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GullySales
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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.

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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

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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

Read the full employer branding page

How it works

How the work runs for funded startups and scale-ups

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
Can you improve our rating on the review sites?
No, and be wary of anybody who says they can. Reviews come from people who worked there, and organising them is both visible and permanent. What can change is the gap between what you advertise and what a joiner finds, and we report applications per open role against the baseline taken before we start.
Do you manage our hiring pipeline or the applicant system?
No. We do not recruit, screen, schedule or touch your applicant tracking system, and payroll and offers are nothing to do with us. We write the material your team publishes.
Are we hiring forty people because the work exists, or because the board expects growth?
If it is the second, this is the wrong purchase and we will say so. Employer branding fills roles faster; it cannot tell you whether the roles should exist. That answer sits in your plan, not on your careers page.
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.

Startups

Employer branding for the rest of the startups.

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.

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