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Employer branding · Real estate and construction

An engineer joining you moves near your site for two years, and the family asks first.

Employer branding for a residential developer is written for a site engineer who will live near your project until handover, and for the family sitting in on that decision.

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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 a residential developer is written for a site engineer who will live near your project until handover, and for the family sitting in on that decision. GullySales writes the careers page, the site posts and the safety and pay statements those questions need.

Also written for

Residential developers, Plot developers, Township developers.

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 residential developers

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

  • “Your delivery record is the careers page whether you write one or not”

    A candidate searches your last project and finds the buyers' group, the complaints about handover and whatever was said about the delay. All of it is being read as an employee would read it, not as a buyer.

  • “Safety and the salary date are the two questions asked at home”

    A site is a place where people get hurt. A parent wants to know what happens after an accident and whether the money arrives on the same date each month. Almost no developer answers either in writing.

  • “The job is an address for two years”

    Somebody joining a township on the edge of a city is choosing where to live, which school and how far the parents are. A post that names the city and not the site is asking for a guess.

  • “Your site sales team and your engineering team have nothing in common”

    One is hired out of broking and closes flats on a Sunday. The other is hired out of civil engineering and cares about the contractor and the specification. One page for both serves neither.

What we do

What we deliver for residential developers.

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

  1. A careers page built around the projects

    Each live project named, with its location, scale, stage and the roles open on it, plus the working week and the accommodation arrangement where you provide one.

    Result: A candidate can see which site the posting is to, and how far it is from home.

  2. The safety statement

    Your induction, the equipment issued, the toolbox routine, who the safety officer is and what happens after an incident, taken from your own safety head and put into plain words.

    Result: The question asked at home has a printed answer with a name attached.

  3. What you commit to on pay, said once and plainly

    The pay cycle for staff, how it reaches them and who to ring if it is late, in the words a family would use, and only what your finance team confirms.

    Result: The most common private worry is dealt with before the interview.

  4. Site engineer and project posts

    Posts naming the project, the stage, the contractor structure, the reporting line and what a week on that site involves.

    Result: Applications come from engineers who want that kind of project.

  5. Engineers who finished a project with you

    Interviews with people who saw a tower from foundation to handover, about what they learned and what the site was like.

    Result: Your delivery record becomes a reason to join rather than something to defend.

  6. Site sales and customer care roles

    Separate posts for the site office, naming the inventory, the ticket size, the channel partner structure and the incentive basis.

    Result: Sales hiring stops running off the same paragraph as engineering.

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 residential developers

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 recruit engineers?
No. GullySales does not recruit, does not supply candidates and has nothing to do with your payroll or your labour contractors. We write the page, the posts and the statements your HR team stands behind.
One of our projects was delayed and it is all over the internet. What do we do?
Not pretend. A candidate has read it already, so the interview will include it either way, and a careers page that ignores a known delay reads as dishonest. Say what happened, what changed and who is running the project now. If the delay is unresolved and your team cannot answer it honestly, fix that first and publish later.
Can the page promise a safe site?
It can describe what you do and who is accountable, which is a different thing. We will not write a guarantee about safety or about a payment date, and we are not your compliance adviser. Both of those sections come from your safety head and your finance team in writing before anything goes up.
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.
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.

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