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.
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 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.
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 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, so every later report has an honest comparison.
How it works
How the work runs for EdTech 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 supply candidates or run our hiring funnel?
Should we mention the layoffs?
Our sales targets are demanding. Can we write around that?
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.