Skip to content
GullySales
Tell us what you need

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.

Tell us what you needor call +91 80958 58589

Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A mentor helps a new colleague get started at a shared worktable

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.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for public sector enterprises and government vendors

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Talk to current employees

    We interview a cross-section of staff honestly, including some who might raise uncomfortable points.

  2. 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. 3

    Build the careers content

    The careers page, job post templates and employee stories are written from what staff actually said.

  4. 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. 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.

  1. Search for your company name with the word jobs, and read the first page of results as a candidate would.
  2. Read your last ten reviews and list the points that appear more than once.
  3. 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.

  1. 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.

  2. Step 2

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. 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.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Our recruitment is governed by rules. Can a website change who we hire?
No, and it should not. Eligibility, reservation and selection follow your own recruitment rules and we do not go near them. What changes is how many eligible people see the notification and how many of their applications are complete enough to be considered.
Do you conduct the recruitment, the exam or the screening?
No. GullySales does not recruit, does not supply candidates and has no role in any selection process. We write the careers content and the notification summaries, and your recruitment cell runs everything else as it does today.
Is spending on this appropriate for a public body?
A recruitment notice is public information, and making it readable is not advertising. The first conversation carries no charge, so a committee can see the full scope and an itemised fee in writing before anything is sanctioned. Whether that route suits your procurement rules is for your own finance wing to decide, not for us.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on what is being changed and how many of the people who matter see it. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever the work touches, such as your profiles, your website or your accounts, and time with the people who can answer our questions.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

Public and social sector

Employer branding for the rest of the public and social sector.

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.

Tell us what you need