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. GullySales writes the careers material around those questions.
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.
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.
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.
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.
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.
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.
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, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for agri-input companies
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 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
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 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
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Do you supply field officers?
We compete with four large companies for the same graduates. Does writing change that?
What does this cost, and is there a minimum term?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Food and agriculture
Employer branding for the rest of the food and agriculture.
Or start from employer branding.