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Employer branding · Marketing and media services

An editor picks the agency by the machine they will be cutting on.

Employer branding for a social media agency or content studio is what an editor, shoot producer or community manager finds before applying: the kit, the monthly volume, and who answers a client at nine on a Sunday.

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

Creative agency colleagues discussing account workload and career progression in a design studio

In one paragraph

Employer branding for a social media agency or content studio is what an editor, shoot producer or community manager finds before applying: the kit, the monthly volume, and who answers a client at nine on a Sunday. GullySales writes the careers page, the rota and the job posts.

Also written for

Social media agencies, Content studios.

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 social media agencies

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

  • “Editors choose on hardware before culture”

    The first question is what they will cut on, whether there is a proper edit bay, and how old the machines are. Answer it in the advert and you hear from the editors who have a choice.

  • “Volume is the whole job”

    Forty reels a month across six clients is a different life from eight films a month for two. Give the numbers and an editor does the arithmetic themselves.

  • “Weekend posting is the part that stays hidden”

    Somebody is holding the phone when a client's post goes wrong on a Sunday. With no published rota, every candidate assumes it is them, every weekend.

  • “The shoot is glamorous in the advert and long in reality”

    Call time at six, wrap at midnight, and a location two hours out. Saying it, with whatever compensates for it, costs less than replacing a producer in month three.

What we do

What we deliver for social media agencies.

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

  1. The kit list on the careers page

    Cameras, lenses, lights, the edit machines and the software licences, with a line about what gets replaced and when.

    Result: Editors and camerapersons apply because they can see the tools.

  2. Monthly deliverables per client

    The number of reels, statics, stories and long-form films an account carries, and how many accounts one person runs.

    Result: A candidate works out the load before the interview instead of after joining.

  3. A written on-call rota

    Who covers weekends and festival launches, how it rotates, and what the person gets back for it.

    Result: Community managers stop leaving over a Sunday nobody agreed to.

  4. Career steps beyond the edit bay

    The move from editor to creative lead, or producer to account head, with what each step demands.

    Result: People stay through the year they would otherwise start looking.

  5. Job posts written for Instagram

    Roles posted where this trade actually looks, worded for a story card and a forward rather than for a job board.

    Result: Applications from the people already making the work you like.

  6. What your team says about the accounts

    Honest interviews about the clients that are enjoyable, the ones that are not, and why people stay anyway.

    Result: A page that matches what a candidate hears from your last two leavers.

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 social media 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. 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
Do you hire the editors for us?
No. GullySales writes content and runs nothing else: no sourcing, no interviews, no payroll. The hiring stays with your producers.
Nobody reads careers pages in this business.
Half true. They read the job post first, usually on Instagram or forwarded on WhatsApp, and then check the site to see whether the studio is real. The page has to be there for the second click, not the first.
Our weekend work is genuinely unavoidable. Do we admit it?
Yes, with the rota beside it. Candidates in this trade know weekend launches exist, and what they cannot stand is discovering that no rota exists. Publishing it is also the quickest way to find out whether it is fair. If nobody at your end will sit down and build that rota, do not buy this. Writing down an unfair weekend only makes it quotable.
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.

Marketing and media services

Employer branding for the rest of the marketing and media 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.

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