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. GullySales writes the page and the profiles that reach them.
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.
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.
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.
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.
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.
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.
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.
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, 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 commercial and luxury developers
- 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.
Do you search for senior candidates?
We make eight hires a year. Is this proportionate?
Our chairman does not want to be visible. Does that break it?
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?
Real estate and construction
Employer branding for the rest of the real estate and construction.
Or start from employer branding.