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Employer branding · Manufacturing

An automation engineer's CV is a list of platforms, so put yours on the page.

Employer branding for an industrial automation or robotics company is what a controls engineer, panel wireman or commissioning engineer finds before applying: the platforms you work on, the days at site and how the allowance is settled.

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

In one paragraph

Employer branding for an industrial automation or robotics company is what a controls engineer, panel wireman or commissioning engineer finds before applying: the platforms you work on, the days at site and how the allowance is settled. GullySales writes the careers page and job posts from what your engineers say.

Also written for

Industrial automation companies, Robotics companies, Systems integrators.

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 industrial automation and robotics companies

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

  • “Platforms are what a candidate is buying”

    Whichever control, drive and robot systems you actually work on, name them. His next job depends on what sits on his CV, and a page that says automation solutions tells him nothing.

  • “Days at site is the number that decides an offer”

    An integrator's engineer lives inside customer plants. How many days a month, how far, whether he gets home at weekends, and when the allowance is settled are the four questions.

  • “Panel wiremen are invisible on your website”

    Your panel shop is trade electricians and technicians who hear about work from each other. The careers page is written for a degree holder who has never held a crimping tool.

  • “Commissioning is where people burn out and leave”

    A long night during a customer's shutdown, a client engineer standing behind you, and nobody at head office picking up. Anybody who has done it once asks how you support the man at site.

What we do

What we deliver for industrial automation and robotics 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 that names the platforms

    The control, drive, robot and supervisory systems you work on, the industries you commission in, and what each team does with them. An engineer reads this as the training he gets.

    Result: Applications from engineers who want the platforms you run.

  2. Site and travel terms in every post

    Typical days at site in a month, the states you work in, the accommodation, the allowance and how a claim is settled and how quickly.

    Result: Offers accepted without a renegotiation about travel.

  3. The panel shop written for the panel shop

    A post for wiremen and technicians in the language they read, with the shift, the work on the bench and the route from wiring to testing.

    Result: Technicians applying to you instead of to the contractor.

  4. Support at site, described

    Who an engineer calls at midnight during a commissioning, how a stuck job is escalated, and what happens when a customer behaves badly on his own floor.

    Result: A commissioning engineer who believes he is not on his own.

  5. What your engineers say about the projects

    Interviews about a difficult commissioning that went well and one that did not. Their account, approved by them, with the customer details taken out.

    Result: Project detail a candidate cannot get from a job portal.

  6. A campus message that matches the site reality

    What goes to a polytechnic or engineering college, written to describe the travel rather than to hide it until the first posting.

    Result: Fresh engineers who do not resign after month four.

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 industrial automation and robotics 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 find engineers for us?
No. We do not recruit, hold candidate lists or handle payroll. We build the careers page, write the job posts and record the employee content behind them. Do not buy it if site allowances are settled late month after month. Engineers talk to each other across plants, the reputation is already set, and a post that reads otherwise is found out on the first claim.
Can we name the customers whose plants we commission at?
Only where the customer agrees, and many integration contracts prohibit it. The sector, the process and the scale do the same job for a candidate. Describing the application without the name is enough to make an engineer want the work.
Our engineers are away most of the month. Is there an honest way to sell that?
There is, and it is not to hide it. Some engineers want the sites. That is where the learning and the allowance are, and they pick the company that said so plainly. The ones who want to be home every night will not apply, which saves you both a resignation.
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.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

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