Recruitment agencies · Reputation management
Candidates search your name and read that you charge for jobs.
Reputation for a recruitment agency is what a candidate and an HR head each find when they search your name. Consultancy listings collect angry ratings from people who were never placed. GullySales sets up the monitoring and the replies, and builds a routine for collecting proof from those who were.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
What reputation management means
Reputation management is watching what is said about your business across Google, social media and review sites, and responding to it before it changes a buyer's mind. GullySales monitors mentions, drafts responses to negative reviews and flags recurring complaints back to your team.
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.
“Most reviews come from people you did not place”
Somebody who interviewed and was rejected writes the review that evening. The candidate who joined is busy settling into a new job.
“The fee accusation is the one that loses clients”
A review claiming money was asked for a placement is read by HR heads as well as candidates, and it has to be answered plainly and quickly.
“An offer drop travels further than any review”
A candidate who accepted and did not join usually had a bad experience somewhere, and that story moves through college groups faster than a rating.
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.
Monitoring across search, portals and employer sites
Regular checks of your Google listing, job portal pages and the employer review sites where consultancies get discussed.
Result: A damaging post is found in the week it appears.
Reply wording for fee accusations and rejections
Prepared, calm responses stating how your process works and offering a direct line, without confirming anything about an individual application.
Result: A reader sees a firm that answers rather than argues.
Review asks timed to a candidate's joining week
A short request made once somebody has started and is settled, which is the only moment a placed candidate is inclined to write.
Result: Recent positive reviews arrive without chasing.
Written notes collected from HR heads
Short comments from clients who have used you for years, kept for panel applications and outreach rather than posted publicly.
Result: You have proof for the HR head who has never briefed you.
A record of offer drops and their reasons
Every candidate who accepted and did not join, logged with the reason, so a pattern in one client or one consultant becomes visible.
Result: The cause gets fixed instead of being blamed on the market.
A reputation summary
New reviews, replies sent, requests made and items still open, reported against the baseline taken after the first conversation.
Result: Nothing damaging sits unanswered for a month.
How the result is measured
- Average rating
- Response time to reviews
- Negative mentions resolved
Recorded as a baseline before work starts, so every later report has an honest comparison.
What to do with each review
How to answer each kind of review a recruitment agency gets.
- Rejected candidate, one star
- Reply once and politely. Say the client chose another profile and offer to keep the CV for future roles. Never publish why the candidate was turned down. Move the rest to a phone call.
- Fee or registration charge accusation
- State your policy in one line: whether a candidate pays anything and who pays the fee. Then check that every recruiter says the same on calls, because this review usually grows from one loose sentence.
- Placed candidate saying thanks
- Thank them by first name and mention the kind of role, not the employer. Name the client only if the client has agreed. Add a line inviting friends with similar skills to send their CVs.
- HR head unhappy with the shortlist
- Treat it as a briefing problem. Reply with thanks, then ring and ask what the profiles missed. Write the answer into the requirement notes so the next shortlist is screened against it.
- Offer dropped, candidate blames you
- Reply with facts that harm nobody: you passed on the offer as the client made it. Keep the real reason for the drop in your own record. Do not argue the candidate's decision in public.
- Review from someone you cannot trace
- If no record exists, say so and invite them to write in with the role and date. If it breaks the platform's rules, report it through the platform's own process and keep a copy.
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 reputation management work runs
- 1
Understand current perception
We start by actually searching your business name and reviewing what a stranger would currently see.
- 2
Audit existing mentions
We catalogue reviews, mentions and search results, flagging anything negative or inaccurate.
- 3
Plan responses
A calm, factual response is prepared for anything that needs one, agreed with you before posting.
- 4
Implement monitoring
Ongoing checks are set up so new mentions are caught promptly rather than discovered by accident.
- 5
Measure and report
Sentiment and response times are reported, with your business name searched again to see what has moved.
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.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
A rejected candidate has left a one-star review. What now?
Do HR heads really read our reviews?
Can we ask a client's HR head to review us?
A former recruiter has posted about us on AmbitionBox. Do we reply?
Do we need to advertise for candidates?
A client already has three agencies on its panel. Can we still get in?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
From the blog
Further reading for recruitment agencies.
6 min read · 6 Oct 2026How 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.
7 min read · 21 Sept 2026How 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.
7 min read · 4 Sept 2026How 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.
More for recruitment agencies
Everything else we would do for you.
- SEO for recruitment agencies
- PPC ads for recruitment agencies
- Lead generation for recruitment agencies
- Digital marketing for recruitment agencies
- Local SEO for recruitment agencies
- Branding for recruitment agencies
- Social media marketing for recruitment agencies
- Content marketing for recruitment agencies
- Email marketing for recruitment agencies
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.