Recruitment advertising · Marketing
The vacancy has been open four months and the advertisement never changed.
Employer branding decides whether people want to work with you. Recruitment advertising is the narrower job of putting one vacancy in front of people who are looking this week. The second purchase has a joining date attached to it.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Recruitment advertising is media bought to fill vacancies rather than to sell: job board postings, the Sunday appointments column, walk-in drive banners, and posts aimed at candidates on social. GullySales plans which of those suits the role, coordinates the booking, and reports applications against interviews actually held.
The media follow the role, not the company. A CNC operator is hired off a banner at the gate, a WhatsApp group and a word from an operator already on the floor. A costing accountant comes off a portal database and a phone call.
Most of what a job board sells is not the posting. It is search access to the resume database, which is where the hiring happens, while the posting decides who applies without being asked.
The problem
Does this sound like your business?
What owners tell us on the first call, in their words.
“Applications come in and nobody turns up for the interview”
The advertisement gave the designation and not the shift, the pay band or where the plant actually is. Candidates found all three out later and stopped answering.
“The same vacancy has been reposted since March”
Nothing in the posting has changed, so the same people see it and scroll past. A vacancy reposted month after month reads as a job nobody wanted.
“The consultant fee is now larger than the advertising budget”
Every hire goes through an agency because no direct route was ever built. Meanwhile the portal subscription sits unused in somebody's login.
“The walk-in drive brought a crowd and three joinees”
Banners went up two days before, on a road the wrong workers use, and the drive fell on a day when most of them were on shift.
What we do
Everything that is included.
Each deliverable, and what it gets you. Nothing here is an extra.
Role-by-role media plan
Which vacancies justify a portal, which need a banner at the gate, and which are filled faster by paying your own staff a referral amount.
A job post written to be answered
Shift timing, the pay band, the exact location, the qualification that is compulsory and the one that is not, with a number a candidate can ring.
Portal subscription and database routine
What the subscription covers in postings and database searches, plus a routine for your HR to work that database instead of waiting.
Classified and appointments column booking
The day the appointments page runs in your city's edition, the size, the closing time and the rate, coordinated with the publication.
Drive and gate campaigns
Banners, pamphlets and auto announcements around the industrial area, timed to the drive date and to the shift change when people can stop and read.
Candidate response handling
One number and one WhatsApp line for applications, every caller logged, so nobody is lost between the receptionist and the HR executive.
Interview and offer dates agreed first
Panel availability is fixed before the advertisement runs. An application that waits nine days is an application that has already accepted elsewhere.
Cost per joinee by source
Applications, interviews attended, offers and joinees traced back to the portal, the banner or the referral that produced each one.
How the result is measured
- Applications by source
- Candidates who attended against those who confirmed
- Offers made and joinees on the agreed date
- Cost per joinee by source
- Days from application to offer
- Vacancies still open past the plan date
Recorded as a baseline before work starts, so every later report has an honest comparison.
Who it is for
This is written for you if these sound familiar.
- Factories and workshops hiring operators, fitters, welders and helpers in batches
- Security, facility management and logistics companies running a constant intake
- Hospitals and diagnostic chains hiring nurses, technicians and front-desk staff
- Restaurant and retail chains opening an outlet and needing thirty people by a date
- A company that has paid for a job board all year and never opened the database
- Owners whose only hiring route is a consultant, at a fee per joinee they cannot keep paying
Not for
It is not the right fit if.
- One senior or confidential appointment, which is found by search and referral rather than bought as media
- A role paying below what the factory next door pays, because advertising only makes that comparison faster
- Teams who cannot interview within a week of the application, since the candidate joins whoever called first
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
The numbers this work is meant to move, such as enquiries, quotations, orders, visits or renewals, 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 a reply, a follow-up, a page, a listing 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 recruitment advertising work runs
- 1
Write down what the job really is
Shift, pay band, location, travel, and the two things the person must have done before. Half the hiring problem is a designation with no detail behind it.
- 2
Match the media to the candidate
A driver, a staff nurse and a costing accountant look for work in three different places. We buy the ones your role actually sits in.
- 3
Schedule around the drive date
Postings, classifieds and banners are placed so the response peaks on the days your panel is free to interview.
- 4
Run the response desk
Calls and messages are logged the day they arrive and passed to HR with the shift and location already discussed with the candidate.
- 5
Fill it and then stop
Campaigns are pulled as soon as the offers are out, and what worked is written down so the next intake does not start from nothing.
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.
Engagement options
Ways to work with us.
Pick the size of commitment that fits. Every option starts with your brief and a conversation.
Option 1
The conversation on its own
A call after you send your brief. It says honestly whether you need outside help, and many fixes are ones your own team can make.
Option 2
One fix, scoped
Start with the fix that matters most, such as reply time or follow-up. The fee is in writing before anything starts.
Option 3
An ongoing programme
We run the work, report against the baseline, and you renew on the numbers. The term and the reporting are agreed in writing first.
Option 4
Guidance for your own team or agency
We plan, brief and check the work of your in-house team or current agency, instead of replacing them.
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.
Is this the same as employer branding?
Do job boards work for hiring operators and drivers?
How quickly can a walk-in drive be filled?
Will you run the interviews as well?
What will the media 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?
By industry
Recruitment advertising, written for your industry.
Related services
Often bought with this, or instead of it.
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.