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Employer branding · Real estate and construction

What the mestri says about your last site travels faster than anything you publish.

Employer branding for a contractor works on two groups: the engineers and supervisors who follow your sites from one town to the next, and the gangs who arrive through a mestri whose opinion of you is already formed.

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

Construction supervisors and an HR coordinator reviewing crew deployment in a site office

In one paragraph

Employer branding for a contractor works on two groups: the engineers and supervisors who follow your sites from one town to the next, and the gangs who arrive through a mestri whose opinion of you is already formed. GullySales writes the page, the site posts and the safety and payment statements.

Also written for

Building contractors, Civil contractors, General contractors.

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 building and civil contractors

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

  • “Your workforce is recruited by somebody else's word of mouth”

    A mestri who was paid late in March decides in October whether forty men come to your next site. No page reaches him, but the written terms he can show his gang do.

  • “The site moves and the family does not”

    An engineer's question is where the next posting is, how long this one runs, and whether the company moves him or expects him to find a room himself.

  • “Safety is the question asked at home and the answer is usually a slogan”

    A mother wants to know about the induction, the harness, the scaffolding check and what happens if there is a fall on the eleventh floor. A banner is not an answer.

  • “A billing engineer asks who your client is, because a slow client becomes a slow salary”

    Government work, a developer in trouble, and a private client with a clean record mean three different things to somebody deciding whether to join you.

What we do

What we deliver for building and civil contractors.

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

  1. A careers page built on the live sites

    The projects running now, their locations, the kind of work, the roles open on each, the posting length and the accommodation arrangement.

    Result: An engineer applies to a site rather than to a designation.

  2. The safety statement, with a name on it

    The induction, the equipment issued, the toolbox talk routine, your safety officer and what follows an incident, taken from his own words.

    Result: The question asked at home has a real answer.

  3. The payment position, written down

    Your pay cycle for staff, the settlement terms for gang payments, and who to ring when either is late, exactly as your finance team will stand behind it.

    Result: The thing everybody asks about privately is on the page.

  4. Material for the mestri network

    A one-page sheet in the language the trade reads, carrying the site, the work, the rate basis and the settlement terms, that a mestri can show his gang.

    Result: Gangs come back to your sites instead of going to the next contractor.

  5. Engineer, supervisor and storekeeper posts

    Posts for site engineering, quality, billing and stores, each naming the project, the client, the software used and who they report to.

    Result: Billing and quality vacancies stop sitting open for a quarter.

  6. What your long-serving engineers say

    Interviews with people who have stayed through three or four sites, about the postings, the work and why they did not leave.

    Result: The argument for joining comes from somebody who has done it.

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 building and civil contractors

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 arrange labour?
No. GullySales does not recruit, does not supply gangs, has no relationship with any labour contractor and does not run payroll or settlements. We write what people read and what your site team hands over.
Can you say on the page that we always pay on time?
Only if your finance head confirms it in writing, and then in his sentence rather than ours. A payment promise that fails is what empties a site, and a broken printed promise does more damage than a page that simply states the cycle and who to ring.
Half our workforce cannot read a website. Why bother?
Because the other half are the engineers, supervisors and billing staff you keep re-hiring, and they read everything before applying. For the gangs, the work is the printed sheet the mestri carries, not the site. If your projects are fully staffed and your mestris stay with you, you do not need this.
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.

Real estate and construction

Employer branding for the rest of the real estate and construction.

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