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. GullySales writes the careers page, the rota and the job posts.
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.
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.
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.
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.
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.
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.
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.
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, 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 social media 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 a studio brings us in for its own pipeline.
Marketing and sales, as one job
We work the part after the enquiry as well: the reply, the follow-up, the proposal and the CRM your own pipeline runs on.
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 hire the editors for us?
Nobody reads careers pages in this business.
Our weekend work is genuinely unavoidable. Do we admit it?
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?
Marketing and media services
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