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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.

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

A mentor helps a new colleague get started at a shared worktable

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for travel agencies and tour operators

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 help us hire, or is this only writing?
It is the writing and the honesty behind it. No sourcing, no interviews, no payroll on our side. The portal or consultant you already use gets material that stops good candidates from filtering you out before they ever speak to you.
Our incentive plan is genuinely good. How do we say so without sounding like everyone else?
Show the mechanism rather than the headline: what triggers a payout, when it is paid, and what a consultant in their second year does to earn it. Specific mechanics read as true. A large number on its own reads as bait.
Is this worth it for a small agency?
If you take on two people a year, no. Write that post carefully yourself and put the money into customer marketing. Tell us what you need and we will tell you which side of that line you sit on.
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.

Travel and aviation

Employer branding for the rest of the travel and aviation.

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