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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.

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

Creative agency colleagues discussing account workload and career progression in a design studio

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

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

Read the full employer branding page

How it works

How the work runs for event management 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 supply crew or manpower?
Not at all. GullySales keeps no bench of freelancers, holds no manpower licence and plays no part in your payments to crew. The work here is the page, the posts and the employee interviews.
We hire mostly by word of mouth. Why write anything?
Because word of mouth already carries your reputation and you have no say in the version being carried. A written page gives your own crew something to forward when a friend asks, which is how this trade hires. But if you run four shows a year with the same eight people and nobody new is joining, this is not for you. Buy it when the bench has to grow.
Our off-season is genuinely thin. Should that go on the page?
Yes, with whatever you do about it: retainer work, the corporate calendar, maintenance weeks, training. If there is nothing, the honest line is that these are seasonal roles, and people who take them on that basis do not resign in February.
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.

Marketing and media services

Employer branding for the rest of the marketing and media services.

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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