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Employer branding · Travel and aviation

Fake airline job rackets are your hiring problem, not only theirs.

Employer branding for an airline, ground handler or airport services company is what a cabin crew or ramp applicant and their parents can verify: that the advert is real, that no fee is ever charged, and what a shift starting at four in the morning involves.

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

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In one paragraph

Employer branding for an airline, ground handler or airport services company is what a cabin crew or ramp applicant and their parents can verify: that the advert is real, that no fee is ever charged, and what a shift starting at four in the morning involves. GullySales writes that clearly.

Also written for

Airlines, Airport service companies, Ground handling 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 airlines and airport services

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

  • “Candidates cannot tell you from a fraud”

    Aviation job scams are common enough that a parent's first assumption about any airline advert is that it is fake. One official page, one application route, and a plain line saying you never charge a rupee is the most useful thing you can publish.

  • “The advert sells glamour and the job starts at four in the morning”

    Early reporting, standing on the ramp in April, security briefings, grooming checks. Candidates who were sold uniforms and destinations resign during training. The ones told about the rota mostly do not.

  • “The gap between offer and joining loses people”

    Background verification and the airport entry pass take time you cannot compress. A candidate hearing nothing for weeks assumes the offer has gone and accepts another. Explaining the steps and their order keeps them.

  • “A training bond has to be raised before the interview”

    If there is a commitment period or a training cost to recover, a candidate who learns it at the offer stage feels tricked and tells everybody. Stated up front with the reasoning, it is simply a condition of the job.

What we do

What we deliver for airlines and airport services.

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

  1. One careers page a parent can verify

    Every genuine opening in one place, the only address that receives applications, and an explicit statement that neither you nor anybody on your behalf charges a fee.

    Result: A family can check the advert their daughter was sent on a messaging group.

  2. A joining timeline candidates can follow

    Each stage from application to badge, including verification and the entry pass, with the order it happens in and who to contact at each point.

    Result: Fewer accepted offers that quietly disappear before the joining date.

  3. The rota, described

    Shift patterns, early reporting, standby and leave, and how rosters are published, written separately for crew and for ground roles.

    Result: Applicants arrive having already done the arithmetic on their commute.

  4. Accounts from the ramp and the counter

    Interviews with staff in the less glamorous roles about what the work is and why they stayed in it.

    Result: Applications for the jobs that are hardest to fill.

  5. Bond and training terms in plain words

    Any commitment period, what it covers and why it exists, placed where a candidate reads it before applying rather than after.

    Result: Nobody walks away at the offer stage over a surprise.

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 airlines and airport services

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
Is this recruitment?
No. We do not shortlist, interview or hold candidate data, and we take no part in payroll. Our work is the page, the post and the induction material that describe the job accurately. Which is also the limit of it: if your ramp roster is harder than the handler on the next stand and the pay is the same, describing it honestly will cost you applications rather than win them. Mend the roster first, then publish.
People are using our name to run job scams. Can you stop that?
We cannot take a fake advert down, and anything legal belongs with your counsel and the police. We can make the real thing easy to verify, put the fee statement where nobody misses it, and write the warning in words a worried parent understands.
We are a ground handler and candidates want the airline. What then?
That is the honest problem, and borrowing an airline's shine fails at the first interview. Ground handling gives responsibility earlier and a wider skill set. Saying so, through people who chose it, is a better argument than a photograph of an aircraft.
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.

Travel and aviation

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