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Employer branding · Manufacturing

A certified welder can work anywhere, so he is asking who pays for the test.

Employer branding for a fabrication or sheet metal company is what a welder, fitter or press brake operator finds before he walks in: the work, the safety kit, the certification and who the contractor is.

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.

Fabrication supervisor discussing welder skills and work standards

In one paragraph

Employer branding for a fabrication or sheet metal company is what a welder, fitter or press brake operator finds before he walks in: the work, the safety kit, the certification and who the contractor is. GullySales writes the careers page and the gate notices from what your shop floor says.

Also written for

Fabrication companies, Sheet metal companies, Structural fabricators.

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 fabrication and sheet metal companies

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

  • “Welder qualification is the strongest offer you have”

    A tested welder is portable and he knows it. Paying for the qualification feels like handing him a ticket out, and it is the reason the good ones stay.

  • “Half your floor is on a contractor's rolls”

    A careers page addressed to permanent staff speaks to a minority of the people in the shed. Whether the contract hands ever see what you publish is worth settling before you write it.

  • “Shoes, screens and extraction are a hiring question”

    A man who once had the cost of his own gloves cut from his wages remembers it for years. What is issued, how often it is replaced and who pays belongs in the job post.

  • “Structural work means height, and that changes who applies”

    Erection at a customer site is a different trade from shop fabrication, with harnesses, weather and weeks away. Advertising both under one word brings you the wrong half.

What we do

What we deliver for fabrication and sheet metal 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 for the shed

    The processes you run, the plate thicknesses, the machines, the trades you employ and what a shift looks like from the first hooter. Written for a welder with an ITI certificate.

    Result: Applicants who know the work before they walk in.

  2. Certification and testing, spelled out

    Which welder qualifications you support, who pays for the test, what happens to the certificate afterwards, and how the pay grade moves when he passes.

    Result: Tested welders choosing you over the unit down the road.

  3. Safety written as practice rather than as a slogan

    What protective equipment is issued and how often it is replaced, the extraction and screening arrangements, and what the induction covers. Written with your safety officer and kept to what is true.

    Result: A candidate's family satisfied with the answer he brings home.

  4. Gate notices and forwarding messages in the local language

    The same job cut down to a sheet for the gate and a message for a group, carrying the trade, the shift and who to ask for at the office.

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

  5. What your charge hands say

    Interviews with a welder of fifteen years, a fitter and a supervisor who started on the floor. Their own words, cleared before anything is published.

    Result: A reason to stay that came from somebody credible.

  6. Site crews described separately

    Erection crews get their own post: the locations, the height work, the travel, the stay and the allowance, with nothing held back for the offer stage.

    Result: Crew who accept the posting before they join, not after.

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 fabrication and sheet metal 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
Can you get us welders?
No. GullySales does not recruit, does not supply labour and has nothing to do with wages, contractor bills or payroll. We write the careers page, the job posts and the gate notices, and we record what your existing men say about the place. If the shortage is really that the rate on this estate has moved and yours has not, we will say so before we recommend any writing.
Most of our floor is contract labour. Who is this page for?
For everybody who decides whether to come back on Monday, and that includes the contract hands, who talk across three sheds. It is also for the supervisors, inspectors and draughtsmen you hire directly. If your answer is that contract workers are the contractor's concern, this is not a purchase worth making.
Will publishing our safety practice invite trouble?
It invites scrutiny, which is the point, so publish only what your safety officer will stand behind. Factory safety obligations are statutory and we do not advise on them. Write what you do, have your own safety and legal people check it, and change the practice rather than the wording wherever the two do not match.
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 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.
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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