Employer branding · Travel and aviation
Candidates still remember what happened to travel jobs in 2020.
Employer branding for a travel agency, tour operator or corporate travel desk is what a consultant, a visa executive or a tour manager works out before applying: whether the job is steady, what the season does to their weekends, and how the incentive really works. GullySales writes those answers honestly.
In one paragraph
Employer branding for a travel agency, tour operator or corporate travel desk is what a consultant, a visa executive or a tour manager works out before applying: whether the job is steady, what the season does to their weekends, and how the incentive really works. GullySales writes those answers honestly.
Also written for
Travel agencies, Tour operators, Corporate travel companies, Travel-tech companies.
Where this sits
For travel agencies and tour operators
Where it usually goes wrong, and what we would do.
“The last collapse sits in every interview”
A consultant whose previous employer shut its office is asking whether yours will hold. Parents ask the same thing at home. Saying what your business runs on now answers the question nobody will put out loud.
“The season eats the weekends and the advert never says so”
April to June, then again around Durga Puja and Christmas, the phone does not stop. People who joined expecting an office job leave in their first peak. People who were told in the interview stay.
“Incentive-heavy pay sounds like a trick”
When an advert quotes a figure that is mostly conversion incentive, good candidates discount the whole number. Showing how the structure works, with the fixed portion named, persuades more than the bigger headline.
“A traveller stuck at midnight is part of the job”
Somebody misses a connection, a visa is refused, a hotel has no record of the booking. Whoever is on the roster handles it. That is either the best part of this trade or the reason to avoid it, and candidates deserve to choose knowingly.
What we do
What we deliver for travel agencies and tour operators.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that answers the stability question
What the business runs on now, the mix of corporate, leisure and inbound work, and how long your senior people have been sitting where they sit.
Result: A candidate stops treating the job as a stopgap until something safer turns up.
Roles described by the day they involve
Counsellor, visa desk, ticketing, ground operations and tour manager, each with hours, the on-call roster and what the season does to it.
Result: Applicants who already know what July looks like.
The pay structure, explained
Fixed and incentive set out plainly, with the mechanism that triggers a payout and when it lands, and no invented number anywhere.
Result: Offers accepted rather than carried to a current employer for a counter.
Tour manager life, told by a tour manager
An interview with somebody who spends a month at a time on the road, including being away at Diwali.
Result: The right people apply, and they arrive without illusions.
Material for travel and hospitality institutes
A page for placement coordinators covering the trainee intake, training on your booking systems, and what the first year holds.
Result: A steady flow of trainees instead of an annual scramble.
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 travel agencies and tour operators
- 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 owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
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 help us hire, or is this only writing?
Our incentive plan is genuinely good. How do we say so without sounding like everyone else?
Is this worth it for a small agency?
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?
Travel and aviation
Employer branding for the rest of the travel and aviation.
Or start from employer branding.