Personal branding · C-suite and senior leaders
The leaders you headhunt yourself are the ones who look you up first.
For a CHRO this is your own standing, separate from the company's careers page: what a senior candidate you are courting, a director asking about attrition and a search consultant building a longlist find when they look you up. GullySales builds it from one interview a month, in your words.
In one paragraph
For a CHRO this is your own standing, separate from the company's careers page: what a senior candidate you are courting, a director asking about attrition and a search consultant building a longlist find when they look you up. GullySales builds it from one interview a month, in your words.
Also written for
CHRO, Chief people officer, Chief human resources officer, People head.
Where this sits
For CHROs and HR leaders
Where it usually goes wrong, and what we would do.
“The hires that matter most are never advertised”
A vice president worth taking is not reading job posts. You call them, and before they return the call they read you, because you are the reason they would leave somewhere comfortable. There is no careers page for a role that was never posted.
“The board asks about attrition before it asks about your plan”
Directors and investors want to know who is leaving, who is irreplaceable and what the succession list looks like. A CHRO who has never explained that kind of thing in writing does it for the first time in the meeting itself.
“You are asked to fix employer brand with no voice of your own”
The brief lands on your desk every year. Meanwhile the function's credibility rests on a person whose own profile says nothing beyond a job title and a joining date.
“The HR circle is small and it moves by reputation”
Heads of HR across one city and one industry know each other, compare notes and pass roles along. Being in that conversation is what makes your next move a phone call rather than an application.
What we do
What we deliver for CHROs and HR leaders.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A profile that reads as an operator
The headcount and locations you cover, the systems you have implemented, the restructures you have run. Written so it never sounds like a coordinator's job description.
Result: A candidate or a peer understands the weight of your role without asking.
One interview a month, usually between hiring cycles
An hour on a policy you reversed, a role you could not fill for eight months, or what the last appraisal round taught you.
Result: Writing about how work really happens in your company rather than what the handbook says.
Something for the person you are about to call
What a senior candidate wants before returning the call: how decisions actually get taken here, what happened to the last person in that seat, and the one thing you will not promise them. Written once, sent by you.
Result: The second conversation starts at the offer rather than at the reassurance.
Kept current where executive search looks
Search consultants build longlists from what they can find and from who other heads of HR name. Your profile, your record and the roles you are open to hearing about stay accurate, including in the years you are not moving.
Result: The call about the next role comes to you rather than about you.
A clear line between you and the company's employer brand
This work covers your presence. The careers page, the job posts and what current employees say are a separate programme, and we will tell you which one your problem actually is.
Result: Money goes where the gap is instead of where the job title suggests.
How the result is measured
- Enquiries that name you or came through your profile
- Searches for your name, from Search Console
- Profile views and connection requests from your industry
- Speaking invitations, press enquiries and podcast requests
- Posts published against posts planned, and what held up the rest
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 CHROs and HR leaders
- 1
Work out whether this is even your bottleneck
The audit call covers how enquiries reach you today. Plenty of owners come asking for this and leave with a report saying the company's own site is the weaker link, and that comes first.
- 2
Search your own name with you
We look at what a buyer sees today: every profile, old listing and photograph. Some of it you will want taken down, and some of it only you can take down.
- 3
Agree what you will and will not say
The subjects you know cold, the ones that belong to your clients, and the lines your regulator or association draws. Written down before anything is published.
- 4
Rebuild the profiles
The bio page, LinkedIn and the directories that matter in your field, done once and done properly.
- 5
The monthly rhythm
Interview, drafts, your approval, publication. The interview is the only part that needs you, and it is the part that cannot be skipped.
- 6
Hand it over
The subject list, the drafting notes and the calendar are yours. Plenty of owners keep it running themselves after a few months, and that is a fair outcome.
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 recruit? We need people more than we need posts.
The CEO is the public face here. Should I be visible at all?
I sit in interviews all day. When would this happen?
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?
C-suite and senior leaders
Personal branding for the rest of the c-suite and senior leaders.
- Board members and independent directors
- Business heads, country heads and regional heads
- CEOs and managing directors
- CFOs and finance heads
- Chief product officers and product leaders
- Chief revenue officers and sales heads
- Chief strategy officers
- CIOs and IT leaders
- CMOs and marketing heads
- COOs and operations heads
- CTOs and engineering leaders
- Vice presidents and senior vice presidents
Or start from personal branding.