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. GullySales writes the careers page and role posts that answer that, inside the limits the bar places on advertising.
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.
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. Factual and non-promotional, because that is the only kind permitted.
Result: A candidate knows whose chamber they are applying to before the first call.
Posts for juniors, associates and paralegals
The practice, the courts or tribunals, the drafting load, the hours a real week takes, the stipend exactly as you pay it.
Result: Fewer applications from people expecting a corporate desk in a litigation chamber.
What a first year actually looks like
Written by asking your own juniors rather than your partners, because the juniors remember it accurately.
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 stop losing juniors to a firm that was merely faster.
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 law firms
- 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.
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.