Employer branding · Automotive
Everybody knows your vehicles and nobody knows what your line is like at 6am.
A vehicle maker's consumer brand tells a candidate nothing about the job: the line, the shift pattern, the tech centre, the apprenticeship.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A vehicle maker's consumer brand tells a candidate nothing about the job: the line, the shift pattern, the tech centre, the apprenticeship. Employer branding is the work of answering that honestly enough to survive the first week. GullySales writes the careers content from what your own operators and engineers say.
Also written for
Car manufacturers, Two-wheeler manufacturers, Commercial vehicle manufacturers.
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 vehicle manufacturers
Where it usually goes wrong, and what we would do.
“The famous brand works against you”
A candidate assumes they already know you because they have sat in your showroom. They arrive with expectations set by an advertisement and leave in month four when the line turns out to be a line.
“Four plants in the belt court the same diploma holders”
In an automotive belt the same ITI and polytechnic pool is chased by every plant on the road. Bus routes, canteen, overtime and whether the supervisor shouts decide it, and none of that is ever written down.
“Engineers want to know which programme they touch”
A powertrain or vehicle integration engineer is choosing between you and a supplier's tech centre. The question is whether they own a system or check somebody else's drawings, and which building they sit in.
“Contract manpower makes a careers page dangerous”
If most of the line is hired through a vendor, a page about belonging reads as a lie to the people standing on it. Write the roles on your own rolls honestly and say the rest is a contractor arrangement.
What we do
What we deliver for vehicle manufacturers.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
The plant and the tech centre described separately
One careers page, two honest halves. Shift patterns, the gate, the bus and the canteen on one side; the bench, the programme and the review cycle on the other.
Result: An operator and an engineer each find the page written for them.
Apprentice and trainee content
Which trades you take, what the apprenticeship covers, what happens at the end of it, and what proportion of last year's trainees you kept, if you are willing to publish your own figure.
Result: ITI and polytechnic placement officers have something concrete to hand around.
Job posts that stop mixing line roles with engineering roles
Production associate, quality inspector, maintenance technician, design engineer, supplier quality. Each names the section, the shift and who signs off the work.
Result: Your HR stops screening four kinds of applicant out of one advertisement.
Interviews with operators and engineers
Conversations on the shop floor and in the tech centre about why they joined and what they would warn a friend about. Approved by each person before anything is published.
Result: The page stops sounding like the corporate film and starts sounding like the plant.
The walk from the gate to the offer, reviewed
The walk-in day, the written test, the medical, the wait for a call. We note where people drop out and what was said to them at each step.
Result: A written, scored list of the steps losing you candidates, ranked by what to fix first.
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.
How it works
How the work runs for vehicle manufacturers
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 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.
Proof
What happened when owners fixed this.
Real clients, the work we did, and the result as it was recorded. Where no number was recorded, none is claimed.
HOPO Hardware
- Situation
- There was no website or online platform of any kind, so nothing showed the products, their features or their technical specifications. A dealer who wanted a specification had to ask for it every time.
- What we did
- Website and product catalogue
- Logo and colour palette
- Printed stationery
- Social accounts opened
- Result
- No numbers were recorded for this engagement. The work is described in full in the case study.
Natural Gases
- Situation
- Buyers in this field size up a supplier before they enquire. They want to see the range, the plant and the industries already being served.
- What we did
- Brand identity for the gas trade
- A corporate website
- Social channels set up
- Google Business page
- Result
- No numbers were recorded for this engagement. The work is described in full in the case study.
SB Engineering
- Situation
- Buyers searching for laser cutting and sheet metal work in Bengaluru were finding other suppliers first, because the company did not rank for the terms its own customers type.
- What we did
- The site redesigned for mobile
- Search work on the buyer's terms
- Content that shows the work
- Social channels managed
- Result
- Website traffic rose 60% within six months, against a target of 50%.
- High-quality leads rose 45%, with a rise in conversion rates alongside them.
- Fifteen target keywords moved up the rankings, five of them into the top three positions.
Also worked with
Chord Road Hospital · Curtain Label · Difesa Security Services · Felicity Inn · Hands On CSR · Implevista · Kambar Group · Kalessi · Kerur Pain Clinic · LL Trust · Lucky Deals · NavaShakthi Souhardha · NewCom Logistics · Proton Technical Services · Shakthi Foundation · Shakthi Group · Urbanest · Insyde Studio · Venkateshwara Laser Tech · Vivara Studios
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- 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.
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.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
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.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Our brand is well known. Why would candidates need convincing?
Most of our line is on contract. What can we honestly publish?
Do you do the hiring or the campus visits?
How much does it cost?
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?
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.