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Employer branding · Manufacturing

The carpenter you need heard about you from a cousin, not from your careers page.

Employer branding for a furniture factory means two different candidates: the carpenter or CNC operator who hears about jobs through a relative, and the design or sales hire who reads you on the internet first.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A plant HR officer and production colleagues planning shift coverage at a factory briefing station

In one paragraph

Employer branding for a furniture factory means two different candidates: the carpenter or CNC operator who hears about jobs through a relative, and the design or sales hire who reads you on the internet first. GullySales writes the careers page, the job posts and the WhatsApp message your foreman forwards.

Also written for

Furniture manufacturers, Modular furniture 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 furniture manufacturers

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

  • “Two candidates, one careers page”

    A polish hand and a modular design executive are not reading the same thing, and rarely in the same language. Most factory careers pages are written for the second and are never seen by the first.

  • “Nobody can tell your factory from a site contractor”

    A carpenter weighing your floor against daily-wage site work wants to know if the work runs through the monsoon, whether pay lands on a fixed date, and if there is a place to stay. Most factory pages say none of it.

  • “Designers are afraid they will only draw cut lists”

    A fresher out of an interior or furniture design course has heard about three years of drawing panel schedules and nothing else. Say which part of a modular project they own and better people apply for the same pay.

  • “The showroom brand is not the factory brand”

    Customers know your displays and your finishes. A candidate is joining a unit in Peenya with its own hours, canteen and supervisor, and the customer-facing site describes none of that.

What we do

What we deliver for furniture manufacturers.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A careers page that answers the shop floor first

    What the factory makes, which shifts run, whether there is a bus from the main road, what a new carpenter is put on in the first month. Short lines, written for a phone.

    Result: A candidate reaches the end of the page without having to ring somebody to ask what the job is.

  2. Job posts split by trade

    Separate posts for CNC operator, edge banding, polish, site installation and design. Each names the machine, the material and who the person reports to.

    Result: Fewer unrelated CVs, and applicants who know what they are walking into.

  3. The referral message your staff can forward

    Most of your hires already come through somebody on the floor. We write the short message and the gate poster in the language your team speaks, carrying the same facts as the careers page.

    Result: Your foreman's network keeps working, with the right information attached to it.

  4. Employee interviews on the floor

    Short conversations with carpenters, machine operators and supervisors about why they stayed, including the ones who nearly left. Quoted as they said it, with their agreement.

    Result: Proof a candidate believes, because it sounds like somebody they know.

  5. What happens between the walk-in and the joining date

    We follow one applicant through: who answers the phone, how long the trial day takes, when the offer is confirmed. Delay is where factories lose tradespeople to the unit across the road.

    Result: You find out in writing which step is costing you the hire.

  6. First week content, so the promise survives

    The induction sheet, the safety briefing and what the supervisor says on day one, checked against what the job post claimed.

    Result: Nobody leaves in the first fortnight feeling they were sold something else.

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 furniture manufacturers

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 find us carpenters and operators?
No. GullySales does not recruit, does not send candidates and has nothing to do with your payroll or contract labour arrangements. We write what a candidate reads and hears about you, and we look at where your own hiring process loses people.
Our hiring is all word of mouth. Do we need a careers page at all?
For the floor, not much. Fix the referral message and the board at the gate first, because that is where your carpenters actually come from. The page earns its cost when you start hiring designers, production planners and sales people who look you up before applying, and if you are not hiring those, spend the money elsewhere.
How would we know it worked?
We write down what you get now before changing anything: applications per open role, how many were relevant, how many joined, how many were still on the floor after a month. Those four go into the report, so the question stops being a matter of opinion.
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.

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.

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