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Employer branding · Manufacturing

An operator loading the same part for two years wants to know when he gets the control.

Employer branding for a precision manufacturing or CNC company is what an operator, setter or programmer finds before applying: the machines, the controls, the tolerances and the route from loading parts to setting them.

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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 precision manufacturing or CNC company is what an operator, setter or programmer finds before applying: the machines, the controls, the tolerances and the route from loading parts to setting them. GullySales writes the careers page and the job posts from what your shop floor says.

Also written for

Precision manufacturing companies, CNC companies, Machine tool 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 precision manufacturing and CNC companies

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

  • “The ladder is the offer”

    Operator, setter, programmer. A good machine hand is choosing the shop where he reaches the control, and nobody writes down how long that takes or who decides it.

  • “He reads your machine list the way you read a customer list”

    Which makes, which controls, how many axes, whether there is an inspection room with a coordinate measuring machine in it. Two years on a machine he can name is what he is buying.

  • “The shed across the road is the competition”

    In an industrial area an offer travels at lunchtime. A setter you trained is worth more to the unit fifty metres away than to anybody advertising on a portal.

  • “Aerospace and medical work is an argument you are not making”

    If your parts go into regulated assemblies, the traceability and the inspection discipline are a career asset. A candidate who wants that work cannot tell from your page that you have it.

What we do

What we deliver for precision manufacturing and CNC companies.

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

  1. A careers page with the machine list on it

    Makes, controls, axes, the inspection room and the kind of parts you cut, set alongside the trades and grades you employ. The page a machinist actually wants to read.

    Result: Applicants who mention your machines in the first call.

  2. The operator to setter route written down

    What has to be demonstrated, who signs it off, how long it took the last few men who did it, and what changes in the grade when it happens.

    Result: Operators who can see a reason to stay another two years.

  3. Shift and night working stated plainly

    The rotation, the night allowance, transport at shift change, and how overtime is counted and when it is paid.

    Result: Fewer candidates who leave once they meet the third shift.

  4. Job posts by trade

    Operator, setter, programmer, quality inspector and tool room, each with its own requirement and its own day, written in the language of that trade.

    Result: Applications sorted before they reach your table.

  5. What your setters say

    Conversations with men who came up through the shop, and with one who went to a competitor and came back. Used with their consent and not smoothed over.

    Result: A progression story a candidate can verify at the tea shop.

  6. An institute message that matches the page

    The same description sent to the ITIs and polytechnics you hire from, with what a trainee does in the first six months and who teaches him.

    Result: Trainees who arrive expecting the job you actually have.

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 precision manufacturing and CNC 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. 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 CNC operators?
No. We are not a manpower agency, we do not screen candidates and we do not touch wages. We write the careers page, the job posts and the employee content.
Our best setters keep getting poached. Does this stop it?
Not by itself, and anybody claiming otherwise is guessing. A page and a written progression route change who applies and why people stay, but if the shed across the road pays more for the same work on the same control, some of them will go. Publish the route to programmer and you keep the ones who want that more.
Can we name the customers whose parts we machine?
Usually not, because most machining contracts restrict it. Describe the sector and the tolerance instead, which is what a machinist cares about. Where a customer will agree in writing, naming them is worth asking for.
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 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.

Manufacturing

Employer branding for the rest of the manufacturing.

Or start from employer branding.

Your next practical step

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Eight short steps, mostly taps. Skip anything you would rather answer on the call.

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