Employer branding · Staffing and recruitment
You sell hiring for a living and your own recruiters leave inside a year.
Employer branding for a recruitment agency is what a recruiter finds when she checks you the way she checks a client for a candidate, and whether it survives the two phone calls she will make to people who left. GullySales writes that careers page, the job posts and the interviews with the ones who stayed.
In one paragraph
Employer branding for a recruitment agency is what a recruiter finds when she checks you the way she checks a client for a candidate, and whether it survives the two phone calls she will make to people who left. GullySales writes that careers page, the job posts and the interviews with the ones who stayed.
Also written for
Recruitment agencies, Staffing companies, Manpower supply companies.
Where this sits
For recruitment and staffing agencies
Where it usually goes wrong, and what we would do.
“You are hiring the one person who screens employers professionally”
She reads your job post the way she reads a client brief, notices what is missing, and rings two ex-employees before she answers your mail. Nobody else you hire does that, and nothing you write gets past her unchecked.
“The client sees your careers page too”
You pitch employer branding, offer letters and candidate experience, then send a link to a page with one paragraph and a Gmail address. A talent head who has just been told to fix her own careers site notices the difference.
“On paper the job is identical at every agency in the city”
Source, screen, submit, follow up, chase the joining. Unless the post names the desk, the accounts and how a closure is counted, a good recruiter cannot tell you from the firm two floors down and picks on money alone.
“The incentive plan is the employer brand, whatever the page says”
When incentive is released, what happens if a candidate drops out in the notice period, and whether a shared closure is split. Recruiters compare these across firms in the same WhatsApp group you cannot see.
What we do
What we deliver for recruitment and staffing agencies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that survives a recruiter reading it
No stock phrases about people being our greatest asset. Who owns the firm, which desks exist, how targets are set, and what the first six months look like.
Result: Somebody who audits employers all day finds nothing to roll her eyes at.
Job posts written desk by desk
IT staffing, BFSI, bulk hiring and executive mandates posted separately, with the accounts she would work on and the volume expected, from numbers you confirm.
Result: Applicants who already want that desk, instead of anyone with recruiting on a CV.
The people who stayed three years, on record
Interviews with recruiters who are still with you, about the account they built and what they do now, including what they found hard early on.
Result: Evidence against the assumption that nobody lasts at an agency.
The exit question answered in advance
A written, unflinching paragraph on why people leave your firm and what you changed because of it, agreed with your founder before it goes up.
Result: You say it first, instead of a review site saying it for you.
The same material in the client pitch
Your own careers content used as proof in proposals, since a firm that has fixed its own hiring story can argue for fixing a client's.
Result: A credential in the pitch that competitors cannot copy from a template.
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 recruitment and staffing 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 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.
Is it not strange for a hiring firm to buy this?
Do you recruit, or compete with us in any way?
Our model assumes high churn. Twenty trainees, three survive.
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?
Staffing and recruitment
Employer branding for the rest of the staffing and recruitment.
Or start from employer branding.