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GullySales
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Employer branding · Banking and financial services

A relationship manager joins you with one question: will my clients still trust me?

A wealth, asset management or advisory firm hires relationship managers who carry their clients' trust with them and will not risk it at a firm that pushes product.

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

A bank branch manager and HR colleague reviewing staff records in a branch meeting area

In one paragraph

A wealth, asset management or advisory firm hires relationship managers who carry their clients' trust with them and will not risk it at a firm that pushes product. GullySales writes the careers page and role posts that show how advice is actually decided here, inside whatever your compliance officer allows.

Also written for

Wealth management companies, Asset management companies, Investment advisory companies, Portfolio managers.

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 wealth and asset management companies

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

  • “The manager is protecting a reputation, not a CV”

    Somebody with a book has spent years being the person a family rings before a decision. Joining a firm known for selling whatever pays best costs them that, and they will not do it for a better payout.

  • “Your research desk is the recruitment argument and it is hidden”

    How a product gets onto your approved list, who is allowed to say no, and what happens when a distributor offers more. Written down, that recruits the managers you want and puts off the ones you do not.

  • “The payout structure decides who applies”

    If the sharing rewards volume in one product, you will hire people who sell that product. A page about advice sitting on top of that is a contradiction, and candidates in this market find it by the second interview.

  • “Analysts and operations are hired on completely different ground”

    A research analyst wants to know what they cover and whether the note goes out under their name. Dealing and operations want the volumes and the systems. One paragraph cannot serve both.

What we do

What we deliver for wealth and asset management 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 explains how advice is decided

    The investment committee, the approved list, who can override it, how conflicts are handled. We draft it in plain language and your compliance officer approves it.

    Result: The relationship manager reads the one thing they actually needed to know.

  2. Separate posts for managers, analysts and operations

    Each with the client segment or coverage, the systems used, who reviews the work and what the person signs their name to.

    Result: You stop interviewing dealers for a research seat.

  3. The payout conversation, in words

    What the structure rewards, explained in sentences rather than a slab table lifted from an internal sheet. If it rewards something you would rather not advertise, better to know before hiring against it.

    Result: Candidates negotiate on the real terms instead of discovering them in month two.

  4. Interviews with your own managers and analysts

    What made them leave the last firm, and what they would tell somebody still there. Published with their agreement.

    Result: A page that persuades the exact person you are trying to hire.

  5. A sweep of what must not appear

    Returns, performance figures and client names have no place in recruitment material. We keep them out and flag anything already on your site that your compliance officer should look at again.

    Result: A hiring page that does not become a regulatory problem.

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 wealth and asset management 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
What are we allowed to say in a job advertisement?
That is a question for your compliance officer and your regulator rather than for us. Advisers, portfolio managers and distributors are registered, the limits on performance claims and solicitation are real, and it is your registration at risk. We write nothing that quotes returns and we send every draft for approval before publication.
Our best managers are hired away every year. Will this change it?
Only at the margin, and treat anyone promising more as unserious. Somebody with a large book will always be courted. What this does is make the argument for staying explicit while they are still with you, and make the next hire easier because the firm is described somewhere other than a recruiter's email.
Do you recruit or introduce relationship managers?
No. GullySales does not recruit, does not make introductions and does not touch payroll or revenue-sharing arrangements. The writing and a written view of your own hiring process is the whole scope.
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.

Banking and financial services

Employer branding for the rest of the banking and financial services.

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