Employer branding · Marketing and media services
Your careers page speaks to the analyst and ignores the field team you cannot hire.
Employer branding for a market research or insights firm has to work on two very different readers: the analyst weighing a desk job, and the field supervisor who does the interviews in the sun.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for a market research or insights firm has to work on two very different readers: the analyst weighing a desk job, and the field supervisor who does the interviews in the sun. GullySales writes the careers content and the job posts for both of them.
Also written for
Market research companies, Insights 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 market research companies
Where it usually goes wrong, and what we would do.
“Two workforces, one page, and it shows”
An analyst and a field supervisor share nothing except your logo. A page written for graduates in Bengaluru leaves your field recruitment to a contractor and to luck.
“Everyone claims insights, year one is tabulation”
A research executive expects study design and gets coding, cleaning and charting. Say how much of the first year is that, and what comes after it.
“Field work is judged by how the last firm behaved”
Payment timing, travel money, and whether a supervisor was once left stranded in a town. That history follows the trade, and your page has to answer it in the local language.
“Clients are confidential, so candidates see nothing”
A firm that cannot name accounts can still name categories, methods and the scale of a study. Almost none of them bother.
What we do
What we deliver for market research companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Separate content for field and office
One route written for analysts and quantitative executives, another for supervisors, enumerators and field managers, in the language each actually reads.
Result: Both halves of your hiring stop depending on the same overworked recruiter.
The first year told truthfully
The share of a junior's week spent on data cleaning, scripting and charting, and when they first sit in on a study design.
Result: A graduate arrives knowing what the first six months hold, which is where you lose them now.
Methods and sectors named
Whether the firm runs face-to-face, telephonic, panel or shopper work, and the categories it serves.
Result: Applications from people trained in the methods you actually run.
Field terms in plain writing
Daily rates, travel reimbursement, when payments land, and who a supervisor rings when something goes wrong in a town.
Result: Field teams who come back for the next study instead of going to whoever pays first.
The path into analysis
What moves somebody from execution into study design, who decides it, and how long it usually takes.
Result: A reason to stay through the year people normally leave in.
Job posts in the languages you hire in
Field adverts written in Kannada, Hindi or Tamil as the study demands, rather than translated at the last minute by a supervisor.
Result: Local applications for a local study without a scramble.
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 market research 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
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.
Do you recruit field staff for us?
Can we say anything at all about our clients?
Our field payments are sometimes late. Should the page mention it?
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?
Marketing and media services
Employer branding for the rest of the marketing and media 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.