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Employer branding · Automotive

The battery engineer you want has a safer offer and a family asking about it.

An EV or battery company hires people who are leaving a settled job at an established maker, so its careers page has to say what an engineer would own and what happens if the next funding round is late.

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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

An EV or battery company hires people who are leaving a settled job at an established maker, so its careers page has to say what an engineer would own and what happens if the next funding round is late. GullySales writes that page, the job posts and the service technician hiring content.

Also written for

EV manufacturers, Battery manufacturers, EV startups.

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 EV manufacturers and battery companies

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

  • “The decision is made in a living room”

    The cell or BMS engineer you want is paid more by a company their parents have heard of. Nothing on your site is written for the person asking the questions at home, and that person has a vote.

  • “Candidates search your worst news first”

    A fire, a recall, a delayed launch or a funding story sits on the first page of results for your name. A plain paragraph about what changed afterwards beats pretending it did not happen.

  • “Your service network is a hiring problem nobody planned”

    Selling in forty towns means finding technicians in forty towns who have never opened a high-voltage pack. What you train them on, and what the safety certification is, belongs on the careers page rather than in an internal deck.

  • “Speed is your offer and it cuts both ways”

    An engineer joins because a design reaches the road in months instead of years. Say what that pace costs in a normal week, because whoever came for the story rather than the pace leaves first.

What we do

What we deliver for EV manufacturers and battery 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 that states the stage you are at

    Which vehicles or packs are in production, what is still on the bench, which sites you run, who backs you, and what you will not claim yet. No projections and no launch dates you might miss.

    Result: An engineer's family gets a real answer, and you stop losing people between offer and joining.

  2. Role posts for battery, powertrain and manufacturing engineering

    Cell selection, BMS firmware, thermal, homologation, line bring-up. Each post names the bench and the tools instead of asking for years of EV experience the market has not had time to produce.

    Result: Applications from people who wanted this problem, not a CV shower.

  3. Technician hiring content for the service network

    A plain post for town workshops with the training and the high-voltage safety part written out, in the language of the state it is posted in.

    Result: A workshop hand in a small town can tell whether they are qualified to apply.

  4. Interviews with the engineers who already came across

    Why they left a bigger name, what surprised them, what they would warn a friend about. We publish the warning as well as the rest.

    Result: People join having already heard the bad part from somebody who stayed.

  5. One answer for the runway question

    What your hiring manager says when a candidate asks how long the money lasts, agreed once with your founder and written down.

    Result: The question that sinks EV offers gets a steady answer instead of a pause.

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 manufacturers and battery 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

  • 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

  • SB Engineering

    Situation
    Buyers searching for laser cutting and sheet metal work in Bengaluru were finding other suppliers first, because the company did not rank for the terms its own customers type.
    What we did
    • The site redesigned for mobile
    • Search work on the buyer's terms
    • Content that shows the work
    • Social channels managed
    Result
    • Website traffic rose 60% within six months, against a target of 50%.
    • High-quality leads rose 45%, with a rise in conversion rates alongside them.
    • Fifteen target keywords moved up the rankings, five of them into the top three positions.
    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 · 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
Can you help us hire the engineers themselves?
No. GullySales is not a recruitment company, keeps no candidate database and has nothing to do with offers or payroll. What we write is what a candidate reads before applying and what your team says when the hard question comes.
We cannot match what the large manufacturers pay. Does this fix that?
No, and if pay is the whole gap, this is the wrong purchase. Employer branding moves the engineer who would trade salary for owning a subsystem outright. It will not move somebody who needs the money, so be honest about which candidate you are chasing before you spend.
Half our own engineers are on the fence. Should we wait?
They are where we start. The interviews we run with current engineers become the material for the careers page, and they will tell you plainly why the last leavers went. If what they say is bad enough that you would publish none of it, the page is not your first problem.
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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