Employer branding · Logistics and transport
Every branch manager hires alone, with no careers page to send a candidate to.
A documentation clerk or warehouse supervisor deciding on your offer wants three answers: what the shift is, which account they would run, and where the job leads.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A documentation clerk or warehouse supervisor deciding on your offer wants three answers: what the shift is, which account they would run, and where the job leads. GullySales writes the careers page, the job posts your branches use and the staff stories behind them.
Also written for
Logistics companies, Supply chain companies, 3PL providers.
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 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”
For example, a management trainee joins expecting dashboards and spends the first week on the phone about a vehicle stuck at a state border. If the advert promised analytics, the disappointment began there, not on the shop floor.
“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 a version at midnight. Each branch adds only its own address and shift details.
Result: One page and one wording for every branch, whether Guwahati or 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: Each post says what the job is before anyone has to ring and ask.
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: A night-shift description that lets a candidate decide before the interview.
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 progression story a graduate can weigh against a bank's offer.
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 where a candidate waits longest.
Result: A written list of where your own process loses people, for you to act on.
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 logistics and supply chain 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.
Is this a recruitment service?
Attrition in our trade is high. Is this worth doing?
Our client contracts stop us naming the account. Can you still write the job?
How much does it cost?
How soon will we see results?
Who will actually do the work?
What do you need from us?
Logistics and transport
Employer branding for the rest of the logistics and transport.
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.