Employer branding · Professional services
A junior joins a senior, not a firm, and your website never mentions the senior.
A law firm or litigation practice hires juniors and associates who are choosing a person to learn from rather than a letterhead, and who want to know when they will be allowed to argue.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A law firm or litigation practice hires juniors and associates who are choosing a person to learn from rather than a letterhead, and who want to know when they will be allowed to argue. GullySales writes the careers page and role posts that answer that, inside the limits the bar places on advertising.
Also written for
Law firms, Legal services companies, Litigation practices.
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 law firms
Where it usually goes wrong, and what we would do.
“Juniors pick the senior, and the senior is invisible”
A litigation junior wants to know whose chamber they are joining, what that person appears in and whether they teach. Your site lists practice areas.
“When do I get to argue”
Three years of drafting and carrying files without a mention is a common story in this trade, and candidates now ask about it directly. Say what a junior is realistically given in year one, even when the answer is very little.
“The national law schools are not your only pool”
A firm that looks only there competes with everybody else for a very short list. Juniors from local colleges who already know the district court are invisible to your process, and nothing on your page speaks to them.
“Stipend and hours are discussed in whispers”
Candidates compare notes about which chambers pay and which do not. The firms that write it down stop being gossiped about and start being applied to.
What we do
What we deliver for law firms.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page built around the people
Who leads each practice, the forums they appear in or the matters they advise on, and who a junior would sit with. Kept factual, because the bar council limits advertising by advocates; check the wording with your own council before it goes up.
Result: A candidate knows whose chamber they are applying to before the first call.
Posts for juniors, associates and paralegals
The practice, the district court or tribunal the junior will attend, the drafting load, the hours a real week takes, the stipend exactly as you pay it. Wording stays within the bar council's limits on advertising.
Result: Applicants know whether this is a litigation chamber or a corporate desk before they apply.
What a first year actually looks like
Written by asking your own juniors rather than your partners, because the juniors remember it accurately. For example, a final-year student from a local law college reads that a first-year junior drafts replies and carries files for the senior, sits in on hearings at the district court, and is not yet arguing. She applies knowing that, instead of finding it out in month three. This is an illustration, not a client case.
Result: A description a law student recognises from what friends have told them.
Alumni and chambers content
Where your former juniors practise now, with their consent, and what they say when a student asks them about your chambers.
Result: The reference a candidate checks anyway says something you have heard.
A review of how you actually hire
How long from application to first reply, who interviews, what the trial period is and who tells the candidate the outcome. Good juniors take the first firm that answers.
Result: You see where a junior is waiting on your reply while another chamber answers first.
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.
How it works
How the work runs for law firms
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 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.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- 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.
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.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
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.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Advertising rules apply to us. What can a careers page say?
Do you find us associates?
We are a two-partner chamber. Is this for us?
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?
Professional services
Employer branding for the rest of the professional services.
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.