Employer branding · Logistics and transport
Your branch manager does the hiring and he has nothing to send anyone.
Employer branding for a logistics or third-party logistics company is what an operations executive, a documentation clerk or a warehouse supervisor learns about you before joining: the shift, the account they would run, and where the job leads. GullySales writes that page, the posts your branches use, and the employee accounts behind them.
In one paragraph
Employer branding for a logistics or third-party logistics company is what an operations executive, a documentation clerk or a warehouse supervisor learns about you before joining: the shift, the account they would run, and where the job leads. GullySales writes that page, the posts your branches use, and the employee accounts behind them.
Also written for
Logistics companies, Supply chain companies, 3PL providers.
Where this sits
For logistics and supply chain companies
Where it usually goes wrong, and what we would do.
“Every branch writes its own advert”
The Bhiwandi branch and the Hosur branch put out the same role in two different ways, both drafted in a hurry at nine at night. A candidate comparing them cannot tell it is one company.
“Graduates think logistics is software”
A management trainee arrives expecting dashboards and finds twelve hours of phone calls about a stuck vehicle. Many leave inside a year, and the advert that brought them in is the reason.
“You cannot name the client, which is all they wanted to know”
Candidates want to know whose account they would run. Contracts often forbid naming it. Describing the sector, the volume pattern and the service level answers the question without breaking anything.
“The clerk who became a branch head is invisible”
Documentation to operations to branch manager is a real road in this trade. Nobody writes it down, so candidates assume the ceiling is low and go to a bigger name for a small rise.
What we do
What we deliver for logistics and supply chain companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
One careers page every branch can use
Roles, shifts, locations and the promotion route, written once so a branch manager is not drafting his own version at midnight.
Result: The same company shows up in Guwahati and in Bhiwandi.
Job posts by function rather than by branch
Formats for operations, customer service, documentation, warehouse supervision and sales, each naming the shift pattern, the week off and the reporting line.
Result: Candidates stop ringing to ask what the job actually is.
Night shift, described without apology
What a control tower night involves, why the account needs it, the transport and the rotation, and who on your team has done it for years.
Result: People who want nights apply, and people who do not stop taking up interview slots.
Where the job goes in five years
Two or three real progressions inside your company, from an entry desk to branch responsibility, told through people still working there.
Result: A graduate takes the operations job instead of the bank job.
A check on what applying to you feels like
We follow your own process end to end, from the form to the offer letter, and report where people drop out and how long each stage takes.
Result: The offer reaches a good candidate before your competitor's does.
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 logistics and supply chain companies
- 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.
Is this a recruitment service?
Attrition in our trade is high. Is this worth doing?
Who will actually write this?
How much does it cost?
How long is the contract?
How soon will we see results?
What do you need from us?
What if we are not happy with the work?
Logistics and transport
Employer branding for the rest of the logistics and transport.
Or start from employer branding.