Employer branding · Professional services
A graduate reads your portfolio looking for people and finds only buildings.
Employer branding for an architecture practice is what a B.Arch graduate finds when your website is all finished buildings: who drafts, who goes to site, and whose name appears on published work.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for an architecture practice is what a B.Arch graduate finds when your website is all finished buildings: who drafts, who goes to site, and whose name appears on published work. GullySales writes that careers page and your job posts from what your own team says.
Also written for
Architecture firms, Architectural practices.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
Where this sits
For architecture firms
Where it usually goes wrong, and what we would do.
“The website was written for a client, not a candidate”
A developer choosing a consultant and a graduate choosing a first job read the same six pages. One of them leaves knowing nothing about the studio, and guesses.
“Nobody says what year three looks like”
Every junior has heard of the practice where you detail staircases until you resign. If your page is silent on that, the applicant assumes you are that practice.
“Credit is how architects move”
Work an architect can name is what they carry into the next interview. A studio that publishes renders with no team named loses its best seniors to studios that do.
“The submission fortnight belongs on the page”
The fortnight before a competition entry or a government tender goes in is not a secret anyone has kept. Pretending otherwise fools nobody. Say how often it comes round in your studio, and what the week after it looks like.
What we do
What we deliver for architecture firms.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that is not the about page
Written for someone deciding where to spend five years: the project types you take, the software on your machines, the size of the studio, and who a junior sits beside.
Result: A graduate stops working out your culture from photographs of finished buildings.
Year one, year three, year five
Drafting, site visits, client meetings, and the point at which a junior runs a package alone. Taken from your team's answers rather than from a ladder we invented.
Result: An applicant can picture themselves at your desk in three years, or rule you out early and save you both an interview.
The credit policy, in writing
Who is named when a project runs in a magazine, on your feed, or in an awards entry. Settled inside the studio first, then published.
Result: Seniors stop leaving over whose name sits under the work they drew.
Job posts by project type and tool
A post for a hospital project led in Revit reads nothing like one for a residential studio working in SketchUp. Each is written properly rather than retitled.
Result: Fewer applications, and more of them from people who want the work you actually have.
Internships described honestly
The stipend, the length, and what a student will be allowed to touch. Colleges ask all three before they circulate your name, so the page answers them first.
Result: Your practice gets talked about in the B.Arch departments you want to hire from.
Quotes from the people who stayed
Short conversations with everyone who joined in the last two years, including the two who nearly left. Their sentences go on the page in their own words.
Result: A page that still stands up after a candidate rings your former employee.
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.
How it works
How the work runs for architecture firms
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 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.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- 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.
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.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
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.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Do the architects' conduct rules affect what we can publish?
Do you find us architects as well?
We hire two people a year. Is this worth paying for?
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?
What if we are not happy with the work?
Professional services
Employer branding for the rest of the professional services.
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.