Skip to content
GullySales
Tell us what you need

Employer branding · Retail and consumer

Bag checks and a daily stock count belong on the page, not in the induction.

Employer branding for a jewellery chain has to be honest about two workforces with nothing in common: showroom staff handling high-value stock under camera and daily counts, and karigars at a workbench.

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 mentor helps a new colleague get started at a shared worktable

In one paragraph

Employer branding for a jewellery chain has to be honest about two workforces with nothing in common: showroom staff handling high-value stock under camera and daily counts, and karigars at a workbench. GullySales writes the careers page, the showroom posts and the workshop material.

Also written for

Jewellery retail chains, Jewellery showrooms.

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 jewellery retail chains

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

  • “The security routine is a condition of the job and it stays hidden until day one”

    Phones off the floor, bag checks at the end of the shift, a stock count every evening and a background check before joining. Somebody who is going to object should object before you spend a month training them.

  • “Karigars and showroom staff share nothing except your name”

    One is hired in the workshop lane, often from another state, and asks about accommodation and the piece rate. The other is hired for the floor and asks about the sales incentive.

  • “People stay in this trade for decades and you are not saying so”

    Long service is the most persuasive thing a jeweller has. Almost every chain leaves it out in favour of a paragraph about heritage that describes the family, not the staff.

  • “Akshaya Tritiya and the wedding months need floor staff who already know the stock”

    A temporary hire who cannot answer a question about purity or making charges costs you a sale in the only fortnight that matters.

What we do

What we deliver for jewellery retail chains.

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 states the conditions first

    The background check, the stock handling routine, the camera policy and the cash controls, written as the ordinary conditions of a trade rather than as suspicion.

    Result: Candidates who are comfortable with it apply, and the rest stop at the page.

  2. Showroom posts that name the product knowledge expected

    Hallmarking, purity, making charges, the exchange and buyback conversation, and the training a new joiner gets on each of them.

    Result: A floor applicant knows what has to be learnt, and how long you give for it.

  3. Workshop hiring material

    Notices for the karigar lanes in the language they read, stating the work, the accommodation arrangement, the payment basis and who to speak to.

    Result: Bench positions are filled without going through three middlemen.

  4. Long-service stories

    Interviews with staff who have been with you many years, naming the branch, the role they started in and the role they hold now.

    Result: The strongest argument you have finally appears in writing.

  5. The referral route your trade already uses

    A message your staff can pass through family and community networks, carrying the role, the branch and one number.

    Result: Hiring follows the route this business has always used, with something written behind it.

  6. Festival floor staffing

    Posts and a returning-staff message for Akshaya Tritiya, Dhanteras and the wedding months, plus the short product briefing a temporary hire needs.

    Result: Extra floor staff arrive able to answer a customer.

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 jewellery retail 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. 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
Can you find experienced showroom staff for us?
No. GullySales does not recruit, does not keep candidate lists and has no role in your payroll. We write the page, the posts and the referral message, and your team interviews.
Our staff come through family and community references. Why publish anything?
Because the reference gets somebody to apply and the page decides whether they accept. A cousin can vouch for the firm, but not for what a first-year floor salary looks like or whether Sundays are worked. If your branches are full of long-serving people and you open a showroom every few years, spend the money elsewhere.
Is it wise to publish our security procedures?
We publish the conditions a new joiner lives with, not how your systems work. No camera positions, no safe procedures, no counting method. Your security head reads and approves every line before it goes up.
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.

Retail and consumer

Employer branding for the rest of the retail and consumer.

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