Employer branding · Hospitality and food service
There is no dining room to walk into, so the page has to stand in for the building.
Employer branding for a cloud kitchen is the awkward job of hiring into a company a candidate cannot see: four brand names on an app, one kitchen up a staircase, and no address a cook can visit.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for a cloud kitchen is the awkward job of hiring into a company a candidate cannot see: four brand names on an app, one kitchen up a staircase, and no address a cook can visit. GullySales writes the page, the posts and the film that replace that doorway.
Also written for
Cloud kitchens, Food delivery companies, Delivery-first brands.
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 cloud kitchens and food delivery companies
Where it usually goes wrong, and what we would do.
“Your brand names belong to the app and the company that pays is invisible”
A cook has eaten your biryani and never heard your company's name. The search that should end at your careers page ends at a listing on a delivery platform.
“Nobody can walk in and look at the place”
A restaurant candidate judges a kitchen by standing in the doorway for thirty seconds. Yours is on the first floor of a building with no signboard.
“The job is the dinner rush, and saying so filters the right people in”
Between seven and eleven the kitchen is unrecognisable. Describing those four hours honestly loses the applicants who would have gone in a fortnight anyway.
“News about the sector is the first thing a candidate reads about you”
Search your company name and a candidate meets funding rounds, shutdowns and somebody else's layoffs. Nothing you have written sits between that and the application form.
What we do
What we deliver for cloud kitchens and food delivery companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that introduces the company behind the app brands
Who owns the brands, how many kitchens, which cities, and what happens to a team when a brand is retired. Written for a cook, not for an investor.
Result: A candidate knows who would actually be employing him before the interview.
The kitchen on film
A short walkthrough of a working kitchen, the stations, the cold storage, the packing bench and the shift change, shot as it is rather than styled.
Result: Somebody applying from another city knows what she is joining.
Posts that name the shift window
Kitchen, packing and city operations roles, each stating the hours, the peak, the weekly off and whether the kitchen runs on festival nights.
Result: Fewer joiners quit in week two over the timing.
Where riders and partners stand, stated plainly
If your delivery runs on partners rather than employees, the page says so in words that leave no room for a misunderstanding, including who they contract with.
Result: A rider signing up knows what he is signing, and you do not inherit the argument.
A new city launch pack
Hiring notices in the language the area reads, a local number, and posts for a kitchen that has no reputation in that city yet.
Result: The first kitchen in a new city is staffed without flying people in.
An answer to what people find when they search you
The sector coverage, the platform listings and anything former staff have written, mapped, with a written position for the questions that will come up in interviews.
Result: Your recruiter is never hearing a question for the first time in the room.
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 cloud kitchens and food delivery 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
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.
Do you supply kitchen staff or riders?
Our brands change every few months. Does a careers page survive that?
Is this the wrong time, given how the sector reads in the news?
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?
What if we are not happy with the work?
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.