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GullySales
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IT staffing and contract hiring firms · Professional services

Serve the hiring manager and the candidate well enough that both come back.

A product company in Pune sends a requirement for three Java developers with a notice period under thirty days. The recruiter at the firm opens the bench list. One candidate fits, one is on another firm's submission, and one has not replied since Monday. The hiring manager wants profiles by evening and has sent the same requirement to five other firms.

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

Recruitment colleagues discussing candidate requirements and interview notes

In one paragraph

An IT staffing or contract hiring firm supplies developers, testers, support engineers and project staff to companies on contract or for permanent hire, and earns a fee or a margin on each placement. It has two customers, the company and the candidate. GullySales builds the requirement record, the bench list and the consent routine behind both.

IT staffing is sold to a hiring manager and delivered through candidates who choose which firm to trust. The company compares firms on profile quality, response and the fee. The candidate compares them on honesty about the role, the client and the pay, and on what happens to their CV. A firm that sends the same profile to a client twice, shares a CV without asking, or sells a role the client has already closed damages both sides at once.

Last updated 22 Oct 2026.

How buyers decide

How IT staffing and contract hiring firms are chosen.

A hiring manager or talent acquisition head sends a requirement to a handful of firms and judges the first profiles. The role fit, notice period, expected pay and whether the candidate has agreed to be submitted are what get read. Some profiles are sent in the first round, and the firm whose profiles are screened gets the next requirement.

Larger companies add a vendor onboarding step: an empanelment form, a master services agreement, a rate card and a check on the firm's registrations and GST. The firm that cleared this with one team is placed on a preferred list, and requirements arrive without a search.

Candidates choose by the recruiter. A developer stays with the firm that described the client and the role truthfully, asked before sending the CV, and called back after the interview. That reputation moves between engineers faster than any advertisement.

The problem

What usually goes wrong for IT staffing and contract hiring firms.

What owners tell us on the first call, in their words.

  • “The same candidate is submitted by three firms”

    A hiring manager receives one profile from several vendors. The client keeps the earliest, the others lose the effort, and nobody records who submitted first.

  • “A requirement is open but the bench is out of date”

    We list candidates who found a job last month. The recruiter spends the first day phoning people who are no longer available.

  • “We cannot answer the client's rate question with proof”

    Every hiring manager asks for a lower fee. We have no record of roles filled, submissions that converted or offers that joined to argue with.

  • “Candidates drop out after the offer”

    A candidate accepts, holds a counter-offer and does not join. The client blames the firm, and the recruiter has no earlier signal.

  • “CVs are shared without clear consent”

    Profiles move through WhatsApp groups and spreadsheets. A candidate learns their CV reached a company they did not choose and complains.

  • “Client and candidate enquiries land in the same inbox”

    A company with a requirement and a fresher asking for a job reach the same number. The paying enquiry waits behind the other.

What we do

What we do for IT staffing and contract hiring firms.

Everything included for IT staffing and contract hiring firms.

  1. A requirement record for each client

    Role, skills, experience band, location, work mode, budget, notice period, interview steps and the hiring manager's name, logged when the requirement arrives.

  2. A bench and pipeline list with dates

    Each candidate's skills, location, notice period, expected pay, consent status and the last date contact was made.

  3. A submission log that prevents duplicates

    Every profile sent to a client logged with the date and the client's acknowledgement, so an earlier submission can be shown.

  4. A consent routine for candidate data

    A short message and form asking permission to submit a CV to a named company, with the answer stored against the candidate.

  5. Separate pages for companies and candidates

    One set of pages for hiring managers by skill and hiring model, and another for candidates, each with its own contact route.

  6. A joining tracker from offer to day one

    Each offer logged with notice period, counter-offer risk, documents and check-ins until the candidate joins.

How the result is measured

  • Requirements received by client
  • Profiles submitted against interviews held
  • Interviews converted to offers
  • Offers that joined and offers that dropped
  • Candidates with recorded consent
  • Repeat requirements from existing clients

Recorded as a baseline before work starts, so every later report has an honest comparison.

Every service, written for IT staffing and contract hiring firms

Each has its own page: what it involves for IT staffing and contract hiring firms, what you get, and what it is measured on.

Worth a page and a campaign of their own

Profiles that match the requirement on the first submission · A current bench list with availability dates · Vendor empanelment with larger companies · Contract-to-hire engineers for project teams · Candidate consent before every submission · Replacement and notice-period handling · Separate paths for client and candidate enquiries · Repeat requirements from existing clients

Priority campaigns

Campaigns for what IT staffing and contract hiring firms most want to sell.

