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. GullySales writes the careers page, the showroom posts and the workshop material.
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.
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.
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.
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.
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.
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.
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.
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, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for jewellery retail chains
- 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.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Can you find experienced showroom staff for us?
Our staff come through family and community references. Why publish anything?
Is it wise to publish our security procedures?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Retail and consumer
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