Employer branding · Automotive
Your part is in a car everyone knows, and nobody has heard of you.
A Tier 1 or Tier 2 supplier hires CNC setters, tool room hands and quality engineers from the same industrial estate as every other plant on the road, and the company name means nothing to any of them.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A Tier 1 or Tier 2 supplier hires CNC setters, tool room hands and quality engineers from the same industrial estate as every other plant on the road, and the company name means nothing to any of them. GullySales writes the careers page, the job posts and the gate-level material that makes the name mean something.
Also written for
Auto component manufacturers, Tier 1 suppliers, Tier 2 suppliers.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
Where this sits
For auto component manufacturers
Where it usually goes wrong, and what we would do.
“A setter can change jobs by crossing the road”
In an estate like Peenya or Hosur the next plant is a five-minute walk and pays a little more this month. What holds somebody is the bus, the canteen, predictable overtime and money that arrives on the first.
“Your customer's badge is the strongest thing you own”
The candidate has never heard of your company but knows the vehicle your bracket goes into. Naming the platform, as far as your customer agreement allows, changes the conversation at the gate.
“The tool room is a career and nobody says so”
An apprentice wants to know what they will be allowed to touch in year two and who will teach them. Component plants keep one of the few real trade ladders left, and almost none of them describe it.
“Customer audits are a selling point to the right engineer”
A quality engineer who has run a customer audit knows how much they learn in that fortnight. Say which customers audit you and what the engineer does during it.
What we do
What we deliver for auto component manufacturers.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page written at gate level
Shifts, bus routes by area, the canteen, how provident fund and ESI are handled, and what a new setter is put on in week one. Plain enough to read on a phone during lunch at the plant next door.
Result: A setter comparing two gates has facts about yours and a rumour about the other.
The trade ladder, written out
Trainee to setter to programmer to tool room, with what each step needs and how long it has taken people here.
Result: A candidate sees three years ahead instead of a monthly figure.
Job posts that name the machine and the material
Turning or milling, the control you run, aluminium pressure die casting or sheet metal, the tolerance you hold, the inspection equipment.
Result: People who can do the work apply, and your HR stops losing a morning to the rest.
Customer proof, rewritten for a candidate
Your supplier awards, the platforms you feed and the audits you pass, turned from purchase manager language into something a diploma holder understands.
Result: The company stops being a name on a gate and becomes a part in a known vehicle.
What the leavers said, used properly
People who left for the plant across the road told somebody why. We collect it and put the true parts on the page, because a firm that admits the trade-off is believed about everything else.
Result: New joiners know what they traded, and fewer of them go in month two.
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.
How it works
How the work runs for auto component manufacturers
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 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.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- Ask your three newest joiners why they said yes, and what almost stopped them.
Judge any provider
What to ask any agency or ghost-writer.
Useful whoever you choose, including us.
- Will you work from what our people actually say, or from a template?
- Do you do recruiting or supply candidates, or only the employer-brand work?
- Who approves anything that speaks for our staff?
- Which of our existing job pages and profiles will you change, and which will you leave alone?
- What do you count as a result, and what will you not promise?
Where this fits
Three pieces of sales work, in this order.
GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Will this stop people leaving for a small rise?
Do you supply manpower or deal with our contractor?
Our customer will not let us name them.
How much does it cost?
How soon will we see results?
Who will actually do the work?
What do you need from us?
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.