Employer branding · Media and entertainment
An artist judges your studio by what you post, not by what you claim.
Employer branding for a gaming or entertainment company is what a developer, artist or live-ops lead can verify about you: what shipped, whose name was on it, and what a release week does to the calendar. GullySales writes the careers content and the studio stories from the people who built the last title.
In one paragraph
Employer branding for a gaming or entertainment company is what a developer, artist or live-ops lead can verify about you: what shipped, whose name was on it, and what a release week does to the calendar. GullySales writes the careers content and the studio stories from the people who built the last title.
Also written for
Entertainment companies, Gaming companies, Esports companies.
For entertainment and gaming companies
Where it usually goes wrong, and what we would do.
“Credits are the currency and most studios hoard them”
A developer wants to know what went live, how many people played it, and whether his name appears anywhere. A studio that ships without crediting anyone is asking artists to spend two years on something they cannot show at the next interview.
“Crunch is asked about after the offer and never before”
Candidates sit through the whole process without mentioning it, then ring somebody who worked there. Putting your actual position on release weeks in writing turns the one question you cannot control into something you said first.
“Which product line the role sits on now matters”
The rules around real-money gaming have moved and candidates follow that news as closely as you do. A post that just says game developer leaves them guessing about the part of the business they would be joining, so the careful ones do not apply.
“Your art is your recruiting and it is sitting in a drive”
Artists look at what a studio puts on its own portfolio pages and in art communities. Finished work locked behind a client agreement recruits nobody, while a single breakdown post brings applications for a month.
What we do
What we deliver for entertainment and gaming companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page built around what shipped
Titles, platforms, the team size behind each, and what is being worked on now to the extent you can say it, checked by your studio head.
Result: A developer can judge the studio on evidence rather than adjectives.
A written position on release weeks
What happens in the run-up to a launch, how hours are handled and compensated, and what you do differently since the last one.
Result: The question every candidate asks a former employee is already answered.
Posts written per discipline
Art, game design, engineering, live operations, community and esports operations described in their own vocabulary, with the product line named.
Result: Applications from people who understood the brief and the business.
Art and development breakdowns as recruiting
Process pieces from your artists and engineers, published under their names with whatever the agreements allow, drawn from short interviews rather than written by them.
Result: Candidates who arrive already familiar with how your team works.
The community turned into a referral route
Simple material your players and your own team can pass on, since the people who already love the product are the easiest hires you will make.
Result: Applicants who do not need convincing about the game.
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 entertainment and gaming 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.
We cannot talk about what is in development. Does this still work?
Do you recruit developers or artists for us?
Our team says crunch is unavoidable before a launch. Do we admit 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?
Media and entertainment
Employer branding for the rest of the media and entertainment.
Or start from employer branding.