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Personal branding · Consultants, coaches and advisers

The candidate checks you before sending a CV, and she has been burned.

Personal branding for a human resources or recruitment consultant serves two readers with opposite interests: the company that pays you, and the candidate deciding whether to trust you with her details.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A professional shares her expertise in a recorded interview

In one paragraph

Personal branding for a human resources or recruitment consultant serves two readers with opposite interests: the company that pays you, and the candidate deciding whether to trust you with her details. GullySales writes for both, and reports which enquiries and which applicants arrived through the work.

Also written for

HR consultant, Recruitment consultant, Organisational development consultant, Organizational development consultant.

Where this sits

For HR and recruitment consultants

Where it usually goes wrong, and what we would do.

  • “Half your audience is not your customer”

    The candidate never pays you and decides everything. She searches your name before replying, and when the only thing under it is a job post from 2021, she does not reply.

  • “You inherit the trade's reputation whether you earned it or not”

    Candidates have sat through four rounds and heard nothing since. They have answered postings for roles that were never open. Your page is read by somebody expecting exactly that, and silence confirms it.

  • “Compliance work is bought on risk, not on rapport”

    An owner constituting an internal committee under the workplace harassment law, or fixing appointment letters before a due diligence, wants somebody defensible. That reader is checking your background rather than your warmth.

  • “If you are paid on placement, speed beats visibility most quarters”

    A bigger database and faster submissions win mandates this month. This work pays on the mandates that come to you without a competitor in the room, and those arrive later.

What we do

What we deliver for HR and recruitment consultants.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A profile that states the mandates you take

    Levels, functions, cities, and the searches you decline. Most recruitment profiles claim everything, which is why none of them are believed.

    Result: A hiring head stops asking whether you do their kind of role.

  2. A candidate-facing promise, published

    What happens to a CV you receive, how long feedback takes, what you do when a client goes quiet, and what you will never do with a current employer.

    Result: Candidates answer your calls, which is the whole business.

  3. Writing about the hiring problems clients actually have

    The offer lost to a counter-offer, the candidate who accepted and never joined, the notice period buyout nobody budgeted, the founder making twenty hires with no process.

    Result: Founders arrive knowing you have seen their situation before.

  4. The conversation, while the searches are still live

    An hour about the ones running now and where each one is stuck. Nothing identifying a client or a candidate goes out, and you approve every draft. If that hour is not in your week, spend the money on a better database and leave this alone.

    Result: Writing with the grit of live mandates in it.

  5. Policy and organisational work written to be defensible

    Your approach to appointment letters, committee constitution and grievance process, described in general terms and checked by the client's own labour law adviser before use.

    Result: A risk-averse buyer can see how you would handle theirs.

  6. A pack for a founder making the first twenty hires

    What to put in place before the tenth employee, in plain language, ready for the chartered accountant who keeps telling them to sort it out.

    Result: Referrals from the advisers founders already listen to.

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, so every later report has an honest comparison.

Read the full personal branding page

How it works

How the work runs for HR and recruitment consultants

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

    Work out whether this is even your bottleneck

    The first conversation covers how enquiries reach you today. If the company's own site is the weaker link, that comes first, and we say so.

  2. 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. 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. 4

    Rebuild the profiles

    The bio page, LinkedIn and the directories that matter in your field, done once and done properly.

  5. 5

    The routine

    Interview, drafts, your approval, publication. The interview is the only part that needs you, and it is the part that cannot be skipped.

  6. 6

    Hand it over

    The subject list, the drafting notes and the calendar are yours. If you would rather keep it running yourself, that is a fair outcome.

Before you hire anyone

The first thing to do yourself.

It costs nothing, and it shows what a buyer sees before they ever call you.

  1. Search your own name and your practice or business name in a private browser window, and list the first ten results.
  2. Open your profile on each major platform and check that the name, photo, description and contact details agree.
  3. Ask two people who recently chose you what they looked up first, and write down their answers.

Judge any provider

What to ask any agency or ghost-writer.

Useful whoever you choose, including us.

  • Who writes my words, and do I approve everything before it goes out?
  • Which of my own details and claims will you need to check with me before publishing?
  • What will you not write because of the rules my profession follows?
  • Whose account do the profiles and the content sit in, and what happens to them if we stop?
  • 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
Will GullySales supply me candidates or run my hiring?
No. We do not recruit, we hold no candidate database and we do not run payroll. This work is your visibility and your material, and any applications it produces come to you directly.
Can I name the companies I recruit for?
Only with their written agreement, and many will refuse because an open search is commercially sensitive. Describe the sector, the level and the problem instead. Candidates care far more about how your process runs than about a logo.
Does this bring mandates or candidates?
Both, in different months, which is why they are counted separately against the baseline recorded before work starts. Candidate flow tends to move first, because more people are searching. Mandates follow the hiring cycle of the companies you want.
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.

Consultants, coaches and advisers

Personal branding for the rest of the consultants, coaches and advisers.

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Your next practical step

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