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GullySales
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Employer branding · Logistics and transport

In a port city everyone already knows who pays on time and who does not.

Employer branding for a freight forwarder, shipping agent or customs broker is what a documentation executive or a clearance hand hears about you in a small trade circle before applying.

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.

A fleet supervisor and HR coordinator reviewing a driver's records at a transport depot

In one paragraph

Employer branding for a freight forwarder, shipping agent or customs broker is what a documentation executive or a clearance hand hears about you in a small trade circle before applying. GullySales writes the careers page, the job posts and the employee accounts that make the talk about you accurate.

Also written for

Freight forwarders, Shipping companies, Air cargo companies, Customs brokers.

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 freight forwarders and shipping companies

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

  • “Your trade is a small circle and it talks”

    At the air cargo complex or the inland container depot, the people you want have already worked with or against your staff. A name for late salaries, or a manager who blames a junior for a detention charge, arrives long before your advert does.

  • “This trade is learned on the job, so training is the offer”

    Nobody arrives knowing incoterms, classification or how to answer a query on a bill of entry. The forwarder who says what a new joiner learns in the first year, and from whom, takes people from the one who does not.

  • “The office location is half the decision”

    A desk at the cargo complex means a commute nobody makes twice by accident. Saying where the desk actually sits, and whether documentation staff work from the city office, saves interviews that were never going to convert.

  • “People hop for a small rise because nothing else is offered”

    When every agent looks the same, money is the only variable. Accounts of their own, exposure to pricing and a route into sales are what stop the hop, and they need saying where a candidate can see them.

What we do

What we deliver for freight forwarders and shipping 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 desks you actually hire

    Documentation, customs clearance, pricing, operations and sales, each with the trade knowledge involved and who teaches it.

    Result: A candidate can tell your pricing desk from the one down the road.

  2. The first-year learning path in writing

    What a fresher is taught month by month, which qualification you support, and whose desk they sit beside while learning it.

    Result: Graduates take your offer over a larger agent's higher one.

  3. Job posts that name the port, the shift and the desk

    Location down to the complex, hours including the pressure on a sailing day, and the accounts the role touches.

    Result: No more candidates who resign the week they meet the commute.

  4. Accounts from managers who came up through documentation

    Interviews with your own people about the job they started in and the part they found hardest, used with their names and years.

    Result: Proof that the clerk's chair is not the last chair.

  5. A referral message written for a small circle

    A short note your staff can send to a former colleague that does not read like a forwarded advert.

    Result: Hires from inside the trade, with no agency fee attached.

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 freight forwarders and shipping 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
Do you place customs clearance staff?
No. We do not recruit, we hold no candidate database, and payroll is entirely your side. What we do is make what your company says to a candidate match what your staff would say about it. That also means turning work down. If salaries at your office go out on the fifteenth instead of the first, the circle already knows, and a careers page will not talk them round.
Our people leave for a Gulf posting. Can anything compete with that?
Not on money, and pretending otherwise damages you. What competes is being straight about where a career here goes and keeping the door open for the ones who come back, which many do. That is worth putting in writing.
Do you understand the trade well enough to write it?
Not on day one. We sit with your documentation and clearance staff first, write from what they said, and you correct every line before anything is published. Where a term is wrong your people catch it, which is how the process is meant to work.
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.

Logistics and transport

Employer branding for the rest of the logistics and transport.

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