Employer branding · Marketing and media services
This industry is small enough that a candidate rings your last leaver first.
Employer branding for a public relations agency has to survive a phone call, because everybody in this trade knows everybody. It covers the practice areas, the media relationships and the crisis rota, and GullySales writes the careers page and job posts that match what your people say.
In one paragraph
Employer branding for a public relations agency has to survive a phone call, because everybody in this trade knows everybody. It covers the practice areas, the media relationships and the crisis rota, and GullySales writes the careers page and job posts that match what your people say.
Also written for
Public relations agencies, Communications consultancies.
Where this sits
For public relations agencies
Where it usually goes wrong, and what we would do.
“Reputations travel faster here than anywhere”
A candidate messages two people before replying to your mail, and both worked with somebody who worked with you. Nothing you publish outruns that.
“Coverage trackers are the first year, so say it”
Juniors expect media relations and get reporting decks, group chats and clipping sheets. The ones told in advance stay, and the ones who were not leave by March.
“Practice area decides a PR career”
Technology, healthcare, consumer and financial services build different address books. A candidate choosing an agency is choosing which journalists they will know in five years.
“Crisis work happens at midnight and nobody is rostered”
The hours are not the objection. Being called at midnight with no arrangement about who does it and how often is the objection.
What we do
What we deliver for public relations agencies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Practice areas written out
Which sectors your agency serves, the kind of clients inside each, and which teams are growing.
Result: Applicants choose you for the address book they want, and the wrong ones stop applying.
The first year, described accurately
What a trainee does daily, when they first pitch a journalist, and how much of the week is reporting.
Result: Trainees who arrive expecting the actual job.
Who owns the media list
Whether relationships belong to the agency or the individual, and what a senior takes with them. It is the unasked question in every interview in this trade.
Result: Seniors negotiate on facts instead of assuming the worst.
A crisis rota, published
How out-of-hours coverage is shared, the notice people get, and what the firm does for them the next day.
Result: A candidate with a family can see whether this fits before the offer.
Job posts for consultancies, not corporates
Written in the language of the trade, naming the clients you can and the sectors you cannot, and honest about billing pressure.
Result: CVs from consultancy people rather than from corporate communications teams.
Alumni quoted, including the critical ones
Short interviews with people who left for client-side roles about what the agency taught them.
Result: A page that agrees with the phone call a candidate is going to make anyway.
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 public relations agencies
- 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 a studio brings us in for its own pipeline.
Marketing and sales, as one job
We work the part after the enquiry as well: the reply, the follow-up, the proposal and the CRM your own pipeline runs on.
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.
Do you take over recruitment?
Our staff will be honest with an outsider. Is that risky?
Can we write this ourselves? We are communications people.
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?
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