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Employer branding · BPO and customer operations

Your analysts are tired of being introduced as a call centre at family functions.

Employer branding for a KPO or knowledge services firm has one job: proving the work is analytical rather than outsourcing with a better name.

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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 a KPO or knowledge services firm has one job: proving the work is analytical rather than outsourcing with a better name. It covers the domains, the examination support and the exit, and GullySales writes the careers page and posts that show it.

Also written for

KPO companies, Knowledge process outsourcing firms, Research services firms.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

For KPO and knowledge services companies

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

  • “The label is the problem and it costs you good CVs”

    A commerce graduate with a finance qualification behind them screens out anything that looks like outsourcing. Your advert has ten seconds to prove the work is research.

  • “Candidates are buying a line on a CV”

    Equity research, patent search, medical coding, legal review. What a person can honestly call themselves after two years is what decides whether they join.

  • “Client confidentiality leaves the page empty”

    Nothing can be named, so nothing gets written, and the careers page ends up being a building and a bus route. The domain and the method can be described without breaking one clause.

  • “The shift is not night work but it is not nine to five”

    An overlap with a New York or London desk changes dinner, traffic and family life. Stating the actual hours beats letting somebody imagine a call centre roster.

What we do

What we deliver for KPO and knowledge services companies.

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

  1. Domains described by the work

    What an analyst in each practice does in a day, the sources they use, and what a deliverable to the client looks like.

    Result: A candidate can tell within a minute whether this is the analytical work they wanted.

  2. Certification support stated

    Which examinations the firm funds, the study leave available, and what is expected in return.

    Result: Applications from people who intend to qualify, which is the group you want.

  3. Shift overlap written honestly

    The real hours for each desk, how much of it is fixed, and what the firm does about the commute home.

    Result: Offers accepted by people who have already checked it with their family.

  4. The question every leaver is asked, answered

    Where analysts go after three years, and whether the firm helps or obstructs. Pretending it never happens makes every other claim suspect.

    Result: Better candidates, because the ambitious ones stopped assuming this is a trap.

  5. Job posts in the language of the domain

    A patent search post that reads like patent search, written with your practice head rather than off a template.

    Result: CVs from the specialisation instead of general applications.

  6. Analysts on what the work is actually like

    Interviews across practices about the first six months, the process-heavy parts, and what changed afterwards.

    Result: A page that agrees with what a candidate hears from a friend inside.

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 KPO and knowledge services 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
Are you doing our recruitment?
No. There is no candidate sourcing, no interview panel and no payroll work in this. GullySales writes the careers page, the job posts and the employee stories, and your team hires.
Our clients forbid us from naming them. What is left?
The method and the domain, which is what an analyst is choosing between anyway. A desk described as buy-side support for a European asset manager breaks no contract and tells a candidate more than a client logo would.
The first year is process-heavy. Do we hide that?
Say it, and say what year two looks like. Candidates who discover it after joining leave loudly, and in a market this small the story reaches the next three people you interview. Where the account is keying and checking from the first day to the last, no page turns it into research, and we would not write one that tried. Advertise the job you have and spend the money on the transport home.
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.

BPO and customer operations

Employer branding for the rest of the bpo and customer operations.

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