Employer branding · Consumer services
Your technician is offered a side job at every second door he knocks on.
Employer branding for a cleaning, pest control or appliance service company is what a technician hears about you before he joins and what keeps him on your rolls once customers start asking for his number.
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 cleaning, pest control or appliance service company is what a technician hears about you before he joins and what keeps him on your rolls once customers start asking for his number. GullySales writes the careers content, the job posts and the stories from technicians who stayed.
Also written for
Home service companies, Cleaning service companies, Pest control 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 home service companies
Where it usually goes wrong, and what we would do.
“The customer at the door is your biggest competitor”
She asks for his personal number and offers him the next deep clean at half your rate. A share of your attrition is not another company at all, and no amount of brand language addresses it. What he keeps by staying has to be worth more than that cash.
“He gets into the apartment because of your ID card”
A gated society in Whitefield stops a man with a bucket and lets in a uniform with a gate pass. The same goes for the training, the insurance and the chemicals he does not have to buy. Very few companies put any of this in writing.
“Hiring happens on WhatsApp, before anybody sees a website”
One technician forwards a message to three men from his district. Your careers page gets read after that message, to check you are real, so it has to load on a slow phone and say who you are in two lines.
“Nobody tells him about the bike, the ladder and the fuel”
Whether he travels on his own two-wheeler, who pays for the petrol, who carries the machine, and what happens when a job runs past nine at night. Those answers decide month one, and they belong in the job post.
What we do
What we deliver for home service companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Careers content in the language he reads
Short Kannada or Hindi copy on a page that opens quickly, with the company name, the office address and a number that a real person answers.
Result: The man checking a forwarded message believes the company exists.
Job posts that state the area and the kit
Which part of the city, what hours, whose vehicle, what is provided and what is not, written from what your operations head confirms.
Result: New technicians arrive with the right expectation about travel and timing.
What he keeps by staying, listed plainly
The gate access, the ID, the training under a licensed supervisor, and the path from crew member to team lead, as your business actually runs it.
Result: An answer he can weigh against a customer offering him cash work.
Stories from the crew, not from management
Interviews with technicians who have been with you for years, including the one who now runs a team, recorded and used in their own words.
Result: Proof that staying leads somewhere, told by somebody who did it.
A referral message built to be forwarded
Four lines, a photograph of the uniform, the area, and a number, sized for a WhatsApp group rather than a careers portal.
Result: Hires through the network your technicians already talk in.
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 home service 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
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.
Can this stop customers poaching our technicians?
Do you supply technicians or handle their wages?
Most of our crew comes through a labour contractor. Does this still apply?
How much does it cost?
How soon will we see results?
Who will actually do the work?
What do you need from us?
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.