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