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Employer branding · Real estate and construction

A leasing hire asks about the asset and the anchor tenants before asking about you.

Employer branding for a commercial or luxury developer is written for a small number of senior people: leasing and asset managers, engineering leads, and sales staff who close a handful of large deals a year.

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

Construction supervisors and an HR coordinator reviewing crew deployment in a site office

In one paragraph

Employer branding for a commercial or luxury developer is written for a small number of senior people: leasing and asset managers, engineering leads, and sales staff who close a handful of large deals a year. GullySales writes the page and the profiles that reach them.

Also written for

Commercial developers, Luxury real estate developers, Office park developers.

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 commercial and luxury developers

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

  • “Leasing people are judged by the asset, so show them the asset”

    Somebody arriving from an international property consultancy wants the grade, the floor plate, the occupancy story and the anchor tenants. Your careers page offers a photograph of a reception desk.

  • “An engineer joins for the specification”

    The services standard, the certification you are chasing, the consultants on the job and the main contractor. Those are what a good project engineer chooses between, and none of them appear in the job post.

  • “One campus is four years of somebody's working life”

    A candidate asked to give four years to a single asset will ask what happens at handover. If the honest answer is that the team disperses, say so, and say where the last one went.

  • “Selling eight units a year is a different profession from selling eighty”

    A luxury sales hire lives on relationships and a long approach. Advertise with volume-selling language and the person who answers is the wrong one, expensively.

What we do

What we deliver for commercial and luxury developers.

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

  1. A careers page built on the assets

    Each project as a working environment: grade, scale, stage, the consultants and contractors involved, and the roles open on it.

    Result: A senior candidate can judge the job from the page.

  2. Leasing and asset management posts

    Posts naming the asset, the market, the tenant profile, the reporting line and what the mandate actually is.

    Result: You stop competing on adjectives with firms twice your size.

  3. Engineering posts that show the specification

    What the building is being built to, the systems involved, the certification pursued and who signs off, so a project engineer recognises the job.

    Result: Technical hires apply for technical reasons.

  4. What happens after handover

    The written position on redeployment, the asset and facility roles that continue, and where the people from your last completed project went.

    Result: The question every four-year commitment raises is answered before it is asked.

  5. Profiles of the people a senior hire would report to

    Short, accurate profiles of the managing director and the project and leasing heads, written from an interview rather than from a brochure.

    Result: A candidate knows whose desk the reporting line ends at before the first meeting.

  6. The interview process, described

    Who a senior candidate meets, in what order, over how many weeks, and when a decision comes.

    Result: A shortlist of four does not lose two to a faster competitor.

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 commercial and luxury developers

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 search for senior candidates?
No. There is no search, no shortlist and no part in what you pay; GullySales only writes. Your consultant or your own team finds people, and our work decides what they read when they look you up.
We make eight hires a year. Is this proportionate?
For eight junior hires, no, and we would say so. For eight senior hires where one leasing head shapes the asset, the cost of the page is small against a wrong appointment or a good candidate choosing a rival. The volume argument does not apply at this level.
Our chairman does not want to be visible. Does that break it?
It limits it. Senior candidates join people, so a page with no faces asks them to take more on trust than most will. If the chairman will not take part, we build the page around the project and leasing heads instead, and tell you plainly that it works less well than it would.
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.

Real estate and construction

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