agri-input companies.

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

  1. A careers page written for a field officer

    Territories, the bike and travel allowance, the reporting rhythm, the demonstration work, and what the season does to the calendar.

    Result: A graduate can picture the week before signing anything.

  2. The posting question, answered

    Where trainees are posted, how accommodation is handled, which travel costs are covered, and when a transfer request is considered.

    Result: Offers accepted by people who will still be there in the second season.

  3. Credit and collection explained before joining

    How dealer credit works, what part a field officer plays in recovery, and what backing comes from the branch when it goes wrong.

    Result: Nobody resigns in a first rabi over something that should have been said.

  4. Trainee material for agriculture colleges

    A page and a talk outline for placement officers, covering the first-year plan and people from earlier batches who are still with you.

    Result: Your name on the list of companies students ask about.

  5. What officers who stayed say about the villages

    Interviews with territory staff about the farmers they work with and the demonstration that changed one village's mind.

    Result: A recruitment argument that pay on its own cannot make.

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 agri-input companies

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
Do you supply field officers?
No. We neither recruit nor screen anybody, and payroll is entirely yours. We write what your candidates read, and we interview your own officers to find out what is true before writing a word of it.
We compete with four large companies for the same graduates. Does writing change that?
For a graduate who only wants the biggest brand, no. For one weighing a territory in the home district against a hostel bed in Hyderabad, yes, because those facts are decidable and nobody has written them down. But if your field officer package sits below what the other four pay for the same territory, fix the package first. A careers page cannot argue a graduate out of money.
What does this cost, and is there a minimum term?
For a term agreed in writing, with no default twelve-month lock. It opens with you sending a requirements brief, which we read before we call you, and the fee is agreed in writing after that, split between our time, any spend on advertising the roles, and production costs.
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.

Food and agriculture

Employer branding for the rest of the food and agriculture.

Or start from employer branding.

Your next practical step

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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