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Employer branding · Technology

Consultants join for the product and leave because of the go-live weeks.

For an ERP or CRM implementation company, employer branding covers what the job description leaves out: the products and versions you implement, the weeks spent at a client site, and who pays for certification.

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

A developer discussing career progression with an engineering manager and HR partner

In one paragraph

For an ERP or CRM implementation company, employer branding covers what the job description leaves out: the products and versions you implement, the weeks spent at a client site, and who pays for certification. GullySales writes that with the consultants who run your go-lives.

Also written for

ERP companies, CRM companies, Business software 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 ERP and CRM companies

Where it usually goes wrong, and what we would do.

  • “Functional, technical and support read the same in your post”

    A consultant configuring finance, a developer writing extensions and an engineer on an overnight support desk are three careers. Candidates apply to the wrong one, interview badly, and a week is wasted on both sides.

  • “Travel is agreed verbally and remembered differently”

    How many weeks on site, in which cities, and who books what. A consultant with a young child decides on this before salary, and hears about it after the second round.

  • “Go-live weeks are the job and stay unmentioned”

    Month-end cutover, a weekend in the client's office, the phone on at two in the morning. Everybody in the trade knows it happens. A company that describes it plainly looks honest rather than harsh.

  • “Four years on one module is a career risk”

    Good consultants leave because they can see themselves stuck on a single module while the product moves on around them. What rotation exists, and what upgrade work is coming, decides whether they stay.

What we do

What we deliver for ERP and CRM companies.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. Careers page built around the products you implement

    The suites, the versions, the industries your clients sit in and the shape of a typical implementation team. Written from your delivery leads.

    Result: A consultant can see whether their experience fits before the first call.

  2. Separate posts for functional, technical and support roles

    Each with the modules involved, the client contact expected and the hours. Written once and used by every manager who opens a role.

    Result: Applications land against the right seat.

  3. A travel and cutover section

    What a project month looks like on site, how long a typical deployment runs, and what the company does about the weeks nobody enjoys. Nothing promised that your delivery plan cannot hold.

    Result: Candidates accept the trade instead of discovering it.

  4. Certification policy in writing

    Which exams the company funds, when somebody becomes eligible, and what happens if they leave soon after passing. Confirmed with your finance and HR.

    Result: A clear answer to the question consultants weigh between two offers.

  5. Consultant stories about a difficult implementation

    One account of a project that overran and what the team did about it. Approved by the consultant and cleared of anything that identifies the client.

    Result: Proof that you talk about delivery honestly, which is what a senior consultant is testing for.

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 ERP and CRM 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
Do you place consultants or handle the offer process?
No. We do not recruit, contact candidates, or touch payroll, offers and paperwork. The careers page, the posts and the employee material are ours; the hiring is yours.
Can we say travel is around a third of the year?
Only if your delivery heads will stand behind that number every month. We will not put a figure on your page that cannot be traced to your own records, and a consultant told a third who lives two thirds is already writing about it somewhere.
We staff mostly through subcontractors. Is this the wrong spend?
If partner firms do the delivery and you add two people a year of your own, then yes, and we will say so after the first conversation. This earns its keep when your own bench is growing and the same four questions come up in every interview.
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 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.

Technology

Employer branding for the rest of the technology.

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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