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Personal branding · C-suite and senior leaders

Search firms build the shortlist before they ring anybody.

Personal branding for a vice president is the visibility of the layer nobody inside the company is paid to promote.

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 a vice president is the visibility of the layer nobody inside the company is paid to promote. An executive search consultant reads it while building a longlist, and your own function reads it to decide you are worth following. GullySales writes and runs it from a regular conversation.

Also written for

Vice president, Senior vice president, AVP.

For vice presidents and senior vice presidents

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

  • “The longlist is built from what is public”

    A consultant filling a chief operating officer role in Mumbai spends the first week reading rather than calling. If you are not findable under the words that describe the job, you are not even on the list to be rejected from.

  • “Corporate communications works on the chief executive”

    Nobody in your company carries your visibility on their objectives. The communications team is booked on the annual report and the founder's interviews, and the gap is not anybody's fault.

  • “Your title does not say what you do”

    An assistant vice president in a private bank and an assistant vice president in a thirty-person product company hold different jobs. A reader guesses, and the guess is low.

  • “This does nothing for a promotion already being decided”

    If the next level is settled in March by people who have watched you for four years, spend the money elsewhere. What visibility moves is the strangers, not the room you already sit in.

What we do

What we deliver for vice presidents and senior vice presidents.

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 scope in plain terms

    Team size, the region, the line of business, the budget, in whatever form your employer permits. Written so a reader knows in one screen what you are answerable for.

    Result: A search consultant can place you without ringing to ask.

  2. An hour on a decision you had to defend

    An hour on a single problem inside your function: the handover that keeps failing, the vendor who is never on time, the report nobody opens. Where that hour cannot be found, what gets published is somebody else's opinion under your name, and your own function spots it.

    Result: Writing out of a call you take in the car.

  3. Writing pitched at the function, not the employer

    Pieces about how the work is actually done, checked against what your company treats as internal before a word is published.

    Result: You are read as an authority on the job rather than as a spokesperson.

  4. Clearance agreed with your manager first

    A short note on what you intend to publish and why, taken to your reporting manager before the first piece goes out. Awkward once, then never again.

    Result: No conversation about loyalty six months in.

  5. Speaking material for the forums your function attends

    Two biographies, a photograph that is not cropped out of a wedding, and the four subjects you can take questions on. Then a pitch to the bodies that run events in your field.

    Result: A panel invitation instead of a delegate badge.

  6. Your own managers in the frame

    The people who report to you named and credited, so the work reads as a function you built rather than a job you hold.

    Result: Evidence that you can lead, which is what the next level is testing.

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 vice presidents and senior vice presidents

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 my employer think I am job hunting?
Some will, so handle it in the open. Tell your manager the writing is about the craft and not about the company, show them the first two drafts, and keep well away from anything commercially sensitive. If that conversation is impossible where you work, the honest answer is to wait.
I do not want twenty recruiter calls a week.
Then we write for the peer and the buyer instead of the recruiter, and leave the availability signals off entirely. Approaches will still arrive, because that is what being findable does. Filtering them is an easier problem than not existing.
Is this any different from rewriting my CV?
A CV is read once, by somebody who already has you inside a process. This is read by people deciding whether to start one. The facts are the same and the job is not, which is why the writing has to change.
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.

C-suite and senior leaders

Personal branding for the rest of the c-suite and senior leaders.

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