Employer branding · Technology
Your best analysts leave because of the shift, not because of the work.
Employer branding for a cybersecurity company is the awkward case: client agreements stop you describing the work, so the careers page says nothing and an analyst learns the shift pattern in the final round.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for a cybersecurity company is the awkward case: client agreements stop you describing the work, so the careers page says nothing and an analyst learns the shift pattern in the final round. GullySales writes what can be said, from the people on the floor saying it.
Also written for
Cybersecurity companies, Security operations 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 cybersecurity companies
Where it usually goes wrong, and what we would do.
“Confidentiality has become an excuse for saying nothing”
You cannot name a client or an incident. You can describe the sector, the class of tooling, the tier structure and the hours, and none of that breaches a clause. Most security firms publish a logo wall and a contact form instead.
“SOC analyst hides the whole question”
Is this a 24 by 7 tier-one queue, a detection engineering seat, or a consultant writing reports for audits? Somebody who has already done the first one needs to know before applying whether they are going back.
“The way out of tier one is what they are buying”
Nobody plans to triage alerts for four years. What the move to tier two requires, who assesses it and how long it has taken people here is exactly what candidates ask each other about you.
“Background checks surprise people at the end”
Security firms vet more deeply than most employers, and somebody told at the offer stage feels accused. Said at the start, it is simply part of the trade.
What we do
What we deliver for cybersecurity companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A description of the work that breaches nothing
What your teams defend, in which sectors, with which classes of tooling, at what tier. Reviewed by whoever signs your client agreements before it goes anywhere near the site.
Result: A careers page with something on it, and no clause broken.
Shift patterns written out
The rota, the length of a night run, the week-off pattern, transport and what a handover looks like. From the analysts working it rather than from the policy.
Result: Applicants who accepted the hours you actually run before they applied.
The tier-one to tier-two path
What the next role needs, who assesses it, and what the analysts already there did to get there. Named people, with their agreement.
Result: A candidate can picture a second year here, which is the year you keep losing.
Certification and lab support, stated
Which certifications the company funds, which exams it has paid for, and what research or home-lab time exists. Nothing promised that finance has not agreed.
Result: A concrete answer to the question every analyst asks.
Vetting explained before the first interview
What the background check covers, how long it takes and why a security firm runs it. Confirmed with your own counsel, since what an employer may collect is not ours to state.
Result: Nobody walks away at the offer stage feeling they were investigated.
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 cybersecurity 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
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.
Do you place analysts with us?
Our client agreements are strict. Who approves what we publish?
The night shift is why people leave. Can a careers page fix it?
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?
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.