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. It covers scripts, quality scoring and abusive callers, and GullySales writes all of it in your floor's own words.
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.
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.
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.
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.
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.
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.
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.
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, 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 call centres and customer service 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.
If nobody would refer a friend, can a careers page fix it?
Do you take over our recruitment drives?
Our scripts are non-negotiable. Does that put people off?
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.