Recruitment agencies · Social media
LinkedIn is where the mandate and the candidate both live.
Social media for a recruitment agency is almost entirely LinkedIn, with WhatsApp carrying blue-collar sourcing. GullySales runs the agency page and the consultants' own posting, keeps vacancy posts from drowning the client content, and records which mandates began with a message.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
What social media means
Social media is the ongoing posting your business does on platforms such as Instagram, Facebook and LinkedIn to stay visible to customers and prospects between purchases. GullySales plans a posting calendar, writes captions and designs the images so the page looks active and answers what a visitor would ask.
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.
“A page full of vacancies reads as a job board”
An HR head looking you up wants to see roles you closed and what you know about her sector, not thirty openings she cannot fill for you.
“The senior candidate replies to a message about her own work”
A note referencing the project somebody led gets an answer. A template offering an exciting opportunity gets ignored.
“WhatsApp groups carry blue-collar hiring”
Factory and warehouse sourcing moves through group forwards and referrals, which is a channel to manage properly rather than pretend does not exist.
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.
A posting split between the page and the consultants
Client-facing content on the company page, roles and sector news from the recruiters, with who posts what agreed in advance.
Result: Both audiences get something written for them.
Sector content aimed at hiring managers
Notes on what a market is paying, how long roles are taking and what is changing in a sector, published under the agency's name.
Result: HR heads follow you for something other than vacancies.
Outreach messages written per candidate
First approaches that reference the person's actual work, prepared for the senior and specialised roles where templates get no reply.
Result: Passive candidates answer.
WhatsApp sourcing managed properly
Group rules, message formats and a record of who responded, so bulk sourcing stops living in one recruiter's phone.
Result: Volume hiring can be run by more than one person.
Messages routed into the client record
Enquiries arriving as personal messages logged with the rest, with an agreed time for a first reply.
Result: A brief sent on a Sunday is not found on Wednesday.
Reporting on mandates from social
Messages, briefs and placements traced back to each platform, measured against the baseline from the first conversation.
Result: The posting is judged on mandates rather than followers.
How the result is measured
- Posts published
- Engagement rate
- Enquiries from social profiles
Recorded as a baseline before work starts, so every later report has an honest comparison.
Platform for this buyer
Where hiring managers and candidates are found, and what to post.
- LinkedIn for hiring managers
- Post what you see in one sector you place, such as which skills are hard to find and what candidates ask before they move. Name the consultant who can talk to a hiring manager about it.
- LinkedIn consultant profiles for candidates
- Ask each consultant to state the roles they place and the sectors they know in the headline. A passive candidate replies to a person with a clear specialism, not to a company page.
- WhatsApp groups and Status for blue-collar sourcing
- Post a role with the plant location, shift, salary band as the client permits and the contact for registration. Use a group candidates joined for jobs, with the admin's consent.
- Instagram and Facebook for volume and fresher hiring
- Post walk-in venues, campus drive dates and what to carry, in the local language. A fresher reads this on a phone, so add a photograph of the venue and a map pin.
- What not to post
- Do not post a client's name on a confidential vacancy, a candidate's CV or photograph, or a salary the client has not agreed to share. A role posted too early can leak a hire.
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 social media work runs
- 1
Understand your audience and platforms
We identify which platforms your specific buyers actually use and what kind of content they respond to.
- 2
Audit current presence
We review existing pages, past content performance and any gaps in consistency.
- 3
Build the content calendar
A plan is created, balancing genuine value with occasional direct offers.
- 4
Implement and post
Content is created and published consistently on the agreed schedule.
- 5
Measure and optimise
We track enquiries alongside engagement and adjust the content mix based on what actually performs.
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.
Should consultants post from their own profiles or the company page?
Do we post salary ranges with the role?
Can consultants announce a placement on LinkedIn?
What do we do when a candidate comments about a bad experience?
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.
Closest to this: content and social
Also 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.