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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.

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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 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.

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-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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for agri-tech 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 find agronomists and field staff for us?
No. GullySales does not recruit, does not supply candidates and holds no database of people. We write the careers page, the job posts and the employee stories, and your own hiring team or your agency uses them.
Our field executives quit within a season. Will a careers page stop that?
No, and it would be dishonest to say so. If people leave because the territory is too large or the fuel money reaches them late, that is a manager and a payout to fix first. What this work changes is who applies, and how much of the job they understand before saying yes.
Do the posts have to be in the local language?
For field roles, mostly yes. A cluster manager in Guntur forwards a Telugu post and gets replies the same evening; the English version sits in the group unread. We write the English and your regional managers check the translation, because they know the words farmers and field staff use.
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.

Food and agriculture

Employer branding for the rest of the food and agriculture.

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