Employer branding · Marketing and media services
The wedding season ends in February and your crew needs to know what happens next.
Employer branding for an event management company answers the two questions this trade avoids: whether a role is a salaried job or a project engagement, and what the months with no shows look like. GullySales writes the careers page and the job posts that say it first.
In one paragraph
Employer branding for an event management company answers the two questions this trade avoids: whether a role is a salaried job or a project engagement, and what the months with no shows look like. GullySales writes the careers page and the job posts that say it first.
Also written for
Event management companies, Experiential agencies, Wedding planners.
Where this sits
For event management companies
Where it usually goes wrong, and what we would do.
“The trade runs on freelancers and hides it”
Candidates cannot tell from your website whether they are being offered employment or a season of work. The good ones assume the worse answer and take a salaried job elsewhere.
“Your gallery is four hundred photographs of stages”
Clients love it. Somebody of twenty-three deciding between you and a hotel job wants the call sheet, the team size, and who pays for the cab at three in the morning.
“Season is the real contract”
November to February, then the drought, then the corporate calendar. A page that lays out the year is the single most useful thing you can publish for this reader.
“Nobody's family understands the job”
Working every Diwali and every wedding weekend is what a candidate's parents object to. Answer them on the page and you win arguments in houses you will never visit.
What we do
What we deliver for event management companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Permanent and project roles separated
Which positions are salaried, which are engaged per show, and what a freelancer on your regular bench can expect across a year.
Result: Candidates stop discovering the terms on the day they are handed a contract.
The season calendar, published
What the year looks like month by month, when the long days fall, and what the quiet months are used for.
Result: Applicants with a realistic picture, and fewer resignations in March.
Compensatory off in writing
How a twenty-hour show day is settled afterwards, who approves it, and by when.
Result: A promise a supervisor can be held to, which is why people believe the rest of the page.
Safety and site conduct described
Rigging, crowd handling, night load-in, and the rules your crew work to, along with the training you give them.
Result: Parents and candidates see an employer that has thought about this.
Job posts for crew, not only for office roles
Adverts for production, technical and on-ground staff written in plain language, sized for a phone, and posted where crew actually look.
Result: Applications from people who can do the work rather than from people with a portfolio.
Your own crew on the record
Short interviews with people who have done three seasons, about why they stayed and what they would change.
Result: A page that reads like a crew room rather than a brochure.
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 event management 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.
Do you supply crew or manpower?
We hire mostly by word of mouth. Why write anything?
Our off-season is genuinely thin. Should that go on the page?
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?
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