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Employer branding · Education

Faculty will forgive the teaching load. They will not forgive the accreditation files.

Employer branding for a college or university is what an assistant professor weighs before applying: teaching hours, research support, study leave for a doctorate, and how much of the year goes into accreditation files.

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

School staff discussing the coming term’s timetable and staffing in a staff room

In one paragraph

Employer branding for a college or university is what an assistant professor weighs before applying: teaching hours, research support, study leave for a doctorate, and how much of the year goes into accreditation files. GullySales writes the faculty careers content and the job posts.

Also written for

Engineering colleges, Medical colleges, Management colleges, Universities, Private universities.

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 colleges and universities

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

  • “Your site is an admissions brochure with a jobs tab”

    Placement figures and campus photographs convince a parent. A doctorate holder comparing two offers finds nothing about departments, laboratories or who they would publish with.

  • “Accreditation work is a second job nobody advertises”

    Documentation cycles eat evenings and weekends across a whole department. A college that says how that load is shared is believed on everything else.

  • “Research support is verified by phone in an afternoon”

    Seed grants, conference funding, study leave, and whether the management actually releases people. Faculty confirm all four with somebody who works there before replying to you.

  • “The management's reputation arrives before your advert”

    Delayed salaries, interference in the timetable, sudden department changes. If that story exists in your district, the careers page has to speak to it or stay quiet.

What we do

What we deliver for colleges and universities.

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

  1. Faculty content by department

    Each department's teaching load, laboratories, specialisations, ongoing research, and the people already there.

    Result: A candidate applies to a department rather than to a college, which is how academics actually choose.

  2. Research support with the details filled in

    Seed funding, conference and publication support, the consultancy rules, and what a faculty member keeps.

    Result: Doctorate holders take you seriously as a place to do research.

  3. Study leave and doctoral support stated

    The policy for staff pursuing a doctorate, what is granted, and what commitment is asked in return, written plainly.

    Result: Younger faculty join intending to build a career here rather than pass through.

  4. The accreditation load described

    How documentation is distributed, what the cycle demands, and what administrative support exists for it.

    Result: Faculty arrive prepared, and your heads of department stop having the same argument every October.

  5. Job posts written for academics

    Adverts naming the specialisations wanted, the level, the split between teaching and research, and the selection process.

    Result: Applications from the specialisations your department is short of.

  6. Non-teaching roles given proper adverts

    Laboratory staff, librarians, placement officers and administration, described as careers rather than as vacancies.

    Result: The hires that quietly decide whether a department functions.

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 colleges and universities

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
Do you handle faculty recruitment?
No. GullySales advertises to no database, screens no applicants and touches neither appointments nor pay. The work is content: careers pages, department pages, job posts and staff interviews. One case where we would turn the work down is a college whose salaries have been going out late for months, because by then every faculty room in the district knows. A department page cannot answer that.
Our regulatory obligations affect what we publish. Does that matter?
It does. What a college states about approvals, affiliation and sanctioned posts sits under the rules of your regulator and your affiliating university, so nothing we draft claims a status for you. Your registrar or legal adviser signs off every such line before it goes live.
Is this different from what our admissions agency does?
Completely. Admissions content is aimed at a seventeen-year-old and a parent worried about placement. Faculty content is aimed at somebody with a doctorate comparing two departments, and the two readers have almost nothing in common except your logo.
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.

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.

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