Employer branding · Logistics and transport
The warehouse across the road pays a little more, and the whole estate knows it.
Employer branding for a warehouse or fulfilment centre is what a picker, a forklift operator or a shift supervisor hears about you inside the same industrial estate: the bus, the canteen, the shift, whether last season's temporary hands were kept. GullySales turns that into a careers page, gate-level material and honest job posts.
In one paragraph
Employer branding for a warehouse or fulfilment centre is what a picker, a forklift operator or a shift supervisor hears about you inside the same industrial estate: the bus, the canteen, the shift, whether last season's temporary hands were kept. GullySales turns that into a careers page, gate-level material and honest job posts.
Also written for
Warehousing companies, Fulfilment centres.
Where this sits
For warehousing companies
Where it usually goes wrong, and what we would do.
“Your competition is four hundred metres away”
In an estate off Soukya Road or in Bhiwandi, a picker can change employers on a Monday without changing his bus. Rate alone will not hold him. A shift he can plan his life around will.
“Peak hiring teaches people what you think of them”
Temporary hands are taken on in bulk before Diwali and let go in January. Whether any were made permanent is known at every tea shop near the gate by February, and it decides how fast you fill next October.
“The first week is where you lose them”
A joiner who cannot find the canteen, has no locker and waits eleven days for an identity card has already decided. Nothing written on a careers page survives that.
“Nobody looks you up online, so the gate is your careers page”
A notice at the gate, a forwarded message and whatever the pickup driver says are the real channels. They still have to be written, and nobody writes them.
What we do
What we deliver for warehousing companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page for the people who will actually read it
Shift timings, the pickup route and its stops, canteen, lockers, the referral amount, and a number to ring. One screen, with the important part at the top.
Result: A candidate can check the bus stop before deciding to come in.
Gate and estate material
The notice board sheet, a QR code and a forwardable version of each opening, in the languages spoken in that estate.
Result: Walk-ins who already know the shift and the wage structure.
Job posts that state the physical reality
Weight handled, hours on feet, the temperature in the cold room, and the equipment issued for it.
Result: Fewer joiners who stop turning up on day three.
A first week worth advertising
What a joiner gets on day one, who walks them round, and when the identity card and locker arrive, written on the page because it is a genuine difference.
Result: Day-one attrition becomes something you can point at rather than explain away.
The referral offer in employees' own words
A short message your shift staff can send, with the rules and the day the money is paid.
Result: Hires who arrive briefed by somebody who already works there.
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 warehousing companies
- 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.
Do you do bulk hiring for peak season?
We pay the going estate rate. Why would writing change anything?
What can you actually measure here?
How much does it cost?
How long is the contract?
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?
Logistics and transport
Employer branding for the rest of the logistics and transport.
Or start from employer branding.