Employer branding · Consumer services
Trainers leave for the split shift long before they leave for the money.
Employer branding for a gym is what a trainer finds when he checks you before a trial session: the shift, how personal training clients are allotted, and whether the floor is a place to build a name.
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 gym is what a trainer finds when he checks you before a trial session: the shift, how personal training clients are allotted, and whether the floor is a place to build a name. GullySales writes the careers page, the job posts and the trainer stories behind it.
Also written for
Gyms, Fitness chains, Wellness 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 gyms and fitness chains
Where it usually goes wrong, and what we would do.
“Six to eleven, then five to ten, and a dead afternoon”
The split shift is the reason most floor trainers quit, not the salary. A careers page that shows a squat rack and never mentions the timing only moves the surprise to week two.
“The pay a trainer cares about is the personal training share”
A post saying salary plus incentive tells him nothing. He wants to know how a walk-in member is allotted, whether the sales team hands him warm leads, and what happens when a client pauses a package.
“Your channels show offers and never show a trainer”
So a good trainer builds his following on his own phone and takes it with him when he leaves. The gyms that credit their floor staff keep them longer and get their friends as applicants.
“Certification is the thing he cannot buy alone”
Renewals and courses cost real money on a trainer's salary. Whether you pay for them, part-pay or do not, that answer belongs on the page rather than in a negotiation at the offer stage.
What we do
What we deliver for gyms and fitness chains.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page for the floor
Written for a trainer on a phone between two clients. The shift, the branch, the member profile and the person he will report to, in short lines.
Result: He knows the timing before he books a trial, so the ones who turn up are the ones who can do it.
One post per role, not one for the gym
Floor trainer, personal trainer, group instructor and front desk written separately, because a Zumba instructor and a strength coach are not the same hire.
Result: Applications that match the slot you actually need filled.
Trainers credited on your own channels
Profiles and clips of the people who coach, on the gym's page under the gym's name, with a written line on what a trainer may post from the floor.
Result: A trainer builds something here instead of only on his own account.
How the first ninety days work, in writing
Shadowing, floor hours, when he starts taking personal training clients and how those clients are allotted, confirmed by your head trainer.
Result: The commission conversation happens before the offer, not in month three.
A referral note trainers will actually forward
Short enough for a WhatsApp group, honest about the shift, with the branch and the contact number in it.
Result: Hires from the trainer network, which is where the good ones already are.
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 gyms and fitness chains
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.
Trainers leave once they have built a client list. Can you prevent that?
Do you supply trainers or run the hiring?
We are one gym, not a chain. Is this worth the money?
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?
Consumer services
Employer branding for the rest of the consumer services.
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.