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GullySales
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Employer branding · Professional services

Nobody trains for three years to type into a portal all day.

A company secretary or compliance practice hires trainees and executives who are afraid the work is data entry into a government portal rather than board minutes and real secretarial practice.

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.

Professional services colleagues discussing associate workload and progression around a meeting table

In one paragraph

A company secretary or compliance practice hires trainees and executives who are afraid the work is data entry into a government portal rather than board minutes and real secretarial practice. GullySales writes the careers page and role posts that say which of the two your firm does, within the institute's limits.

Also written for

Company secretary firms, Compliance firms, Secretarial practices.

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 company secretary and compliance firms

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

  • “Portal work or practice”

    A trainee's fear is three years of uploading forms. If your firm handles board meetings, listed company compliance, secretarial audit or scheme work, say which, and say who takes a trainee into the board room.

  • “The season is the job and everyone hides it”

    Annual filings, the weeks before a board meeting and the run to the annual general meeting are late nights. Candidates know already, so describing the season and what the firm does about it reads as honesty rather than a warning.

  • “Listed client exposure decides where trainees go”

    A trainee who has worked through a listed company's disclosure obligations is employable everywhere afterwards. If you have that work, it is the strongest sentence on your page.

  • “Your executives leave for the companies they file for”

    The client's own compliance department is the natural next job and it pays better. Say what a person gets in practice that an in-house role will not give them, which is usually range.

What we do

What we deliver for company secretary and compliance firms.

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

  1. A careers page about the work, not the service list

    The kinds of client, the filings and the board work, who checks a trainee's minutes, and what the firm does not take on. Factual, because the institute restricts how a member may present a practice.

    Result: A trainee can tell your firm apart from the one that only files forms.

  2. The training post, written properly

    Intake, the stipend as you pay it, the assignments a trainee is put on, the partner responsible, and leave around examinations.

    Result: Applicants arrive having already read the part most firms leave out.

  3. Season content, written honestly

    What the filing weeks demand and what the firm does for the people working them, whether that is compensatory leave, food, or simply saying thank you properly.

    Result: New joiners are not surprised by their first September.

  4. Interviews with trainees and executives

    Short conversations with somebody halfway through training and somebody who qualified and stayed, published with their agreement.

    Result: Two honest accounts in place of a paragraph about professional excellence.

  5. Alumni notes

    Where your former trainees work now, with their permission. In this profession the alumni sit in your clients' compliance teams, so the same page does two jobs.

    Result: A hiring channel and a client channel from one piece of writing.

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 company secretary and compliance 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. 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
What are we permitted to publish?
The institute restricts advertising and the way a member may describe a practice, and that position is not ours to interpret. It is your certificate of practice at risk, so have the institute's own guidance or your council confirm the draft. Our content stays with roles, the work and the people, with no claims of ranking, size or superiority.
Is this worth it for a practice with a dozen people?
Only if hiring is a repeated problem. If your trainees arrive through the institute and stay the full period, keep your money. If you lose them mid-term to a corporate role, the reason is usually what they were put on in month one, and writing that down truthfully filters for people who want the work.
Do you take over hiring?
No. GullySales does not recruit, interview or employ anybody on your behalf, and stipends and payroll are not our business. We write, and we tell you where your own process is slow.
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.

Professional services

Employer branding for the rest of the professional services.

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