Skip to content
GullySales
Tell us what you need

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.

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 developer discussing career progression with an engineering manager and HR partner

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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

Read the full employer branding page

How it works

How the work runs for global capability centres

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
Global HR owns the careers site and we cannot change it.
Then the work goes where candidates actually look, which is the job post, your India presence on LinkedIn and what your engineers say in their own circles. We write those, mark clearly which pieces need group sign-off, and scope the whole thing after we have read your brief and spoken to you, before you commit to anything.
The roadmap is set at headquarters and we execute. Do we say so?
Yes, and then hire the people who want that. Plenty of good engineers prefer a stable, well-run execution site to a startup arguing about direction. A page claiming ownership you do not have gets found out in month two, and that engineer tells ten others.
Do you recruit for our India site?
No. GullySales does not source or screen candidates, never holds a candidate list and does not touch payroll. We write what a candidate reads, and your talent acquisition team runs the hiring. One case where we would tell you not to start: if the India grades are fixed at headquarters and sit under the Bengaluru rate for the same role, that argument belongs with the group, not with a writer.
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.

Technology

Employer branding for the rest of the technology.

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