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GullySales
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Employer branding · Education

A trainer's first question is whether this is a salary or a day rate.

Employer branding for a corporate training or skill development company answers what a trainer asks first: salaried role or empanelment, how many days on the road, and who owns the material they build.

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

School staff discussing the coming term’s timetable and staffing in a staff room

In one paragraph

Employer branding for a corporate training or skill development company answers what a trainer asks first: salaried role or empanelment, how many days on the road, and who owns the material they build. GullySales writes the careers page and the job posts, including the centre roles.

Also written for

Corporate training companies, Skill development companies, Coding academies.

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 corporate training and skill development companies

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

  • “Empanelment is not a job and candidates can tell”

    A trainer reading your site cannot work out whether they are being offered a salary or a place on a list. The good ones assume a list, and take the offer from whoever spelled it out.

  • “Travel is the real compensation question”

    Fifteen days a month in other cities changes everything about a trainer's life. Publishing the pattern, the notice and the allowances answers it before the salary discussion.

  • “Who owns the module you wrote”

    Trainers build material for years and then discover they cannot use any of it elsewhere. State the position and you become the employer people recommend.

  • “The mobiliser is the hardest hire in skill development”

    Somebody who can fill a batch in a small town is worth more than a trainer, and no careers page in this sector describes the role properly.

What we do

What we deliver for corporate training and skill development companies.

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

  1. Two tracks, written separately

    Salaried trainer roles on one path, empanelled and per-day engagements on the other, with the terms of each set out.

    Result: Nobody joins expecting a salary and receives an invoice template.

  2. The travel pattern published

    Typical days on the road in a month, the notice before a deployment, the class of travel, and the allowance.

    Result: Trainers with families decide early, which saves you a month of interviews.

  3. Content ownership in writing

    What a trainer may reuse, what the company keeps, and what happens to material after they leave.

    Result: Experienced trainers stop treating you as a risk to their own practice.

  4. Mobiliser and counsellor roles described honestly

    Enrolment targets, the ground work, the local language requirement, and what support a centre gives them.

    Result: Applications from people who know the district rather than generic CVs.

  5. Placement outcomes handled carefully

    What the company says about placement, what it can genuinely stand behind, and how trainers are measured against it.

    Result: Trainers who do not resign on discovering the target was a brochure line.

  6. Instructor roles for coding academies

    Why an engineer would teach, the hours, the cohort size, and whether they keep building anything of their own.

    Result: Instructors who came for the teaching and stay past the first cohort.

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 corporate training and skill 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 empanel trainers or fill our panel?
No. GullySales writes content and conducts employee interviews. Nobody here sources trainers, negotiates day rates or handles your payments to a panel.
We hire trainers per project. Does employer branding apply?
It applies more, not less. A panel is a reputation market, and trainers compare payment timing and briefing quality among themselves. Written terms and a page describing the work get you first refusal on the good people. With one exception we would state in the first conversation: if your panel is still paid ninety days after an invoice, clear the ledger before you buy any writing.
Our placement claims are in every brochure. Is that a problem?
It is, if the trainer you hire has to defend a number they cannot verify. Keep the recruitment content to the work and the support, and have your own adviser check any outcome claim you publish, because the promise that attracts a candidate is the one they quote when they resign.
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.

Education

Employer branding for the rest of the education.

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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