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Employer branding · Telecom and energy

Somebody has to be on that roof in May, and they know it.

Employer branding for a solar or renewable energy company is what an installer, a site engineer or a rooftop salesperson understands before joining: the heat, the height, and whether the job lasts past commissioning.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Solar installation team reviewing protective equipment before work

In one paragraph

Employer branding for a solar or renewable energy company is what an installer, a site engineer or a rooftop salesperson understands before joining: the heat, the height, and whether the job lasts past commissioning. GullySales writes the careers page and the job posts around those three answers.

Also written for

Solar companies, Wind energy companies, Renewable energy 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 solar and renewable energy companies

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

  • “May on a terrace is the job you are hiring for”

    A rooftop installer works on tin and concrete when it is at its hottest, because that is when orders peak. Water, shade breaks and a start before sunrise are the real terms of the job, and the advert never mentions any of them.

  • “The trade hires in waves and candidates have noticed”

    A tender is won, forty people are taken on, the plant is commissioned and the team is let go. Anybody who has been through that once will ask what happens after handover. A vague reply is itself an answer.

  • “Height is the risk your page ignores”

    Fall protection, anchor points, and who checks them. On a two-storey house there is often nothing to anchor to, and how your supervisors handle that tells a candidate more about you than any statement about clean energy.

  • “Rooftop sales is not the same trade as installation”

    One job is sitting with a homeowner over subsidy paperwork and payback. The other is drilling on a terrace. Putting both in one advert brings people who are wrong for each.

What we do

What we deliver for solar and renewable energy 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 split by where the work happens

    Rooftop, ground mount, design office and sales, each with the travel, the site conditions and the season described as they are.

    Result: An applicant knows which of the four jobs he is applying for.

  2. The honest answer about project cycles

    What happens to a site team after commissioning, whether people are moved to the next project, and how a permanent role differs from a project one.

    Result: Candidates who accept a project posting with their eyes open.

  3. Heat and height treated as terms of employment

    Summer start and stop timings, water and shade, harness and anchor practice, and who can halt work on a roof.

    Result: Installers who are still there after the first hot month.

  4. A route from ITI electrician to site engineer

    The training you give, the sites people pass through on the way, and the two or three of your own staff who did exactly that.

    Result: Applications from electricians who want a trade with somewhere to go.

  5. Accounts recorded in the field

    Interviews with installers and site engineers on site rather than in a meeting room, used with their names and the towns they have worked in.

    Result: Something a candidate believes more readily than a company video.

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 solar and renewable energy 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
Can you find us installers before the season?
No. GullySales does not recruit, supplies no labour to anybody, and has no part in wages or payroll. We write what candidates read, so the people who do reach you already understand what the work involves.
Our project work genuinely ends at commissioning. Do we hide that?
No, say it. Project hiring is normal in this trade and people accept it when the duration, the rate and the chance of redeployment are stated. What loses them for good is finding out in month five.
We cannot promise water and shade on every roof. Should we still do this?
Not yet. An installer who works a terrace through May with neither tells the next six men in his village, and those six men are your hiring pipeline for the season. Fix the drinking water and a fixed stop through the worst hours of the afternoon first. Then the page has something true to say, and we would rather write that than a paragraph about clean energy.
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.

Telecom and energy

Employer branding for the rest of the telecom and energy.

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