Skip to content
GullySales
Tell us what you need

Employer branding · Technology

Nobody joins a platform team without first asking who carries the pager.

On-call is what an engineer wants to know about a cloud or DevOps company, and employer branding is where that gets answered: rota size, escalation, and whether the job builds a platform or works a ticket queue.

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.

A developer discussing career progression with an engineering manager and HR partner

In one paragraph

On-call is what an engineer wants to know about a cloud or DevOps company, and employer branding is where that gets answered: rota size, escalation, and whether the job builds a platform or works a ticket queue. GullySales writes it with the engineers who are on the rota.

Also written for

Cloud services companies, DevOps companies, Platform engineering companies.

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 cloud and DevOps companies

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

  • “On-call decides the offer and never appears on the site”

    How many engineers share the rota, how often a week comes round, what happens after a three o'clock page and whether the next day is off. Anyone who has been burned once asks all of it, and your page answers none of it.

  • “DevOps engineer covers four separate jobs”

    Building a deployment platform, running a managed services desk for clients, writing Terraform for one product, and chasing cloud bills are different careers. The title is identical in all four posts.

  • “The tool list has replaced the job description”

    Kubernetes, Terraform, Jenkins and eleven more, with nothing about what runs on them or who it serves. A platform engineer reads that and cannot tell whether anything here was designed.

  • “Certifications and lab time are promised verbally”

    Somebody in round two says the company pays for the associate exam, and nobody writes it down. An engineer comparing two offers counts what is in writing.

What we do

What we deliver for cloud and DevOps companies.

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

  1. The on-call section of your careers page

    Rota size, how often it turns, escalation, compensation and what your last serious incident changed. Written with the engineers who were awake for it.

    Result: The hardest question in the interview is already answered on the page, in your own words.

  2. Roles separated by what they actually run

    A post for the platform team, a post for the managed services desk, a post for the client-facing consultant. Each says who calls you, and about what.

    Result: Engineers apply to the job they want instead of to a title.

  3. An incident write-up a candidate can read

    One anonymised account of something that broke, what happened in the room and what changed afterwards. No client named and no blame attached. For example, a night when a database failover stalled, the escalation that followed, and the alert the team rewrote the next week.

    Result: A candidate can see how your team reviews an outage without anybody being hung out to dry.

  4. Learning and certification policy in writing

    What the company funds, which exams, whose approval it needs and what happens when somebody fails the first attempt.

    Result: An engineer weighing two offers has something concrete to compare.

  5. Referral lines for a small, closed circle

    Engineers often hear about a job from someone they worked with before, not from a board. We write short, plain messages your team will send without embarrassment, such as a note to a former colleague who is not looking.

    Result: Your engineers have something ready to forward when an opening comes up.

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 cloud and DevOps 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
Our on-call is rough at the moment. Do we admit that?
Say it, with what you are doing about it and by when. An engineer forgives a hard rota described honestly and never forgives discovering it in week two. If nothing is changing, wait: we would rather record that in the first conversation than write a page that works as a trap.
Do you post our jobs and handle applicants?
No. We write the posts, your team publishes them on whichever board you use, and every application, interview and offer stays with you. We do not recruit and we never contact a candidate.
Can you improve what people say about us online?
Not by posting anything. What a former engineer writes about a rota is theirs, and buying or coaching reviews is a quick way to lose the trust of the exact people you want to hire. The only lever is changing the work, then saying what changed.
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.

Technology

Employer branding for the rest of the technology.

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.

Tell us what you need