Each one planned around when your buyers decide, and measured against the baseline.

  • Skill-led outreach to hiring managers

    Messages to engineering heads and talent leads naming the skills you place, the hiring models you offer and a recent anonymous example of the process.

  • Empanelment drive with growing companies

    A list of companies hiring in your skill areas, with the vendor form, the agreement and the rate card prepared in advance.

  • Bench refresh and candidate check-in

    A routine of contacting candidates on the list to confirm availability, skills and consent before they are shown to a client.

  • Referral asks to placed engineers

    A short request to engineers you placed, asking whether a colleague is looking, with the same consent rules applied to the referral.

  • Repeat-requirement review with active clients

    A review of each client's roles filled, roles open and reasons for rejected profiles, shared with the hiring manager.

Beyond search

Where we reach buyers of IT staffing and contract hiring firms, beyond Google.

Search matters, but it is rarely the only way this industry's buyers find a supplier.

  • Engineering heads and hiring managers

    The person who owns the requirement. Reach them on LinkedIn and by introduction, with a note naming the skill and the hiring model.

  • Talent acquisition and procurement teams

    Vendor management sets the panel and the rate. Reach them with a ready empanelment pack and a clear submission process.

  • Startup founders

    A founder hires when funding arrives and a product deadline looms. Reach them through investor networks and founder communities.

  • Candidates on LinkedIn and Naukri

    Engineers weigh recruiters by how they describe the role. Post real roles with the client type, location and work mode stated.

  • Colleges and training institutes

    Placement officers supply freshers for bulk and campus hiring. Reach them before the placement season with a clear process.

Who it is for

This is written for these IT staffing and contract hiring firms.

  • Contract developers and testers for product companies
  • Contract-to-hire engineers for services firms
  • Permanent hiring for startups and GCCs
  • Data, cloud and DevOps specialist hiring
  • IT support and infrastructure staff
  • SAP, Salesforce and other platform consultants
  • Bulk campus and fresher hiring support
  • Third-party payroll for contract IT staff

Not for

It is not the right fit if.

  • You want a guaranteed Google ranking or a guaranteed number of leads. Nobody honest can promise either.
  • You need enquiries by next week and have nobody to answer them.
  • You want posts and reach reported, not enquiries and orders.

How it works

How the work runs for IT staffing and contract hiring firms

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

    Review the last requirements

    We read the past requirements, the profiles sent, the interviews held and the joinings, and note where each one dropped.

  2. 2

    Build the requirement and submission records

    We set up the format for requirements and the log for submissions, with an owner for each.

  3. 3

    Clean the bench and set the consent step

    We confirm availability on the bench list and put a consent message in front of every submission.

  4. 4

    Write the client and candidate pages

    We write pages for hiring managers by skill and hiring model, and a separate path for candidates.

  5. 5

    Review fee conversations and client delivery

    We prepare each active client's record of roles filled and use it in the next fee or renewal discussion.

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 IT staffing and contract hiring firms ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Do we need a candidate's permission before sending a CV?
Yes, as good practice and for data protection duties. Ask which company and role, record the answer and keep it. Rules on personal data change, so check with your own legal adviser about notices and retention.
How do we handle two firms submitting the same profile?
Log every submission with the date and the client's acknowledgement, and agree the client's rule on duplicates in the agreement. The record is what settles a dispute, so it should be kept from the first submission.
Should we advertise roles on Naukri and LinkedIn?
Post real roles with the client type, location and work mode stated, and judge each platform on submitted profiles and joinings rather than applications. Check each platform's current posting rules.
How do we answer a client asking for a lower fee?
With a record of roles filled, profiles accepted and joinings kept, shown against that client's own requirements. A fee discussion that starts from delivery is more useful than one that starts from a competitor's number.
Can the client and candidate pages be on one website?
Yes, as separate sections with separate contact routes. A hiring manager needs skills, models and onboarding. A candidate needs roles, process and how their data is handled. Mixing them slows both.
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?
Fixes to reply time, follow-up and your Google Business Profile are the quickest to show, because the enquiries already exist. Ads can follow soon after follow-up is in place. SEO and content take longer. How long each takes depends on your business, and we tell you which applies to you after we have spoken. 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?
To start, last month's enquiries in any format and time with whoever handles them. After that, access to the accounts the work touches, such as the website, Google Business Profile or CRM.
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.

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