Personal branding · HR and talent
The candidate you want has six messages this week and will open one profile.
Personal branding for a recruiter or headhunter is what a passive candidate finds in the ten seconds after your message lands. It answers whether you really work their field, and whether you reply once the CV has gone in. GullySales writes and runs that presence from a monthly conversation with you.
In one paragraph
Personal branding for a recruiter or headhunter is what a passive candidate finds in the ten seconds after your message lands. It answers whether you really work their field, and whether you reply once the CV has gone in. GullySales writes and runs that presence from a monthly conversation with you.
Also written for
Recruiter, Headhunter, Talent acquisition specialist, Recruitment manager, Executive search consultant.
Where this sits
For recruiters and headhunters
Where it usually goes wrong, and what we would do.
“The scarce side is the candidate, not the client”
A mandate can be won on a good call. The senior engineer who is content where she is will not take that call. What changes her mind is recognising your name from somewhere that was not an inbox.
“Your reputation is your follow-up”
Candidates talk to each other. If people who interviewed through you never heard back, more visibility spreads that faster than anything else you could buy. Fix the follow-up before you buy an audience.
“A generalist profile gets generalist replies”
Saying you recruit across IT, banking and manufacturing tells a specialist you do not know their work. The recruiters candidates answer are the ones who have placed twenty people into the same three job families.
“Clients are deciding whether you understand the role”
A hiring manager who has rejected nine of your CVs is weighing whether to open the tenth. What you have written about the role, the market rate and why good people leave it is the argument you cannot fit into an email.
What we do
What we deliver for recruiters and headhunters.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A profile written for the person you are chasing
Your bio rebuilt around the job families you place and the companies you know from the inside. It also states what happens after somebody sends you a CV, with reply times you are willing to be held to.
Result: Replies from people who ignore recruiter messages as a matter of policy.
An hour on the search that took five months
The counter-offer you saw coming, or the brief that could not be filled at the salary written on it. One call carries the month.
Result: A month of material out of one conversation you were going to have anyway.
What you know about pay and process, written down
The stages of a hiring process in your field, what a counter-offer usually looks like, and the questions a candidate should be asking before the second round. No client's salary band published without permission.
Result: Candidates come to you with their own questions instead of being chased.
Proof for clients that names no client
Search write-ups covering the brief, the market and how the placement was made, anonymised wherever the mandate requires it.
Result: A new client sees how you work before the first meeting.
A candidate list that is yours
A subscriber list and a way for people to stay in touch while they are not looking, with consent recorded, because a scraped list is a complaint waiting to happen.
Result: A shortlist built in a week because you kept in touch for three years.
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 recruiters and headhunters
- 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.
I am in-house talent acquisition, not an agency. Is this for me?
Should this be my name or the firm's?
Can you send us candidates?
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.