Employer branding · Staffing and recruitment
The chief executive you approached looked your firm up before deciding to reply.
Employer branding for an executive search firm has two readers at once: the associate deciding whether to spend two years mapping industries with you, and the senior candidate you approached who checks the firm before answering. GullySales writes the partner profiles, the careers content and the associate story behind them.
In one paragraph
Employer branding for an executive search firm has two readers at once: the associate deciding whether to spend two years mapping industries with you, and the senior candidate you approached who checks the firm before answering. GullySales writes the partner profiles, the careers content and the associate story behind them.
Also written for
Executive search firms, Leadership hiring firms, Headhunting firms.
Where this sits
For executive search firms
Where it usually goes wrong, and what we would do.
“Your outreach is only as credible as your own site”
A business head who receives your mail opens the firm's page. A partner list four years out of date, or a page with no names on it at all, makes a personal approach look like a mailer and costs you the reply.
“The research associate leaves at the two-year mark”
Usually into an in-house talent team, taking the mapping of an entire sector along. The role was never described honestly in the first place, so the associate joined expecting search and found eighteen months of calls and spreadsheets.
“If only the founder is visible, the firm is one person”
Clients ask who else can run a mandate. Consultants thinking of joining ask whether they will ever have a name of their own here. Both questions have the same answer, and it is a page with more than one profile on it.
“Everybody in this trade knows everybody”
The pool of consultants is small enough that reputation moves at a dinner rather than on a review site. What your last three leavers say at an industry event is your employer brand, and you will not read it anywhere.
What we do
What we deliver for executive search firms.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Current profiles for every consultant
Practice, sectors covered, the kind of mandate each one leads, written to be read by a chief executive who has thirty seconds and is deciding whether to reply.
Result: An approach that reads as a firm with people rather than a database with a licence.
The associate role described honestly
What mapping, sourcing and the first client call actually involve, the hours in a live mandate, and what the two-year mark looks like for somebody who stays.
Result: Associates who joined knowing the work, and who stop being surprised by it.
A path that does not end at senior associate
How research moves to consultant, what carrying a mandate requires, and how the firm shares fees at that level, using your own terms.
Result: A reason to stay past the point where corporate talent teams start calling.
Where your alumni went
A page tracking people who left for in-house roles, treated as a credit to the firm rather than as a wound, and used with their permission.
Result: Former colleagues who hire you, and candidates who see where this leads.
Partner content drawn from an interview
An hour with each partner on what a sector is paying attention to, turned into pieces under their name for the candidates and clients they want.
Result: Visibility for the firm's people without the partners writing anything.
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 executive search firms
- 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 assess leadership for a living. Why hire anyone for this?
Do you run searches or approach candidates for us?
Our partners will not write articles or sit for interviews.
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?
Staffing and recruitment
Employer branding for the rest of the staffing and recruitment.
Or start from employer branding.