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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.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A mentor helps a new colleague get started at a shared worktable

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for overseas recruitment 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 you saying our firm looks like a scam?
We are saying the trade does, and an honest firm carries that suspicion for free. A page with directors, an address and a licence stated openly is how you separate yourself from the operator working out of a rented cabin. Most firms we look at have the paperwork and simply never put it where anybody can see it.
Do you place workers abroad or handle emigration clearance?
No. GullySales does not recruit, does not supply candidates and has no role in emigration clearance, attestation or any filing. Registration under the emigration rules and anything connected to the Protector of Emigrants is for your own licensed team and legal adviser, and it is your licence at risk, so have them confirm every claim before it is published.
We hire our counsellors locally through references. Is this needed?
It becomes needed when you open a second office or a new corridor and the reference chain runs out. Before that, the more useful half of this work is the reputation side, because what your placed candidates write about you is already deciding who agrees to an interview.
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.

Staffing and recruitment

Employer branding for the rest of the staffing and recruitment.

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Your next practical step

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