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. GullySales writes that with your design leads, without naming a customer.
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.
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.
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.
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.
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.
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.
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, 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 semiconductor and embedded systems companies
- 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.