Employer branding · Startups
Forty open roles written by twelve managers read like twelve companies.
After a round closes, a scale-up hires faster than it can describe itself, and candidates read the funding news and the layoff news side by side. Employer branding puts one honest account behind every open role, and GullySales builds it from the teams that are actually hiring.
In one paragraph
After a round closes, a scale-up hires faster than it can describe itself, and candidates read the funding news and the layoff news side by side. Employer branding puts one honest account behind every open role, and GullySales builds it from the teams that are actually hiring.
Also written for
Funded startups, Scale-ups, Venture-backed companies, Unicorn companies.
Where this sits
For funded startups and scale-ups
Where it usually goes wrong, and what we would do.
“Every hiring manager writes their own version of the company”
One post promises autonomy, the next promises structure, a third opens with the size of the round. Somebody comparing two of your roles finds two different employers and trusts neither.
“The funding announcement brought the wrong applications”
Volume arrives and quality does not, so your recruiters spend the quarter filtering. People drawn in by a headline number leave when the next headline is less flattering.
“Candidates read the layoff news before the careers page”
Whatever happened in your sector, or at your company, is the first search result and your site does not mention it. Saying nothing is read as confirmation.
“Five rounds, and good candidates walk out at three”
A loop designed when you hired one person a month does not survive hiring fifteen. The people with other offers leave first, so the process is filtering for patience rather than skill.
What we do
What we deliver for funded startups and scale-ups.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
One post format every manager fills in
A single structure covering the role, the team, the first ninety days and the loop, so fifteen simultaneous openings sound like one company.
Result: Candidates comparing two of your roles get a consistent picture.
Careers content per function, not per company
Engineering, sales, operations and support each described by whoever runs them. A support hire and a platform hire are not persuaded by the same paragraph.
Result: Each team's page answers the questions that team's candidates ask.
The interview loop published
Rounds, who sits in each, what is assessed and how long the whole thing takes. Agreed with your talent team first, because publishing it turns it into a commitment.
Result: Fewer candidates going quiet between rounds.
A line on the news, agreed in advance
What your managers say when a candidate asks about the last restructuring or the funding story, written once with your communications team so twelve people do not improvise twelve answers.
Result: Nobody in an interview invents something under pressure.
Employee stories from the teams that are hiring
Short accounts from people who joined in the last year, including what surprised them. Reviewed by them and published the way they left it.
Result: Proof from a recent joiner rather than from a founder.
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 funded startups and scale-ups
- 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.
Can you improve our rating on the review sites?
Do you manage our hiring pipeline or the applicant system?
Are we hiring forty people because the work exists, or because the board expects growth?
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?
Startups
Employer branding for the rest of the startups.
Or start from employer branding.