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Employer branding · Marketing and media services

A buyer's career is made of the media they have actually bought.

Employer branding for a media agency answers what a planner or buyer weighs before joining: which media they will handle, which clients they will touch, and what is left of the craft as more of the buying gets automated.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Creative agency colleagues discussing account workload and career progression in a design studio

In one paragraph

Employer branding for a media agency answers what a planner or buyer weighs before joining: which media they will handle, which clients they will touch, and what is left of the craft as more of the buying gets automated. GullySales writes the careers content around the media you buy.

Also written for

Media agencies, Media buying agencies.

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 media agencies

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

  • “Media mix is the currency, not the salary”

    Somebody who has only bought Meta and Google is worth less in five years than somebody who has planned television, outdoor and cinema too. Candidates know this and ask.

  • “Fresh graduates arrive and leave for the platforms”

    Planning teams hire in bulk from mass-communication colleges and lose people to the client side by year two. Nothing on your site gives them a reason to stay.

  • “The tools are half the job description”

    Access to audience measurement data, planning software and a demand-side platform decides what a junior learns. List them and the advert writes itself.

  • “Automation is the fear you are not addressing”

    A buyer wonders what is left of the craft when the platform optimises. An agency that says what its planners do that a machine does not gets read twice.

What we do

What we deliver for media agencies.

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

  1. The media mix, by team

    Which teams handle broadcast, print, outdoor, cinema and digital, and how somebody moves between them.

    Result: A planner joins the team that builds the career they want.

  2. Client categories named

    The kind of advertisers your agency buys for and the scale of the accounts, written at whatever level your contracts allow.

    Result: The question of which account a new planner actually touches is settled before the interview.

  3. Tools and data access listed

    The measurement sources, planning tools and platforms a new joiner is trained on, with who trains them.

    Result: Juniors who came for the learning stay long enough to be useful.

  4. The route from executive to planner

    How long each step usually takes, what decides it, and who a person reports to at each grade.

    Result: Fewer resignations from people who assumed there was no route.

  5. An advert that survives a job board

    Posts written so the role is clear beside twenty identical listings, with the media, the client type and the reporting line in the opening lines.

    Result: Relevant applications from a channel that currently brings you noise.

  6. Your team on what they learned here

    Interviews with planners at two or three grades about the skills they picked up and the months that were hard.

    Result: Specific claims about learning instead of a promise every agency makes.

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 media agencies

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
Is this recruitment by another name?
No. GullySales writes the careers page, the job posts and the employee stories. Sourcing, screening, offers and payroll all stay inside your agency, and we hold no candidate database.
We hire in batches before the season. Can this be timed?
Yes, and it should be. The content has to be live before your campus visits and before the season's hiring push, because the page is what a student checks the night before an interview.
Everyone says the same things about media careers. What changes?
The specifics do. A page naming the measurement data a junior gets access to, and the categories a team buys for, reads differently from one promising growth and exposure. It is not a writing trick, it is you deciding to publish facts. One warning. If your juniors are leaving for a platform or a client paying more than your agency will match, that is a pay decision and no page rescues it.
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.

Marketing and media services

Employer branding for the rest of the marketing and media services.

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