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Employer branding · Logistics and transport

A driver's wife decides whether he takes your route, so write for her.

Employer branding for a transport or fleet company is what a heavy vehicle driver, a mechanic and their families work out about you before the first trip: the route, the nights away, the advance, and what happens to a challan.

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

A fleet supervisor and HR coordinator reviewing a driver's records at a transport depot

In one paragraph

Employer branding for a transport or fleet company is what a heavy vehicle driver, a mechanic and their families work out about you before the first trip: the route, the nights away, the advance, and what happens to a challan. GullySales writes that in a form a driver will actually be shown.

Also written for

Transport companies, Fleet operators, Trucking 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 transport and trucking companies

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

  • “Drivers are hired by drivers”

    Your next driver hears about you at a dhaba on the Hosur road from somebody already running your route. What he hears is the trip sheet, the settlement and whether the cleaner was paid. That conversation is your employer brand and it happens without you.

  • “Nights away is the whole negotiation”

    Long haul pays more and costs him his weekends. A man with two school-going children will take less money for a route that gets him home on Saturday. Few fleet operators ever say which routes do that.

  • “Deductions are where trust dies”

    Fines, damages, detention, diesel shortfall. If the rules are explained once at joining and never written down, every settlement turns into an argument and the steady drivers drift to the operator who hands over a printed sheet.

  • “Nobody in your office has written anything a driver could read”

    The website talks to customers about fleet size and coverage. A driver, or the son reading it aloud to him, finds nothing about the job at all.

What we do

What we deliver for transport and trucking companies.

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

  1. A one-page job sheet for each route type

    Route, days out, expected home days, the pay structure including trip and halting allowance, and how deductions work. Printed for the transport office and sized for a forward.

    Result: A driver's family can read the offer instead of hearing it third hand.

  2. A careers page built for a phone and a reader in a hurry

    Large text, the phone number at the top, and the same information in the language of the state your drivers come from.

    Result: The son holding the phone finds the answer in ten seconds.

  3. Voices of the drivers who stayed

    Recorded conversations with men who have been with you for years, cut into short voice notes and quotes, used with their permission.

    Result: A voice a new driver recognises, saying what settlement day is like.

  4. Workshop and mechanic roles, kept separate

    Your workshop, the vehicles in it, the shift and the training, written for a diesel mechanic rather than for a customer.

    Result: Workshop vacancies stop sitting open for months.

  5. A joining note that sets out the rules

    Everything a driver is told at joining, from the trip sheet to the fine policy, on one page and in writing, so nothing rests on memory.

    Result: Settlement stops being a fight at the end of every month.

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 transport and trucking 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
Will this get us drivers?
Not on its own. GullySales does not recruit, supplies no drivers and has nothing to do with your settlements or payroll. The driver shortage is a market problem, not a writing problem. What honest material does is stop you losing the drivers who did come, found the route different from what was promised, and left within a month.
Our drivers cannot read English. What is the point of a careers page?
The page is for the family, the broker and the young mechanic, all of whom read. For the driver himself the material is a printed sheet, a voice note and what another driver tells him, and those get the same care as the page.
How would we know it worked?
Count how many new drivers came through somebody already on your rolls, and how many were still with you at three months. We note where both stand before starting, then report against those two figures.
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.

Logistics and transport

Employer branding for the rest of the logistics and transport.

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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.

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