Employer branding · Real estate and construction
Your supervisors are hired by other supervisors, not by your website.
Employer branding for an MEP or building services contractor is what a technician, a site supervisor and their families work out about you before the job is taken: the sites, the tools, whether PF is actually paid. GullySales puts that into a careers page, job posts and notes your own gangs will forward.
In one paragraph
Employer branding for an MEP or building services contractor is what a technician, a site supervisor and their families work out about you before the job is taken: the sites, the tools, whether PF is actually paid. GullySales puts that into a careers page, job posts and notes your own gangs will forward.
Also written for
MEP contractors, HVAC companies, Plumbing contractors, Electrical contractors.
Where this sits
For MEP and building services contractors
Where it usually goes wrong, and what we would do.
“The technician you need is not on a job portal”
A good HVAC technician hears about work from the supervisor they worked under last year. Your careers page reaches that person only if somebody forwards it on WhatsApp, so it has to be short and in the language spoken on site.
“Families ask about height, not about culture”
A mother asking about the harness, the ladder and who pays the hospital bill has more say in the decision than any recruiter. Not one of them is answered anywhere on a contractor's website.
“ITI placement officers are a channel you never wrote for”
Industrial training institutes and polytechnics place diploma holders every year and choose who to ring first. They need one clean page about the trade, the training and the first year. Most contractors have never sent them anything.
“Weekly money beats your annual package”
A technician leaves mid-project for a contractor who pays on the fifth without fail. If your payment is regular, that is worth stating plainly. If it is not, no writing helps.
What we do
What we deliver for MEP and building services contractors.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that opens on a phone
Roles by trade, plus what a technician counts: PF and ESI, tools, safety kit, site accommodation, overtime, and the date wages land.
Result: A supervisor forwards one link instead of explaining the same thing eight times.
Job posts in the language of the site
Each opening written in plain English and in the regional language you recruit in, with a phone number to apply rather than a form nobody fills.
Result: Applications from people who would never have filled a form.
Certification and training, described as a path
What you sponsor, from the wireman and supervisor licence process to refrigerant handling and working at height, with who has been through it.
Result: A twenty-four-year-old sees three years ahead instead of one job.
Safety as your gangs would describe it
The toolbox talk, the kit issued, and what happened the last time someone refused an unsafe job, in ordinary words.
Result: The harness question is answered at home before anybody has to ask you.
A note for ITI and polytechnic placement cells
One page about your trades and your first-year intake, addressed to the placement officer, with a named person to ring.
Result: Your name comes up when the next batch is placed.
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 MEP and building services contractors
- 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.
Proof
What happened when owners fixed this.
Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.
ViRo Enterprises
- Situation
- There was no professional, easy-to-use website representing the company at all. A buyer comparing solar suppliers had nothing to read.
- What we did
- User experience planned first
- A responsive website
- Pages written properly
- One visual language
- Result
- No numbers were recorded for this engagement. The work is described in full in the case study.
Also worked with
Chord Road Hospital · Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · Natural Gases · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · SB Engineering · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios
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 supply us technicians?
Most of our site labour is subcontracted. Does this apply?
How would you know what our technicians actually think?
How much does it cost?
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?
Real estate and construction
Employer branding for the rest of the real estate and construction.
Or start from employer branding.