Skip to content
GullySales
Tell us what you need

Personal branding · HR and talent

A candidate decides on Sunday whether to turn up on Monday, by reading you.

Personal branding for an HR leader is the visibility of the person a candidate will be hired by or report into: what they find in the week they are choosing between two offers.

Tell us what you needor call +91 80958 58589

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 an HR leader is the visibility of the person a candidate will be hired by or report into: what they find in the week they are choosing between two offers. GullySales writes and runs it from a regular conversation, alongside the company's own careers pages.

Also written for

HR manager, HR director, Head of HR, HR business partner.

For HR leaders

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

  • “Candidates who accept and then vanish have been reading”

    Somebody signs the offer, stops replying, and joins elsewhere. Sometimes a review site did it. Often the people who would manage them were invisible, so the safer choice was the company they could find out about.

  • “Your employees read you too, and they were in the room”

    Writing about culture in the same week somebody was let go badly is the risk only this job carries. Everything you publish gets measured against what people actually experienced in the appraisal cycle.

  • “Everybody has an opinion about your function”

    You will be told that HR does not understand the business, usually by somebody who has never built a hiring plan. Being visible is how you make that argument in public rather than in a review meeting.

  • “This is your employer's asset more than yours”

    Almost everything a visible HR leader brings back lands in the company's hiring funnel. That makes it fair to ask the company to fund, and a strange thing to buy out of your own salary.

What we do

What we deliver for HR leaders.

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

  1. A profile a candidate reads the night before

    Your bio written around the kind of hiring you do, how the process runs, how long each stage takes and what you will not do, in the same words your job posts use.

    Result: Candidates arrive knowing the process, and fewer disappear between offer and joining date.

  2. An hour on an offer that was declined

    An hour of your time on a hire that went wrong, a policy you changed after an exit interview, or the question you stopped asking at interview and the reason. In an appraisal month that hour is the first thing to go, and when it goes nothing is published in your name that month.

    Result: Material in your words without you writing over a weekend.

  3. Writing that matches what happens

    Pieces on your notice period, your appraisal cycle and how an internal move really works, checked against what your own employees would say before publication.

    Result: Nothing published that a former employee can contradict in a comment.

  4. Your name and the careers page pointing at each other

    Profile, job posts and careers page carrying one description of the work, so a candidate checking all three finds the same account.

    Result: Applications that understand the role, and screening calls that are not spent correcting it.

  5. The hiring managers in the frame

    Short profiles for the managers a candidate will actually meet, so the process does not rest on your name alone.

    Result: A candidate can look up the person interviewing them on Thursday.

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 leaders

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
Should the company pay for this, or should I?
Ask the company first. Applications, referrals and a warmer offer stage all land on the company's side of the ledger, so it belongs in the hiring budget. If they decline and you still want it, buy it as a career investment and keep the notes when the engagement ends.
Is this the same as employer branding?
No. Employer branding is the careers page, the job posts and what your current employees say, and we do that as a separate piece of work. This is one named person, and GullySales neither runs recruitment nor puts candidates forward.
What if we are not a good place to work yet?
Then fix that first, and we will say so in the first conversation. Making the HR head visible while a queue of angry former employees is writing reviews speeds up the damage. Start with the exit interviews and the reviews you already have.
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.

HR and talent

Personal branding for the rest of the hr and talent.

Or start from personal branding.

Your next practical step

Tell us what you are trying to grow, and we will read it before we call.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

Tell us what you need