Skip to content
GullySales
Tell us what you need

Employer branding · Manufacturing

A rotogravure printer can pick his employer, and the whole trade knows it.

Employer branding for a packaging manufacturer is what a printing machine operator, corrugation hand or quality checker finds before joining: the machines, the overtime, the solvent handling and the customer audits.

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.

A plant HR officer and production colleagues planning shift coverage at a factory briefing station

In one paragraph

Employer branding for a packaging manufacturer is what a printing machine operator, corrugation hand or quality checker finds before joining: the machines, the overtime, the solvent handling and the customer audits. GullySales writes the careers page and the job posts from what your own operators say.

Also written for

Packaging manufacturers, Corrugation units, Flexible packaging companies.

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 packaging manufacturers

Where it usually goes wrong, and what we would do.

  • “Good printers are scarce and they are being called”

    An operator who can hold registration on a gravure or flexo machine is known by name across the trade. If all you publish is a customer brochure, the man calling him has the better story.

  • “Overtime is constant and the real question is when it is paid”

    Delivery dates run the floor, so long days are part of the job. He wants the rate and the date it reaches his account, and he asks somebody who already works for you.

  • “Solvents are a conversation at home”

    Ink, adhesive and solvent handling in a printing or lamination shop needs ventilation and training. What you have installed belongs in the job post, because he will ask a friend if you stay quiet.

  • “Helpers become operators and nobody writes the route”

    Most of your machine men started by feeding sheets. How long that takes and who decides is the most persuasive thing you could publish, and it appears nowhere.

What we do

What we deliver for packaging manufacturers.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. The plant written up section by section

    Printing, lamination, slitting, corrugation, pasting and dispatch, with the machines standing in each and the trades you employ to run them.

    Result: Applicants who know which section they want.

  2. The helper to operator route in writing

    What has to be shown, how long it has taken recently, who signs it off, and what changes in the pay grade on the day it happens.

    Result: Helpers who stay long enough to become operators.

  3. Hours and overtime stated in the post

    The shift pattern, how a peak delivery week works, the overtime rate and the date it is settled. Written once and carried into every opening.

    Result: Fewer operators leaving over a surprise in the first month.

  4. Solvent and chemical handling described

    Ventilation, storage, the protective equipment issued and what the training covers, agreed with your safety officer and limited to what is actually in place.

    Result: A straight answer to the question asked at home.

  5. Audit discipline turned into a hiring argument

    If you supply food or pharmaceutical customers, your hygiene and documentation practice is a skill a checker can take anywhere. That belongs on the page rather than in a file.

    Result: Quality staff who read the job as a step up.

  6. What your printers say about the floor

    Conversations with a machine man of twelve years and with a checker who moved up from the line. Their words, cleared by them before publication.

    Result: Something a competing unit cannot reprint.

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 packaging manufacturers

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.

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
Do you supply machine operators?
No. We do not recruit, we keep no candidate database and payroll is not ours to touch. We write the careers page, the job posts and the messages that reach a printer through the trade.
Can we name the brands we print for?
Only where the customer agrees in writing, and most packaging contracts do not allow it. Naming the category, the substrate and the machine is enough for an operator to judge the work. A brand name matters on your sales page, much less to a printer.
Our overtime is heavy. Will saying so cost us applicants?
It costs you the applicants who would have resigned in week three, and it keeps the ones who came for the earnings. What genuinely costs you is overtime worked and then paid late, because that story reaches the trade faster than any advertisement. Fix the settlement date before you publish the rate.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
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.

Manufacturing

Employer branding for the rest of the manufacturing.

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