Employer branding · Marketing and media services
Accounts per person is the number a performance marketer actually wants.
Employer branding for a performance or SEO agency answers the question every candidate asks a friend first: how many accounts per executive, what budgets they touch, and whether anybody stays past a year. GullySales writes the careers page and job posts that answer it in your own numbers.
In one paragraph
Employer branding for a performance or SEO agency answers the question every candidate asks a friend first: how many accounts per executive, what budgets they touch, and whether anybody stays past a year. GullySales writes the careers page and job posts that answer it in your own numbers.
Also written for
Digital marketing agencies, Performance marketing agencies, SEO agencies.
Where this sits
For digital marketing agencies
Where it usually goes wrong, and what we would do.
“The whole trade is judged by its worst employer”
A candidate assumes twelve accounts, no process and a resignation by Diwali, because somebody they know lived it. Your page starts from behind whether you like it or not.
“Nobody applies to a dynamic fast-growing agency”
That phrase sits on every job board in the country. A post naming the account count, the ad spend under management and the tools gets read to the end.
“Certification is what a junior is buying”
A twenty-three-year-old executive is trading two years for skills they can take anywhere. If you fund exams, give live account access, or let them run a test budget, say so.
“Your own search ranking works for clients, not for jobs”
You rank for the services you sell and nowhere for what it is like to work there. The first thing a candidate finds is a review site you do not control.
What we do
What we deliver for digital marketing agencies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
The account load, published
How many clients an executive handles, what a team looks like around them, and where the line sits before you hire again.
Result: Applicants stop assuming the worst, which is what they do now.
Budgets and platforms named
The monthly spend a media buyer would work with, the platforms in daily use, and the reporting stack, stated at whatever level your contracts allow.
Result: Buyers who have handled that scale apply, and the ones who have not know what they are walking into.
A learning path with a cost attached
Which certifications you pay for, what training time exists inside working hours, and who a new joiner shadows for the first month.
Result: Juniors take your offer over one paying two thousand more.
Job posts per role, not per agency
Separate posts for paid media, search, content and analytics, each describing the work and who checks it.
Result: Fewer wrong applications and less time lost screening them.
The exit question answered
What happens to people who leave, and what you do for somebody who wants a brand-side job in three years. Pretending nobody leaves an agency convinces no one.
Result: Candidates who plan to stay two years and give you both of them properly.
What the team says about the crunch
Month-end reporting, client escalations, and the weeks when a campaign goes wrong. Recorded from your staff and used as spoken.
Result: A careers page that matches what a candidate hears on the phone.
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 digital marketing agencies
- 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 a studio brings us in for its own pipeline.
Marketing and sales, as one job
We work the part after the enquiry as well: the reply, the follow-up, the proposal and the CRM your own pipeline runs on.
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.
If we publish accounts per person, our competitors will see it.
Is GullySales taking over our hiring?
We are a marketing agency. Should we not do this ourselves?
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?
Marketing and media services
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