Employer branding · Logistics and transport
Riders compare your per-delivery rate every week and leave on a Tuesday.
Employer branding for a courier or last-mile company is what a delivery rider and a hub sorter learn before they sign on: the payout day, the cash handling, who the hub in-charge is, and what a bad beat costs them. GullySales writes the hub-level material, the posts and the rider accounts.
In one paragraph
Employer branding for a courier or last-mile company is what a delivery rider and a hub sorter learn before they sign on: the payout day, the cash handling, who the hub in-charge is, and what a bad beat costs them. GullySales writes the hub-level material, the posts and the rider accounts.
Also written for
Courier companies, Last-mile delivery companies, Express logistics.
Where this sits
For courier and last-mile delivery companies
Where it usually goes wrong, and what we would do.
“The hub is the employer, whatever the logo says”
A rider joins a hub, not a brand. If the in-charge there shouts and the allocations look rigged, your national careers page is beside the point. Riders discuss hubs by name, and you should know what is said about yours.
“Payout day is the entire proposition”
Weekly or fortnightly, with or without deductions for undelivered shipments. That is what riders compare, in that order. Being vague about it loses the ones who have been burned before.
“Cash on delivery is the fear nobody addresses”
A rider carrying cash worries about a shortfall nobody can explain and a deposit queue at the end of a long day. Setting out how reconciliation works, and who to ring when a figure does not match, beats any slogan.
“Churn is weekly, so the material has to be permanent”
You will explain this job several hundred times this year. Writing it once, properly, in the languages your riders speak, costs less than doing it badly every Monday morning.
What we do
What we deliver for courier and last-mile delivery companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A rider-facing job sheet for each hub
Beat area, expected shipments, the rate structure, payout dates, fuel and phone handling, and the deduction rules on a failed delivery.
Result: A rider knows what a normal day earns before turning up at the hub gate.
Careers material in the languages of the beat
Bengali, Hindi, Kannada, whatever that hub speaks, as short text and a voice note rather than a document nobody opens.
Result: The message survives being forwarded to a friend.
Talking points for every hub in-charge
One page each in-charge uses at induction, covering cash, returns, attendance and escalation, so the same thing is said in every hub.
Result: Fewer riders who leave because the rules changed after they joined.
Sorter, supervisor and hub office roles
The jobs behind the rider, written with their shift, the night sort, and where each one leads.
Result: The night sort stops being the vacancy nobody reads to the end of.
What riders who stayed actually say
Short recorded quotes from riders who have been on the beat two years or more, complaints included.
Result: Credibility with a group that does not believe company messaging.
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, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for courier and last-mile delivery companies
- 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.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Can you get us two hundred riders for the festival season?
Riders leave for ten rupees more a shipment. Does anything help?
Where would you start?
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?
Logistics and transport
Employer branding for the rest of the logistics and transport.
Or start from employer branding.