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Employer branding · Telecom and energy

A field engineer cannot tell whether you or a partner would be the employer.

Employer branding for a telecom operator, tower company or infrastructure partner is what a field engineer, a network operations engineer or a store manager works out before joining, in a trade where the employer of record is rarely obvious.

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

Telecom operations colleagues planning on-call coverage with a field engineer in a network office

In one paragraph

Employer branding for a telecom operator, tower company or infrastructure partner is what a field engineer, a network operations engineer or a store manager works out before joining, in a trade where the employer of record is rarely obvious. GullySales makes the answer plain on the careers page.

Also written for

Telecom operators, Telecom infrastructure companies, Tower 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 telecom operators and infrastructure companies

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

  • “The partner chain confuses everybody”

    The tower belongs to one company, the equipment to another, and the technician sits on a third one's rolls. A candidate cannot tell whose payslip would arrive at the end of the month, so the offer feels temporary from the first day.

  • “Nights and monsoons are the job”

    A site drops at two in the morning in a district town and somebody rides out with a battery and a torch. That is the work. A page about connectivity and the future says nothing to whoever is out on that bike.

  • “Climbing is a family conversation”

    Tower work needs certification, medical clearance and a harness that fits. What you do about all three, and what happens when somebody refuses a climb, is the part worth publishing.

  • “Circle transfers decide whether people stay”

    An engineer built up in one circle is moved to another and resigns quietly a month later. If transfers are part of the deal, say so with the notice and the support attached, before the offer goes out.

What we do

What we deliver for telecom operators and infrastructure 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 that names the employer

    Which roles sit on your rolls, which sit with partners, and what the difference means for the person holding each one.

    Result: A candidate stops guessing and starts comparing on the actual terms.

  2. Field roles written from a day in the field

    We spend a day with your team and write the job from what happened, the escalation call and the site with no road to it included.

    Result: Applicants who are not surprised in week one.

  3. Safety and certification on the page

    Climbing certification, medical requirements, the kit issued, and the rule about stopping work, written for a reader rather than a compliance file.

    Result: The safety section is read at home, where the decision is actually taken.

  4. Retail and store roles, handled separately

    The store job, its targets, its hours and the route to area responsibility, written for a completely different reader than the network roles.

    Result: Store vacancies filled without the network advert being recycled.

  5. The transfer policy, stated honestly

    Where you post people, how often a circle changes, and what support comes with a move.

    Result: Resignations on the day the transfer letter arrives stop being routine.

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 telecom operators and infrastructure 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
Our field staff sit on partner payrolls. Whose branding is this?
Yours, if the work carries your name. The material can state the employer of record honestly and still describe the training, the equipment and the progression. That is fairer to a candidate than the vagueness on offer today.
Can you take over our hiring?
No. We source nobody, screen nobody and have no involvement in payroll. This is writing, conversations with your own staff, and a look at what your process feels like from a candidate's side of it.
When is this not worth doing for us?
When the people you are worried about losing are hired, paid and managed by a partner who never sends them near your name. Nothing we write reaches them, and the honest advice is to put the requirement in the partner contract instead. Work out which of your tower crews and store staff that covers before you spend anything here.
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.

Telecom and energy

Employer branding for the rest of the telecom and energy.

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