Employer branding · Real estate and construction
Site engineers judge you by what happened to the last project's team.
Employer branding for an infrastructure or EPC contractor is what a site engineer finds when the question is whether to move a family three hundred kilometres for a package.
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 an infrastructure or EPC contractor is what a site engineer finds when the question is whether to move a family three hundred kilometres for a package. GullySales writes the careers page, the project-wise job posts and the employee accounts behind them.
Also written for
Infrastructure companies, EPC companies, Road and metro contractors.
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 infrastructure and EPC companies
Where it usually goes wrong, and what we would do.
“Your public face is tenders, not people”
The website carries client logos, an order book and a photograph of a finished flyover. A billing engineer looking you up finds nothing about who runs a site, how long a posting lasts, or what the camp is like.
“Hiring comes in bursts and the posts show it”
You win a package and need forty people in six weeks. The adverts go up written by whoever was free, each one different. Good candidates read that as a company that has not decided what it wants.
“Demobilisation is the question nobody answers”
An engineer finishing a job wants to know whether he moves to the next site or starts looking around. Your own staff know the answer. Candidates do not, so they assume the worse one.
“The advert hides where the site is”
A post that says PAN India, plus a recruiter who will not name the district, reads as a trap. Naming the location, the camp and the leave cycle loses the people who were never going to come. That is the point.
What we do
What we deliver for infrastructure and EPC companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page written for a site, not a head office
Sections by discipline, planning, quality, survey, safety and billing, with the projects each runs on and the reporting line. Built to open on a phone in a site office with two bars of signal.
Result: A candidate knows before applying whether the job is drawings or dust.
Project-wise job posts
One format, filled in per package: nearest town, accommodation, the roster and leave pattern, the duration, and what happens at handover.
Result: Fewer applicants, and the ones who ring have already accepted the location.
What the engineers who stayed ten years say
Short interviews with people who have been through three sites with you, including the parts they did not enjoy, used with their designation and years.
Result: Proof that people are moved from one package to the next instead of dropped.
Safety, said plainly
Your induction, the permit system and what happens when somebody stops a job, written for a reader rather than for an audit file.
Result: A parent reading it at home stops arguing against the posting.
Campus material for polytechnics and engineering colleges
A one-page note and a talk outline for placement cells in the states you actually recruit from, with a trainee's first two years described honestly.
Result: Placement officers send you people who stay past the first monsoon.
A referral note your site staff will forward
Two paragraphs and a WhatsApp-sized version of the current openings, so a supervisor can send it to a cousin without having to write anything.
Result: Hires who arrive already knowing what the camp looks like.
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 infrastructure and EPC 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 you find us forty site engineers before the mobilisation date?
Our sites are genuinely remote. Will better writing change that?
What does this cost and how long before anything shows?
How long is the contract?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Real estate and construction
Employer branding for the rest of the real estate and construction.
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.