Employer branding · Hospitality and food service
Your staff wear somebody else's badge, so nobody knows who employs them.
Employer branding for a facility management company is the odd task of being visible to people who work inside a client's building and see their own supervisor once a week.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for a facility management company is the odd task of being visible to people who work inside a client's building and see their own supervisor once a week. GullySales writes the page, the gate notices and the referral message your existing staff forward.
Also written for
Facility management companies, Integrated facility services, Housekeeping companies.
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 facility management companies
Where it usually goes wrong, and what we would do.
“An attendant tells people she works at the tech park, not for you”
She wears the client's badge, eats in the client's canteen and is introduced by the client's name. Four years of good work build somebody else's reputation.
“Hiring happens at the gate and on WhatsApp”
A housekeeping vacancy is filled by an existing attendant telling a neighbour. A careers page written for a laptop is not part of that conversation at all.
“The questions asked at home come before the ones asked at the interview”
Which date does the salary come, is PF being deposited, and who do we ring if there is an accident on site. Answering those in plain Kannada or Hindi is unusual enough to be remembered.
“A contract handover is a mass rehire that nobody prepares for”
When a site changes vendor, the same hundred people are asked to sign with a new employer overnight. Most of them have never read a word about either company.
What we do
What we deliver for facility management companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page in the language the job is done in
Roles, sites, shift patterns and the route from attendant to supervisor, in short sentences, published in the languages your sites run in.
Result: A candidate reads it on a phone at the bus stop and understands the job.
Gate-level hiring notices
A printed notice for the site board and a card for WhatsApp, with the role, the location, the shift and one number that is answered.
Result: Vacancies at a site are filled from the streets around it.
The pay, PF and safety statement
What your company commits to on the salary date, statutory deposits, uniform, equipment and what follows an accident, written for the family rather than for an auditor.
Result: The question a wife asks at home has a printed answer.
A referral message your staff will actually forward
One short message with the role and the number, written so an attendant can send it to a cousin without editing a word of it.
Result: Referrals arrive from the people who already know the work.
Supervisor route stories
Interviews with staff who moved from attendant or technician to supervisor, naming the years it took, the training and who backed them.
Result: An eighteen-year-old sees a ladder rather than a dead end.
A handover pack for transferred staff
What you tell a hundred people at a site you have just taken over, on day one, about who employs them now and what does not change.
Result: You keep the team that already knows the building.
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.
How it works
How the work runs for facility management 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
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 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
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 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
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.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- 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.
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.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
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.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Do you supply manpower?
Our staff do not use job portals at all. What is the point of a page?
Can you write that we are fully compliant on PF and ESI?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Hospitality and food service
Employer branding for the rest of the hospitality and food service.
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.