Employer branding · Media and entertainment
Most of the people who put your channel on air are not on your payroll.
Employer branding for a broadcaster covers staff roles, shift roles and the freelance crew who choose their next show on payment record and the line producer's name. GullySales writes the careers content, the crew-facing material and the job posts that say what a shift on your floor is really like.
In one paragraph
Employer branding for a broadcaster covers staff roles, shift roles and the freelance crew who choose their next show on payment record and the line producer's name. GullySales writes the careers content, the crew-facing material and the job posts that say what a shift on your floor is really like.
Also written for
TV networks, Radio companies, OTT platforms.
For TV, radio and OTT companies
Where it usually goes wrong, and what we would do.
“The crew market is a WhatsApp group you are not in”
An editor picks his next show by asking three people whether the last invoice was cleared and whether the production head shouts. That conversation decides your staffing for the season, and no careers page enters it unless your existing crew repeats it.
“Playout runs at three in the morning”
Master control, ingest and live feeds are a night rotation. Your site shows a lit studio floor and a presenter, and the engineer reading it has no idea the job is a week of nights followed by a week of mornings.
“Voices and faces build followings and take them along”
An RJ or an anchor arrives with an audience and leaves with a bigger one. A station that never credits its own talent is training people for the competition and getting nothing back for it.
“Content and ad sales compete with different companies”
Your sales team is being called by digital platforms and brand-side marketing roles; your production team is being called by studios and streaming shows. One employer story written for both persuades neither of them.
What we do
What we deliver for TV, radio and OTT companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page split three ways
Staff positions, shift-based technical roles and freelance crew engagements described separately, because the person reading each one is making a different decision.
Result: A cameraman and a sales manager both find something written for them.
The crew note nobody writes
How a rate is agreed, who signs the call sheet, what the payment cycle is and who to chase, put in writing from your own production finance process.
Result: A freelance editor says yes without ringing around first.
Shift patterns stated in the job post
The rotation for master control, ingest and live operations, meal and transport arrangements as they exist, and what a handover looks like.
Result: Engineers who accept the role already knowing about the night weeks.
Your talent credited on your own channels
Anchors, RJs and producers given profiles under the station's name, with a written line on what they may post from the studio.
Result: Talent that grows with the station instead of away from it.
Stories from the people who stayed a decade
Interviews with the production assistant who became a producer and the engineer who moved from ingest to operations, recorded and used as said.
Result: A path a young hire can see, which regional channels rarely show.
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 TV, radio and OTT 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.
Freelancers are not our employees. Why write anything for them?
Do you find crew, or manage contracts and payments?
We are a regional channel competing with a streaming platform for the same editor.
How much does it cost?
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?
Media and entertainment
Employer branding for the rest of the media and entertainment.
Or start from employer branding.