Employer branding · Banking and financial services
An engineer checks your outage history before they check your careers page.
A payments company or neobank hires engineers, risk and operations people who research an employer the way they would debug a system: app store reviews, status pages, funding news and whatever a former employee wrote.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A payments company or neobank hires engineers, risk and operations people who research an employer the way they would debug a system: app store reviews, status pages, funding news and whatever a former employee wrote. GullySales writes a careers page that survives that reading.
Also written for
Fintech companies, Payment companies, Neobanks.
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 fintech and payment companies
Where it usually goes wrong, and what we would do.
“Your candidate does due diligence and is good at it”
Somebody joining a company that moves money reads the app store reviews, the status page and the last regulatory notice before the first call. A careers page that mentions none of it is filed as marketing.
“On-call for money at two in the morning”
Settlement runs at night and the pager is real. Describing the rota, the escalation and how often it actually fires attracts a better engineer than any paragraph about culture.
“Compliance is either a cage or a problem, depending on how you write it”
Risk, know-your-customer rules and the regulator's requirements are the interesting constraint in this work, and most careers pages hide them. The engineer who wants that problem is the one who stays.
“Everybody asks about runway and nobody has an agreed answer”
After two years of layoff headlines the question comes in every loop, and each interviewer improvises. Write the answer once and let it be the same from the recruiter to the founder.
What we do
What we deliver for fintech and payment companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that says what you have been through
The outage, the regulatory correction, the pivot, and what changed afterwards. Written plainly and cleared by your compliance and communications people before it appears.
Result: Candidates arrive having read the bad part and not flinching at it.
Engineering posts with the system in them
The stack, the volume you actually run, the on-call rota, what a new engineer ships in the first month. Not a list of years of experience.
Result: Applications from people who wanted this system rather than any job in fintech.
Risk, compliance and operations posts written as real work
Fraud analysts, know-your-customer operations and compliance roles described by the decisions the person owns and who they can overrule.
Result: The team you find hardest to hire stops being advertised as back office.
Engineer interviews, published
Half an hour each with your own engineers about what they built and what broke. Approved by them, quoted as they said it.
Result: Proof from people a candidate can look up on the internet afterwards.
One answer to the money question
What your interviewers say about funding, profitability and headcount plans, written once with your founder and used everywhere.
Result: The question that ends offers stops producing four different answers.
What is already being said about you
We read the job review sites and the anonymous forums properly and list what the careers page and the interview loop should address. We do not post replies pretending to be employees.
Result: You know what your candidate read last night before they walked in.
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.
How it works
How the work runs for fintech and payment 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
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.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- 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.
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.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
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.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Can you get negative employee reviews taken down?
Do you recruit engineers?
Our consumer brand is strong. Why does the employer side need separate work?
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?
Banking and financial services
Employer branding for the rest of the banking and financial 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.