Skip to content
GullySales
Tell us what you need

Employer branding · Real estate and construction

Designers leave when the work is published without their name on it.

Employer branding for an interior design or turnkey fit-out company is what a designer, a visualiser or a site coordinator finds before applying: who they would learn under, whose name goes on the published project, and how much of the year is site work.

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.

Fit-out project team planning work across trades

In one paragraph

Employer branding for an interior design or turnkey fit-out company is what a designer, a visualiser or a site coordinator finds before applying: who they would learn under, whose name goes on the published project, and how much of the year is site work. GullySales builds it from what your own team says.

Also written for

Interior design companies, Turnkey interior companies, Fit-out contractors.

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 interior design and turnkey interior companies

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

  • “Your feed sells rooms and hides the studio”

    Candidates come to interiors through Instagram, and yours is styled photographs with no people in them. A designer scrolling it cannot tell whether the practice has five hands or fifty, or who signed the drawing.

  • “Half the job is chasing carpenters”

    A fresher joins expecting mood boards and spends eleven months measuring shutters and ringing the polish contractor. That gap, not the salary, is what loses people in the first year.

  • “Credit is currency in this trade”

    A designer's next job depends on a portfolio. If published projects carry only the founder's name, the good ones leave around the second year to build one somewhere else.

  • “Handover week decides your reputation”

    The client wants the flat before the house-warming date, so everybody works through the weekend. Candidates hear about that from friends anyway. Saying it yourself, with how often it happens, reads better than silence.

What we do

What we deliver for interior design and turnkey interior companies.

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

  1. A careers page that separates design from delivery

    Two tracks set out properly, design and visualisation on one side, project and site coordination on the other, with what a week looks like in each and how people move between them.

    Result: A fresher applies for the job that exists rather than the one they imagined.

  2. A credit policy, written down

    How names appear on published projects, in the press and on the studio's own posts, agreed by you and stated where a candidate can read it.

    Result: The designer who was going to leave for a byline has a reason to stay.

  3. Job posts a designer will read to the end

    Short and specific about the software, the number of site days, the travel, and who reviews the work before it goes to a client.

    Result: Portfolios that match the role instead of forty scattergun applications.

  4. Careers content where designers already are

    Studio posts and short videos about a project being made, with the team in frame, cut for the feed you already run.

    Result: People message you about openings you have not advertised.

  5. The site visit inside the interview

    A standard half hour at a live site during hiring, with what to show, who should walk them round, and what to ask afterwards.

    Result: Nobody joins and meets dust for the first time in week one.

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 interior design and turnkey interior companies

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.

Proof

What happened when owners fixed this.

Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.

All case studies

  • Houzeome Interior Design Studio

    Situation
    A client choosing an interior designer wants to see rooms the studio actually finished. The site showed stock photography, which tells a prospective client nothing about this studio.
    What we did
    • A custom site build
    • The studio's own photography
    • One brand across the site
    • Six project pages
    Result
    • Six real projects published, each with its own detailed case-study page
    Read the case study

Also worked with

Chord Road Hospital · Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · Natural Gases · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · SB Engineering · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios

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
Do you hire the designers for us?
No. Sourcing, shortlisting and offers stay with you, and we have nothing to do with salary or payroll. Our part is the page, the post and the employee accounts a candidate reads long before your name reaches them.
Our best work is under an NDA for a hotel client. Can we still do this?
Yes, and this is common in fit-out. We describe the scale, the discipline and the materials without naming the client. A designer reads a great deal from a joinery detail and a site photograph even when the brand is blanked out.
We are a small studio. Is this too early for us?
Possibly. If you take on one designer a year, put the money into the work and write that one post carefully. The first conversation is not charged and we will tell you that in it rather than sell you a programme you do not need yet.
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.

Real estate and construction

Employer branding for the rest of the real estate and construction.

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