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. GullySales writes the careers content and the joining material both groups actually read.
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.
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.
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.
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.
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.
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.
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, 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 contract and temporary staffing companies
- 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 take over payroll, PF or compliance for us?
Associates are on our rolls only technically. Why write anything for them?
Can you promise associates that the client will absorb them?
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?
Staffing and recruitment
Employer branding for the rest of the staffing and recruitment.
Or start from employer branding.