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. 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 monthly conversation.
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 monthly 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.
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.
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: A month of writing out of a call you take in the car.
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.
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.
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.
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, 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 vice presidents and senior vice presidents
- 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.
Will my employer think I am job hunting?
I do not want twenty recruiter calls a week.
Is this any different from rewriting my CV?
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?
C-suite and senior leaders
Personal branding for the rest of the c-suite and senior leaders.
- Board members and independent directors
- Business heads, country heads and regional heads
- CEOs and managing directors
- CFOs and finance heads
- Chief product officers and product leaders
- Chief revenue officers and sales heads
- Chief strategy officers
- CHROs and HR leaders
- CIOs and IT leaders
- CMOs and marketing heads
- COOs and operations heads
- CTOs and engineering leaders
Or start from personal branding.