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GullySales
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Employer branding · BPO and customer operations

Most of your hiring starts with a forwarded message, not with your website.

Employer branding for a call centre or contact centre is the job post that gets forwarded, the walk-in board, and the page a candidate checks afterwards.

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

A mentor helps a new colleague get started at a shared worktable

In one paragraph

Employer branding for a call centre or contact centre is the job post that gets forwarded, the walk-in board, and the page a candidate checks afterwards. It covers scripts, quality scoring and abusive callers, and GullySales writes all of it in your floor's own words.

Also written for

Call centres, Customer service companies, Contact centres.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

For call centres and customer service companies

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

  • “The advert is the brand here, not the website”

    Your job post travels through WhatsApp groups and walk-in boards long before anybody opens the site. It gets one read on a phone, so it has to carry the whole story.

  • “Quality scoring is what agents fear and nobody explains”

    Handle time, monitored calls, and a score that decides an increment. Explain how it is built and a good agent stops assuming it is arbitrary.

  • “Abuse on the line is the reason people leave”

    Eight hours of angry callers, and no published answer about escalation or a break after a bad call. Anybody who has done this work before asks first.

  • “Walk-ins judge you in the reception, not online”

    Twenty people in a corridor with no idea how long the wait will be. The employer brand is whatever happened to them between the gate and the interview room.

What we do

What we deliver for call centres and customer service companies.

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

  1. Job posts built for a phone screen

    Short adverts in the languages you hire in, with the shift, the location, the qualification and the process named in the first four lines.

    Result: Forwards that reach the right people instead of dying in a group.

  2. The first thirty days on the floor

    Training, nesting, the first live call, and when targets start applying. Written so a new agent knows exactly what is coming.

    Result: Fewer people who vanish in week two without telling anybody.

  3. How quality scoring works, in public

    What is monitored, how a score is built, who reviews it, and how an agent challenges one.

    Result: Agents who trust the scoreboard, which is what your floor manager wanted anyway.

  4. Support after a hard call

    The escalation path for abuse, the break policy, and who an agent tells. Whatever you already do, written down.

    Result: A promise the floor can watch being kept.

  5. The walk-in experience fixed

    Signage, the wait, the form, and what a candidate is told before they leave. Reviewed as part of the branding because it is the branding.

    Result: Candidates who came for one interview and tell others to come.

  6. Referral messages for current agents

    Drafted from what your floor already says about the job, so making a referral needs nobody to write anything.

    Result: An agent forwards the job to a cousin in one tap, with nothing left to explain.

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 call centres and customer service 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. 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
If nobody would refer a friend, can a careers page fix it?
No, and we would tell you to stop. When your own agents will not recommend the floor, the page only widens the gap between the claim and the room. Fix the floor, then publish.
Do you take over our recruitment drives?
No. GullySales does not source candidates, does not run drives and does not handle payroll. We write the posts and the content, and your recruitment team keeps every other part.
Our scripts are non-negotiable. Does that put people off?
It puts off the wrong applicants, which is useful. Say the process is scripted and say where an agent has room. Somebody who wants autonomy leaves in a month, and somebody who wants a clear structure will thank you for saying it.
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.

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.

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