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. GullySales writes the careers content and the employee stories that sit behind all three.
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.
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, 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 security 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.
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.