Employer branding · Consumer services
What last month's salary date says about you travels faster than any advert.
Employer branding for a security agency is what a guard's cousin tells him about you, what an ex-serviceman finds when he checks the company, and what a client's tender team reads about how you treat your staff.
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 security agency is what a guard's cousin tells him about you, what an ex-serviceman finds when he checks the company, and what a client's tender team reads about how you treat your staff. GullySales writes the careers content and the employee stories that sit behind all three.
Also written for
Security agencies, Security guard companies, Facility security companies.
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 security agencies
Where it usually goes wrong, and what we would do.
“The guard hears about the job from a relative on your rolls”
He is not searching a portal. Somebody from his village who already stands at your site tells him whether the salary came on the fifth and whether the leave he asked for was given. That conversation is the whole brand.
“An ex-serviceman is a different candidate with different questions”
He asks about rank on paper, whether his service counts for anything, who the supervisor is and how pension and a salary sit together. A single careers page written for fresh recruits does not speak to him at all.
“Your client's tender asks the same questions your guards do”
Attrition at the site, whether wages and statutory dues are paid on time, what training a guard has had. The document you write for candidates answers most of the facility manager's checklist as well.
“Supervisors and field officers are where you actually bleed”
Replacing a guard is routine. Losing the field officer who knows six sites and every client's security in charge costs contracts. That role has no description, no path and usually no page.
What we do
What we deliver for security agencies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Careers content in Hindi as well as English
A page a guard's brother-in-law can read, with the company name, the registered office, the training centre and a number that is answered.
Result: A referred candidate can check you are a real agency in under a minute.
A page written for ex-servicemen
The roles where service experience is used, how you deal with resettlement boards and sainik welfare offices, and who to contact, using only what your director confirms.
Result: Applications from a pool that never reads a general guard advert.
What the family can see
Posting, shift pattern, leave, accommodation, the date wages are paid and how a complaint is raised, stated plainly and only where it is true.
Result: The question his wife asks at home has a written answer.
The supervisor and field officer track
What the role covers, how a guard reaches it, and what training comes with it, described by the officers doing the job now.
Result: Your own guards can see a next step instead of a ceiling.
The staff section of your client proposal
The same honest material rewritten for the facility manager reading your tender: training, supervision, wage practice and how you keep people at a site.
Result: One set of facts serving both the recruit and the buyer.
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 security agencies
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 supply guards or run our payroll and compliance?
Guards leave for a thousand rupees more elsewhere. What can writing do?
Our field officers recruit in their own districts. Why would we need a page?
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?
Consumer services
Employer branding for the rest of the consumer services.
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.