Employer branding · Banking and financial services
Half your new joiners thought the job was insurance, not recruiting agents.
A life, general or health insurer hires in volume across branches, and much of what goes wrong in the first year starts with one thing: the role in the post did not match the role on the floor. GullySales writes careers content that describes agency, claims and branch work as it actually is.
In one paragraph
A life, general or health insurer hires in volume across branches, and much of what goes wrong in the first year starts with one thing: the role in the post did not match the role on the floor. GullySales writes careers content that describes agency, claims and branch work as it actually is.
Also written for
Life insurance companies, General insurance companies, Health insurers.
Where this sits
For insurance companies
Where it usually goes wrong, and what we would do.
“Agency manager is a recruiting job and the post rarely says so”
The person hired as an agency development manager spends the week finding, licensing and pushing agents. Somebody who read the title as sales management finds out in week two, and the branch trains a replacement instead.
“Claims staff absorb the anger and nobody prepares them”
A health claims assessor speaks to people in the worst week of their lives and sometimes says no. Say what support exists, how a decision is reviewed and who the assessor can escalate to. That is what keeps one for a third year.
“Your careers page is national and every question is local”
Which branch, which manager, how far from home, is the branch new. One page for the whole country answers none of it and the branch head ends up explaining on the phone.
“What may be said is not up to marketing”
Recruitment material for an insurer brushes against product claims and agent licensing. Your compliance team draws that line and everything is written inside it.
What we do
What we deliver for insurance companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Roles named for what the day is
Agency development, branch operations, claims assessment, underwriting support, surveyor coordination, bancassurance. Each described by the work rather than by the grade.
Result: A candidate can tell which of your six openings is the job they want.
The agency manager post, rewritten
Recruiting and licensing agents stated as the job, with the training and support spelled out and the first-year expectation named.
Result: Fewer applications, and branch managers stop refilling the same seat twice a year.
Local blocks on a national page
A short section per zone or large branch, saying who leads it, what business it writes and what a new joiner there is put on.
Result: A candidate in a town sees something about their branch instead of about the group.
Interviews with claims and agency staff
An assessor four years in and an agency manager who built a team, explaining what makes the work bearable. Published with names, with their consent.
Result: Two people a candidate can picture themselves becoming.
A drafting process compliance can live with
Every piece written with your compliance and brand teams in the loop from the first version, because a regulated insurer's careers page cannot be published and corrected afterwards.
Result: Content that goes live once rather than going live and coming down.
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 companies
- 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 are regulated. Can you write recruitment content for us?
Do you recruit agents or staff for us?
Our attrition is in the first six months. Will this help?
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.
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