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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.

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

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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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

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

Read the full employer branding page

How it works

How the work runs for electronics retail chains

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 handle recruitment?
No. We do not find, screen or place candidates, and payroll is nothing to do with us. What we build is the careers page, the posts and the store material your managers use.
The brands send their own promoters. Is their performance our problem?
The customer thinks so, and so does a candidate reading reviews of your store. We cannot write a brand's employment terms for it, and we will not describe a promoter as your employee. What the page can do is state the difference plainly so nobody is misled at the offer stage.
Our base pay is low and advisers live on the incentive. Will writing it down help?
Only if the incentive is genuinely reachable. Write the basis down and an adviser can compare your shop with the one in the mall, which is a fair fight if your numbers stand up. If a good month with you still lands under the chain across the road, this is not the thing to buy, and we will say so before you spend anything with us.
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.

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Your next practical step

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