Employer branding · Marketing
Make people want to work here before they read the job description.
A business can have a strong customer brand and still struggle to hire, because the two audiences ask different questions. A candidate wants to know what a normal day looks like, who they would work for, and whether people stay, none of which the customer-facing website usually answers.
A 90-minute audit call and a written, scored report. Turnaround, reporting and term are agreed in writing after the audit.
In one paragraph
Employer branding is the work of presenting a business as a place worth working. It works through the careers page, job posts and how current employees describe the business, aimed at candidates rather than customers. GullySales builds this from what people who already work there actually say.
We build the employer side from honest input: current employees, why they joined and why they stay. That shapes the careers page, job posts and how interviews are conducted. It has to hold up once someone actually starts, or it damages trust faster than having said nothing.
This matters more than most owners expect for a six or sixty-person business. A clinic, workshop or firm competing for good staff against larger companies with bigger salaries needs a genuine reason beyond pay for someone to choose them.
The problem
Does this sound like your business?
What owners tell us on the first call, in their words.
“Good candidates apply elsewhere because nobody has heard of the company.”
A well-run business with genuinely good conditions loses candidates to more visible competitors simply because nothing describes what it is like to work there.
“The careers page looks like an afterthought next to the customer site.”
A single paragraph and an email address sit where a proper description of roles, culture and people should be.
“Current employees would not recommend the place to a friend, and it shows.”
Interview candidates sense the gap between what is claimed and what current staff actually say, and the good ones notice.
What we do
Everything that is included.
Each deliverable, and what it gets you. Nothing here is an extra.
Employee interviews
Short, honest conversations with current staff about why they joined, why they stay, and what they would change.
Careers page content
A careers page built to answer what a candidate actually wants to know, not a copy of the customer-facing about page.
Job post templates
Job post formats that describe the role and the team honestly, so applicants arrive with the right expectations.
Employee story content
Short profiles or quotes from real employees, used on the careers page and in job posts.
Interview experience review
A look at what candidates experience from application to offer, since a slow or disorganised process loses good people regardless of the branding.
Referral messaging
Simple messaging current employees can genuinely use to refer people they know, since referrals are usually the best source of hires.
How the result is measured
- Applications received per open role
- Careers page engagement and time on page
- Candidate drop-off during the interview process
- Referral hires as a share of total hires
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.
- Businesses struggling to attract enough good candidates for open roles
- Companies whose careers page is an afterthought compared to the customer-facing site
- Owners competing for skilled staff against larger businesses on pay
- Businesses with strong internal culture that nobody outside the company knows about
- Companies growing fast enough that hiring has become a repeated, ongoing problem
Not for
It is not the right fit if.
- You hire rarely, for one or two roles a year, this is more effort than the situation needs
- Current employees would not honestly recommend the business, that has to be fixed first
How it works
From your first message to the first report.
No open-ended retainer. Every step gives you something in writing.
First
Free audit call
90 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
After the call
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope, the fee and the reporting come with it, in writing.
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
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
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 employer branding work runs
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 2
Find the genuine reasons to join
We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.
- 3
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 4
Review the candidate experience
We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.
- 5
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
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.
Hotel Felicity Inn
- Situation
- A traveller compares three hotels on a phone and books one. The website was not built for that.
- What we did
- The site rebuilt around booking
- Photography and one look
- Search work for destination searches
- Content a traveller reads
- Result
- Online bookings increased 35%
- Organic traffic increased 50% within six months
- Positive reviews on Google and TripAdvisor increased 30%
SB Engineering
- Situation
- Buyers searching for laser cutting and sheet metal work in Bengaluru were finding other suppliers first, because the company did not rank for the terms its own customers type.
- What we did
- The site redesigned for mobile
- Search work on the buyer's terms
- Content that shows the work
- Social channels managed
- Result
- Website traffic rose 60% within six months, against a target of 50%.
- High-quality leads rose 45%, with a rise in conversion rates alongside them.
- Fifteen target keywords moved up the rankings, five of them into the top three positions.
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.
Also worked with
Chord Road Hospital · Curtain Label · Difesa Security Services · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · Natural Gases · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · 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 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 the free audit.
Option 1
The audit on its own
A 90-minute call and a written, scored report. 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 the audit ranks first, 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.
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 90-minute call with the person who will do the work
- A written, scored report on the six places orders leak
- 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.
Is this the same as recruitment?
What if employees are honest but critical in interviews?
Do you write our actual job postings?
How is this different from general brand strategy?
Do you apply this to yourselves?
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?
By industry
Employer branding, written for your industry.
Related services
Often bought with this, or instead of it.
Your next practical step
Get a free audit of how you sell, and a scored report of where the work is.
90 minutes. A written, scored report. No invoice and no obligation.