Employer branding · Staffing and recruitment
A counsellor's parents ask if your company is genuine before she accepts.
Employer branding for an overseas recruitment firm runs into a trade with a bad public reputation, so your own counsellors and documentation staff are checked by their families the way a worker's family checks you. GullySales writes the careers content, the ownership and licence detail, and the employee stories that answer it.
In one paragraph
Employer branding for an overseas recruitment firm runs into a trade with a bad public reputation, so your own counsellors and documentation staff are checked by their families the way a worker's family checks you. GullySales writes the careers content, the ownership and licence detail, and the employee stories that answer it.
Also written for
International recruitment agencies, Overseas placement firms.
Where this sits
For overseas recruitment agencies
Where it usually goes wrong, and what we would do.
“Your applicant and your recruit run the same search”
A nurse in Kottayam and a graduate applying for your front office both type your name and read the same complaints. In this trade the candidate reputation and the employer reputation are one search result, which is true of almost no other business.
“Licence and ownership are the first things anybody looks for”
Who runs the company, since when, under what registration, and where the office actually is. Firms bury this and then wonder why applications come only from people with no other option.
“Staff burn out on the part they cannot control”
Embassy timelines, a medical that comes back positive, an employer abroad that stops replying. Your counsellor takes those calls and has no answer, and nobody prepared her for that when she joined.
“Corridors are different jobs and your posts treat them as one”
Gulf construction, Japanese and German nursing and European student pathways need different languages, different documents and different temperaments. A single advert for a recruitment executive tells nobody which one they are signing up for.
What we do
What we deliver for overseas recruitment agencies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Ownership and registration in plain sight
Directors, the registered address, the licence or registration numbers your compliance adviser confirms, and what each one covers, on a page rather than in a footer.
Result: A family checking the company finds the answer in one screen.
Job posts by corridor and by desk
Counsellor, documentation, visa processing and employer relations written separately, naming the destination market and the language the desk works in.
Result: Applicants who know which corridor they are joining before the interview.
The hard part of the job, said out loud
What a counsellor does when a deployment is delayed, what she is allowed to promise, and what she must refuse, agreed with your operations head first.
Result: People who last past the first delayed batch.
Documentation staff on record
Interviews with the people who handle attestation and filings, about a case that went right and one that did not, in their own words.
Result: A careers page that sounds like the office rather than like a brochure.
The public complaints, answered rather than ignored
A review of what is written about your firm online and a written response where a response is warranted, checked by your own legal adviser before publication.
Result: The first page of search results stops being the only version of you.
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 overseas recruitment 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 you saying our firm looks like a scam?
Do you place workers abroad or handle emigration clearance?
We hire our counsellors locally through references. Is this needed?
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?
Staffing and recruitment
Employer branding for the rest of the staffing and recruitment.
Or start from employer branding.