Recruitment agencies · Professional services
Fill the role your client needs, faster than the agency they also called.
When a company opens a role, the HR manager usually rings an agency they have used before, or one another HR manager recommended. Candidates mostly reach you through Naukri and LinkedIn. Your fee on a placement depends on both sides trusting you at the same time.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Recruitment marketing makes your agency the one an HR manager calls first for a particular kind of role. Recruitment sales is sending a well-screened shortlist before the other agencies on the same role do. GullySales makes your specialisms visible to hiring managers, and sets up a candidate database and client updates that keep a search moving.
Most agencies post the same job list on LinkedIn and Naukri and wait. The client comes back to the agency whose shortlist arrived first, with a note on why each person fits. That depends on a candidate database someone keeps current, and on updating the client before they have to ask.
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How buyers decide
How recruitment agencies are chosen.
A company often briefs two or three agencies on the same role. Future roles go to whichever one sends a relevant, well-screened shortlist first, time after time.
Client relationships are often built and kept through account managers who understand the client's culture and past hiring patterns, more than through general advertising.
Candidates choose to engage with a recruiter based on how relevant the outreach is to their actual experience, and how transparent the recruiter is about the role and client. This matters most for passive candidates not actively job hunting.
The problem
What usually goes wrong for recruitment agencies.
What owners tell us on the first call, in their words.
“Our database is full of stale, unverified candidates”
A search for a specific skill returns candidates who are no longer looking or whose details we never verified, wasting the client's time on a poor shortlist.
“We go quiet mid-search and the client starts to wonder”
A client hears nothing from us for two weeks and starts wondering whether we are still actively working the role.
“Our website looks the same as fifty other agencies”
A company comparing recruitment partners for a specialised role cannot tell from our website that we have actually filled that kind of position before.
“We send a shortlist with no real explanation of fit”
A client receives resumes with no note on why each candidate fits, and has to do the screening work again themselves.
“A placed candidate drops out and we hear about it too late”
A candidate who accepted an offer goes quiet before joining, and we only find out when the client asks why the seat is still empty.
“Passive candidates never respond to a generic message”
A LinkedIn message that reads like a mass template gets ignored by the exact senior candidate a specialised role needs.
“We cannot say which client relationship is actually growing”
Repeat business from an HR manager who trusts us is never tracked, so we cannot tell which account is worth investing more account management time in.
“A referral from a placed candidate is never asked for”
A candidate who is happy in a role we placed them in is never asked for another good candidate they know.
What we do
What we do for recruitment agencies.
Everything included for recruitment agencies, and the result each part is there to produce.
Agency website with role-type proof
Pages showing the specific role types, IT, leadership, bulk hiring, you have actually filled, not a generic services list.
Result: A comparing client can tell what you specialise in.
Verified, actively maintained candidate database
A candidate pipeline organised by skill, checked for whether a candidate is still looking, replacing a cold or stale list.
Result: A search starts from real candidates, not guesswork.
Client update cadence and record
A structured update sent through a search, and one shared record of status for every candidate in play.
Result: A client stops wondering if the search is still active.
LinkedIn outreach for passive candidates
Personalised outreach for the senior or specialised candidates who do not respond to a generic template message.
Result: A passive candidate actually reads and replies to the message.
Content showing sector hiring experience
Guides and case notes showing real experience filling roles in a specific sector, such as IT or healthcare staffing.
Result: A prospective client sees proof, not just a claim.
Referral prompts to clients and candidates
A structured ask for a referral, sent to a client after a good placement and to a candidate settled into a role.
Result: A satisfied client or candidate gets an easy way to refer someone.
Shortlist turnaround tracking
A record of how quickly a shortlist goes out after a role opens, tracked by client and role type.
Result: You see where turnaround is slipping before a client complains.
Reporting against baseline
Enquiries, shortlist speed, placements and repeat business reported against the baseline recorded before work started.
Result: You see whether client and candidate numbers are improving.
How the result is measured
- Client enquiries by source
- Time to first shortlist
- Shortlist to placement conversion
- Repeat business rate by client
- Candidate database growth and verification rate
- Client update cadence adherence
Recorded as a baseline before work starts, so every later report has an honest comparison.
