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Employer branding · Manufacturing

Your apprentice already knows whether last year's batch was made permanent.

Employer branding for an engineering or heavy engineering company is what a fitter, welder, apprentice or site engineer finds before applying: the shop, the trades, the postings and whether training turns into a job.

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

Employer branding for an engineering or heavy engineering company is what a fitter, welder, apprentice or site engineer finds before applying: the shop, the trades, the postings and whether training turns into a job. GullySales writes the careers page and the job posts from what your own people say.

Also written for

Engineering companies, Heavy engineering companies, Capital goods 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 engineering and heavy engineering companies

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

  • “The apprentice question has one honest answer”

    A trainee is giving you a year on a stipend on the assumption that some of them stay. The institute grapevine knows last year's number long before your office publishes anything.

  • “Erection and commissioning is a posting, not a job”

    Six months at a customer's plant in another state is what a site engineer is being asked to accept. Holding that back until the offer letter costs you the hire and the reputation.

  • “The gate notice is still your best channel and it is badly written”

    A sheet at the gate reaches more fitters than your website ever will. It says vacancy, ITI, walk in with documents, and nothing that helps a good man choose you over the next shed.

  • “Long projects look like narrow experience”

    A fitter who spends a year on one machine worries his skill will not travel. Saying what he will know by the end of it is the argument, and nobody bothers to make it.

What we do

What we deliver for engineering and heavy engineering companies.

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

  1. A careers page with the shop floor on it

    The bays, the machines, the kind of equipment you build, the trades you employ and the grades inside each one. Written for somebody holding an ITI certificate rather than for a procurement manager.

    Result: Applicants who recognise the work from the page.

  2. The apprentice route, with last year's numbers

    What the year covers, who signs the training record, what the stipend is, and how many trainees were taken on rolls. Published only where you can back the figure.

    Result: Apprentices applying because the answer is written down.

  3. Site posting terms stated up front

    Length of a typical posting, the states you work in, accommodation, the allowance and how often a man gets home. In the job post, not in the offer letter.

    Result: Site engineers who accepted the travel before they applied.

  4. A gate notice worth reading

    The same job cut down to a printed sheet in the local language, with the trade, the shift, the pay band if you publish one, and the name of the person to ask for.

    Result: Walk-ins for the trade you are actually short of.

  5. What the men on the floor say

    Interviews with a charge hand, a welder and a supervisor who came up through the trade. Their words, cleared by them, used on the page and in the posts.

    Result: A promotion story a candidate can check with somebody he knows.

  6. Referral messaging for the trades

    Most fitters arrive through a relative or an institute batchmate. A short message they can pass on, and a clear rule on what a referral earns and when.

    Result: Names from trades you cannot advertise your way into.

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 engineering and heavy engineering 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

  • Burhani Hydroline

    Situation
    The website was dated. Menus were hard to follow, pages were slow, and it did not work properly on a phone, which is where a buyer looks first.
    What we did
    • Research before design
    • Wireframes and prototypes
    • The full product catalogue
    • An online checkout
    Result
    No numbers were recorded for this engagement. The work is described in full in the case study.
    Read the case study

  • 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

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 · SB Engineering · 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
Will you find us welders and fitters?
No. We do not recruit or supply labour and we have no part in wages. We write the careers page, the job posts and the gate notices, and we record what your own people say about working there.
Our hiring happens at the gate. Why would we need a website?
Because the man at the gate has a phone and his family will look you up that evening. The notice and the page have to say the same thing. It is also what a diploma holder or a site engineer reads, and that hire never happens at the gate.
Can we publish pay ranges?
That is your call and we will not push it. Publishing a band cuts wasted interviews and is unusual enough in engineering to stand out. If your bands sit below the industrial area around you, publishing them tells you something you already knew, and the money is better spent on the bands.
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.

Manufacturing

Employer branding for the rest of the manufacturing.

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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