Skip to content
GullySales
Tell us what you need

Employer branding · Technology

Developers read your job post to work out if this is product work or a client queue.

Employer branding for a software development company is what a developer finds when they check whether your work is product engineering or a queue of client tickets: the careers page, the job post and what your own engineers say about the code.

Tell us what you needor call +91 80958 58589

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

A developer discussing career progression with an engineering manager and HR partner

In one paragraph

Employer branding for a software development company is what a developer finds when they check whether your work is product engineering or a queue of client tickets: the careers page, the job post and what your own engineers say about the code. GullySales writes that from interviews with the team you already have.

Also written for

Software development companies, Product companies, Web development companies, Mobile app development companies.

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 software development companies

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

  • “The job post reads like a client requirement”

    Fourteen technologies, five to eight years, and nothing about what actually gets built. A developer reading that assumes the role was copied out of a statement of work, because that is where it came from.

  • “Your public code says more than your careers page”

    Candidates look for repositories, release notes and the engineers behind them before they look at your about page. An empty public profile and a blog that stopped in 2021 answer the question for you.

  • “Nobody can tell services work from product work”

    A shop building mobile apps for clients and a shop running its own product need different people. Some good developers want the variety of client projects on purpose, and they cannot find you while the page pretends to be a product company.

  • “The careers page shows client logos, not people”

    A wall of customer brands tells a buyer you are safe. It tells a developer nothing about who reviews their pull request or how often you release. Those are two different pages and you have only built one.

What we do

What we deliver for software development companies.

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

  1. A careers page written for engineers

    What you build, in what stack, on what release cycle, and how code gets reviewed. Drawn from an hour each with two or three of your developers rather than from your capability deck.

    Result: A candidate can tell in a minute whether this is the kind of work they want.

  2. Job posts for one role at a time

    One post per opening, with the first ninety days described, the team it sits in and the parts of the stack it touches. The keyword list moves to the bottom where it belongs.

    Result: Fewer applications, and more from people who read past the title.

  3. The hiring loop, written down

    How many rounds, who is in each, whether there is a take-home and how long it should take. Agreed with whoever runs your hiring before it goes up, because publishing it makes it a promise.

    Result: Candidates holding a competing offer stay in the process instead of going quiet.

  4. What your engineers actually say

    Short pieces from developers on a project, a migration that hurt, or why they left a bigger company for this one. Nobody is asked to write anything; we interview and they correct the draft.

    Result: Proof with a named engineer behind it rather than a line from your marketing.

  5. A referral note your team will send

    Two or three lines a developer can paste into a batch group without sounding like a recruiter, written from the same conversations.

    Result: Openings reach developers who are not looking at job sites at all.

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 software development 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
Do you find us developers?
No. GullySales does not recruit, screen or supply candidates, and we do not run payroll or handle offers. We write the careers page, the job posts and the employee material, and your team or your recruiter hires from there.
We hire two developers a year. Is this worth it?
Probably not as a programme. Two openings a year are served better by one good post and your team's own referrals, and we will tell you that rather than sell you a careers page nobody will maintain. Come back when hiring has become a monthly problem.
We do client projects, not our own product. Does that put developers off?
It puts off the ones who want to own a roadmap, which is worth discovering in week one instead of month six. Others take client work deliberately, because it shows them four industries in two years. Say which you are in the post and the interviews get shorter.
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.

Tell us what you need