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Employer branding · Telecom and energy

Your installer is the only person from your company a customer ever meets.

Employer branding for an internet service provider or networking company is what a fibre technician, a network operations engineer or an area executive learns about you before joining, and it decides who ends up standing in your customers' living rooms.

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.

Telecom operations colleagues planning on-call coverage with a field engineer in a network office

In one paragraph

Employer branding for an internet service provider or networking company is what a fibre technician, a network operations engineer or an area executive learns about you before joining, and it decides who ends up standing in your customers' living rooms. GullySales writes the careers material and the technician accounts behind it.

Also written for

Internet service providers, Networking companies, ISPs.

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 internet service providers and networking companies

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

  • “The local cable operator is bidding for the same technician”

    A splicing hand in your area has three options within two kilometres, one of them an operator who pays cash on Saturday. You have training, a uniform, an identity card and a payslip, and none of it is written anywhere he can read.

  • “The technician takes the customer with him”

    Customers ring their installer's personal number for years. When he moves to a competitor some of them follow. That is a hiring problem before it is ever a sales problem.

  • “Sunday evening is the shift nobody mentions”

    Families notice a dead connection at the weekend, so that is when tickets pile up. A candidate should hear the week-off pattern from you and not discover it on his first Sunday.

  • “Entering homes means verification, and verification is a selling point”

    A technician walking into a flat is checked by the security desk, the association and the customer. Police verification, a uniform and a proper card protect him as much as them, and saying so attracts people who want to be treated as professionals.

What we do

What we deliver for internet service providers and networking 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 for the field, the operations centre and the office

    Three readers, three sections, covering the tools provided, the two-wheeler question, how areas are allotted and the incentive per installation.

    Result: A technician can compare your offer with the cable operator's on facts.

  2. Training described as a trade rather than a perk

    Splicing, router configuration, ladder and pole safety, and which certifications you pay for.

    Result: People join to learn a skill they get to keep.

  3. Job posts area by area

    Each opening tied to the locality it covers, with the connection count, the ticket load and the office it reports to.

    Result: Applications from people who already live on that route.

  4. Conduct at a customer's door, written for the technician

    How to enter a home, what to say, what never to promise, and what to do when the complaint turns out not to be about the internet.

    Result: Fewer escalations, and a reason for careful people to choose you.

  5. Technician accounts in their own words

    Short interviews with the men who have held your routes longest, used with their names and the areas they cover.

    Result: A candidate hears the answer from somebody like himself.

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 internet service providers and networking 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.

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 help us find technicians?
No. We supply no manpower and take no part in wages or payroll. The work is the material and the honesty in it. Hiring stays with your area managers, where it belongs.
We pay less than the large operators. Should we bother with this?
Only if something else is genuinely true: a shorter route, wages on a fixed date, training that leads somewhere, a manager who does not humiliate anybody. If none of that holds, repair one of them first. Writing cannot carry an argument that does not exist.
How would you know what our technicians would say?
We ask them with no manager in the room, including the ones about to resign. What comes back sets the material, and where it contradicts the founder's view of his own company, you hear that from us before anything is published.
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.

Telecom and energy

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