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. GullySales writes and runs it from a monthly conversation, alongside the company's own careers pages.
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 monthly 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.
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.
An hour on an offer that was declined
An hour a month 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.
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.
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.
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, 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 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.
Should the company pay for this, or should I?
Is this the same as employer branding?
What if we are not a good place to work yet?
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?
HR and talent
Personal branding for the rest of the hr and talent.
Or start from personal branding.