Hire Warehouse, Support and Growth Teams Without Slowing Down
Fill the roles your online business depends on, from pickers, packers and support agents hired in batches to the engineers, category managers and growth leads that are hard to find. Our recruitment and talent acquisition services give each type of hiring its own process, from the requisition to the first day, and keep track of who actually stays.
The starting point
Is Hiring Keeping Up With Your Order Growth?
An online business hires in two very different ways at once: large batches for the floor, and single scarce roles for tech and growth. One process rarely serves both, and the cost of that shows in early exits and open positions.
We help you build a hiring process for each kind of role, and measure what it produces.
You may be experiencing:
- Pickers, riders and support agents hired through one funnel, though each needs different checks and a different pitch.
- Joiners leaving in the first fortnight, with no one counting them or asking why.
- Walk-ins, agencies and referrals all used, but nobody knows which source produces people who stay.
- Senior tech and growth roles open for months because hiring managers cannot find the time to interview.
- Offers declined or candidates who do not turn up on the joining date, especially just before a sale.
- Support agents hired without a test of language, typing or judgement, then removed after training has been paid for.
- New centres opening with half the team in place and no plan for how the rest will be found.
What we can help with
Our Recruitment and Talent Acquisition Services for E-commerce
Hiring Requirement Definition
Settle the role, shift, location, pay range and the standard expected for each type of hire, so hiring managers and in-charges select against the same criteria.
Volume Hiring for Fulfilment Roles
Design a repeatable batch process for pickers, packers, inward and dispatch staff: sourcing points near the centre, a short assessment, document checks and a joining date that suits the roster.
Support Agent Hiring
Screen for language, typing, calm under pressure and willingness to work late hours, with a structured interview and a short practical test before offer.
Delivery Partner Onboarding Support
Coordinate sourcing and documentation for riders and delivery partners where you engage them directly, and keep a clear line between what you do and what a logistics partner does.
Tech, Growth and Category Hiring
Run a focused search for scarcer roles, with a defined scorecard, protected interview slots for your managers and regular progress updates.
Peak Season Hiring Campaigns
Plan the sourcing for a sale: rehire list first, then fresh sourcing, with dates counted back from the sale and from the training days needed.
Source and Agency Review
Record where each joiner came from and how long they stayed, and compare walk-ins, agencies, referrals and platforms so the next batch goes to the sources that work.
Offer and Joining Follow-Up
Maintain contact between offer and first day, confirm documents and transport, and hand the joiner to the onboarding team with the details they need.
Working together
Recruitment Support That Fits Your Needs
Batch Hiring for Floor and Support Roles
A repeatable process for pickers, packers, agents and similar roles hired in numbers.
Peak Season Hiring Campaign
A dated plan and sourcing support for the weeks before a sale.
Scarce Role Search
A focused search for tech, growth, category and senior operations positions.
Ongoing Hiring Support
Added capacity for businesses that hire every month across several sites.
The scope, responsibilities and commercial terms are agreed before the engagement begins.
The deliverables
What You Receive
Depending on the agreed scope, your engagement can include:
- A role requirement sheet for each category of hire.
- A sourcing plan per role, with the channels and timelines.
- A short assessment for volume roles and a scorecard for senior ones.
- Screened profiles with notes against your criteria.
- Interview scheduling and candidate communication.
- A tracker of open roles, offers and joiners.
- A joining follow-up routine and handover to onboarding.
- A source comparison after each hiring round.
Step by step
How We Work
Understand Your Hiring Pattern
We learn which roles you hire in batches, which you hire singly, and what happened to people hired in your last peak.
Define Each Role
We agree the profile, the selection criteria and the pay range with you, and what you want to test before an offer is made.
Source and Screen
We source through the channels suited to the role, screen against your criteria and present suitable candidates.
Coordinate Interviews and Decisions
We schedule interviews, collect feedback on a common scorecard and help your managers decide quickly. You make the hiring decision.
Follow Through to Joining and Beyond
We stay in touch until the first day, record who joined and report on early exits and sources against the baseline we noted at the start.
The difference
Hire Faster for the Floor, Slower and Sharper for Scarce Roles
A hiring process fitted to each kind of role helps you:
We do not promise outcomes. We record a baseline before work starts, covering time to fill, early exits within the first fortnight, joiners against offers and the source of each hire, and report against it, so you can see what changed and what did not.
- Fill batch roles on a repeatable timeline.
- Spend less manager time on unsuitable candidates.
- See which sources produce people who stay beyond the first fortnight.
- Apply the same standard to every support agent hired.
- Keep scarce roles moving with scheduled interviews and updates.
- Build a pool to call on before the next peak.
Find your fit
Who This Service Is For
D2C Brands Hiring Fast
Add recruitment capacity when the team is growing faster than a founder can interview.
Fulfilment and Dark-Store Operators
Run batch hiring for new and existing sites with a standard process.
Support-Heavy Online Businesses
Hire agents against a standard that predicts who will cope with live customers.
