Employer branding · Education
Candidates read what your former employees posted before they open your careers page.
Employer branding for an EdTech company is written against what former employees have already posted: the sales targets, the layoff rounds, and the question of runway. It covers the sales floor, the engineering work and the teaching roles, and GullySales writes the careers content.
In one paragraph
Employer branding for an EdTech company is written against what former employees have already posted: the sales targets, the layoff rounds, and the question of runway. It covers the sales floor, the engineering work and the teaching roles, and GullySales writes the careers content.
Also written for
EdTech companies, Online learning companies.
Where this sits
For EdTech companies
Where it usually goes wrong, and what we would do.
“The sector's last three years are the first thing a candidate reads”
Layoffs, hard selling to parents, and centres that shut are all searchable. A careers page ignoring the record reads like a company hoping you did not check.
“The sales role is the one carrying the reputation”
Business development jobs in this trade come with a story about scripts, pressure and instalment conversations in somebody's living room. Describe your actual process or the story fills the gap.
“Engineers are asking about the product, not the perks”
Whether they would build a real platform or a funnel with a video player. What a live class does to the system, and who carries the pager at eight in the evening, tells them more than a benefits list.
“Teachers and creators are hired like content vendors”
The people who make the lessons are usually the least described on the site. Say what a creator owns, who reviews it, and whether their name stays on the work.
What we do
What we deliver for EdTech companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
The commercial role described exactly
What a business development associate does in a day, the target, the script policy, the travel, and what your company will not ask them to do.
Result: Applicants who choose sales with their eyes open, and fewer exits inside a quarter.
Engineering content with the stack in it
The platform, the scale of live sessions, the on-call arrangement, and what the team has shipped recently.
Result: Engineers who were filtering you out on reputation read further.
The company's position, stated by you
Stage, funding position and business model, in whatever terms your board approves. We publish your statement and invent no figure.
Result: Candidates stop assuming the worst version of your runway.
Content and teaching roles given weight
What a subject expert creates, who reviews it, the credit policy, and how a teacher's classes are used afterwards.
Result: Educators who could go back to a classroom pick you instead.
A response to the public record
A plain account of what changed after a restructuring, what the company learned, and how it hires now. Agreed with your leadership before a word goes live.
Result: The search result stops being the last word on you.
Job posts that read as though your product team wrote them
Roles written with the hiring manager, naming the problem the person would own in their first quarter.
Result: Applications from people who understood the job.
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 EdTech companies
- 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 owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
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.