LinkedIn personal branding for VPs and C-level executives | CEO @ GrowedIn

Began writing at 16. Started freelancing at 18. Launched GrowedIn at 21. Built GrowedIn Digital at 24. Turned it all into a group of companies at 25.

The north star remains the same: focus on quality, happy customers, and treating people well.

Most of my time now goes into driving vision, operations, and growth. I focus on building systems that scale, teams that care, and client relationships that last.

Outside work, I spend my time strength training, cycling, exploring new food spots, watching good films & TV shows, and writing occasionally on my personal website: keyurkumbhare.com.

Keyur Kumbhare

About 6 months ago, when we published the very first State of LinkedIn Report, one theme stood out clearly.

Personal brands were outperforming company pages.

That observation has been already discussed a lot over the past few years. LinkedIn works best when people talk to people. Posts from individuals tend to spark more conversation and move through networks faster.

Over time, another pattern has become clearer.

The conversation is no longer really about personal brands vs company pages.

The companies doing LinkedIn well today are using both, and treating them as part of the same system.

They simply play different roles.

Personal profiles are where thinking shows up.
Ideas. Perspectives. Lessons from the field.

Company pages carry the enterprise side of the brand.
Announcements. Product launches. Hiring updates. Company milestones.

One starts conversations.
The other records what the company is building and shipping.

When these are connected, the same idea moves through different layers of the network.

A leader shares a point of view.
The company page adds the official update or context.
Employees reshare it and add their own perspective.

Over time this creates a much stronger presence than relying on one channel alone.

This is one of the shifts we are looking at as we prepare the Spring edition of the State of LinkedIn Report.

There are a few more patterns emerging on LinkedIn that were not as visible even a year ago.

More on that soon.

Our Spring report drops in April. Link in the comments if you'd like to sign up.

I came across a post yesterday claiming personal branding delivered massive ROI in the first month for a client.

And honestly, this is where things start going wrong.

At GrowedIn, we’ve been in personal branding and LinkedIn for over 5 years now, and one thing has always been clear to us. Personal branding is not a direct revenue channel. It is a trust layer. A reputation layer.

Can it lead to business? Of course. People discover you, trust you, and sometimes reach out. But that is a byproduct, not the promise.

The problem with posts that push “5x ROI” or quick returns is that they set the wrong expectations. People come in thinking this is a lead generation engine. It isn’t. And when that expectation breaks, trust in the entire space drops.

We’ve seen this firsthand. Prospects often come in expecting immediate returns because that is what they’ve been told online. In reality, what personal branding does is much slower and much deeper. It shapes how people perceive you. It builds familiarity. It compounds over time.

If your goal is predictable leads, there are clearer ways to do it. Outbound, ads, structured sales processes. Those are designed for that outcome.

Personal branding plays a different role. It makes the rest of your efforts work better. It builds credibility before the conversation even starts.

As founders and operators, it is important to be honest about what we are selling and what we are buying. Not everything needs to be positioned as high ROI to be valuable.

Some things are valuable because they build the foundation.

Tanisha Systems, Inc

As a Delivery Manager in US Staffing, I specialize in driving end-to-end recruitment processes that align with business goals and exceed client expectations. With a deep understanding of the US job market and industry trends, I excel at managing high-performance teams, streamlining operations, and delivering top talent to meet dynamic client needs.

My role involves collaborating closely with clients, from understanding client requirements to executing strategic sourcing and ensuring successful placements. I am committed to maintaining high standards of quality, fostering strong relationships, and continuously improving recruitment processes to deliver exceptional results.

Skilled in leadership and client engagement, I bring a solution-oriented approach to every challenge, ensuring that both clients and candidates achieve their objectives. Passionate about talent acquisition, I thrive in fast-paced environments where I can contribute to the success of both the organization and the professionals we place.

Client - Infosys

Delivery Manager

Senior Technical Recruiter

Client - IT Convergence, Wipro, Virtusa, Mphasis, Infosys.

Technical Recruiter

Droisys

Client - Telus International, ATOS Syntel. 

Managing full-cycle recruiting which includes researching, locating, screening, interviewing, recruiting, negotiating, and closing candidates.
• Extensively involved in direct client accounts.
• Well versed experienced fulfilling full-time requirements and W2,1099 and C2C and FTE Position.
• Maintain a good relationship with all the Consultants, vendors, and clients.
• Conducted pre and post-interview evaluations of all candidates as per the hiring teams/manager's needs.
• Meet established hiring targets and maintains compliance with established reporting structure.
• Utilize a resume database for sourcing and tracking of all candidates.
• Searching for the matching consultants in job portals like Dice and Monster and social networking sites like LinkedIn.
• Utilize a resume database for sourcing and tracking of all candidates.
• Interacting with account managers on a daily basis for every communication need.

Jconnect Inc

Client- Wipro, Syntel. 

• Getting the requirement from hiring managers
• Analyze the requirement and understand  what the client is looking for
• Using the different job boards for sourcing the good candidate
• Discuss the position with candidate let him/her know for what our client is looking for
• Get the confirmation from the candidate
• Submission
• Schedule the interview and follow up on the candidate until placement

Hi, I'm Kapil, a Delivery Manager (US Staffing) by profession and an engineer by education.

After doing my engineering same as other engineers I tried to get a technical job but I'm not good at coding and all the stuff so I fail miserably. 

I came in recruiting by mistake I got a call from the Recruitment and staffing Company. I thought they called me for some technical job but after an interview, I got to know this job is for Technical Recruiter.

I accepted the offer and thought let's do it and try to get the technical jobs on another side.

But man after going into recruitment I fall in love with recruiting. I enjoyed my job on the daily basics I interact with smart and technically sound IT professionals.

In 5+ years I served dozens of IT clients and delivered the best talent for their open IT requirements.

I perform a full recruitment cycle of all positions like full-time, C2C, and C2H.

I'm a certified C2C recruiter. 

If you're currently seeking new opportunities and wish to explore potential roles, feel free to reach out to me either through direct message here or via email at kapil.rana@tanishasystems.com.

Looking forward to the possibility of working together.

taplio

The Battle

Keyur Kumbhare

Kapil .

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taplio

The Battle

Keyur Kumbhare

Kapil .

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Keyur Kumbhare's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreKeyur Kumbhare's LinkedIn Performance