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Employer branding · Manufacturing

A testing engineer joins the company whose panels go to the type-test lab.

Employer branding for an electrical equipment or switchgear manufacturer is what a panel builder, winder or testing engineer finds before applying: the products, the standards, the test bay and the site work.

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

A plant HR officer and production colleagues planning shift coverage at a factory briefing station

In one paragraph

Employer branding for an electrical equipment or switchgear manufacturer is what a panel builder, winder or testing engineer finds before applying: the products, the standards, the test bay and the site work. GullySales builds that page and those job posts out of what the men on your benches say about the place.

Also written for

Electrical equipment manufacturers, Switchgear manufacturers.

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 electrical equipment manufacturers

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

  • “The test bay is your best recruiting argument”

    An engineer who has run routine tests, or seen an assembly through an independent type-test laboratory, carries that for the rest of his career. Most switchgear careers pages do not mention testing at all.

  • “Panel wiring is skilled work advertised as unskilled”

    Busbar work, torque, crimping and the discipline of following a wiring drawing take years to learn. Your notice says helper wanted, and then you wonder why panels come back.

  • “Live testing means the family asks questions”

    An electrician's household knows what can go wrong. What the lockout practice is and what protective equipment is issued gets discussed at home before he says yes.

  • “Site commissioning is a second job inside the same company”

    Panel and substation commissioning takes a man away for weeks at a stretch. It needs its own post, its own allowance and its own honest description.

What we do

What we deliver for electrical equipment manufacturers.

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 products

    The switchgear, boards and assemblies you build, the ratings, the standards you build to, and the test facilities standing on your own floor. Written for somebody who will wire them.

    Result: Applicants who name your product range in the interview.

  2. The testing and quality route described

    What the routine test bay covers, what independent testing your products have been through, and how an assembler moves towards testing work and what it takes.

    Result: Panel staff with a visible reason to stay and learn.

  3. Electrical safety practice on the page

    The lockout and tagging practice, the protective equipment issued, and what induction and refresher training cover. Written with your safety officer and kept to what happens.

    Result: An answer a candidate can take home to his family.

  4. Separate posts for shop and site

    Panel wiring, busbar, winding, testing and site commissioning, each with its own hours, travel and requirement instead of one advertisement covering all five.

    Result: Fewer applicants who discover the travel after joining.

  5. What your wiremen and testers say

    Conversations with men who came in as helpers and now test, and with one who left for a contractor. Published with their consent and in their own words.

    Result: A progression story that stands up to being checked.

  6. A message for the electrician trade

    What goes to the institutes and to the trade groups your men already sit in, describing the first year on the bench and what he can do by the end of it.

    Result: Trainees from a trade you cannot reach by advertising.

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 electrical equipment manufacturers

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
Will you recruit electricians for us?
No. We do not source candidates, run interviews or process wages. We write the careers page, the job posts and the employee content that sits behind your own hiring.
Can we publish our test certificates and approvals?
You can publish what is current and what your quality head confirms on the day. We write nothing about a certificate, an approval or a test report without that confirmation, and anything that could be read as a claim to a customer or an inspector goes to your own people first.
Our wiremen are on a contractor's rolls. Does this still work?
Partly. A careers page changes who applies and what the contractor's men think of the place, and both are worth something. It does not change the arrangement, and if panels come back because the men have no stake in the work, that is a structural problem a website will not touch.
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 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.

Manufacturing

Employer branding for the rest of the manufacturing.

Or start from employer branding.

Your next practical step

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