Employer branding · Technology
Your parent is a household name at home and unknown to candidates here.
A global capability centre hires against a brand its candidates have never heard of, for work they cannot tell apart from a support desk. Employer branding is how the India site explains what it owns, and GullySales writes that with the engineers and leaders who are based here.
In one paragraph
A global capability centre hires against a brand its candidates have never heard of, for work they cannot tell apart from a support desk. Employer branding is how the India site explains what it owns, and GullySales writes that with the engineers and leaders who are based here.
Also written for
Global capability centres, GCC, Shared service centres, Captive centres.
Where this sits
For global capability centres
Where it usually goes wrong, and what we would do.
“The parent's name carries no weight in this market”
A hundred-year-old insurer or retailer everybody recognises in its home country is an unknown employer in Bengaluru. Candidates are not being difficult; they have genuinely never encountered you.
“Real engineering or a support desk is the only question”
Whether the India team owns a product area end to end, or runs level-three tickets against a roadmap set elsewhere. It comes up in every interview and your site has never addressed it.
“The global careers site was built for another country”
It lists benefits that do not apply here, runs an application process designed for a different market, and buries the India roles four clicks down. Your recruiters send candidates to it anyway.
“Overlap hours shape the day and go unmentioned”
An eight o'clock stand-up with the parent, or evening calls that run to nine, is simply a fact of the job. Said early it is a trade-off people accept. Said late it looks like something you hid.
What we do
What we deliver for global capability centres.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
An India page that explains the parent in local terms
What the group does, who its customers are and why this work sits here, written for somebody who has never encountered the brand. Not a translation of the global about page.
Result: A candidate can explain your company to their family after one read.
Ownership stated role by role
For each opening, what the India team decides and what it does not, which product area it belongs to, and where the nearest decision-maker sits.
Result: Interviews start from the work instead of from suspicion.
Leader profiles for the people based here
Short profiles of the managers and architects in Bengaluru, with what they run and where they came from. Written from a conversation and approved by them.
Result: Candidates know who they would report to in this country.
Working hours and the meeting pattern, written down
Core overlap, how many evening calls a week, what runs asynchronously, and how the site handles holidays in two countries.
Result: The offer stage stops being where people discover the schedule.
A job post format that survives global approval
One template your India recruiters fill in, already inside the group's brand and legal rules, so a post is not waiting three weeks for a review in another time zone.
Result: Openings go out in days with the India detail still in them.
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 global capability centres
- 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.