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Recruitment agencies · Email marketing

Not now from an HR head means come back to me in April.

Email keeps a recruitment agency in front of hiring managers between mandates, and keeps a candidate database from going stale. GullySales rebuilds both lists from your own records, writes what each side has a reason to open, and runs the programme on a schedule rather than when somebody remembers.

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 email marketing means

Email marketing is sending planned messages to a list of past and prospective customers who have agreed to hear from you. It suits offers, updates and staying in touch with someone who is not ready to buy yet. GullySales writes and schedules these emails and tracks who opens, clicks and enquires.

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.

  • “Not now is a date, not a refusal”

    An HR head with nothing open in November has three roles in April. The agency that wrote something useful in between gets the call.

  • “A database rots quietly and nobody notices”

    Candidates change jobs, numbers and cities. A yearly check by mail is dull work that decides how fast your next shortlist goes out.

  • “The appraisal cycle sets your calendar”

    Resignations follow the increment letters, so the agency that wrote to HR heads in March is the one called in May.

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. Client and candidate lists rebuilt from your records

    Every HR contact you have spoken to and every candidate you have screened, pulled out of inboxes and spreadsheets into one maintained list.

    Result: You can reach the market you already know.

  2. A note to hiring managers

    A short message carrying something about their market, such as what a role is paying now or which skills have become hard to find.

    Result: HR heads remember you between mandates.

  3. A yearly database refresh mailing

    A simple message asking candidates to confirm their role, location and whether they are open, with updates written back into the database.

    Result: A search returns people who are actually available.

  4. A sequence timed to the appraisal cycle

    Messages to clients and candidates planned around the months when increments land and resignations follow.

    Result: You are in the conversation before the attrition starts.

  5. Consent and unsubscribe handled properly

    How each contact came in, what they agreed to and when they asked to stop, recorded and honoured across both lists.

    Result: The sending domain your consultants depend on stays healthy.

  6. A count of mandates from mail

    Replies, meetings and briefs traced to each mailing, reported against the baseline recorded after the first conversation.

    Result: The mailing is judged on the mandates it opened.

How the result is measured

  • Open rate
  • Click rate
  • Enquiries from email

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

Read the full email marketing page

What must be in place first

What a recruitment agency needs in place before it mails a client or a candidate.

Candidate consent on file
Candidates sent a CV to be considered for roles, not to get every mailer. Record when and how each person agreed to hear from you, and keep job alerts apart from agency news.
A hiring manager list from real contact
Build it from people who briefed you, met you or took your call. Add the role, department and last mandate to each contact before the first send, so every mail has a reason.
Two lists that never mix
Clients and candidates get different mail from different lists. A candidate must never see a client's name, and a client must never see a candidate's phone number by accident.
A named sender on your own domain
Send from a consultant's name with SPF and DKIM set on your domain, not from a free mailbox. Replies should reach the consultant who owns the role.
Removal that reaches the database
Put an unsubscribe line in every mail. If a candidate asks to be deleted, remove them from the database as well as the mailing list, and note who asked and when.
Tags a mailer can trust
Tag candidates by skill, notice period and city so a Java alert never reaches a finance professional. Check the tags against the last call or update before using them.

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 email marketing work runs

  1. 1

    Understand your list

    We review who is on the list, how they got there, and how long it has been since they last heard from you.

  2. 2

    Audit past sends

    We check open and click rates from past emails to see what has and has not worked.

  3. 3

    Segment and plan

    The list is split into meaningful groups and a sending calendar is agreed.

  4. 4

    Implement content and automation

    Emails are written, scheduled and, where useful, set to trigger automatically based on behaviour.

  5. 5

    Measure and optimise

    We track performance and adjust subject lines, timing and content based on what the list responds to.

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
Do HR managers read agency emails?
They read short ones about their own market. A note saying what a role is paying now, or that three candidates from their sector are open, gets opened. A newsletter about your milestones does not.
Can we mail our entire candidate database?
Only the part you have consent for and can keep current. Send few and relevant messages and make stopping easy. A blast to twenty thousand stale addresses damages the sending domain your consultants use every day.
Should job alerts and agency news go in the same email?
No. A candidate who signed up for roles in their skill should get those and nothing else, with a separate opt-in for news. Mixed mail teaches people to ignore both. Keep two lists and two templates, and label each clearly in the first line.
Should the email come from the agency or from the consultant?
From the consultant, on the agency domain. People answer a name they have spoken to, and a reply then lands with the person who can act on it. A shared info address gets few replies and is where a hiring manager's question goes missing.
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