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. GullySales writes that careers section and the job posts from what your own staff room says.
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.
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, 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 schools
- 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.