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Employer branding · Hospitality and food service

Your client's admin team reads the hiring page before it decides you can staff a site.

Employer branding for a caterer covers two workforces that share nothing: the canteen team who report to one factory gate every morning, and the event staff who serve four hundred people on a Saturday and go home.

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

Catering lead allocating responsibilities to kitchen and event staff

In one paragraph

Employer branding for a caterer covers two workforces that share nothing: the canteen team who report to one factory gate every morning, and the event staff who serve four hundred people on a Saturday and go home. GullySales writes the page and the posts that keep both filled.

Also written for

Catering companies, Industrial caterers, Event caterers.

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 catering companies

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

  • “One careers page is trying to describe two completely different jobs”

    A cook who wants a fixed canteen shift and a steward who wants Saturday work land on the same paragraph, and neither can tell which one is on offer.

  • “The client's tender team is reading it too”

    When a factory or an IT campus puts its canteen out to tender, somebody looks you up. What they find about how you treat kitchen staff sits right next to your rate card.

  • “Winning a contract is winning a hiring problem in an unfamiliar town”

    A new site in a district you have never worked in needs a full kitchen team in three weeks, and your name means nothing at that bus stand.

  • “Event staff come back or they do not, and the reason is rarely the rate”

    Ask a steward why she did not pick up for your last function and the rate is never the answer. The reception ran past two, there was nothing for the staff to eat, and she waited for an auto at the gate. Half a dozen caterers have her number.

What we do

What we deliver for catering companies.

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

  1. Two hiring routes on one page

    Site roles and event roles separated from the first screen, each with its own hours, its own pay arrangement and its own way to apply.

    Result: A cook applying for canteen work stops being rung about a wedding.

  2. A site mobilisation hiring pack

    Local-language notices, a number the area will actually ring, and a short post for the town you have just won a contract in.

    Result: The kitchen is staffed before the contract start date instead of after it.

  3. The page your client's committee will read

    How you induct, what training a helper receives, how supervisors are grown and what you commit to on wages and statutory dues, written to be read by a customer as well as a candidate.

    Result: Your bid stops resting only on the rate.

  4. Event roster messaging

    The message that goes out to your standing list before a function, what it promises about hours, food and payment, and the follow-up afterwards.

    Result: The same faces come back through the next wedding season.

  5. Supervisor and chef profiles

    Short written profiles of the people who will run a client's kitchen, with their training and the sites they have already run.

    Result: A client meets the team before the site visit.

  6. What the kitchen staff actually say

    Conversations across your sites about why people stay and what makes them leave mid-contract, gathered without your supervisors in the room.

    Result: You stop guessing why one site loses four helpers every summer.

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 catering companies

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
Do you find us cooks and helpers?
No. We do not recruit, we do not maintain a candidate list and we have no part in your wages or statutory filings. We write what a candidate reads and what a supervisor says at the gate.
Can the page say that we pay on time?
It can say what you commit to, in your words, once your accounts team has confirmed it. We will not write a promise about a pay date on your behalf, because the person let down by it will be standing in your kitchen, and that costs more than a plain page.
Most of our event staff come through a contractor. Does this apply to us?
Partly. The contractor's opinion of you decides who turns up, so what you publish matters less than what he tells his people. We would put the effort into the written terms he can show his staff and the material for your permanent site teams, and say plainly that the rest is his relationship, not a page.
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 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.

Hospitality and food service

Employer branding for the rest of the hospitality and food service.

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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