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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.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Creative agency colleagues discussing account workload and career progression in a design studio

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for digital marketing agencies

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
If we publish accounts per person, our competitors will see it.
They will, and they already know. Your competitors are not the reader who matters; the executive comparing three offers is, and one specific number does more than a page of adjectives. If the honest number is embarrassing, the number is the problem rather than the publishing.
Is GullySales taking over our hiring?
No. We write content and nothing else. No candidate sourcing, no interviews on your behalf, no offer letters and no payroll.
We are a marketing agency. Should we not do this ourselves?
Plenty of agencies should, and we say so in the first conversation when the team has the hours to do it. What stops it is that client work outranks internal work every single week, which is why your careers page has been half-written for two years. If your own copywriter can be given a fortnight of protected time, spend that instead of a fee.
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.

Marketing and media services

Employer branding for the rest of the marketing and media services.

Or start from employer branding.

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.

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