Employer branding · Technology
Your product is obvious to you and invisible to the person applying.
For a SaaS company, employer branding has to do a job your customer site never does: explain the product to somebody who has never seen a demonstration, and say whether the role builds it or answers its queue. GullySales writes that from the people already working your support and renewal desks.
In one paragraph
For a SaaS company, employer branding has to do a job your customer site never does: explain the product to somebody who has never seen a demonstration, and say whether the role builds it or answers its queue. GullySales writes that from the people already working your support and renewal desks.
Also written for
SaaS companies, Subscription software companies.
Where this sits
For SaaS companies
Where it usually goes wrong, and what we would do.
“The careers page assumes everybody knows the product”
Customers know what the platform does because a salesperson showed them. A candidate has ninety seconds and a job title. If the page opens with your category instead of what a customer stops doing once they have it, they leave.
“Customer success could mean four different jobs”
In one company it is renewals with a quota. In another it is a chat queue with a response target. Somebody who has been burned once will assume the worse of the two unless you set out the day.
“The time zone is the deal and nobody mentions it”
Selling to buyers in the United States means evening calls and a support rota that starts as Bengaluru goes home. Candidates discover that in round three and withdraw. Put it in the first paragraph.
“Nobody outside can tell whether you have customers”
A product still looking for its first paying account and a company with a renewal book look identical from a careers page. Somebody leaving a salaried job is trying to work out which you are, and silence reads as the first.
What we do
What we deliver for SaaS 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 explains the product in plain words
What the software does, who buys it and what changes for them once they have it. One paragraph a support engineer's father could follow, before a single role is listed.
Result: Applicants arrive knowing what they would be working on.
Role posts for the jobs outside engineering
Support, customer success, implementation and inside sales, each written with the shape of the day: the queue, the accounts, the targets and who they sit beside.
Result: The people who take those calls stop treating your openings as a lucky dip.
Shift and overlap hours stated up front
Which roles cover which hours, how the rota turns, and what happens on a public holiday in your customers' country and in ours.
Result: Nobody withdraws in the final round over something you could have written on day one.
Employee stories from the support floor
Short accounts from people handling tickets and renewals, not only from the two most senior engineers. They read the draft and change whatever they want before it goes up.
Result: A candidate hears about the job from somebody doing it.
A note on stage, written honestly
Where the product has got to, what is built and what is not, agreed with your founders. No revenue figures, no customer counts, nothing you would not repeat in an interview.
Result: The interview stops being an interrogation about whether you are real.
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 SaaS companies
- 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.