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GullySales
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Employer branding · Automotive

Your field technician works alone all day, and the job post never mentions it.

Charging networks, fleet operators and mobility companies hire field technicians, site acquisition people and drivers, and the first thing each of them wants to know is whether the role is a job or a partner arrangement.

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 mentor helps a new colleague get started at a shared worktable

In one paragraph

Charging networks, fleet operators and mobility companies hire field technicians, site acquisition people and drivers, and the first thing each of them wants to know is whether the role is a job or a partner arrangement. GullySales writes the careers page and the job posts that answer it before the interview.

Also written for

EV charging companies, Mobility companies, Fleet operators.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

For EV charging and mobility companies

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

  • “Employee or partner is the question you are avoiding”

    Mobility has blurred the line until candidates assume the worst. Whether a role sits on your rolls, on a vendor's, or in a partner arrangement with an asset belongs in the first three lines of the post.

  • “Uptime is the job and it is lonely”

    A field technician rides between chargers in traffic, works on a unit in a basement with no signal, and gets called at eleven at night when a site drops. Somebody who discovers that on day nine has gone by day thirty.

  • “Site acquisition is a sales job wearing an operations badge”

    The person signing mall, hotel and apartment sites spends the week persuading facility managers and negotiating power connections. Advertise it as operations and you interview the wrong people for a month.

  • “Drivers are not going to read a careers page”

    Fleet drivers hear about work at the hub, at the tea shop near the depot and from other drivers. A page cannot reach them, but a sheet on the hub board can, and so can what your existing drivers say about payment.

What we do

What we deliver for EV charging and mobility 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 split by how people are engaged

    Separate sections for roles on your payroll, roles through a vendor and partner arrangements, each saying plainly which it is. We write the description; what the arrangement is comes from you and your legal adviser.

    Result: The awkward conversation happens before the offer rather than after the first payout.

  2. The field technician post, written from a real day

    Territory size, sites covered, what is carried on the bike, the escalation on a night call, the high-voltage safety training given before anybody touches a unit.

    Result: People who want that job apply and people who do not stop applying.

  3. Hub and depot material for drivers

    A one-page sheet in the state language for the hub noticeboard and a short forwardable message, with earnings explained exactly as your own team explains them on the phone.

    Result: Drivers hear one version of the arrangement instead of five.

  4. Interviews with technicians and hub staff

    Conversations with the people doing the rounds now about the worst day and why they are still here. Quoted with their agreement, including the complaint.

    Result: Candidates trust the page because it contains something no company would invent.

  5. The thirty-day check

    We write down what a new technician is told in week one and compare it line by line with what the post promised.

    Result: The gap that causes first-month leaving is visible before it costs you another hire.

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 EV charging and mobility 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.

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
Half our roles are through partners. Can we still do this?
Yes, as long as the page says so. Candidates work it out by the second interview anyway, and the ones who feel misled tell the next twenty drivers at the hub. We write the description, not the contract. GullySales does not recruit, does not supply technicians or drivers, and has no part in payroll, vendor billing or partner agreements.
Our engineering team sits in one city and our technicians are spread across the country. One page or many?
One page with honest local sections. A firmware engineer at head office and a technician covering chargers along a highway need different facts, and forcing both into one paragraph makes the whole thing read as marketing. The shared part is written once and each role post separately.
Would this help with attrition or only with hiring?
Both, in different amounts. An accurate description cuts the people who join and then discover the job, which is most first-month leaving. It does nothing about a territory that is too large or a night rota nobody can live with, and the interviews with your own staff will tell you which of those you have.
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.

Automotive

Employer branding for the rest of the automotive.

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