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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.

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.

Construction supervisors and an HR coordinator reviewing crew deployment in a site office

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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for MEP and building services contractors

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.

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.

All case studies

  • 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.
    Read 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

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 supply us technicians?
No, we are not a manpower agency and we do not run anybody's payroll. The work here is what a candidate reads and what your own people repeat, which is the part a manpower agency cannot fix for you.
Most of our site labour is subcontracted. Does this apply?
It applies to the people on your own rolls: supervisors, site engineers, service technicians and the office. For gang labour the subcontractor's name is doing the hiring, and that is a different problem from the one this solves.
How would you know what our technicians actually think?
We ask them, without a manager in the room, including the ones on their way out. If what comes back is that wages are late, we tell you that instead of writing a careers page around it. Tell us what you need and that is where it starts.
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 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.

Real estate and construction

Employer branding for the rest of the real estate and construction.

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