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Recruitment agencies · Digital marketing

Run the client side and the candidate side as two budgets.

Digital marketing for a recruitment agency serves two audiences who never meet: hiring managers choosing which agency to brief, and candidates deciding whether to answer you. GullySales sets a plan for each, keeps the spend separate, and reports mandates and placements against the money that produced them.

Tell us what you needor call +91 80958 58589

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

Realistic editorial illustration of recruitment agencies at work in India

What digital marketing means

Digital marketing is the combined work of search, social media, advertising and website channels running together rather than as separate projects with separate people. GullySales runs these as one connected system so a change in one channel, such as a new offer, is reflected everywhere at once.

Also for recruitment agencies

Sales and marketing for recruitment agencies, the overview.

Last updated 5 Oct 2026. Rules for this trade differ by state and professional body, and they change. We describe restrictions in general terms, so check the current position with your own council or adviser before you publish anything.

For recruitment agencies

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

  • “Portal subscriptions get renewed out of habit”

    Naukri and LinkedIn Recruiter come up for renewal every year and almost nobody checks which placements they actually produced.

  • “The two audiences want opposite things from you”

    A candidate wants the client name and the package. A client wants proof the candidate was screened. One post cannot do both jobs.

  • “Your consultants are the brand, and they leave”

    Each recruiter has built a personal following, and when one resigns the relationships go with her because nothing sat under the agency's name.

What we do

What we deliver for recruitment agencies.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. Two plans with two budgets

    A written split between client acquisition and candidate sourcing, each with its own channels, spend and measure.

    Result: One side stops quietly funding the other.

  2. Portal spend checked against placements

    Each subscription measured on the placements traced to it over the past year, before any renewal is signed.

    Result: Renewals become a decision rather than a habit.

  3. Consultant profiles built under the agency's name

    Each recruiter's public presence set up so the agency is visible in it, with the client contacts recorded centrally.

    Result: A resignation stops taking the relationships with it.

  4. Every client enquiry in one record

    Briefs arriving by phone, mail, website and personal message logged together with the role, the deadline and who is working it.

    Result: Nobody discovers a brief a week after it arrived.

  5. A sourcing mix decided by role type

    An agreed route for each kind of role, covering database, portals, referrals and direct approach, so consultants stop defaulting to whatever is nearest.

    Result: Hard roles get the method that actually fills them.

  6. A report splitting the two sides

    Client enquiries, mandates, shortlist speed and placements reported apart from candidate sourcing costs, against the starting baseline.

    Result: Each side of the business is judged on its own numbers.

How the result is measured

  • Enquiries across channels
  • Cost per enquiry overall
  • Channel mix by contribution

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

Read the full integrated marketing campaigns page

Where to start for agencies

Give hiring managers and candidates separate first steps, because they want different things.

A page for each kind of role you fill
Write one page each for IT, factory, sales or leadership hiring, naming the cities and the sort of shortlist you send. Note which page a hiring manager was on before the enquiry form.
The agency page and consultant profiles
Fill the LinkedIn company page and each consultant's profile with the sectors and roles they cover. Record any client call that begins with a mention of a profile or post.
A mandate log with its source
Enter each new mandate with where it came from: referral, search, portal or a call. Add the date it was briefed and the date the first shortlist went out.
WhatsApp replies for candidates
Answer applicants with the role, location and pay band in the first message. Log how many reply and how many attend the interview they are offered.
Portal subscriptions beside placements
List each job portal subscription next to the placements it produced this year. Renew the ones with a placement against them and question the rest.
What to leave until later
Employer-brand videos and paid reach to passive candidates can wait until one sector gives you repeat mandates.

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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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 digital marketing work runs

  1. 1

    Understand the objective

    We agree the one thing this campaign needs to achieve before choosing any channel.

  2. 2

    Audit available channels

    We assess which channels are realistic to run well within the budget and timeline.

  3. 3

    Strategise the central idea

    One message and offer is developed that will work across every planned channel.

  4. 4

    Implement across channels

    Each channel receives its own adapted version, launched on a shared timeline.

  5. 5

    Measure as one campaign

    Results from every channel are combined into a single report against the original objective.

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.

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.

Tell us what you needor call +91 80958 58589

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
What should a small agency spend on first?
The database and a named list of hiring managers. Both cost time rather than media, and both are the things a competitor cannot buy from you. Portal spend works better once they exist.
Do we need a new website?
Only if the present one cannot carry a page per role family and a job board that does not swamp it. Most agency sites can be rebuilt section by section, and we compare the two routes on cost once we have spoken to you.
Should consultants post from their own profiles or the agency page?
Both, with different jobs. The agency page holds the sectors and roles you cover and stays when a consultant leaves. Personal profiles carry the contact hiring managers actually answer. Agree one description of your specialisms so they match, and keep client names out of posts.
Our consultants already post open roles. Is that our marketing?
Posting a role brings candidates, not clients, so it feeds the candidate side only. Client-facing posts should show the sectors you know and the way you screen. Keep the two on separate lists and count mandates from the second.
Do we need to advertise for candidates?
Mostly not. A verified database costs nothing in media, and a fast shortlist depends on it. Paid job ads help for one hard-to-fill role type at a time.
A client already has three agencies on its panel. Can we still get in?
Yes, usually through one role the others are struggling with. We prepare a short note on the roles of that type you have filled, sent to the HR head with a shortlist offer. Winning one hard role opens the panel more often than any presentation.
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 the trade, the channel and what is already in place. 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.

From the blog

Further reading for recruitment agencies.

All articles

More for recruitment agencies

Everything else we would do for you.

Or start from the overview: sales and marketing for recruitment agencies.

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.

Tell us what you need