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Staffing agencies · Digital marketing

Fix what procurement checks online first, then go looking for new sites.

Digital marketing for a staffing agency is the order in which it builds its online channels: first the website, profile and pages a procurement team checks before empanelling you, then the search, LinkedIn and marketplace work that finds new sites. GullySales sets that order for your agency and keeps client marketing apart from worker sourcing.

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.

Editorial illustration for Integrated marketing campaigns

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 staffing agencies

Sales and marketing for staffing agencies, the overview.

Last updated 6 Oct 2026.

For staffing agencies

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

  • “Worker sourcing eats the whole budget”

    Job portal subscriptions, Facebook job posts and WhatsApp forwards for workers get funded first, because the requisition is urgent. Nothing is left for finding the next client.

  • “Procurement checks you online before the meeting”

    A buyer opens the website, the Google profile and the LinkedIn page before shortlisting. An empty or outdated one sends you to the bottom of the sheet.

  • “Paid ads for manpower bring job seekers”

    An advert on manpower supply in Pune draws far more workers than buyers. Without a block list and a client-only landing page, the clicks turn into applications.

What we do

What we deliver for staffing agencies.

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

  1. A client plan and a sourcing plan, priced apart

    Two written plans, each with its own channels, spend and measures, so worker sourcing stops absorbing the client budget.

    Result: Business development gets money of its own.

  2. The profile procurement checks

    Website, Google Business Profile and LinkedIn page aligned with the vendor pack: licences, sectors, sites, and the same address and phone.

    Result: A buyer's first check confirms what your papers say.

  3. LinkedIn outreach to HR and procurement

    A named list of HR, admin and procurement heads in your belts, with notes on their sites, worked by your account managers.

    Result: Conversations open with people who raise requisitions.

  4. Marketplace leads screened

    IndiaMART and JustDial enquiries answered with a short qualifying script and logged by headcount and site.

    Result: Marketplace spend can be judged on sites won.

  5. Job portal spend set against joinings

    Each portal subscription and sourcing channel compared with the associates who actually joined from it.

    Result: Sourcing money moves to what fills shifts.

  6. One report for both sides

    Client enquiries, requisitions won, joinings and sourcing cost reported separately, against the starting baseline.

    Result: Each side 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 staffing

Give procurement something to check before you spend on finding new sites.

The vendor pack as a web page
Put licences, registrations, sectors and site references on one page procurement can reach from the home page. Record which buyers mention it on a call.
A Google Business Profile for each branch
List each branch that deploys workers, with the right category and hours. Give job seekers a separate line from clients, and count calls by type.
Pages by staffing model and belt
Build payroll takeover, general staffing and C2H pages, then one per industrial belt you serve. Note which page each requisition form came from.
LinkedIn outreach to site HR
Have each account manager work a list of named HR and procurement heads in one belt. Log the replies and the site visits that came from it.
Marketplaces, screened hard
Keep IndiaMART only if a short script screens out one-helper requests. Record headcount and site for every lead so its value can be checked later.
What to leave until later
Brand videos, broad social media posting and display advertising can wait until one belt or sector brings repeat requisitions.

Who it is for

This is written for these staffing agencies.

  • General staffing for factories and warehouses
  • IT and engineering contract staffing, including contract-to-hire
  • Third-party payroll and compliance takeover
  • Facility staff for hospitals, hotels and tech parks
  • Retail promoters and FMCG merchandisers
  • Field sales and collections teams for banks and NBFCs
  • Apprentice and trainee staffing for plants
  • Event and seasonal temporary staff

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
Can our own team run this instead of an agency?
Yes, if one person owns the client side and has time for it. Most staffing teams get pulled into urgent requisitions, so business development slips. An outside team suits that gap, but the client relationships should stay with your people.
Money is tight this year. What do we fund before anything else?
The profile and pages procurement checks, then LinkedIn outreach in one industrial belt. Neither needs much media spend, only an account manager's hours. Paid search comes later, once a client-only landing page and a block list for job seekers exist.
How will we know whether LinkedIn or the marketplace brought a site?
Ask on the first call and record it, then match it to the requisition log, which shows which sources became headcount. Any marketing report that cannot be matched to that log is describing activity, not clients.
Should we run Google Ads and SEO together?
Ads can test which searches bring buyers while pages are still being built. Once a page ranks for a search, compare its enquiries with the ad's before cutting either. Run any job seeker ads from a separate account.
Should a staffing agency advertise on IndiaMART and JustDial?
Only with a screening script in place. These marketplaces bring plenty of manpower enquiries, but many are single-helper requests, job seekers and other agencies. Keep them if your record shows real sites coming from them, and judge them on headcount won, not calls.
Clients only compare our service charge. How do we change that?
Put the rest of the comparison on paper. A delivery record for each site, showing requisitions filled, replacements made and challans filed, gives procurement something to weigh against the rate. Without it, the lowest charge wins by default.
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.
What do you need from us?
Your brief, and a conversation. After that, access to whatever this work touches, such as your website, your accounts or your enquiry record, and time with the people who handle your enquiries.

From the blog

Further reading for staffing agencies.

All articles

More for staffing agencies

Everything else we would do for you.

Or start from the overview: sales and marketing for staffing 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