Employer branding · Banking and financial services
The hardest question about your field job is asked at home, not in the interview.
An NBFC, microfinance or lending company hires field and collections officers whose families are not sure the work is respectable, because the only picture they have comes from news stories about recovery agents. GullySales writes the careers page and job posts that answer that picture with conduct, training and the identity card.
In one paragraph
An NBFC, microfinance or lending company hires field and collections officers whose families are not sure the work is respectable, because the only picture they have comes from news stories about recovery agents. GullySales writes the careers page and job posts that answer that picture with conduct, training and the identity card.
Also written for
NBFCs, Personal loan companies, Business loan companies, Microfinance companies.
Where this sits
For NBFCs and lending companies
Where it usually goes wrong, and what we would do.
“The objection is at the dinner table”
A field officer's parents have read about recovery agents. Until somebody answers that, your candidate is applying against family advice and will take the first alternative that sounds cleaner.
“Your code of conduct is a hiring asset filed as a policy document”
Calling hours, what may not be said, what happens to an officer who crosses the line, the identity card, the training before anybody goes to a door. Published plainly, that is the most persuasive thing you own.
“The day is a two-wheeler, the heat and thirty doorbells”
Nobody should discover the physical part after joining. State the territory, the visits, the fuel arrangement and what happens through the monsoon, and the wrong applicants leave early rather than expensively.
“Credit staff have a bank offer with a nicer name on it”
A credit processing associate can take a branch job anybody's family recognises. What you have instead is the size of the file they handle and how soon they are allowed to underwrite one.
What we do
What we deliver for NBFCs and lending companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Conduct out of the policy file and onto the page
How officers are trained, what the identity card and the script are, the calling hours, what happens when a customer complains. What may be published is set by your own policy and your regulator's requirements, so your compliance head signs it off before it goes live.
Result: The question a candidate's family asks is answered in writing, by you.
Field and collections posts written honestly
Territory, visits a day, the two-wheeler and licence requirement, how the incentive is calculated, what a bad month looks like on that structure.
Result: People accept the offer having already pictured the worst week.
Something the candidate can show at home
A short page in the state language explaining what a lending company is, who regulates it and what the officer actually does. Written to be read by a parent, not by a recruiter.
Result: Your candidate stops defending the job alone.
Interviews with officers who have done years of it
Ask a collections officer why they stayed and they describe a customer they got out of trouble. That is the page, in their words and with their consent.
Result: The work is described by someone who does it rather than by a brand team.
Branch-level hiring material
Every branch hires locally and improvises. One sheet per branch carrying the same facts, in the language of the district.
Result: A candidate in one town hears the same company as a candidate in the next.
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 NBFCs and lending companies
- 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.
Is this recruitment?
Collections has a bad name in the market. Can writing fix that?
How much of this needs compliance approval?
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?
Banking and financial services
Employer branding for the rest of the banking and financial services.
Or start from employer branding.