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. 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.
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.
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, 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 manufacturers
- 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
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.