Employer branding · Retail and consumer
Your funding news is read before your careers page, and it answers a different question.
Employer branding for a D2C or e-commerce company means writing for two readers at once: a performance marketer who has already read your funding news, and a packer at a warehouse an hour outside the city. GullySales writes both pages and the founder's own hiring posts.
In one paragraph
Employer branding for a D2C or e-commerce company means writing for two readers at once: a performance marketer who has already read your funding news, and a packer at a warehouse an hour outside the city. GullySales writes both pages and the founder's own hiring posts.
Also written for
E-commerce companies, D2C brands, Omnichannel retailers, Marketplace sellers.
Where this sits
For E-commerce and D2C companies
Where it usually goes wrong, and what we would do.
“The search starts with your last round and your founder's posts”
Before anyone opens your careers page they have read a funding story, a shutdown story about somebody else, and whatever your founder wrote at two in the morning. Those three are doing your recruiting.
“One careers page is serving an office in Indiranagar and a warehouse in Hoskote”
The packer, the picker and the quality checker are reached in a different language, through a different channel, by a different person, and none of them are reading about your Series A.
“Somebody joining in July should be told what October looks like”
The sale weeks are the year. Ticket volumes, despatch loads and the hours all change, and a new joiner who was not warned treats it as a bait and switch.
“Your support team reads the same angry reviews the candidate read”
A customer care hire has already seen what people write about your delivery times. Pretending the queue is calm buys you a fortnight, and then the seat is empty again.
What we do
What we deliver for E-commerce and D2C companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Two careers pages, honestly separated
Office roles and fulfilment roles described on their own terms, each naming the location, the hours, the reporting line and how to apply.
Result: A warehouse vacancy stops competing for attention with a growth marketing post.
The founder's hiring posts, drafted from an interview
An hour with the founder each month produces the posts candidates actually read, about what the company is building and who it needs, in the founder's own words.
Result: Your strongest hiring channel stops depending on whether anybody felt like writing.
Warehouse and packing material in the local language
Posts and notices for the town your fulfilment centre sits in, naming the shift, the physical work and the transport arrangement.
Result: Fulfilment roles are filled from the area around the warehouse.
A plain statement of stage
What your company is, how it is funded, how large the team is and what that means for somebody joining now, written without the vocabulary of a pitch deck.
Result: An experienced candidate stops assuming the worst about the parts you skipped.
Support roles described as they are
The ticket load, the channels, the hours, the escalations and the training, so somebody joining customer care knows the job.
Result: Support attrition stops being blamed on the candidates.
Sale season staffing
The posts, the returning-staff message and the onboarding note for the temporary hands you take on around the big sale weeks.
Result: You are not teaching a hundred new people to pack in the busiest fortnight.
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 E-commerce and D2C 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.
Do you recruit or run our hiring?
We are pre-profit and people ask about runway. What do we say?
Should the founder really spend an hour a month on this?
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?
Retail and consumer
Employer branding for the rest of the retail and consumer.
Or start from employer branding.