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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.

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

A mentor helps a new colleague get started at a shared worktable

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.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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

Read the full employer branding page

How it works

How the work runs for entertainment and gaming 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. 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
We cannot talk about what is in development. Does this still work?
Yes, by talking about the last thing that shipped and about how the team works day to day. Studios under strict agreements still describe their pipeline, their review culture and their people. What they cannot do is fill the gap with slogans, because this audience reads those instantly.
Do you recruit developers or artists for us?
No. GullySales does not hire, source or place anyone, holds no portfolios and has nothing to do with payroll or contracts. We write the careers page, the job posts and the content that gives your studio something to be judged on. Skip it if you have shipped nothing you can name and credit nobody by policy. There is nothing to write from. An artist will see that in a minute.
Our team says crunch is unavoidable before a launch. Do we admit that?
Say it in your own words and say what you do about it, including time off afterwards or extra pay if that is the arrangement. Candidates in this trade assume crunch already. The studios that lose people are the ones that denied it and then proved themselves wrong in month four.
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.

Media and entertainment

Employer branding for the rest of the media and entertainment.

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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