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Employer branding · Technology

On-roll or through an agency is the first thing anybody asks you.

An electronics manufacturing company hires operators, line supervisors, test and process engineers and firmware people, and each group asks something the others never would.

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

In one paragraph

An electronics manufacturing company hires operators, line supervisors, test and process engineers and firmware people, and each group asks something the others never would. Employer branding settles those answers in advance, and GullySales writes them with your plant team rather than from a corporate template.

Also written for

Electronics manufacturing companies, EMS companies, IoT companies.

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 electronics manufacturing companies

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

  • “On-roll or contract is never stated in the post”

    It changes provident fund, leave, the appraisal and whether there is a future here. An operator asks it at the gate. Answering it in the advertisement saves everybody a wasted morning.

  • “Your operators hear about the job from a relative”

    Word moves through hostels, buses and the families of people already on the line. A careers page is not where this hiring happens; a printed notice, a forwarded message and the supervisor's word are.

  • “Hostel, bus and canteen settle it before pay does”

    For a woman moving from a district town, accommodation and the return bus decide whether her family agrees at all. Plants that write this down fill vacancies that identical plants down the road cannot.

  • “A test engineer cannot tell design from assembly”

    Contract manufacturing, own-brand production and a team building IoT hardware attract different engineers. A page about your quality certifications says nothing about which one you are.

What we do

What we deliver for electronics manufacturing companies.

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

  1. Operator posts in the language of the line

    Kannada, Tamil or Hindi as your workforce reads, printed for the gate notice board and short enough to forward. Employment type, shift, hostel and transport in the first four lines.

    Result: The people you want to hire can read your advertisement.

  2. Supervisor and engineer roles written separately

    SMT process, test, quality and firmware, each with the equipment involved, the certifications you need and who they report to.

    Result: Fewer general applications and more from the trade you are short of.

  3. A plant page a candidate's family can read

    Where the plant is, what it makes, what a day looks like and what the company provides. No claim about growth that the plant cannot show a visitor.

    Result: The relative whose opinion is asked for has something to look at.

  4. Placement material for ITI and polytechnic colleges

    One pack per intake describing the trainee scheme and what a fresher earns the right to operate by the end of it. Written with your training in-charge.

    Result: A hiring route that reopens every year on its own.

  5. Supervisor accounts of the shop floor

    Short pieces from people who came up from the line, in their words and with their agreement before publication.

    Result: Evidence that promotion off the line happens here, if it does.

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 electronics manufacturing 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.

Proof

What happened when owners fixed this.

Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.

All case studies

  • HOPO Hardware

    Situation
    There was no website or online platform of any kind, so nothing showed the products, their features or their technical specifications. A dealer who wanted a specification had to ask for it every time.
    What we did
    • Website and product catalogue
    • Logo and colour palette
    • Printed stationery
    • Social accounts opened
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

  • Natural Gases

    Situation
    Buyers in this field size up a supplier before they enquire. They want to see the range, the plant and the industries already being served.
    What we did
    • Brand identity for the gas trade
    • A corporate website
    • Social channels set up
    • Google Business page
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

  • SB Engineering

    Situation
    Buyers searching for laser cutting and sheet metal work in Bengaluru were finding other suppliers first, because the company did not rank for the terms its own customers type.
    What we did
    • The site redesigned for mobile
    • Search work on the buyer's terms
    • Content that shows the work
    • Social channels managed
    Result
    • Website traffic rose 60% within six months, against a target of 50%.
    • High-quality leads rose 45%, with a rise in conversion rates alongside them.
    • Fifteen target keywords moved up the rankings, five of them into the top three positions.
    Read the case study

Also worked with

Chord Road Hospital · Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios

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
Our line is hired through a manpower agency. Does this apply to us?
Partly. For that workforce it changes little, and we have no involvement with your agency, payroll or compliance. It is worth the money for the on-roll roles, supervisors, engineers and quality staff, where you compete with the plant down the road.
Should we put the pay band in the post?
That is your decision, and we will not invent a number for you. What we will say is that posts with no indication at all get answered by people who withdraw at the offer, and your HR can choose between a band, a range, or the phrase they already use.
Attrition on the line is heavy. Is this the fix?
No. If people leave inside three months, the reasons sit on the floor, in the transport and in the supervision, and a better advertisement only recruits people into the same exit. Ask the leavers first; their answers will rank above anything we could write.
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.

Technology

Employer branding for the rest of the technology.

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.

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