Skip to content
GullySales
Tell us what you need

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.

Tell us what you needor call +91 80958 58589

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

A fulfilment supervisor briefing newly joined warehouse staff before their shift

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.

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 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.

  1. 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.

  2. The founder's hiring posts, drafted from an interview

    An hour with the founder 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for E-commerce and D2C 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 recruit or run our hiring?
No. GullySales writes; it does not source candidates, sit in interviews or process payroll. The two careers pages, the posts and the founder's material are the deliverable.
We are pre-profit and people ask about runway. What do we say?
Something true and short. We will not write that the company is well funded if your CFO will not put that in an email, because the candidate who joins on it and reads a different story in six months tells everybody. A plain sentence about stage, backed by what you will say in the interview, holds up better than confidence.
Should the founder really spend an hour of their time on this?
If the answer is no, put the budget on the fulfilment side and leave office hiring to your recruiters. Founder-written posts work because they are recognisably one person talking. A ghostwritten version that never touches the founder reads as marketing, and candidates in this sector are good at spotting it.
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.

Retail and consumer

Employer branding for the rest of the retail and consumer.

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.

Tell us what you need