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. GullySales writes that page and the hiring kit each store manager uses.
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.
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.
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.
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.
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.
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.
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.
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, then reported every month against it.
How it works
From your first message to the first monthly report.
No open-ended retainer. Each step has a point in time and something you receive.
01 · Day 1
Free audit call
45 minutes with whoever handles your enquiries: how they arrive, how fast they are answered, where they are lost.
02 · Within a few working days
Written, scored report
Six areas scored, fixes ranked by return and cost. If you want our help, the scope and fee come with it, in writing.
03 · Before work starts
Baseline recorded
Enquiries by source, reply time, conversion and cost per order, written down so every later month has an honest comparison.
04 · Month 1
The first fix goes live
Usually the cheapest one on the report: reply time, a follow-up sequence or the marketing-to-sales handover.
05 · Every month
Report against the baseline
What moved, what did not, and what changes next, in plain words.
06 · Month 3 to 6
Renew on the numbers
The term ends and you decide whether to continue from the results. No twelve-month lock.
How the work runs for restaurant chains and QSR brands
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 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
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 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
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every monthly report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No lock-in, no guarantees we cannot keep
Three to six months at a time. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
The offer
Start with a free audit of how you sell.
It is useful on its own, whether or not you hire us.
What you receive
- A 45-minute call with the person who will do the work
- A written, scored report on the six places orders leak, within a few working days
- Every fix ranked by what it returns and what it costs
- The one thing to do first, and why
- An honest line on whether you need outside help at all
- If you do, the scope and the fee in writing
No invoice. No obligation. No sales script.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Can you find us crew?
We lose people to the delivery apps. Will a better page change that?
How would we know this did anything?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Hospitality and food service
Employer branding for the rest of the hospitality and food service.
Or start from employer branding.