Employer branding · Education
A teacher is asking whether your hoardings will still carry their face next year.
Employer branding for a coaching institute has to face what the sector is known for: results pressure, faculty poached mid-session, and counsellors hired as though the job were academic.
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 coaching institute has to face what the sector is known for: results pressure, faculty poached mid-session, and counsellors hired as though the job were academic. It covers the teaching load, the transfer policy and the use of a teacher's name, and GullySales writes it.
Also written for
Coaching institutes, Test-prep centres, Tuition chains.
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 coaching institutes
Where it usually goes wrong, and what we would do.
“Faculty are traded in this market and they know their price”
A good teacher is approached every season. What keeps them is a written arrangement about batches, transfers and credit, and almost nobody offers one.
“Name and likeness is the argument after somebody leaves”
A teacher's photograph on a hoarding two years after they resigned poisons your reputation with every teacher in the city. Publish the policy and the argument disappears.
“Counselling is sales, so stop calling it academic”
Most of your hiring is counsellors and telecallers, advertised as education roles. People arrive, find a target sheet, and leave inside a month.
“Teachers also ask about the students”
Fourteen-hour schedules for sixteen-year-olds bother good teachers. Where your institute draws that line is something a serious candidate wants to read.
What we do
What we deliver for coaching institutes.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
The teaching role, specified
Contact hours, batch sizes, doubt sessions, test preparation, and how much non-teaching duty sits on a faculty member.
Result: Teachers apply knowing the week, and stop leaving over the parts nobody mentioned.
Transfer and batch policy in writing
Whether a teacher can be moved between centres mid-session, the notice they get, and what happens to their batch.
Result: The thing your best faculty ask about privately, answered in public.
A name and likeness policy
How long the institute uses a teacher's photograph, recordings and result claims after they leave, agreed with your legal adviser and then published.
Result: A reputation among faculty that makes the next hire easier.
Counsellor roles advertised as what they are
The target, the calling, the admission season, the incentive structure, and what a good counsellor earns from it.
Result: People who want a sales career, rather than a month of confusion and a resignation.
Centre staff and operations posts
Front desk, invigilation, logistics and centre management, written in the language the neighbourhood speaks.
Result: Local hiring that does not depend on a board outside the gate.
Faculty interviews on the record
Conversations with teachers who have stayed through three batches about why they did, including the parts they dislike.
Result: Credibility with an audience that assumes every institute is the same.
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 coaching institutes
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.
What can we say about results and selections?
Do you find teachers for us?
Honestly, our hours are long. Will saying so cost us applications?
How long is the contract?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Education
Employer branding for the rest of the education.
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.