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.
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.
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.
Monthly reporting on mandates from social
Messages, briefs and placements traced back to each platform, measured against the baseline from the audit.
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, then reported every month against it.
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 monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for recruitment agencies
- 1
Assess
We look at your database's quality, how client updates are paced through a search, and how your website shows experience in specific roles.
- 2
Fix communication
A structured update cadence for clients and a clear status record for every candidate in an active search.
- 3
Build the database
A verified, actively maintained candidate pipeline organised by skill, so a search does not start from a cold list.
- 4
Bring in client accounts
Visibility with HR managers, referral from past clients, and content that shows real experience in specific role types.
- 5
Convert and retain
Faster shortlist turnaround, tracked repeat business by client, and a placement follow-up that catches an early dropout.
Proof
What happened when owners fixed this.
Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.
Growth Sage
- Situation
- There was no settled visual identity, so nothing on the page told a prospect what kind of firm this was.
- What we did
- Vision and brand values
- A logo for a professional firm
- The site audited, then rebuilt
- Market and competitor research
- Result
- No numbers were recorded for this engagement. The work is described in full in the case study.
Chord Road Hospital
- Situation
- Patients who knew the hospital trusted it. Patients who searched for a department or a treatment in the area did not find it.
- What we did
- Website rebuilt around patient needs
- Search visibility
- Social media on a schedule
- Review management
- Result
- Organic traffic increased 60% within six months
- Online appointment bookings increased 40%
- Social following grew 45%, and engagement on it rose 70%
Also worked with
Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · Natural Gases · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · SB Engineering · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios
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 monthly 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 lock-in, no guarantees we cannot keep
Three to six months at a time. 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.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
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?
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?
What do you need from us?
What if we are not happy with the work?
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
- Reputation management for recruitment agencies
- Local SEO for recruitment agencies
- Branding for recruitment agencies
- Content marketing for recruitment agencies
- Email marketing for recruitment agencies
Or start from the overview: sales and marketing for recruitment agencies.