Skip to content
GullySales
Tell us what you need

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.

Tell us what you needor call +91 80958 58589

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 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.

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 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 A partner list four years out of date, or a page with no names on it at all, makes a personal approach look like a mailer and costs you the reply.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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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

Read the full employer branding page

How it works

How the work runs for executive search firms

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 assess leadership for a living. Why hire anyone for this?
Judging a candidate and writing about your own firm are different skills, and partners are the worst people to describe their own practice. The awkward part is that your website is usually the oldest thing in the business while you advise clients on how they present themselves.
Do you run searches or approach candidates for us?
No. GullySales does not headhunt, does not maintain a candidate database and does not place anyone. Our side is the writing and the positioning, which keeps us out of your business entirely.
Our partners will not write articles or sit for interviews.
Then spend the money elsewhere. This work needs an hour or so with the person whose name goes on the page, and drafts nobody reads before publication are worse than nothing. If one partner will commit and the rest will not, start with the one.
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.

Staffing and recruitment

Employer branding for the rest of the staffing and recruitment.

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.

Tell us what you need