Every service, written for recruitment agencies
Each has its own page: what it involves for recruitment agencies, what you get, and what it is measured on.
- SEORank for the role an HR head is filling, not for recruitment.
- PPC adsEvery job seeker who clicks is spending a client budget.
- Lead generationGet on the panel before the role opens, not after the brief.
- Digital marketingRun the client side and the candidate side as two budgets.
- Reputation managementCandidates search your name and read that you charge for jobs.
- Local SEOWalk-in candidates find a consultancy on Maps, never on a portal.
- BrandingSay which roles you fill, because end to end says nothing.
- Social media marketingLinkedIn is where the mandate and the candidate both live.
- Content marketingA salary note for one role reaches every HR head hiring it.
- Email marketingNot now from an HR head means come back to me in April.
Worth a page and a campaign of their own
IT and software talent search · Sales and business development hiring · Senior leadership and executive search · Bulk hiring for factory and warehouse roles · Contract and temporary staffing · Campus and fresher hiring · Healthcare and clinical staffing · Retail and hospitality staffing
Priority campaigns
Campaigns for what recruitment agencies most want to sell.
Each one planned around when your buyers decide, and measured against the baseline.
IT and software talent search campaign
LinkedIn outreach and content aimed at software candidates, timed to when a client's technical role has been open longest.
Result: A hard-to-fill technical role gets sustained, targeted attention.
Senior leadership search campaign
Discreet, direct outreach to senior candidates for an executive search, rather than a public job posting.
Result: A leadership search stays confidential while still reaching the right people.
Bulk hiring campaign for factory roles
Job portal listings and local outreach timed to a client's seasonal or expansion hiring push for factory and warehouse roles.
Result: A bulk hiring deadline gets met with volume, not just quality.
Campus and fresher hiring campaign
Outreach to colleges and fresher job portals timed to the academic placement season a client wants to hire from.
Result: A client reaches freshers at the exact point they are deciding.
Contract and temporary staffing campaign
Content and outreach aimed at clients with a short-term or seasonal staffing need, separate from permanent search work.
Result: A client with an urgent gap sees you as the option.
Beyond search
Where we reach buyers of recruitment agencies, beyond Google.
Search matters, but it is rarely the only way this industry's buyers find a supplier.
HR manager and NHRD networks
Talks and articles for NHRD chapters and local HR forums, where HR heads compare notes on which agencies actually deliver.
Campus placement cells
Outreach material prepared for college placement cells, timed to the academic hiring season a client wants freshers from.
LinkedIn groups for sector hiring
Presence and content in LinkedIn groups specific to a sector, such as IT hiring or healthcare staffing, where both clients and candidates are active.
Referrals from placed candidates
A structured ask, timed a few weeks after a candidate settles into a role, for another good candidate they know.
Industry hiring events and job fairs
A stall pack and follow-up sequence prepared for a job fair or hiring event a client is exhibiting at.
Who it is for
This is written for these recruitment agencies.
- IT and technology staffing agencies
- Blue-collar and industrial workforce agencies
- Executive search and leadership hiring firms
- Contract and temporary staffing agencies
- Sector-specialist recruitment firms
- Bulk and volume hiring agencies
- Boutique niche-skill recruitment firms
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
From your first message to the first report.
No open-ended retainer. Every step gives you something in writing.
First
Your brief
You tell us what you need in a few short steps: your business, what you want, where enquiries come from and how they are handled.
After the brief
A conversation and a written scope
We read it, then talk with whoever handles your enquiries. If you want our help, the scope, the fee and the reporting come in writing, and nothing starts before you have read them.
Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later report has an honest comparison.
After the baseline
The first fix goes live
The fix we agreed to start with is put in place and measured against the baseline, whether that is reply time, a follow-up sequence, the page buyers land on or the handover between marketing and sales.
As agreed
Report against the baseline
What moved, what did not, and what changes next, in plain words. How often you get it is set in writing before work starts.
At renewal
Renew on the numbers
The term ends and you decide whether to continue from the results. The length is agreed in writing before anything starts.
How the work runs for recruitment agencies
- 1
Assess
We look at your database's quality, how client updates are paced through a search, and how your website shows experience in specific roles.