Marketplaces Seeking Tech and Category Talent
Run focused searches for roles that are scarce and slow to fill.
Businesses Preparing for a Sale Season
Add capacity for the weeks when hiring volume is highest.
How it usually shows up in e-commerce and d2c
E-commerce hires in volume for the warehouse and the support floor and competes for scarce tech and growth talent. Pickers, riders and support agents are usually hired through one process, although each needs different checks. Early exits in the first fortnight are not tracked, so their cost is not seen. Senior tech and growth roles stall because the hiring manager is too busy to interview. Walk-ins, agencies and referrals are used without knowing which sources produce people who stay.
Common challenges
Where it goes wrong in e-commerce and d2c
Volume hiring is one process
Pickers, riders and support agents are hired the same way, though they need different checks. A rider hired in a hurry and a support agent hired in a hurry fail in different ways, and a single process cannot catch either.
Early exits are not tracked
People leave in the first fortnight and nobody counts the cost.
Tech and growth roles stall
Senior hires wait for managers who are overloaded.
Sources are not measured
Walk-ins, agencies and referrals are used without knowing which produces people who stay.
A better process
What a working version looks like
- 01
Set a process for each volume role
A short, structured process for pickers, riders and agents, with the checks each needs. The recruitment process holds the steps.
- 02
Track the first two weeks
Report how many hires are still there after the first pay, by source and by recruiter. Share the figure with the supervisors, so they see which intake is stable.
- 03
Give tech and growth hiring a fixed slot
Interview times are blocked in the manager's week, and a decision is made within a set number of days.
- 04
Compare sources
Track retention and quality by source, and put more where people stay.
What to check this week
- Look at last season's hires and count how many left within a fortnight.
- Ask which source gave the best retention for pickers.
- Check how long the senior tech role has been open and why.
- Look at the support hires who failed training and see where they came from.
- Find out whether a recruiter is measured on hires who stay.
Confirm with a qualified professional. What applies depends on your establishment, your state and your sector, and it changes. This page describes a practice; it does not state a legal position.
What this looks like in e-commerce and d2c
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Hiring for Peak
Three hundred people, six weeks, done properly.
What this coversHide
Hiring for Peak
Three hundred people, six weeks, done properly.
What this coversHidePeak hiring is a logistics exercise. The requirement is known months ahead, the window is short, and the quality of the process determines how the peak itself runs.
- Forecast from last peak
- Rehire list activated
- Bulk sourcing
- Batch assessment
- Batch onboarding
- Requirement forecast from the previous peak, by shift and function
- Rehire list from last season contacted first
- Agency relationships agreed and governed before the season
- Batch assessment appropriate to volume roles
- Joining timelines that account for document and verification steps
- Temporary, agency and permanent requirements planned distinctly
- Conversion criteria defined before hiring begins
- Source and agency performance reviewed after peak
Contacting last season's workers first is the cheapest and most effective channel available, and it depends entirely on whether anyone kept the list.
Questions on this, in e-commerce and d2c
Yes, but not with the same process. We set up a batch process for floor and support roles and a focused search for tech, growth and category roles, with a different sourcing approach and a different level of manager involvement for each.
We start by measuring them: who leaves in the first fortnight, from which source and under which supervisor. Then we change what we can influence, such as describing the job honestly, matching shifts to candidates and confirming transport and pay timing before joining.
We use a structured interview and a short practical task against criteria you agree, such as language, typing, listening and calm. Your team makes the final decision, and we record the scores so you can compare them with later performance.
Where you engage delivery partners directly, we can coordinate sourcing and document collection. Where a logistics partner supplies them, we help you set what the partner must provide. Classification of such workers should be confirmed with a qualified professional.
It depends on the role, the location, the pay and your interview speed. Batch roles move quickly when the process is set; senior tech and growth roles take longer. We give an initial estimate and update it as the search progresses.
Yes. We can take selected stages or run the agreed process in coordination with your HR, operations and hiring managers. Responsibilities and commercial terms are settled before the engagement begins.
Tell candidates honestly what the work is, set a short structured check, pay on a reliable date and track who stays by source. Early exits are mostly a mismatch of expectation.
With a short test of reading, writing and handling an upset customer, and a training period with a quality check before they take live tickets.
Block interview slots, decide within a set time and keep the process short. Good engineers accept another offer if you take weeks.
The one where hires stay. Track retention by source for a season, and move the spend.
Let Us Help You Fill the Roles Your Growth Depends On
Tell us what you are hiring for, in what numbers and by when, and we will discuss how to support your team.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Discuss Your Hiring Requirements
Share the roles you need to fill and your hiring timeline.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for e-commerce and d2c.
To run this in a system rather than on paper, see recruitment management.
Other HR topics for e-commerce and d2c
Selling a particular kind of product?
We have HR pages for 78 product categories, from footwear to software, and 436 subcategories within them.
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for e-commerce and d2c, or another industry.