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Employer branding · Marketing and media services

Everything in your studio is signed by the founder, and your seniors have noticed.

Employer branding for a branding or creative agency is what a designer or strategist reads before applying: whether the work is real identity work, who presents it to the client, and whose name ends up on it.

Tell us what you needor call +91 80958 58589

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

Creative agency colleagues discussing account workload and career progression in a design studio

In one paragraph

Employer branding for a branding or creative agency is what a designer or strategist reads before applying: whether the work is real identity work, who presents it to the client, and whose name ends up on it. GullySales writes the careers page and posts from what your studio says.

Also written for

Branding agencies, Creative agencies, Design-led agencies.

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 branding and creative agencies

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

  • “Half the market calls retainer social media branding”

    A strategist has already been burned by an agency that promised identity work and delivered monthly posts. Your advert reads exactly like that one unless you show the work.

  • “Presenting is the skill seniors are here to get”

    If the founder presents every deck, a senior designer never faces a client and leaves at year three to find out whether they can. The page has to say who is in the room.

  • “Your project credits are the real careers page”

    Candidates look at who is named under a case study before they look at your website. Uncredited work says more about the studio than any culture paragraph.

  • “People leave creative agencies to start their own”

    That is the trade, and every founder in it did the same. A page that names the two or three years honestly attracts better people than one implying a lifetime.

What we do

What we deliver for branding and creative agencies.

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

  1. The work, credited

    Case studies on your own site with the team named beside them, agreed as a policy rather than argued project by project.

    Result: A designer can point at published work and say which part was theirs.

  2. What a strategist actually does here

    Research, workshops, naming, the number of projects running at once, and who writes the final deck.

    Result: Strategists stop treating your studio as a design shop with a strategy label.

  3. Client contact described by level

    Who joins a presentation at each grade, what a mid-weight designer is allowed to send, and when somebody first runs a review alone.

    Result: Seniors see a path that does not require resigning to reach it.

  4. Job posts that open with a project

    Each advert starts with a real shape of work, such as a rebrand for a manufacturer in Peenya or a packaging range for a food brand. The requirements follow.

    Result: The portfolios that arrive match the work you have.

  5. The founder's role made explicit

    Where the founder stays involved and where they have stepped back, written after an honest conversation with them.

    Result: A senior hire knows exactly how much room is left for them.

  6. Interviews with people who left well

    Short conversations with alumni about what the studio gave them, used with their permission and their names.

    Result: Proof of a career track that current staff cannot supply on their own.

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 branding and creative agencies

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
Are you a competitor doing our employer branding?
In the client market, sometimes. In this piece of work, no, and the boundaries are worth stating: GullySales does not pitch your clients, does not recruit out of your studio and does not put your staff in front of anybody. The employee interviews stay between us and you.
Do you place the designers as well?
No part of hiring belongs to us. No sourcing, no shortlists, no payroll. Your studio makes every call about who joins it.
Our founder does not want the team out front.
Then this will not work, and we would rather say so now. Candidates in this trade check credits, and a studio that keeps its team invisible is telling them something true about the job.
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.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

Marketing and media services

Employer branding for the rest of the marketing and media 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.

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