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GullySales
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Employer branding · Professional services

Two years of your best work, and a designer cannot show a line of it.

Employer branding for a product or industrial design studio answers what a designer asks before joining: whose projects, how much of the work reaches tooling, and what they will be allowed to put in a portfolio.

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

Employer branding for a product or industrial design studio answers what a designer asks before joining: whose projects, how much of the work reaches tooling, and what they will be allowed to put in a portfolio. GullySales writes the careers page and job posts that answer it honestly.

Also written for

Design studios, Product design studios, Industrial design firms.

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 design studios

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

  • “The portfolio problem cuts both ways”

    A designer's next job depends on what they can show. If every client contract bars publication, a talented person leaves after two years with nothing to prove they were here.

  • “Designers want to know what got made”

    Renders and concept decks fill a studio website. The question in the interview is which of those projects reached a mould, and how many died in a client review.

  • “Students choose on the workshop”

    A graduate asks whether there is a printer they can use, a model-making bench, and somebody senior who will sit and sketch with them. Salary is the second question.

  • “Free labour has a name now”

    Intern stipends travel through student groups faster than any careers page loads. A studio that pays badly and says nothing has already been reviewed.

What we do

What we deliver for design studios.

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

  1. A page about the studio, not the clients

    The benches, the machines, the software, the size of a project team, and the way a brief moves from sketch to handover.

    Result: A graduate picks your studio for reasons they can name instead of for one project they saw online.

  2. The portfolio and confidentiality policy

    What a designer may show after they leave, what needs client permission, and who asks for it. Decided with your contracts open in front of you, then stated publicly.

    Result: The strongest candidates stop treating your studio as a career dead end.

  3. Job posts that describe the brief

    A consumer appliance programme and a medical device programme demand different people. Each post names the category, the stage, and the standard the work is held to.

    Result: Applicants who have done this category apply, and the rest rule themselves out.

  4. Internship terms in public

    Stipend, duration, the review at the end, and what a student will genuinely be given to do. Written so a placement cell can forward it without ringing you.

    Result: Your studio gets onto the list design schools circulate.

  5. Senior designers made visible

    Short profiles of the people who lead projects, with the categories they have worked in, so an applicant knows who they would learn from.

    Result: A mid-level designer joins for a person rather than for a logo.

  6. What leaving looks like, said plainly

    Where designers go after three or four years, and whether you help them get there. Most studios write as though nobody has ever left, which no designer believes.

    Result: Alumni who recommend you instead of warning others off.

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 design studios

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
Most of our work is under NDA. Can we still do this?
Yes, and the NDA is the story. Say which categories you work in, what stage of the process the studio owns, and exactly what a designer may show later. A clear answer to that last one is rarer than a good portfolio.
Can you send us designers?
No. GullySales does not recruit, does not screen CVs and never touches payroll. Our part is what a designer reads before they decide to apply to you.
Our interns are unpaid. Should we put that on the page?
Put the stipend up first, then the page. An unpaid internship published plainly is an advert for how the studio treats junior people, and the design schools whose students you want will read it that way. If the stipend is not changing, do not spend on this: nothing we write will get you past a placement cell that has already decided.
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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