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.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
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 does not recruit, supply candidates or run payroll; it works on what a candidate finds when they look the company up.
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
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 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.
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 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.
Read before you buy
- Employer branding for clinics, schools and hospitals that struggle to keep staffNurses, teachers and clinic staff leave over shifts, supervision and growth more than perks. What to show on a careers page and on a walk-through so the right people stay.
- How to handle bad employee reviews onlineReply once, factually, to a former employee's bad review, fix what is true, and leave out argument and deletion requests. Includes a worked reply and wording for three more common complaints.
- How to run an employee advocacy programme without forcing people to postHow to make sharing company content optional and worth doing: what to offer staff, what to leave alone, where work ends and personal life begins, and how to know if it is working.
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.