Skip to content
GullySales
Tell us what you need

Employer branding · Manufacturing

The second shift ends at ten, and the bus decides whether she takes the job.

Employer branding for an injection moulding or plastics company is what a machine operator, setter or tool room hand finds before joining: the shift pattern, the transport, the tool room and what the first year teaches.

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 injection moulding or plastics company is what a machine operator, setter or tool room hand finds before joining: the shift pattern, the transport, the tool room and what the first year teaches. GullySales writes the careers page and the job posts from what your floor says.

Also written for

Injection moulding companies, Plastic manufacturers.

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 injection moulding and plastics companies

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

  • “Transport at shift change settles it for half your applicants”

    Much of a moulding floor is women on a rotating shift. Where the bus goes and what time it leaves decides whether an application is made at all.

  • “The tool room is the job everybody wants and nobody describes”

    Mould maintenance and die repair is the skilled end of the plant. If the page does not say you have a tool room, an ambitious operator assumes you send the moulds out.

  • “A setter who can change a mould fast is hunted”

    Changeover time and cycle time are where your money is, and everybody in the estate knows which men can do it. That man is being called, and your reply is a page about quality policy.

  • “The plastics institutes are a pipeline you never speak to”

    A plastics technology student picks between units he has heard of from a senior. A website written for customers gives that senior nothing to pass down.

What we do

What we deliver for injection moulding and plastics companies.

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

  1. The floor described machine by machine

    Machines by tonnage, the parts you mould, the shift rotation, the tool room and the assembly lines. Written for somebody who will stand at a machine rather than for a customer's buyer.

    Result: Applicants who know which shift and which section they applied for.

  2. Transport, canteen and shift-change arrangements in the post

    Routes, timings, pick-up points, and what happens when the second shift runs late. The detail a woman discusses at home before she applies.

    Result: Applications from the areas your bus already reaches.

  3. The tool room route, written down

    How an operator gets to mould maintenance, what has to be learned first, who teaches it, and what it changes in the grade.

    Result: Operators with a reason to stay into a third year.

  4. Separate posts for operator, setter and tool room

    Three different jobs with three different readers, each with its requirement and its day set out. No single advertisement doing all three badly.

    Result: An applicant pool shaped like your vacancies.

  5. What your operators and setters say

    Short conversations across shifts, including with people who joined as helpers. Their words go up with their permission and without being polished.

    Result: Detail no other unit in the estate can copy.

  6. A message the institutes can use

    What goes to the plastics and tool room institutes you hire from, describing what a trainee's first six months contain and who signs his record.

    Result: Trainees who arrive knowing the machines they will run.

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 injection moulding and plastics 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 do the hiring?
No. We do not recruit, screen or run payroll. The work is the careers page, the job posts and the employee stories that make somebody apply to you rather than to the unit next door.
Our operators are mostly women on rotating shifts. Does that change the page?
It changes most of it. Transport, timings, the facilities on site and who a complaint goes to matter more than anything you would put in a mission statement, and they are what gets discussed at home. Night working for women is governed by state rules and conditions, so confirm your position with your own adviser before you advertise a roster.
We already advertise on job portals. Why write more?
A portal puts you in a list of twenty listings that all say moulding operator required. The page is what an applicant opens after seeing the listing, and it is the only place you explain why this floor is different. If your listings already bring enough good applicants, keep your money.
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.

Tell us what you need