Employer branding · Automotive
Sales staff leave you for a hundred rupees more, and come back when the scheme changes.
A dealership's hiring problem is a revolving door of sales consultants, service advisers and telecallers who move to the showroom down the road for a slightly better incentive. GullySales writes the careers page and the job posts that say how your incentive, your floor and your path to team leader actually work.
In one paragraph
A dealership's hiring problem is a revolving door of sales consultants, service advisers and telecallers who move to the showroom down the road for a slightly better incentive. GullySales writes the careers page and the job posts that say how your incentive, your floor and your path to team leader actually work.
Also written for
Car dealerships, Two-wheeler dealerships, Multi-brand outlets.
Where this sits
For vehicle dealerships
Where it usually goes wrong, and what we would do.
“The incentive scheme is your employer brand”
Nothing on a careers page outranks what a consultant earned last month and whether it arrived on time. Publish the slabs, what counts and the settlement date, and you are ahead of most showrooms in the city.
“Candidates read your customer reviews before they apply”
Your service reviews are public and some of them are furious. A sales candidate reads those and decides the job is absorbing anger for eight hours a day. Your careers page never answers it.
“Nobody plans to stand on a showroom floor for ten years”
Consultants want to know what team leader, used car evaluation and insurance roles look like, and how long each took for somebody real in your group. Without that, the only lever left is money.
“The service side is missing from your hiring”
Service advisers, telecallers and delivery staff are half the payroll and the seats you refill most. The careers page is written entirely for new car sales.
What we do
What we deliver for vehicle dealerships.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that publishes the incentive structure
The slabs, what counts towards them, when payment is settled and what gets clawed back. Written the way you would explain it across a table, not as an internal circular.
Result: Consultants arrive knowing what a good month and a bad month look like here.
Role posts for the whole floor
Sales consultant, service adviser, customer relations executive, pre-delivery inspection and delivery staff, used car evaluator. Each with its own hours, targets and reporting line.
Result: You stop advertising one role and interviewing for four.
The path to team leader, written down
What a consultant has to do to be considered, who decides, how long it has taken people at your dealership, and what the role pays against.
Result: A reason to stay through a bad quarter that is not a promise made at a Monday meeting.
An answer to what candidates read about you
We go through your public reviews, separate the complaints you have fixed from the ones you have not, and write the careers content that meets a candidate who has already read them.
Result: The showroom's reputation stops being an unspoken objection in every interview.
Interviews with your longest-serving consultant
An hour with whoever has been on your floor longest and with somebody who joined last quarter. What a Sunday is like, what they tell a friend who asks about the job.
Result: Two honest voices on the page instead of a line about a young and dynamic team.
The first thirty days
What a new consultant is told on day one, what product training they get, who walks them through their first delivery. Ask your own managers how many recent joiners left before they had sold a single car, and the month to work on picks itself.
Result: A new consultant gets to a first delivery instead of to a resignation.
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 vehicle dealerships
- 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.