Sales management · Recruitment and selection
Show candidates the job honestly, then run the hiring steps in the same order every time.
A careers page is the part of your website that tells a candidate what the job is, who they would work for and what happens after they apply. The candidate journey is the hiring sequence behind it. This page covers a simple page, an audit of your job post, and a written journey with owners.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A careers page is the part of your website that tells a candidate what the job is, who they would work for and what happens after they apply. The candidate journey is the hiring sequence behind it. This page covers a simple page, an audit of your job post, and a written journey with owners.
A building-contractor firm in Mysuru posted a sales job on a job portal and got forty applications, none of which mentioned the sites they would visit or the target they would carry. The three they interviewed had been told almost nothing. One accepted, then did not turn up on the joining date.
The candidate had never been told that the job meant four site visits a week, or who the manager was. A short page on your own website fixes that cheaply. A single page is enough to start, and nobody needs a recruitment portal for it.
The owner writes the truth about the job; whoever manages the website posts it; the hiring manager owns the journey. It sits before the tests and the scorecard, and it replaces the single paragraph pasted into a job portal.
Where this sits
Topic 4 of 14 in sales management: recruitment and selection. Hiring salespeople through a repeatable process.
- The topic before
- Sales force design
- The topic after
- Sales training and development
If you want this done for you
Make people want to work here before they read the job description.
The work
What this is actually like.
“A job post is a promise”
If it says field sales and the job is mostly desk calling, the candidate who joins will leave. Describe a normal Tuesday, the vehicle, the territory, the target and the month the target is judged. The candidates who read that and still apply are the ones who stay.
“Candidates look you up”
Before applying, they search the company name, look at the website and ask someone they know. A website that stops at the products tells them nothing about the job. A page with a real photograph of the team and the real address answers half the questions in advance.
“The slow step loses the best one”
A good candidate holds other offers. If the gap between applying and a reply is two weeks, the best applicants have already gone. Write down how long each step takes and who is responsible, then watch the one that stalls.
“Test results disappear after the offer”
The notes from the test and the interview tell the manager where this person needs help. If they stay in a drawer, the new rep gets the same induction as everyone else. Pass them to whoever runs onboarding.
What we do
What you end up with.
The documents this topic produces, what each one is for, and how you know it is finished.
The careers page
One page on your website: who you are, the roles open, a plain description of the work, the pay structure in words, the town, how to apply and what happens next. Written by the owner, posted by whoever manages the site.
Result: Finished when someone outside the firm can read it and tell whether they would want the job.
The job post audit
Your latest post marked against ten questions a candidate asks: what do I sell, to whom, where, with whom, for how much, on what target, how long to confirm, what growth, what hours, what next. Each is marked answered or missing.
Result: Finished when no question is marked missing.
The journey map
Every step from application to first week in a table: step, owner, how many days allowed, what the candidate is told. It runs from the application to the screening call, the test, the interview, the references and the offer.
Result: Finished when a new hiring manager can follow the table without asking the owner.
The hand-off note
A half page per hire, passed from the hiring manager to the person running onboarding, with test results, strengths and the two areas to coach first.
Result: Finished when the onboarding plan for that person differs from the previous hire's.
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.
Do we need a careers page if we hire twice a year?
Should we put the salary on it?
Is a job portal still needed?
Who decides how long each step takes?
How much does it cost?
How long is the contract?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Where to go next
The work that carries this topic further.
Services
The rest of recruitment and selection
Or read all of sales management.
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.