Employer branding · Food and agriculture
An agronomist and a backend engineer cannot be hired off the same careers page.
Employer branding for an agri-tech company is what a software engineer in Bengaluru and an agronomist posted in Nashik each find when they look you up, and the two of them want opposite answers. GullySales writes the careers page, the job posts and the employee stories that answer both.
In one paragraph
Employer branding for an agri-tech company is what a software engineer in Bengaluru and an agronomist posted in Nashik each find when they look you up, and the two of them want opposite answers. GullySales writes the careers page, the job posts and the employee stories that answer both.
Also written for
Agri-tech companies, Farm-to-fork companies.
For agri-tech companies
Where it usually goes wrong, and what we would do.
“The office hire and the field hire want opposite things”
A backend engineer asks about the data, the release cycle and who she reports to. A field executive asks which taluk he is posted to, whether the bike is his, and who pays for the diesel. A careers page written for the first quietly loses the second.
“The words agri-tech hide what the job actually is”
A BSc Agriculture graduate reading your post cannot tell whether the role is agronomy advice, signing farmers onto an app, or a procurement target with a weighbridge at the end of it. So the wrong people apply and the right ones do not.
“Candidates have already read the funding news”
Somebody who was let go once at a start-up checks the business line before the salary. If nothing on your site says which part of the company a role sits in, that candidate fills the gap with the worst version and never replies.
“Field staff leave inside the first season”
Nobody warned them about the first monsoon, the distance between two villages, or how long a reimbursement takes to reach the account. That is a month-one problem, and the honest version belongs in the job post rather than in the exit interview.
What we do
What we deliver for agri-tech companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page with two doors
One route for office roles and one for field roles, because the questions are not the same. Each written in the words the person applying would use.
Result: An agronomist stops reading a page built for a product manager and finds his own.
Job posts that name the district
The cluster, the travel, the vehicle and what the company provides, using only figures and terms you confirm. We draft, your cluster manager checks every line.
Result: Fewer people who accept an offer and then discover where the posting is.
Field staff in their own words
Short interviews with the people already working a cluster, recorded in Marathi, Telugu or Hindi and used the way they said it.
Result: A graduate hears the job described by somebody doing it in his own state.
Where the post goes, not only what it says
The placement cell at a state agriculture university, the WhatsApp groups your field managers already sit in, and the notice board at an FPO office.
Result: Applications from people who were never going to open a job portal.
The first ninety days, written down
What months one, two and three look like for a new field executive, approved by the manager who actually runs that territory.
Result: The first season stops being a surprise to either side.
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-tech 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 find agronomists and field staff for us?
Our field executives quit within a season. Will a careers page stop that?
Do the posts have to be in the local language?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
Food and agriculture
Employer branding for the rest of the food and agriculture.
Or start from employer branding.