Employer branding · Retail and consumer
A sales officer wants to know the town, the beat and when the transfer comes.
Employer branding for an FMCG company is mostly about field sales: the officer covering thirty outlets a day on a two-wheeler, deciding between your territory and a larger brand's. GullySales writes the careers page, the field posts and the material for the plant and the campus.
In one paragraph
Employer branding for an FMCG company is mostly about field sales: the officer covering thirty outlets a day on a two-wheeler, deciding between your territory and a larger brand's. GullySales writes the careers page, the field posts and the material for the plant and the campus.
Also written for
Food companies, Beverage companies, Personal care companies, Home care companies, Consumer durables companies.
Where this sits
For FMCG companies
Where it usually goes wrong, and what we would do.
“The beat is the job and the post describes a designation”
How many outlets a day, which towns, urban or rural distribution, how much of the month away from home. A post about a dynamic sales professional answers none of it.
“Transfers are why good officers leave and nobody will put the policy in writing”
A man who has just bought a house in Hubballi wants to know his chances of being moved to Vijayawada. Silence is read as a yes.
“Nobody at the plant reads the corporate careers page”
Operators, boiler attendants and quality staff are hired within a few kilometres of the gate, through ITIs and through people already inside. Head office is not part of that conversation.
“You are competing for trainees against brands that sit on every shelf”
A campus candidate has known the big names since childhood. What he does not know is which company gives him a territory of his own in year one, and that is your whole argument.
What we do
What we deliver for FMCG companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page written around the beat
Territory structure, a normal market working day, the distribution types, the reporting line and the transfer position as your HR will actually state it.
Result: Applicants arrive understanding what the field job is.
Sales officer and area manager posts
Each naming the state, the town, the channel, the outlet count and the vehicle and allowance arrangement.
Result: You stop interviewing people who wanted a desk.
Plant hiring material
Notices and posts for the district around the plant, written for ITI and diploma readers, naming the shift pattern, the safety induction and the training.
Result: Plant vacancies are filled locally rather than through a consultant.
Campus material that is not a corporate film
A short honest account of what year one as a management trainee involves, where you would be posted and what you would be measured on.
Result: Placement teams can say what makes you different from the shelf leader.
Field employee stories
Interviews with officers and area managers about their first territory, the market they built and what nobody told them when they joined.
Result: The page carries something only a person who has done the job would say.
The distributor question, answered
A clear statement of which roles sit on your payroll and which sit with your distributors, because candidates confuse the two constantly.
Result: An applicant knows who would be paying him.
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 FMCG 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 recruit sales officers?
Attrition among sales officers is an industry problem. Why would a page change it?
How is this reported?
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?
Retail and consumer
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