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Employer branding · Workspace

You sell flexible work and your community manager has the least flexible day.

Employer branding for a co-working or managed office company is about the people who open the centre and lock it up: community managers, centre sales and facilities staff whose day is fixed while every member's is not.

Tell us what you needor call +91 80958 58589

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 co-working or managed office company is about the people who open the centre and lock it up: community managers, centre sales and facilities staff whose day is fixed while every member's is not. GullySales writes the careers content and the centre stories behind it.

Also written for

Co-working companies, Managed office companies, Business centres.

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 co-working and managed office companies

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

  • “Your member companies are recruiting from your own floor”

    A community manager meets thirty employers a week and every one of them has seen her handle a crisis. She is the easiest hire in the building for a start-up on the third floor, and you will hear about it the day she resigns.

  • “The job is three jobs with one title”

    Sales tours, facilities escalations, events, billing chases and the member who wants the air conditioning changed. The title says community associate and the work says centre manager, and candidates work that out in the first fortnight.

  • “The centre opens before members arrive and closes after they go”

    Eight in the morning to nine at night, Saturdays for a launch event, and no working from home in a business that sells working from anywhere. That contradiction is not a reason to avoid writing, it is the thing to be straight about.

  • “Centre sales is judged on occupancy and never told how leads arrive”

    Broker enquiries, platform listings, walk-ins and member referrals reach the centre in different proportions at every location. A sales hire who was not told which mix she is inheriting blames herself, then leaves.

What we do

What we deliver for co-working and managed office 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 describes the centre day

    Opening, tours, escalations, events and closing, written as the shape of a real day at a real centre rather than as a list of responsibilities.

    Result: The people who apply already know what the hours are.

  2. One post per role, with the location

    Community, centre sales, facilities and housekeeping written separately, naming the building, the number of desks and how many members the role covers.

    Result: Candidates who can judge the size of the job before the interview.

  3. The path from community associate onwards

    How somebody reaches centre manager, then a cluster, what each step pays attention to, and how long it has taken people who did it.

    Result: A reason to stay past the year when a member company starts calling.

  4. Community managers on record

    Interviews about a difficult day at a centre and what they were trusted to decide, used with their names on your own channels.

    Result: Hospitality graduates see a role with judgement in it, not a reception desk.

  5. Referral material for members and staff

    Short, honest notes your team and your member companies can pass on when a centre is opening, including the hours and the location.

    Result: Applications from the network that already knows how your centres run.

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 co-working and managed office 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
Our community managers leave within a year. Will this change that?
Only partly, and only if the role itself is fixed. If one person is doing sales, facilities and events on a front-desk salary, a careers page simply recruits the next person into the same job. Where the role is sound and badly described, this work makes a real difference, and we will tell you in the first conversation which of the two you have.
Do you hire community managers or handle the interviews?
No. GullySales does not recruit, does not supply candidates and does not sit in your hiring process. We write the careers page, the role descriptions and the staff interviews that go with them.
Members poach our staff. Should we say anything about that publicly?
Say what somebody builds by staying, which is the part a single start-up cannot offer: several centres, a cluster to grow into, and members across a dozen industries. Do not write anything bitter about members, because your staff read the page too and they know exactly who is being described.
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.

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.

Tell us what you need