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.
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 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.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
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, so every later report has an honest comparison.
How it works
How the work runs for BPO 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
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.
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.
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.