Employer branding · Public and social sector
Candidates arrive expecting a government job, and some of your posts are not one.
Employer branding for a public sector enterprise or a government vendor is mostly a clarity problem: which posts are regular, which are on contract or deputation, and what the recruitment process actually asks for. GullySales writes the careers content, the plain-language notifications and the employee stories behind them.
In one paragraph
Employer branding for a public sector enterprise or a government vendor is mostly a clarity problem: which posts are regular, which are on contract or deputation, and what the recruitment process actually asks for. GullySales writes the careers content, the plain-language notifications and the employee stories behind them.
Also written for
Public sector enterprises, Government service vendors, PSU contractors.
For public sector enterprises and government vendors
Where it usually goes wrong, and what we would do.
“Security is what they came for, so say which posts have it”
A young engineer weighing you against a private offer is comparing tenure, posting and transfer, not brand. When a project role tied to a contract is described in the same words as a regular post, you lose the person at the offer stage or nine months later.
“Applications fail on documents, not on merit”
Certificates in the wrong format, a missing attestation, an upload that times out on the last day. Every one of those is an eligible candidate you did not get, and every one is fixable with instructions written for a phone.
“Your notification is a scanned PDF nobody can read”
Twenty pages of clauses, small type, and the essential facts buried on page eleven. The candidate who most deserves the post is the one least likely to have somebody at home who can decode it for him.
“Nobody has described the work itself”
What an engineer at your plant or a manager at a project site does all week, what gets decided at their level, and what the training year involves. That is the part a private offer cannot copy, and it is missing from almost every page.
What we do
What we deliver for public sector enterprises and government vendors.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
The process explained in plain words
Eligibility, the documents needed, the stages, and the timeline between them, written as a sequence a candidate can follow on a phone without a guide.
Result: More complete applications and fewer rejected on paperwork.
Notifications rewritten for reading
A readable summary page beside the official notification, saying the same thing in ordinary language and linking to the full document, with your recruitment cell approving every line.
Result: Candidates stop relying on coaching forums for what your own notice says.
Post descriptions that state the tenure
Regular, contract or deputation marked clearly on each role, with the reporting line and the likely posting, so nobody guesses.
Result: Offers accepted by people who understood what they were accepting.
Engineers and officers describing the work
Short interviews at a plant or project site about what the job is week to week, cleared through your communication cell before publication.
Result: A candidate sees the work rather than only the pay scale and the exam.
Content for the candidate who did not get through
What the next notification cycle looks like, where it will be published, and what to prepare, so an eligible person stays in the pipeline.
Result: A larger pool at the next notification without extra advertising.
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 sector enterprises and government vendors
- 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.
Our recruitment is governed by rules. Can a website change who we hire?
Do you conduct the recruitment, the exam or the screening?
Is spending on this appropriate for a public body?
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?
Public and social sector
Employer branding for the rest of the public and social sector.
Or start from employer branding.