Employer branding · Real estate and construction
Your estate manager answers to a committee of residents, and the job post never says so.
Employer branding for a property management company turns on one hard fact: your estate manager is paid by you and judged every day by a managing committee and by every owner in the block.
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 property management company turns on one hard fact: your estate manager is paid by you and judged every day by a managing committee and by every owner in the block. GullySales writes the careers page and the posts that describe that job as it really is.
Also written for
Property management companies, Society management firms.
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 property management companies
Where it usually goes wrong, and what we would do.
“The real boss is a committee that changes every year”
A manager takes instructions from a treasurer, a secretary and whoever is loudest in the owners' group. That is the job, and candidates discover it in week one.
“The committee reads your hiring page before it renews the contract”
When a society decides whether to keep you, somebody looks at how you describe the manager's role and what backing comes from your office. That page is part of the renewal.
“A manager is hired for one address”
The job is that gate, that clubhouse, those lifts. Moving somebody to another society three months in feels like a demotion unless the page said it could happen.
“Your helpdesk staff take the complaint the committee could not solve”
Water pressure on the third floor, a parking dispute, a painting contract that has slipped. Nobody joins a helpdesk knowing that, and nobody stays once they discover it alone.
What we do
What we deliver for property management companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that describes the committee relationship
Who the manager reports to, who gives instructions on site, how a disagreement between the committee and your company is settled, and who steps in when it does.
Result: A candidate accepts the job knowing the shape of it.
Estate manager posts by site type
Separate posts for a high-rise, a gated layout and a commercial property, naming the unit count, the facilities and the scope.
Result: Applicants match the site rather than the designation.
The escalation note
What a manager does when the committee asks for something outside the contract, which number to ring, and how quickly your operations head answers it.
Result: Managers stop resigning over a dispute they were left to handle alone.
Accounts and helpdesk roles
Posts for billing, dues follow-up and the helpdesk, describing the volume, the software and the kind of conversation the work involves.
Result: People arrive prepared for the complaints part of the job.
Handover material for a site you have just won
What you tell the existing staff, the committee and your incoming manager in the first week of a new contract.
Result: A site changes hands without losing the people who know the building.
Manager stories
Interviews with managers who have held a difficult site for years, about handling a committee that did not agree with itself.
Result: Your best argument is written down instead of being told at the interview.
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 property management 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 supply estate managers?
Our managers leave because committees are difficult. Can writing change that?
Can we use the careers page in a tender?
How much does it cost?
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?
Real estate and construction
Employer branding for the rest of the real estate and construction.
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.