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GullySales
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Employer branding · Banking and financial services

You train a servicing executive and the insurer you place business with hires them.

A broking firm or corporate agency competes for servicing and claims staff with the very insurers it places business with, and loses them to a bigger name and a canteen.

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 bank branch manager and HR colleague reviewing staff records in a branch meeting area

In one paragraph

A broking firm or corporate agency competes for servicing and claims staff with the very insurers it places business with, and loses them to a bigger name and a canteen. GullySales writes the careers page and job posts that make the case only a broker can make, from what your own team says.

Also written for

Insurance brokers, Insurance agencies, Corporate agents.

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 insurance brokers and agencies

Where it usually goes wrong, and what we would do.

  • “Your own market poaches your best people”

    An executive who has serviced a corporate account for two years is known to every underwriter they email. The insurer's offer arrives with a brand the candidate's family recognises, so make your counter-argument before the offer, not after it.

  • “A broker sees the whole market and an insurer sees one product”

    Working across insurers on placement, claims and renewal teaches more in three years than any single company can. Nobody puts that on a careers page because inside the firm it sounds obvious.

  • “Who pays for the qualification”

    Certifications, product training and the qualified person requirements cost money and study time. Whether the firm pays, and whether the time is given, decides more junior hires than salary does.

  • “The claim you fought is your recruitment story”

    Brokers exist for the claim the client would have lost alone. Told with the client's permission and without figures, that is the clearest description of the work a candidate will read.

What we do

What we deliver for insurance brokers and agencies.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A careers page for a firm of your size

    Who the partners are, which accounts the team handles, what a new servicing executive does in the first year and who sits beside them. A small firm's advantage is specific and has to be written specifically.

    Result: Being small stops looking like a lack of options and starts looking like the reason.

  2. Posts for servicing, claims and placement

    Each written with the lines of business, the kind of client and what the person is allowed to decide alone by the end of year one.

    Result: Applicants who know the difference between broking and an insurer's branch job.

  3. The learning path, stated

    Which qualifications the firm supports, what it pays for, what study time is allowed, and what a junior is trusted with in year two.

    Result: The question every good junior asks is answered before the interview.

  4. Partner and team interviews

    Short conversations with the partners and with your longest-serving servicing executive about why the work is interesting and what it costs.

    Result: A page written in the firm's own voice rather than in insurance language.

  5. The counter-offer conversation, written down

    What your partner says when an insurer approaches your best executive. Prepared once, honestly, instead of improvised on a Friday evening phone call.

    Result: The conversation that decides whether they stay is not left to whoever picks up.

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 insurance brokers and agencies

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
Are there rules about what a broker may publish?
Yes, and it is your compliance officer's call. Your firm is registered and the regulator sets limits on how it advertises, so a careers page that drifts into product or performance claims puts your registration at risk, not ours. Keep it about the work and the people, and have your principal officer approve the draft.
We are fifteen people. Is this not something large companies do?
Small firms need it more, because nobody has heard of you and the insurer down the road has a logo everybody knows. The work is small too: one careers page, a handful of posts and interviews with your own team. If you hire one person every two years, skip this and spend the money on the referral.
Do you do the hiring?
No. We are not recruiters or a staffing agency, we screen nobody and payroll is not ours to touch. What we write is what a candidate reads, and what your team says when the counter-offer comes.
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.

Banking and financial services

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