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Employer branding · Professional services

An engineer is asking whether this desk sits in your office or on somebody's site.

Employer branding for an engineering consultancy or PMC firm answers the question a candidate cannot ask in an interview: office desk or site posting, design work or checking somebody else's drawings.

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

Professional services colleagues discussing associate workload and progression around a meeting table

In one paragraph

Employer branding for an engineering consultancy or PMC firm answers the question a candidate cannot ask in an interview: office desk or site posting, design work or checking somebody else's drawings. GullySales builds the careers page and job posts that say it before they apply.

Also written for

Engineering consulting firms, Design consultancies, PMC firms.

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 consulting firms

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

  • “Deputation is the fact nobody puts in the advert”

    A PMC role can mean two years at a client's site in another district, reporting daily to their project manager while your firm pays the salary. Candidates find that out in week one and resign by week six.

  • “Design and checking are two different careers”

    A structural engineer wants to know whether they will run analysis or spend the year marking up a contractor's shop drawings. Both are real jobs. Only one of them is what your advert implies.

  • “Your projects page impresses clients and tells engineers nothing”

    Metro packages and industrial plants look good to a buyer. An engineer reads the same list wondering which software touched it, who signed it off, and how many people were in the room.

  • “The site engineer is the hardest hire and the least written about”

    Accommodation, travel allowance, the rotation home, and what happens when the project closes. Silence on all four is why site vacancies sit open for months.

What we do

What we deliver for engineering consulting firms.

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

  1. Roles mapped to where they sit

    Every open position marked office, site, or client premises, with the length of a typical posting and the rotation you run.

    Result: Candidates stop accepting a job they believed was in Bengaluru and resigning when the posting letter arrives.

  2. The deputation terms written out

    Accommodation, travel, who they report to on the client's side, and what your firm does for them once the contract ends.

    Result: A site engineer's family can read the terms before the interview instead of after the offer.

  3. Discipline-wise job posts

    Structural, MEP, geotechnical and quantity surveying posts written separately, naming the analysis tools and the codes the work is done to.

    Result: Applications from engineers who have used STAAD or ETABS on the kind of structure you design.

  4. A chartered path described

    Whether the firm supports professional institution membership, the examinations that go with it, and the experience letters a young engineer needs.

    Result: Engineers who mean to stay in consulting choose you over a contractor paying more.

  5. What your engineers say about the work

    Interviews with staff at three grades, including somebody currently posted away from home, edited only for length.

    Result: Quotes on the page that a sceptical candidate recognises as real speech.

  6. Interview process reviewed before the branding

    How long your firm takes between a CV and an offer, because an engineer in demand accepts whoever decides first.

    Result: Fewer people lost in the fortnight it takes a partner to get free.

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 consulting firms

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 saying site posting out loud cut our applications?
At the top, yes. You lose the people who were never going to stay past the first posting letter. Whoever applies anyway has already decided they want site work, and those are the engineers you keep failing to retain. If there is no accommodation, no travel allowance and no rotation home, do not buy this yet. Nothing written will make that posting acceptable to somebody's family.
Can you help us hire faster as well?
Not by supplying people. GullySales keeps no bench of engineers, runs no recruitment desk and has no involvement with your payroll. What changes is the content a candidate reads and how quickly your own process answers them.
Our clients' names are confidential. What is left to write about?
The work, not the client. A package described as a forty-storey residential tower in Whitefield tells an engineer everything and names nobody. We write at that level and your partners approve every line.
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.

Professional services

Employer branding for the rest of the professional services.

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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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