Employer branding · Education
Every page of a school website is written for parents, and teachers notice.
Employer branding for a school is the part of the site no parent reads: periods a week, correction load, the parent messages at ten at night, and what training a teacher is given.
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 school is the part of the site no parent reads: periods a week, correction load, the parent messages at ten at night, and what training a teacher is given. GullySales writes that careers section and the job posts from what your own staff room says.
Also written for
CBSE schools, ICSE schools, International schools, Residential schools.
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 schools
Where it usually goes wrong, and what we would do.
“Admissions content cannot recruit a teacher”
Your site sells the campus, the board results and the bus routes. A teacher reads all of it and still cannot work out how many sections they would handle.
“Teachers ask teachers, and the answer is already circulating”
Before applying, a candidate rings somebody who taught at your school. The page's only job is to agree with that call.
“The workload questions are the ones you avoid”
Periods a week, substitutions, correction, admission-season duty, and who answers a parent at night. Silence there is read as a bad answer.
“Residential campuses are a different job entirely”
Living on site, weekend duty, and what a teacher's own family gets out of it. A residential school that describes this properly stops interviewing people who leave in one term.
What we do
What we deliver for schools.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers section with its own front door
Kept apart from admissions and written for a teacher, with the board, the sections, the class sizes and the academic calendar.
Result: Teachers stop trying to work out the job from a prospectus.
The timetable, honestly described
Periods, free periods, substitution rules, correction expectations, and what admission season adds on top.
Result: Applicants who accept the workload instead of discovering it in July.
Professional development with a budget attached
Board training, the courses you fund, the observation and feedback practice, and who leads it.
Result: Teachers with options choose you for the year they will have, not for the salary alone.
Residential terms stated up front
Accommodation, duty roster, weekends off, schooling for a teacher's own children, and the leave pattern around vacations.
Result: A candidate's family decides with you rather than after the offer.
Posts for support and non-teaching staff
Laboratory assistants, sports coaches, transport and administration, written as proper roles in the languages you hire in.
Result: Positions that usually sit open through the first term get filled.
The staff room quoted
Short interviews with teachers who have been with you three years or more, and one who joined last term.
Result: Sentences a teacher recognises, which is what makes the rest of the page credible.
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 schools
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 place teachers with us?
Our salaries are below the big schools. Does this help?
When should this be ready?
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?
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.