Employer branding · Professional services
Your candidate is judging your hiring process, because that is what you sell.
An HR or people advisory firm is bought for its judgement about other companies' hiring, so a candidate treats your own process as the demonstration and scores it accordingly. GullySales writes the careers page and role posts, and puts your own candidate experience in writing so it matches what you tell clients.
In one paragraph
An HR or people advisory firm is bought for its judgement about other companies' hiring, so a candidate treats your own process as the demonstration and scores it accordingly. GullySales writes the careers page and role posts, and puts your own candidate experience in writing so it matches what you tell clients.
Also written for
HR consulting firms, People advisory firms.
Where this sits
For HR consulting firms
Where it usually goes wrong, and what we would do.
“Your hiring process is a live demonstration”
A candidate who waits a fortnight for a reply from a firm that sells hiring advice has learned everything they need. They will say so, to people in your market.
“Utilisation makes the culture page hard to write”
If consultants are measured on billable hours, a page about people first reads as a joke to anybody who has worked in the model. Say what the target is and what the firm does about a thin quarter.
“Your clients hire your consultants”
A client works with your consultant for six months and then makes an offer. That is the trade in this business and pretending otherwise looks naive. Say what path exists inside the firm that a client cannot match.
“Candidates read what your firm publishes”
You write about hiring and culture for a living. A candidate holds that up against your own job post, and the gap between the two is the only thing they remember.
What we do
What we deliver for HR consulting firms.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Your own careers page, done the way you advise clients to do theirs
The roles, what a week looks like, how utilisation works, what a first-year consultant is given to run alone.
Result: A page you would be content to show a client as an example.
Posts for consultants and researchers
The practice area, the client mix, the travel, who reviews the work and how an assignment is staffed.
Result: Applicants who understand the difference between advisory work and an in-house role.
A candidate experience review, written up
We apply for one of your open roles and then wait like anybody else. Every step, every reply and the days between them go into a write-up, with the point a candidate would have walked marked on it.
Result: The demonstration finally matches the pitch.
Consultant interviews with the awkward part left in
What your people tell a friend about the hours, and what made them stay anyway. Published with their agreement.
Result: Credibility with the one audience that cannot be impressed by a culture paragraph.
Your published views against your own practice
We read what your firm has written about hiring and compare it with your job posts, your interview loop and your offer letters, then list every contradiction.
Result: The gap a candidate would have found is closed before they find it.
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 HR consulting firms
- 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.
We advise on employer branding ourselves. Why would we buy it?
Do you compete with us? Do you recruit?
Would you review our process even if it embarrasses us?
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?
Professional services
Employer branding for the rest of the professional services.
Or start from employer branding.