Employer branding · Retail and consumer
Half your floor works for the brands, so say which job you are actually offering.
Employer branding for an electronics chain has to separate your own staff from the promoters the brands deploy in your stores, and then explain what an adviser's month really looks like. GullySales writes the careers page, the role posts and the material for technicians and installers.
In one paragraph
Employer branding for an electronics chain has to separate your own staff from the promoters the brands deploy in your stores, and then explain what an adviser's month really looks like. GullySales writes the careers page, the role posts and the material for technicians and installers.
Also written for
Electronics retail chains, Consumer durable retailers.
Where this sits
For electronics retail chains
Where it usually goes wrong, and what we would do.
“A candidate cannot tell whose payroll the job sits on”
Half the people in the television aisle are funded by a brand and half are yours. Somebody who applies to the wrong one finds out at the offer stage and walks away.
“Which category you are put on decides what you earn”
Large appliances and mobile accessories are different jobs with different earnings. Candidates ask before joining, and the answer is always given verbally.
“Festive season doubles the floor and the same faces decide whether to return”
The people you trained for last Diwali are the cheapest staff you will find this Diwali, and most chains never write to them again.
“Installers and service technicians never see a careers page”
They come out of ITIs and out of other service franchises, they are reached by word of mouth in the trade, and the customer judges your brand on the two hours one of them spends in a living room.
What we do
What we deliver for electronics retail chains.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that draws the line
Which roles your company employs directly, what a brand-deployed promoter is, and how the two differ in reporting, training and pay structure.
Result: An applicant knows whose payslip the job arrives with.
Adviser posts that name the category and the incentive basis
Each post states the department, the product training given, how the incentive is worked out and how category rotation happens.
Result: The interview stops being the first place those answers appear.
Technician and installation posts for ITI candidates
Written for a diploma or ITI reader, naming the products, the service training, the travel and the tools provided, and circulated where that trade actually reads.
Result: Service roles are filled without paying an agency every time.
A festive return programme
The message that goes to last season's temporary staff in September, what it offers, and the record-keeping that makes sending it possible.
Result: Trained hands come back instead of strangers arriving in the busiest fortnight.
Product knowledge as a reason to join
What training your floor staff receive, from the brands and from you, written as a reason somebody would choose your shop over the one next door.
Result: A candidate sees a skill being built rather than a season being worked.
Store-level hiring notices
A counter card and a window notice carrying the roles open in that branch and a number that is answered.
Result: A vacancy in one branch is filled from that branch's catchment.
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 electronics retail chains
- 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 handle recruitment?
The brands send their own promoters. Is their performance our problem?
Our base pay is low and advisers live on the incentive. Will writing it down help?
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.