Employer branding · Media and entertainment
A reporter picks the beat and the editor, not the company on the letterhead.
Employer branding for a news or digital media company is what a reporter, sub-editor or video producer learns about your desks and your editors before applying, in a trade where salaries are known and reputations travel. GullySales writes the careers page, the desk descriptions and the interviews behind them.
In one paragraph
Employer branding for a news or digital media company is what a reporter, sub-editor or video producer learns about your desks and your editors before applying, in a trade where salaries are known and reputations travel. GullySales writes the careers page, the desk descriptions and the interviews behind them.
Also written for
News companies, Digital media companies, Publishing houses.
For news and digital media companies
Where it usually goes wrong, and what we would do.
“The desk and the editor are the offer”
Somebody giving up a byline at a known masthead wants to know which beat is open, who runs that desk and what they will be allowed to report. A careers page that names neither is asking for a leap of faith nobody in this trade takes.
“Your candidates read the people who cover you”
Journalists follow the media business closely, so a quiet round of exits or a late salary is known inside the newsroom network long before it is public. Writing a page that pretends otherwise is read as confirmation.
“The question nobody asks in the interview”
What happens when an advertiser rings about a story. Every reporter wants the answer and almost none will ask for it, so the organisations that say something about editorial independence, in their own words, have an advantage over those that say nothing.
“Print and digital are two different hires on one page”
A sub-editor on a night desk and a social video producer want different hours, different tools and different proof that you take their craft seriously. One general careers page persuades neither.
What we do
What we deliver for news and digital media companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page organised by desk
City, business, sport, features, digital and video, each with the editor who runs it and the kind of work that desk has been doing lately.
Result: A reporter can tell which job she is applying for before the interview.
Job posts that state the bureau and the reporting line
The city, the beat, who the role reports to, whether it is a shift desk, and what the first three months would cover, confirmed by that editor.
Result: Fewer applications from people who wanted an entirely different newsroom.
Reporters on stories they were backed on
Interviews about a piece that was difficult and got published anyway, told by the person who wrote it, cleared by the editor before use.
Result: The strongest argument you have, made by somebody other than management.
A written position on the editorial line
What the organisation commits to, where the boundary sits and who decides, agreed at the top. Where you would rather say less, the page says less and says nothing false.
Result: A candidate can weigh the real thing instead of guessing.
The trainee and intern route
How the stipend, the desk rotation and the path to a staff contract work, written for journalism students and their department heads.
Result: A pipeline at the level where most of your hiring actually happens.
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 news and digital media 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.
We cannot match what a technology company pays a video editor.
Do you hire journalists or run our newsroom recruitment?
Our management does not want the editorial line discussed in public.
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?
Media and entertainment
Employer branding for the rest of the media and entertainment.
Or start from employer branding.