Employer branding · Professional services
An analyst joins for the work, and leaves when the work turns out to be slides.
A management or boutique consultancy hires analysts and experienced consultants who are weighing your name against a firm everyone has heard of, and the only argument you can win on is the work itself.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A management or boutique consultancy hires analysts and experienced consultants who are weighing your name against a firm everyone has heard of, and the only argument you can win on is the work itself. GullySales writes the careers page and role posts that describe which clients, which room and who a consultant sits in front of.
Also written for
Management consulting firms, Business consulting firms, Boutique consultancies.
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 management and business consulting firms
Where it usually goes wrong, and what we would do.
“Your advantage is the room, and nobody describes the room”
In a small firm an analyst is across the table from the promoter by the second month. At a large one they are three layers down. That is the whole argument, and most boutique careers pages spend it on a mission statement.
“Candidates plan their exit before they join”
Everyone in this trade knows the job is a few years long. A firm that says where its alumni went, with their permission, is more attractive than one pretending nobody leaves.
“Say what kind of consulting it actually is”
If most of the revenue is process documentation, subsidy applications or compliance filing, an analyst hired on the word strategy goes within the year. Describing the real mix costs you applications and saves you the expensive ones.
“Travel and the bench”
Six weeks in a plant outside Sanand, or three weeks with nothing allocated and nobody explaining why. Both are normal in this work and both are discovered late.
What we do
What we deliver for management and business consulting firms.
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 projects, not values
Anonymous project descriptions: the sector, the question asked, who was in the room, what the team did for eight weeks. As much detail as your engagement letters allow.
Result: A candidate can picture a Tuesday here before deciding.
Role posts by level
Analyst, consultant, engagement manager. What each one owns, how work is allocated, who reviews it and how often.
Result: Experienced hires stop applying for the wrong level and wasting two interviews.
Alumni and progression content
Where people who left went next, published with their agreement, and how long each internal step has taken for real people at the firm.
Result: The question every candidate asks last gets answered first.
Interviews with your consultants, including a difficult one
The person who nearly left last year has the most useful thing to say. We ask, and publish whatever you are willing to publish.
Result: A page nobody could have written without working here.
Where your offers go cold, step by step
Case interviews that stretch across four weeks kill boutique offers, because the larger firm has already closed. We map your steps and count the days each one takes.
Result: You can see which round loses you people, instead of putting it down to the pay.
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 management and business consulting firms
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.
We cannot name our clients.
Do you recruit consultants?
We hire two or three people a year. Is this worth the money?
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?
Professional services
Employer branding for the rest of the professional services.
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.