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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.

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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 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.

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 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for warehousing 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
Do you do bulk hiring for peak season?
No. We do not source or supply staff, and payroll has nothing to do with us. We write what candidates and your own people read, so the manpower partner you use has something real to work with.
We pay the going estate rate. Why would writing change anything?
Because at equal pay people choose the place they know something about. If you sit below the rate in your own estate, this will not rescue you, and we would say so after the first conversation rather than take the work.
What can you actually measure here?
Applications per opening, how many joiners are still on the floor at day thirty, and how many hires came through a current employee. All three are written down before anything starts, so the report compares against a baseline instead of listing activity.
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

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