Skip to content
GullySales
Tell us what you need

Employer branding · Hospitality and food service

A crew job is one season of somebody's life, and your page should treat it that way.

Employer branding for a restaurant chain is what a crew member reads before walking into the store to ask for a form: the shift, the break, the meal, and what the job is worth on a CV afterwards.

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.

Restaurant team coordinating kitchen and floor duties

In one paragraph

Employer branding for a restaurant chain is what a crew member reads before walking into the store to ask for a form: the shift, the break, the meal, and what the job is worth on a CV afterwards. GullySales writes that page and the hiring kit each store manager uses.

Also written for

Restaurant chains, QSR brands, Casual dining chains.

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 restaurant chains and QSR brands

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

  • “Customers love the brand and candidates have never thought of it as a job”

    The menu, the mascot and the combo offer do no work at all when a nineteen-year-old is choosing between your counter and the one two shops down.

  • “Every hire is made by a store manager at the counter”

    Head office writes the policy and a shift supervisor does the interview between the lunch and dinner rush. Whatever he says is your employer brand.

  • “Short tenure is the model, and pretending otherwise wastes everybody's time”

    A student who joins for eight months is a good hire if both sides know it. Say what she takes away: food safety habits, the till, and a reference somebody will pick up the phone about.

  • “A new store needs a crew before the shutters go up”

    Three weeks before opening you need twenty people in a neighbourhood where the brand has no store yet, and nothing local to point them at.

What we do

What we deliver for restaurant chains and QSR brands.

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

  1. A careers page written for the counter

    Shift timings, the weekly off, breaks, the duty meal, uniform and how the roster is published. Eighth-standard English, and the local language where your stores are.

    Result: A walk-in candidate has her answer without a supervisor being pulled off the floor.

  2. The store hiring kit

    A window poster with a QR code, a counter card, a WhatsApp number that reaches a real person, and the six things a manager should say at a walk-in interview.

    Result: Every store opens the same conversation, whether the manager has hired twice or two hundred times.

  3. Posts for crew, cook, shift lead and store manager

    Four separate posts, each naming the hours, the reporting line and what the next step up looks like.

    Result: A shift lead stops applying for crew because the post did not tell them apart.

  4. What the job is worth afterwards, written down

    The training a crew member completes, the certificate they receive and the reference your company will give. Nothing promised that your HR will not honour.

    Result: A parent who asks why their son is working at a counter has something to read.

  5. A store opening hiring pack

    Neighbourhood notices, a line for the hoarding while the site is under fit-out, and posts for the local groups a new catchment actually reads.

    Result: The crew is trained before the first customer walks in.

  6. The reviews candidates read about you

    What former crew have posted about working with you, gathered and answered where an answer is warranted, without arguing in public.

    Result: Someone searching your name and the word salary finds your reply, not only the complaint.

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 restaurant chains and QSR brands

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
Can you find us crew?
No. We do not recruit, screen or supply staff, and we are nowhere near your payroll. Our work is the careers page, the job posts and the kit the store manager uses when somebody walks in.
We lose people to the delivery apps. Will a better page change that?
Not on money. A rider who wants to pick his own hours will keep picking them, and no writing beats that. What the page changes is the candidate who wants a roster, a supervisor and something to put on a CV, and she is choosing your competitor today because neither page told her anything.
How would we know this did anything?
We record where applications come from before the work starts, then report against that number: applications per open shift, walk-ins per store, and how many of last season's crew came back. If nothing moves by the third month, the page is wrong and we change it.
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.

Hospitality and food service

Employer branding for the rest of the hospitality and food service.

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