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GullySales
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Employer branding · Staffing and recruitment

Most of your employees have never seen your office or met anyone from it.

Employer branding for a contract staffing firm covers two workforces: the associates deployed on client floors who think they work for the client, and your own payroll, compliance and account teams who are hired against product companies.

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

A mentor helps a new colleague get started at a shared worktable

In one paragraph

Employer branding for a contract staffing firm covers two workforces: the associates deployed on client floors who think they work for the client, and your own payroll, compliance and account teams who are hired against product companies. GullySales writes the careers content and the joining material both groups actually read.

Also written for

Contract staffing companies, Temporary staffing firms, Payroll companies.

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 contract and temporary staffing companies

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

  • “The associate knows you by a payslip and a number that rings out”

    He sits on a client's floor, wears the client's badge and calls that company his employer. His entire experience of you is the date the salary lands, whether the passbook shows the contribution, and who picks up when he calls about a leave.

  • “The first thing every associate asks is about absorption”

    Will the client take me on their rolls, and when. Most firms let the recruiter answer it verbally, differently every time. Writing down what is true, including that it may never happen, costs fewer people in month nine than a vague promise does.

  • “Your own team is hired against companies that pay more”

    A compliance executive or an account manager can move to a product company for a better salary and no client escalations at eleven at night. Here there is no client site to blame and no story on the careers page either.

  • “A candidate searching your name finds a login screen”

    Portals, a Naukri listing and nothing that says who runs the company or how long it has existed. For a firm whose business is trust with other people's salaries, that gap does more damage than it does for anyone else.

What we do

What we deliver for contract and temporary staffing companies.

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

  1. A careers page that names the two tracks

    Roles inside your own company and roles deployed with clients, separated and explained, with who the associate reports to in each case.

    Result: Nobody accepts a deployed role believing it is a desk in your office.

  2. The joining note an associate keeps

    Plain language on the payslip cycle, statutory contributions, leave, who to call for what, and how a grievance is raised, built from your own process documents.

    Result: Fewer calls to the account manager about things a two-page note answers.

  3. The absorption answer, in writing

    What conversion to a client's rolls depends on, who decides it and how it has worked before, stated only where you can stand behind it.

    Result: An expectation set before joining rather than argued about later.

  4. Job posts that say whose floor it is

    The client sector, the location, the contract duration and the reporting line, so a candidate is not surprised on day one by the badge he is handed.

    Result: Candidates who accept a contract role knowing it is one.

  5. Your own people on the page

    Interviews with the payroll, compliance and account staff who have stayed, about the work and the part of it they did not expect.

    Result: A reason for a good compliance hire to look at you twice.

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 contract and temporary staffing companies

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 take over payroll, PF or compliance for us?
No. GullySales does not run payroll, does not handle statutory filings and does not recruit or supply anyone. You are in that business and we are not. We write the careers page, the job posts and the material your associates and staff read.
Associates are on our rolls only technically. Why write anything for them?
Because they name you when they are asked where they work, and because the client's audit asks how they are treated. A firm whose associates say the salary is always on time gets referrals from client floors, which is the cheapest sourcing there is. It works the other way round too. If credit dates are slipping or the passbook is behind, put your money there and not into a page, because a few hundred associates compare dates on their phones every month.
Can you promise associates that the client will absorb them?
No, and neither should your recruiters. We will write what is genuinely true about how conversion works with your clients, and where nothing is certain the page says nothing is certain. A promise you cannot keep is the fastest way to lose the next twenty candidates from the same referral chain.
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.

Staffing and recruitment

Employer branding for the rest of the staffing and recruitment.

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