Executive Personal Branding That Builds Authority, Trust & Business

Profile and positioning changes show an effect within weeks — profile views and the quality of inbound messages usually shift first. Genuine authority takes longer: most executives see meaningful, repeatable inbound conversations between months three and six, and the compounding really starts after that. Anyone promising inbound pipeline in week two is selling engagement, not authority.

Two to four times a week is the range where consistency is achievable and the algorithm rewards you. Below once a week you are invisible between posts; above daily, quality usually drops and so does credibility. We set the cadence against how much interview time you can realistically give us, not against an arbitrary target.

Yes, and it is the core of how we work. Every piece originates in a recorded interview with you, so the ideas, examples and phrasing are yours. We build a voice guideline from those recordings, and you approve everything before it publishes. If a post does not sound like you, it does not go out.

Not necessarily. Many executives prefer to keep credentials and publish from drafts we prepare, which works perfectly well. Where you want us to publish and manage engagement directly, we use LinkedIn’s own access options and agree the boundaries in writing — what we will respond to, and what always comes to you.

Yes, on the LinkedIn Management and Executive Authority engagements. That covers scheduling, publishing, first-line engagement in the comments and flagging anything that needs your personal reply. On the strategy-only engagement, you publish and we provide the system.

Yes. Headline, about section, featured, experience, skills and the call to action are rewritten to work as a conversion asset rather than a CV. It is the first thing we do, because every campaign and post sends people back to that profile.

Yes, and for founder-led businesses with long sales cycles it is often the most efficient channel available. The mechanism is trust rather than targeting: buyers see how you think, then start the conversation themselves. It works best paired with a defined follow-up process, which is why inbound conversation management is part of the service.

Across five layers: visibility, authority, network quality, pipeline and business impact. The headline numbers are inbound conversations, meetings and opportunities influenced — not followers. Where you have a CRM, we tag inbound source so assisted pipeline can be reported alongside your other channels.

Yes. CEO branding is usually about market credibility and buying-committee confidence rather than reach, so the content leans toward category arguments, long-form articles and selective speaking rather than daily posting. We work to whatever time the CEO can genuinely commit, which is often 45 minutes a fortnight.

Yes. Multi-executive programmes work well when each leader owns a distinct territory — product, commercial, clinical, technical — so the voices complement rather than compete. We define those territories up front and coordinate the calendar so the company does not publish three versions of the same argument in a week.

Yes. LinkedIn newsletters, articles, carousels, reports and speaking abstracts are all in scope on the thought leadership and Executive Authority engagements. Long-form is usually where a point of view becomes properly defensible, so we push for it once the cadence is stable.

Yes, as part of the distribution work. That means building the assets organisers actually ask for — abstracts, bios, topic one-pagers — and deliberate outreach to relevant events, podcasts and publications. We cannot guarantee bookings, and we will not claim otherwise.

It depends on how much execution you want handled and how many formats are in scope. Strategy-only engagements are scoped as fixed-price projects. Managed LinkedIn and full Executive Authority programmes run as monthly retainers, priced against interview time, content volume, formats and distribution work rather than a percentage of anything.

Plan for at least six months. Authority compounds, and the first two months are mostly positioning and system-building with relatively little visible output. After twelve to eighteen months many executives move to a lighter retainer, because the voice guidelines, content system and network are already in place and need maintaining rather than creating.