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Employer branding · Automotive

Technicians pick the workshop where they will learn something, not the one nearest home.

For a workshop or a service chain, employer branding is aimed at technicians, denting and painting hands and service advisers, most of whom hear about jobs from an instructor or a parts dealer rather than from a website.

Tell us what you needor call +91 80958 58589

Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A service advisor and workshop supervisor planning technician allocation at an automotive workshop

In one paragraph

For a workshop or a service chain, employer branding is aimed at technicians, denting and painting hands and service advisers, most of whom hear about jobs from an instructor or a parts dealer rather than from a website. GullySales writes the careers page and the material that travels by word of mouth.

Also written for

Automobile service centres, Workshops, Service chains.

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 automobile service centres

Where it usually goes wrong, and what we would do.

  • “The trade instructor decides more hires than your website”

    Instructors and senior technicians send their people somewhere. If nobody has given them a page, a photograph of your bay and a number to ring, they send them to the dealer workshop.

  • “What will I learn is the whole question”

    Two years of oil changes and tyre rotation leaves a technician two years behind. Say which makes you work on, what diagnostic equipment sits in the bay and who trains on it.

  • “Service advisers burn out and nobody warns them”

    The adviser takes the call when the estimate goes up and the car is not ready. Say what support exists on a bad Saturday, because advisers leave over that rather than over pay.

  • “Tools, uniform and somewhere clean to change”

    Whether tools are provided or bought by the technician, what the workshop is like during the monsoon rush, whether Sundays are worked. Small facts, and they settle it.

What we do

What we deliver for automobile service centres.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A careers page a technician would actually finish

    The bays, the makes, the equipment, the shift, the pay cycle and what a trainee is put on in month one. Photographs of the workshop rather than a stock garage.

    Result: Something a senior technician is willing to forward to a nephew.

  2. The training ladder, spelled out

    Trainee, technician, diagnostic technician, works manager, and what each step requires. Named for the trade, not for a human resources grade.

    Result: A young mechanic can see the difference between your bay and a roadside garage.

  3. A card for the trade schools nearby

    One printed page your works manager leaves with ITI and automobile training institutes: the trades you take, the intake months, what the first year covers, the number to ring.

    Result: People arrive every intake instead of only when a bay stands idle.

  4. Separate posts for the front of house

    Service adviser, customer relations and billing roles written as the jobs they are, including the part where the customer is angry and the part where the job card decides everything.

    Result: Advisers who know what Saturday looks like before they accept.

  5. Interviews with the technicians who stayed

    Twenty minutes each with your longest-serving technician and your newest, recorded in the bay and approved by them.

    Result: The page sounds like the workshop rather than like a brochure.

  6. Your walk-in to joining process, timed

    How quickly a walk-in is seen, what the trial day involves, how many days before an offer. In this trade the fastest workshop gets the person.

    Result: A written list of the delays that are handing your candidates to the dealer down the road.

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.

Read the full employer branding page

How it works

How the work runs for automobile service centres

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Talk to current employees

    We interview a cross-section of staff honestly, including some who might raise uncomfortable points.

  2. 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. 3

    Build the careers content

    The careers page, job post templates and employee stories are written from what staff actually said.

  4. 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. 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.

  1. Search for your company name with the word jobs, and read the first page of results as a candidate would.
  2. Read your last ten reviews and list the points that appear more than once.
  3. 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.

  1. 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.

  2. Step 2

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. 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.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Technicians do not read websites. Why would a careers page help?
The page is not for them directly. It is for whoever sends them: the instructor, the parts dealer, the cousin already on your bay, the parent who wants to see something before a son moves town. Give those people photographs and plain facts and they pass it on.
Can you find technicians for us?
No, that is not what GullySales does. We do not recruit, place or employ anybody and we do not handle your payroll. Our work is what a candidate hears about the workshop and where your own hiring wastes time.
Is our name the problem, or our pay?
Our first conversation tells you which, before you buy anything. If technicians are leaving for a workshop that pays more and teaches more, no amount of writing helps. If nobody outside three streets has heard of you, the writing is cheap against the cost of an idle bay.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on what is being changed and how many of the people who matter see it. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever the work touches, such as your profiles, your website or your accounts, and time with the people who can answer our questions.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

Automotive

Employer branding for the rest of the automotive.

Or start from employer branding.

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.

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