- 2
Fix communication
A structured update cadence for clients and a clear status record for every candidate in an active search.
- 3
Build the database
A verified, actively maintained candidate pipeline organised by skill, so a search does not start from a cold list.
- 4
Bring in client accounts
Visibility with HR managers, referral from past clients, and content that shows real experience in specific role types.
- 5
Convert and retain
Faster shortlist turnaround, tracked repeat business by client, and a placement follow-up that catches an early dropout.
United States
Working with US recruitment agencies.
US staffing is won on time to submit. A req drops into a VMS portal at 4pm, several suppliers see it at the same moment, and the first few qualified submittals take the interviews. Rate card, relationship, screening quality: all of it counts only if you were in that first group.
A req that drops after your recruiters have gone home is the clearest case for this we know of. A shortlist is sitting there when the account manager opens the laptop. Sourcing, screening notes and the ATS record are ours, on hours agreed with you at the start. The client conversation stays with your people.
Time to first submittal, measured per req
Not enquiries and not placements. The hours between a req going live in Beeline or Fieldglass and your first qualified submittal, tracked by client and by recruiter, predicts everything downstream of it.
The ATS is the asset, and it rots
A Bullhorn or JobDiva database full of people nobody has spoken to in two years is a list, not a pipeline. Re-checking availability, rate and work authorisation is dull repeatable work, and it is where an outside team earns its keep.
Pay ranges in postings are law in several states
A growing number of states and cities require a salary range in the advertisement, and they disagree on what the range must include. Your employment counsel should confirm which rules reach the roles you post.
Texting candidates has rules of its own
Consent for recruiting texts and A2P 10DLC registration on the sending number both apply before the first message. We set the wording and the opt-out up, and your attorney signs it off.
Direct hire and contract are sold differently
Direct hire is a pitch about the search itself. Contract is a pitch about bench, rates and how fast someone can start, and a single website page trying to do both tells a client nothing.
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 later 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 guarantees we cannot keep
The term is agreed in writing and never a default twelve months. 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.
Engagement options
Ways to work with us.
Pick the size of commitment that fits. Every option starts with your brief and a conversation.
Option 1
The conversation on its own
A call after you send your brief. It says honestly whether you need outside help, and many fixes are ones your own team can make.
Option 2
One fix, scoped
Start with the fix that matters most, such as reply time or follow-up. The fee is in writing before anything starts.
Option 3
An ongoing programme
We run the work, report against the baseline, and you renew on the numbers. The term and the reporting are agreed in writing first.
Option 4
Guidance for your own team or agency
We plan, brief and check the work of your in-house team or current agency, instead of replacing them.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions recruitment agencies ask before they call.
Not here? More answers, or ask on WhatsApp.
Do we need to advertise for candidates?
A client already has three agencies on its panel. Can we still get in?
Is it legal to keep candidate CVs in our database for years?
Can you help us reach passive candidates who are not job hunting?
Do you help with campus or fresher hiring specifically?
Can you help us track which client relationships are actually growing?
Do you help us follow up a candidate who went quiet after accepting an offer?
Can your recruiters submit into our client's VMS?
We already pay for Indeed, LinkedIn Recruiter and ZipRecruiter. What changes?
How do you write job advertisements that stay within US hiring rules?
Notes for owners
Read more about recruitment agencies.
- How companies choose an outside service firmCompanies hand hiring, payroll, accounts, facilities and advertising to an outside firm after asking someone they trust. This post explains who is asked, who signs, and what decides renewal.
- How to advertise to HR headsThe HR head's year runs on four fixed dates. Advertise against the renewal and the appraisal cycle, and sell to the payroll executive who will be blamed if salary is late.
- How to get recruitment clients for a staffing or placement agencyRecruitment clients are won by choosing a niche, reaching hiring managers with candidates already in hand, filling the first role fast, and turning one mandate into an account.
- What is the difference between an SDR and a BDR?An SDR works the enquiries that come in, while a BDR goes out to create conversations where none existed, and most SMEs need one before the other.
- LinkedIn marketing for consultants and business advisorsLinkedIn works for an advisor who writes as themselves about a narrow subject and speaks to connections privately, not as a company page broadcast.
Part of Professional services. See the other industries in the sector.
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.