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. GullySales writes the page, the gate notices and the referral message your existing staff forward.
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.
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, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for facility management companies
- 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.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
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.