Employer branding · BPO and customer operations
Your candidate has to convince a parent that this is a real career.
Employer branding for a BPO company means facing what the sector is known for rather than writing around it: night shifts, transport at two in the morning, and whether the work leads anywhere. GullySales writes the careers content and job posts that answer it in your own terms.
In one paragraph
Employer branding for a BPO company means facing what the sector is known for rather than writing around it: night shifts, transport at two in the morning, and whether the work leads anywhere. GullySales writes the careers content and job posts that answer it in your own terms.
Also written for
BPO companies, Business process outsourcing firms.
For BPO companies
Where it usually goes wrong, and what we would do.
“The parent is the second reader and often the deciding one”
A candidate in Hubballi or Mysuru shows the page to a father who has views about night work. Nothing on a standard careers page was written for him.
“Everyone knows about attrition, so silence reads as a dodge”
Candidates already expect people to leave. An employer who explains what the first ninety days are like, and what support exists, is believed. One claiming a great culture is not.
“A process is not a company, and nobody explains the difference”
Agents join a client process and learn later that a process can close. What you do with people when that happens is one of the strongest things you could publish.
“Transport is a safety question before it is a benefit”
Cab radius, escort arrangements, drop timing, and who tracks the vehicle. Written out properly, this section does more for women applicants than any culture statement.
What we do
What we deliver for BPO companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Shift and transport arrangements, published
Rotation pattern, the notice before a shift changes, pick-up radius, the security arrangements on night drops, and who is on duty when a cab is late.
Result: A candidate and their family read the actual arrangements instead of guessing at them.
A page written for the family
Plain content in the languages you hire in, explaining what the job is, where the office is, and what a normal week looks like.
Result: Fewer offers declined after a conversation at home.
The internal path spelled out
Agent to subject matter expert to team leader to operations, with what each step asks for and who inside the company has done it.
Result: Candidates see a career rather than a stopgap, and say so at the interview.
What happens when a process closes
Redeployment, retraining, notice, and the honest limits of all three.
Result: Trust in everything else on the page, because you addressed the thing nobody addresses.
Voice, non-voice and back office described separately
Each with its own post, its own shift pattern and its own skill requirement, instead of one advert for the building.
Result: Applicants who chose the specific work rather than any job with a headset.
Referral material for the floor
Simple messages your current agents can send to people they know, built from what they already say about the job.
Result: Referral hiring that does not depend on a poster near the lift.
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 BPO 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.
Will being honest about night shifts cut our applications?
Do you run hiring drives or supply manpower?
Can we publish our attrition or our salary bands?
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?
BPO and customer operations
Employer branding for the rest of the bpo and customer operations.
Or start from employer branding.