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. GullySales writes the careers page and job posts that make the case only a broker can make, from what your own team says.
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.
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.
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.
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.
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.
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.
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, 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 insurance brokers and agencies
- 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.
Are there rules about what a broker may publish?
We are fifteen people. Is this not something large companies do?
Do you do the hiring?
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?
Banking and financial services
Employer branding for the rest of the banking and financial services.
Or start from employer branding.