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Employer branding · Technology

Your post says VLSI engineer and the candidate cannot tell design from verification.

For a chip design or embedded systems company, employer branding is mostly about being specific: which stage of the flow a team owns, whether anything has taped out, and what lab and tool access a new engineer gets.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A plant HR officer and production colleagues planning shift coverage at a factory briefing station

In one paragraph

For a chip design or embedded systems company, employer branding is mostly about being specific: which stage of the flow a team owns, whether anything has taped out, and what lab and tool access a new engineer gets. GullySales writes that with your design leads, without naming a customer.

Also written for

Semiconductor companies, Embedded systems companies, Chip design companies.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

For semiconductor and embedded systems companies

Where it usually goes wrong, and what we would do.

  • “One title covers RTL, verification, physical design and DFT”

    These are separate careers with separate tools, and a verification engineer will not retrain into layout because a post was vague. Everybody reads the opening and nobody answers it.

  • “Whether the team has taped out is the credibility test”

    An engineer wants to know if the work reaches silicon or stops at a report for the customer. You can say a team has taken designs through to tape-out without naming the customer, the node or the schedule.

  • “Tool licences and lab benches are a real question”

    Somebody who queued for a seat at their last company will ask about licences. A firmware engineer will ask how many boards there are. Neither appears on a careers page anywhere in this industry.

  • “Your customer's agreement has silenced the whole site”

    The clause stops you naming a client. It does not stop you describing the stages your teams own, the domains the work serves, or how a fresher is trained through the first six months.

What we do

What we deliver for semiconductor and embedded systems companies.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. Careers page mapped to the design flow

    The stages your teams own, the domains the work serves, and how a project moves between them. Reviewed by whoever signs your customer agreements.

    Result: Engineers can place themselves in your organisation before applying.

  2. Posts per stage instead of per keyword

    Separate openings for RTL, verification, physical design, DFT, analog and firmware, each with the tools involved and the level of ownership on offer.

    Result: Applications that match the seat you are trying to fill.

  3. A plain note on lab and tool access

    Licences, benches, boards, emulation time and what a new engineer gets in their first month. Agreed with your engineering managers before it is published.

    Result: The question a senior candidate asks last is answered first.

  4. The fresher training path, described

    What the first six months cover, who mentors, and what a trainee is expected to own by the end of the year. Written with the engineers who came through it.

    Result: Campus candidates arrive with an accurate idea of year one.

  5. Material for VLSI and embedded course programmes

    A short talk and a post format for the institutes your candidates come from, written so a placement officer can use it unchanged.

    Result: A steady route from the courses that feed this field.

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.

Read the full employer branding page

How it works

How the work runs for semiconductor and embedded systems companies

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Talk to current employees

    We interview a cross-section of staff honestly, including some who might raise uncomfortable points.

  2. 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. 3

    Build the careers content

    The careers page, job post templates and employee stories are written from what staff actually said.

  4. 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. 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.

  1. Search for your company name with the word jobs, and read the first page of results as a candidate would.
  2. Read your last ten reviews and list the points that appear more than once.
  3. 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.

  1. 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.

  2. Step 2

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. 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.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Everything is under NDA. What can we actually publish?
More than you think, and your legal team draws the line. Stage, domain, class of tooling and training sit outside most clauses, while customer names, nodes and schedules sit inside them. We draft, they approve, and we never interpret your agreements for you.
Do you run campus recruitment for us?
No. GullySales writes the material your team carries to a campus. We do not recruit, shortlist, negotiate or handle payroll, and no student ever hears from us.
We are a design services firm, not a product company. Does that hurt?
With some engineers, yes, because they want their own silicon. Others get more variety in three years of services work than in one product cycle, and they cannot find you while the page implies otherwise. We settle that wording in the first conversation with your design leads, and we will not imply a tape-out that has not happened. Where the real shortage is licences and benches, buy those instead: a senior engineer asks about seats by the second interview and the answer decides it.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on what is being changed and how many of the people who matter see it. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever the work touches, such as your profiles, your website or your accounts, and time with the people who can answer our questions.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

Technology

Employer branding for the rest of the technology.

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.

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